The teacher salary schedule comes within the personnel policies as required by law.

Each school district must have a committee on personnel policies.

The Arkansas Department of Education shall not accredit a school district which does not have written personnel policies

The Personnel Policy Law defines a personnel policy.

Administrators may vote in the election of classroom teachers to the PPC.

The superintendent of schools may conduct. but not vote in, the election of classroom teachers to the PPC.

Classroom teacher members of the PPC must be elected by a majority of classroom teachers voting by secret ballot.

In the election of classroom teacher members of the PPC, ballots must be must be distributed to all teachers.

Administrator members of the PPC must be elected by the administrators in the district.

The superintendent may be a member of the PPC.

The PPC must review the district's personnel policies in a series of meetings throughout the year to determine if additional policies or amendment to existing policies are needed.

Only the PPC can make proposals of new policies or amendments to existing policies.

The School Board has four options when it is presented proposed policies or amendments-adopt, reject, amend, or refer proposals back to committee.

Each teacher and administrator shall be furnished a copy of any amendments to personnel policies within sixty days after adoption.

School board policy proposals must be presented to the PPC at least ten working days prior to presentation to the board.

There is no maximum number of classroom teachers that can serve on the PPC.

The PPC is required by law to organize itself in the month of September of each school year.

Each teacher in a school district shall be given a copy of the district's personnel policies at the time of his/her employment.

Any personnel policy can be changed by the board during the term of a teacher's contract.

Personnel policies are a part of a teachers contract.

Grievance procedures are optional policy features for school districts.

Grievance procedures must contain at least three steps-the intermediate supervisor, an appeal to the superintendent, and an appeal to the board.

A grievance hearing at the board level shall be in closed session.

The employee has a right to have a representative of his/her own choosing at any level of the grievance procedure.

The distribution of salary underpayments from previous years is not subject for consideration by the PPC.

The superintendent always presents the committee's proposed policies to the board.

Any board approved policy change/addition can only take place during the fiscal year, if the majority of certified personnel agree to the change in their contract.

Only members of the personnel policy committee (PPC) may count the votes of certified personnel on any policy change occurring during the same fiscal year.

Any vote of certified employees required by the PPC action must be done by secret ballot.

Any certified personnel willing to take a lower contract amount may waiver their right to be paid according to the salary schedule.

School districts must give credit for all previous years experience on the salary schedule when hiring new employees to the district.

Policies involving extended contracts (longer than 190 days) and those salary schedules reflecting extra duties are part of the responsibilities of the PPC.

The superintendent's salary is not a required subject for review by the PPC.

Student discipline policies are subject to review by the PPC.

Teacher evaluation procedures are subject to review by the PPC.

It is unlawful for school boards or their representatives to discourage efforts of employees to seek recognition for bargaining.

There are no provisions in the law for interim PPCs in those school districts that may be consolidating.