Indiana Administrative Code Title 560 - INDIANA EDUCATION EMPLOYMENT RELATIONS BOARD
Indiana Administrative Code – Title 560
Indiana Education Employment Relations Board (IEERB)
Title 560 of the Indiana Administrative Code creates and governs the Indiana Education Employment Relations Board (IEERB). This board oversees how employment relations are managed between school employers (public school corporations, charter schools, etc.) and their school employees (primarily teachers and some other staff).
The Title establishes the rules, procedures, and responsibilities of the IEERB.
1. Structure and Role of the IEERB
The IEERB is an independent state agency with authority over labor relations in the education sector.
Its main purpose is to regulate and oversee the collective bargaining process, ensure fair labor practices, and resolve disputes between teachers (or their unions) and school employers.
The board has power to:
Conduct hearings.
Issue rulings and determinations.
Enforce compliance with rules under this Title.
2. Key Definitions
Title 560 defines important terms for clarity, such as:
School Employer – The governing body of a public school or charter school.
Exclusive Representative – The union or employee organization chosen by a majority of teachers to represent them.
Collective Bargaining – The process where the employer and employee representatives negotiate contracts.
Mediation, Fact-finding, Arbitration – Stages of dispute resolution provided under the board’s rules.
3. Bargaining Units
Title 560 explains how bargaining units are determined.
A bargaining unit is the group of employees represented by a union (e.g., all classroom teachers in a district).
The IEERB determines if a group of employees qualifies as a unit and ensures proper representation elections are conducted.
4. Elections and Representation
Rules exist for secret ballot elections so employees can choose their exclusive representative.
IEERB supervises these elections to ensure fairness.
Procedures are outlined for:
Petitioning for an election.
Certification of a union.
Decertification (removal) of a union.
5. Collective Bargaining Procedures
Title 560 sets timelines and rules for bargaining:
Bargaining must occur between the school employer and the certified exclusive representative.
Certain issues are mandatory bargaining subjects (like salary, wages, and benefits).
Other issues may be discussion topics (like class size, curriculum, teaching conditions).
6. Impasse Resolution
When bargaining breaks down, Title 560 provides steps to resolve disputes:
Mediation – A neutral mediator assists both sides.
Fact-Finding – If mediation fails, a fact-finder examines evidence and makes recommendations.
Last Best Offer Selection – In some cases, the board may require each side to submit their best final offer and choose between them.
7. Prohibited Practices
The code lists unfair or prohibited labor practices for both employers and employee organizations. Examples:
Employers may not:
Interfere with employees’ rights to organize.
Refuse to bargain in good faith.
Employee organizations may not:
Coerce employees to join or stay in a union.
Refuse to bargain in good faith.
IEERB investigates complaints of unfair practices and issues rulings.
8. Contract Filing and Transparency
Title 560 requires that ratified teacher contracts be filed with IEERB.
Contracts are reviewed for compliance with state rules.
Many of these are published online for public access.
9. Hearings and Appeals
IEERB can hold administrative hearings on disputes.
The process includes:
Filing of complaints or petitions.
Notice and hearing before an administrative law judge.
Issuance of decisions and possible appeals to the Board.
10. Board Authority and Enforcement
IEERB decisions are binding and enforceable.
If a party does not comply, the Board can issue orders or sanctions.
The agency ensures that school employers and unions operate within the rules of fair labor relations.
In Summary
Title 560 of the Indiana Administrative Code establishes a specialized labor-relations system for public school employees. It governs:
How teacher unions are recognized.
How bargaining is conducted.
How disputes are resolved.
What practices are prohibited.
How transparency and compliance are maintained.
It ensures that education employment relations are fair, transparent, and properly regulated—balancing the rights of teachers, unions, and school employers.
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