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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.

IEERB has developed two documents to help both parties navigate the collective bargaining agreement and impasse processes, including collective bargaining, discussion, impasse, mediation, last, best offers (LBO), factfinding, financial considerations, public hearing and public meetings, miscellaneous topics, and a glossary.

Bargaining Timeline



Pre September 15

Informal negotiations may be held

Prior to 1st bargaining sessionParties must host a public hearing to take testimony about bargaining

September 15

DOE estimate of education fund revenue


Formal collective bargaining begins


School employee organization submits Affidavit to school corporation

September 17

Fall ADM

October 1

School Employee Organization Affidavit due (Gateway)

October 15

DOE Certification of Education Fund Revenue

At least 72 hours after TA is reachedSchool Board must host a Tentative Agreement (TA) Meeting to discuss the TA prior to the Ratification Meeting
At least 72 hours after TA MeetingSchool Board must host a Ratification Meeting and allow for public comment

November 15

Bargaining Status Form I due (Gateway)


Ratified  CBAs due (Gateway)


Impasse period begins

January 15-February 15

1st Decertification petitions filing period

February 15

End of Impasse

May 30

Deadline for issuance of Compliance Reports (of the year in which the current collective bargaining agreement expires)

July 1-July 31

2nd Decertification petitions filing period

What happens when our contract expires?

IC 20-29-6-16
Continuation of existing agreement; circumstances
(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, except for performance stipends and additions to base salary provided under IC 20-43-10-3, 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

(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.