📚 Lehigh Valley & Poconos Teacher Salary Comparison

Nazareth Area School District vs. 10 Surrounding Districts

🎨 Art Teacher · Nazareth Area SD · Data: 2024–2025 school year

⭐ Nazareth Area School District (Our District) — Official 2024–25 Data

$56,253
Starting Salary
(Step 1 / BA)
$58,836
Starting Salary
(Step 1 / MA)
$103,788
Max Salary
(Step 16 / MA+45)
16 Steps
Steps to Max
(terminal at 16)
7 Lanes
B · B12 · B24
M · M15 · M30 · M45
SY23–28
Contract Term
thru Aug 31, 2028
11
Districts Compared
#6 BA / #11 MA
Nazareth Rank by Starting Salary (11 districts)
$87,595
Nazareth Avg Salary (2025)
$17,586/yr
MA gap vs Parkland (highest in region)
District County Starting (BA) Starting (MA) Max Salary Steps Avg Salary Median Data Quality
Stroudsburg AreaHIGHEST MA STARTMonroe$63,382$76,422$102,90712——✅ Official Contract ⚠️ Exp. Jun 2025
ParklandHIGHEST MA STARTLehigh$63,065$71,129$92,927 MA / $112,927 Doct.15——✅ Official Contract ⚠️ Exp. Aug 2025
Easton AreaNorthampton$62,930$66,500$104,85015$93,231$96,690✅ Official Contract ⚠️ Exp. Jun 2025
Northampton AreaNorthampton$61,255$71,544 (MA Step 1)$152,739 (Step 25)15$90,212$95,787✅ Official Contract ✅ Active thru 2029
Saucon ValleyNorthampton$57,182$61,960$99,965 → $107,96514——✅ Official Contract ✅ Active thru 2028
Nazareth AreaLAURENNorthampton$56,253$58,836 ← LOWEST MA$103,78816$87,595$92,157✅ Official Contract ✅ Active thru 2028
WilsonBerks$55,000$62,439$103,03616 + ½-steps——✅ Official Contract ✅ Active thru 2027
East Stroudsburg AreaMonroe$52,985$62,266$93,93316——✅ Official Contract ❌ Expired Aug 2024
Bethlehem AreaNorthampton/Lehigh$51,254$55,235$95,98115——✅ Official Contract ❌ Expired Jun 2023
Bangor AreaNorthampton$50,000$60,000$93,31318——✅ Official Contract ❌ Expired Jun 2024
Pen Argyl AreaNorthampton$50,000$51,425$99,05016——✅ Official Contract ✅ Active thru 2028

💡 Key Takeaways

📄 NAEA Contract — Key Terms

SY 2023–2028
Contract Term
Sept 1, 2023 – Aug 31, 2028
16 Steps
Max step is terminal
(no movement at Step 16)
7 Lanes
B · B12 · B24
M · M15 · M30 · M45
26 Pays
Bi-weekly, direct deposit
Lump-sum option available
$56,253
2024-25 Start (Step 1, BA)
$58,836
2024-25 Start (Step 1, MA)
$103,788
2024-25 Max (Step 16, M45)
$110,613
2027-28 Max (Step 16, M45)
YearStep 1 (BA)Step 1 (MA)Step 16 Max (M45)Annual Increase (Step 1 BA)
2023–24$55,668$58,224$101,753—
2024–25 ◀ Current$56,253$58,836$103,788+$585 (+1.1%)
2025–26$56,815$59,424$105,386+$562 (+1.0%)
2026–27$57,951$60,613$107,652+$1,136 (+2.0%)
2027–28$59,632$62,370$110,613+$1,681 (+2.9%)

⚠️ Notable Contract Observations

Select year to view full salary schedule. All figures are gross annual salary (pre-tax).

StepBB+12B+24MM+15M+30M+45
1$55,668$55,882$56,094$58,224$59,022$59,819$60,617
2$57,130$57,344$57,555$59,683$60,481$61,279$62,077
3$58,620$58,833$59,045$61,172$61,970$62,768$63,566
4$60,108$60,320$60,533$62,660$63,458$64,256$65,053
5$61,596$61,809$62,022$64,150$64,947$65,745$66,542
6$63,085$63,299$63,511$65,638$66,436$67,233$68,032
7$64,575$64,787$65,001$67,127$67,924$68,723$69,520
8$65,933$66,277$66,488$68,616$69,414$70,212$71,010
9—$68,798$69,009$71,136$71,934$72,732$73,530
10—$71,374$71,587$73,713$74,512$75,309$76,106
11—$74,210$74,423$76,551$77,348$78,146$78,944
12—$78,176$78,176$80,303$81,100$81,898$82,696
13—$82,424$82,424$84,552$85,349$86,146$86,945
14—$86,679$86,679$88,806$89,603$90,401$91,199
15—$90,933$90,933$93,060$93,858$94,654$95,453
16 ★—$97,676$97,676$99,879$100,499$101,118$101,753

★ Step 16 is terminal — no further step movement after reaching this level. BA lane ends at Step 8; Steps 9–16 require B+12 or higher.

🏥 Health Insurance (PPO Plan — New Employees)

  • In-network deductible: $500/person · $1,000/family
  • PCP copay: $20 · Specialist: $30 · Urgent care: $40
  • ER copay: $100 (waived if admitted)
  • OOP max: $3,675 single · $7,350 family
  • Employee premium share (per pay, 26x/yr):
  • Single: $31.90 | H/W: $76.23 | Family: $85.13

🏥 Health Insurance (Traditional Plan — Pre-2019 Hires)

  • 80/20 co-insurance; $250/person deductible
  • 80/20 on first $2,000 then 100% coverage
  • Employee premium share (per pay, 26x/yr):
  • Single: $50.99 | H/W: $122.52 | Family: $133.33
  • ⚠️ Closed to new enrollees hired after June 30, 2019

💊 Prescription Drug

  • 30-day supply: $5 generic / $10 brand name
  • 90-day supply: $10 generic / $20 brand name
  • FSA (IRS Section 125) account available

🦷 Dental & 👁️ Vision

  • Dental included via EBTEP (Employee Benefit Trust of Eastern PA)
  • Vision care included
  • Coverage for employee + dependents under age 26

🛡️ Life Insurance & Disability

  • Term group life = 100% of salary (rounded to nearest $1K)
  • Double indemnity for accidental death
  • Income protection: 60% of salary after 30 consecutive sick days
  • Benefits continue to social security retirement age

🎓 Retirement Bonus

  • 15+ years continuous service → TSA contribution = final salary + 1%/yr of service
  • Alternative: $40/unused sick day (requires 30 total yrs public service, 10 in Nazareth)
  • Late notice option: 1%/yr of service or $20,000 max
  • Must notify superintendent by March 1 of final year

📅 Leave & Other

  • Personal leave, sick leave, bereavement leave
  • Jury duty, child rearing leave, FMLA
  • Sabbatical leave available
  • Tuition credit reimbursement
  • Association leave (union business)
  • Travel reimbursement

💰 Extra Pay (EPED)

  • Extra Pay/Extra Duty schedule available (Appendix E)
  • Teacher Leader positions: 50 hrs at contracted hourly rate (required duties)
  • Tier 2: up to 75 hrs additional · Tier 3: up to 100 hrs additional

⭐ Nazareth Non-Salary Scorecard — How Does NASD Stack Up?

🏆 #1
Retirement Benefit
Final salary+1%/yr into TSA — best in region
🏆 #1
Disability Insurance
LTD to Social Security retirement age
🏆 #1
Jury Duty
Full salary + keeps ALL jury pay (double benefit)
Top Tier
PD Pay
$38/hr for after-school meetings; 45-hr cap then done
Low Cost
Health Insurance
PPO: $31.90–$85.98/pay — among lowest in region
Average
Personal Days
3/yr with $100/day cash-out option (Easton has 4)
Below Avg
Sick Day Payout
$40/day — lowest flat rate; Stroudsburg pays $100
Below Avg
Bereavement Leave
3 days — peers average 5 for immediate family
None
Longevity Pay
No service bonus regardless of years; 4 of 11 districts same
More Days
Work Year
189 days vs. ESASD's 184 — 5 more days per year

🤒 Sick Leave — Full Comparison

⚠️ Golden Handcuff Alert: Sick Day Transferability
PA law (Act 97) allows districts to accept sick days transferred from other districts — but does not require it. Whether and how many days transfer is entirely a negotiated CBA term. A teacher with 150 accumulated sick days who switches districts without a transfer provision loses them all — at a $50–100/day payout value, that can exceed $15,000 in lost retirement benefit. It's a powerful, often invisible retention tool.

Regional winner: Wilson School District — the only contract in this comparison that explicitly allows up to 25 days transferred from another district. No other district comes close. Nazareth's contract does not address sick day transfer at all.
District Days/Year Accumulation Family Sick Use Transfer In Retirement Payout Rate Payout Notes
Bangor11Unlimited15 days/yrNot addressed$50/dayMax 210 days
Bethlehem11Unlimited5 days/yr (household)Not addressed$45/day or health coverage40 days = 1 yr retiree health coverage — very valuable
East Stroudsburg10Unlimited10 days/yrUsable; excluded from payoutCurrent sub rateMax 220 days (20+ yrs ESASD)
Easton10Unlimited5–10 days/yrNot addressed$50/day (post-2014)Pre-2014 hires: 25% salary × days — can be $15K+
Nazareth ⭐10Unlimited5 days/yr (not cumulative)Not addressed$40/day OR final salary+1%/yr15+ yrs service: final salary provision is exceptional
Northampton10UnlimitedPer bereavement def.Usable; excluded from payout$90/day20+ yrs NASD service required
Parkland10 + extrasUnlimited5 days/yrNot found$75/day12+ yrs Parkland; sick+personal combined
Pen Argyl10CumulativeNot separatedNot addressedIncentive structure$10,000 + $750/yr service
Saucon Valley10Unlimited12 days/yrNot addressed$50/day5+ yrs Saucon Valley service
Stroudsburg10Unlimited10 days/yrNot addressed$100/dayIllness + personal days combined; highest flat rate
Wilson10Unlimited10 days/yrUp to 25 days ✅$50/dayMax 125 days cap on payout ($6,250 max)

💡 Nazareth's $40/day payout is the lowest flat rate in the region. However, the final-salary provision (15+ yrs) is the single best retirement benefit available anywhere in this comparison group.

📚 Professional Development — During Work Hours vs. Your Own Time

✅ Nazareth Advantage: Paid After-School PD with a Cap
Nazareth pays $38/hr for after-school instructional meetings (increasing $1/hr per year of contract). More importantly: once a teacher completes 45 PD hours, they have no further meeting attendance obligation for the year. Compare this to East Stroudsburg where up to 3 after-school meetings/month are completely unpaid.
District In-Day PD Days After-School Meetings Compensation Own-Time PD Obligation
Bangor5–7 days2/month ≤45 minUnpaidACT 48 entirely teacher's responsibility
Bethlehem5 full days1/month ≤60 min (in salary)Included in salaryB-Flex: 6–12 hrs own time replaces 1–2 in-service days
East Stroudsburg4 days (8:30–2:00)Up to 3/month ≤1 hrUnpaidGraduate credit on own time
Easton7–8 days (5.5 hrs)18 days with 60-min meeting built into shortened workdayWithin work day (no extra)On own time
Nazareth ⭐3 days (6 hrs each)6 after-school ≤1.5 hr (paid) + 8 faculty mtgs ≤1 hr$38/hr paidDistrict-approved PLO (9 hrs/yr) may be after-school
Northampton8 professional days8 required ≤1 hrWithin contracted time8 hrs online mandatory training/yr
ParklandIn calendarUp to 19 hrs/yr for meetings, open houses, conferencesUnpaidParkland Academy PD; formal Act 48 joint committee
Pen Argyl3 daysUp to 4/month ≤8 hrs/dayStandardGraduate credit on own time
Saucon Valley2 half-daysPre/post prep 2×/week (within work day, max 6×/month)Within work dayGraduate credit on own time (GSC approval)
Stroudsburg3 Act 80 days (6.5 hrs)2/month ≤1 hr; 2 evening/yrUnpaid; evening accrues to personal day (8 hrs = 1 day)Graduate credit on own time
WilsonIn calendarBoard-approved only$37/hr if board pre-approvedGraduate credit on own time

💡 45-Hour Cap: Once Nazareth teachers reach 45 PD hours for the year, no further after-school meeting attendance is required. This is a hard ceiling that protects evenings — unique in this comparison group.

📅 Work Day & Work Year

District Work Day Total Work Days Student Days In-Service Days Notable
East StroudsburgFewest Days7h 30m1841804Lowest total days in region
Bangor7h 40m185 (tenured) / 187 (new)1805 (tenured) / 7 (new)Duty-free 30-min lunch
Pen Argyl7h 30m1851803 + 1 orientation + 1 closingLast 4 instructional days: early dismissal
StroudsburgNot stated1861803 Act 80 (6.5 hrs)First teacher day = classroom prep only
Wilson7h 30m188~180In calendarConference comp time policy
Northampton7h 41m188~1808 professional daysLongest contractual work day in comparison
Easton7h 40m (or 7h 20m + 60-min mtg)187–1881807–8 (5.5 hr days)Some remote days
Nazareth ⭐7h 30m1891803 (6 hrs each)Columbus Day, MLK Day, Thanksgiving Mon off
ParklandNew Hire: 198!≤7h 20m190 (veteran) / 198 (new yr 1)~180In calendarNew hires work 8 more days in year 1; shortest work day
Bethlehem7h 30m1901847 (3 Act 80 + B-Flex outside day)B-Flex done outside regular day
Saucon ValleyMost Days7h 30m≤1921842 half-days + 2 evening eventsHighest total days; 4 emergency days built in

⚠️ Nazareth's 189-day year is 5 days more than East Stroudsburg's 184 — representing nearly a full week of additional work annually with no additional pay. Parkland has the shortest contractual work day (≤7h 20m).

🏥 Health Insurance — Premium Contributions

District Plan Type Employee Share Assessment Notable
NorthamptonPPO$105–115/month flatVery Low ✅Also offers $400/month opt-out cash
Nazareth ⭐ (PPO)Traditional OR PPOPPO: $31.90–$85.98/pay (26×/yr)
Traditional: $50.99–$133.33/pay		Among Lowest ✅Traditional plan grandfathered for pre-2019 hires; PPO costs are regional best
StroudsburgPPO or Custom2–4% capped $40–50/pay (PPO)Low ✅Cap provides cost certainty
Saucon Valley (PPO2)PPO Plan 23–6% of premiumLow ✅New hires only; dental $2K/yr; vision included
BangorCapital Blue PPO$25–67/pay flat (26 pays)ModerateDeductible $400–$1,200
EastonIndemnity or PPO$1,930–$2,190/year fixedModeratePre-2016 hires have traditional plan; $5K/yr retiree HRA
East StroudsburgHighmark PPO Blue$55–70/pay periodModerate$2,000 hearing aid benefit every 2 yrs
ParklandPPO optionsCore: $120–310/month; Budget: $50–170/monthModerate to HighTwo plan choices
Pen ArgylMultiple options~$219/month singleModerate$500/yr opt-out cash
Saucon Valley (PPO1)PPO Plan 110–12.5% of premiumModerateMore comprehensive than PPO2
WilsonBerks County Trust14–15% of annual premiumHighest ❌Opt-out cash: $1,200–$3,600/yr; dental included

✅ Nazareth's PPO premium ($31.90/pay single = ~$829/yr) is among the best in the region. Wilson's 14–15% of premium can translate to $1,500–$2,500+/year depending on plan costs.

🛡️ Disability Insurance

✅ Nazareth #1: LTD to Social Security Normal Retirement Age
If a Nazareth teacher becomes disabled at age 40, they receive 60% of salary until they would have reached Social Security retirement age (currently 67) — potentially 27 years of coverage. No other district in this comparison matches this duration.
District Type Benefit Amount Elimination Period Duration
Nazareth ⭐LTD (district-paid)60% monthly salary30 consecutive work days (waived if using sick leave)To Social Security normal retirement age 🏆
NorthamptonLTD (district-paid)50% salary, max $1,500/mo31st day or sick days expirationTo age 70
ParklandSTD + LTD (both district-paid)STD: 66-2/3%; LTD: 66-2/3%STD: 15th day; LTD: 90 daysSTD: 11 wks; LTD: 5 yrs (pre-60)
WilsonLTD (district-paid)Per carrier planPer carrierTo age 65
East StroudsburgLTD (PSBA III)60% salary, max $5,000/moGreater of sick days or 90 daysNot specified
Saucon ValleyIntegrated income protection (district-paid)50% salary, max $3,000/mo30 days or sick daysSickness: 2 yrs; Accident: 5 yrs
EastonIncome protection55% salary, max $1,500/pay period30 days or sick days exhausted~1 year
StroudsburgDistrict-funded66-2/3% salary, max $500/day—1 year only
BangorDistrict-funded disability$60/day flatAfter sick + 10 continuous daysUp to 2 years

💼 Life Insurance

District Amount Basis Example at $70K Salary
StroudsburgBest1.5× salary—$105,000
Easton1.2× salaryRounded to nearest $1,000$84,000
Nazareth ⭐1× salaryRounded to nearest $1,000$70,000
Northampton1× salary (max $50,000)With double indemnity AD&D$50,000 (capped)
Saucon Valley1× salary (min $20,000)Rounded; AD&D included$70,000
Pen Argyl1× salary (min $12,000)—$70,000
Bangor$34,000–$50,000 (1× capped)—$50,000 (capped)
East Stroudsburg$50,000 flat—$50,000 (flat)
Parkland$50,000 flat—$50,000 (flat)
Wilson$50,000 flat—$50,000 (flat)

Nazareth's 1× salary is better than flat-dollar districts but below Stroudsburg (150%) and Easton (120%). For a teacher at Step 16 ($103K), Nazareth = $103K coverage vs. Stroudsburg's $154K.

🎓 Retirement Benefits

✅ Nazareth's Final Salary Provision: Best in Region by a Wide Margin
After 15+ consecutive years at Nazareth, the district makes a non-elective TSA contribution equal to your final year's salary + 1% × years of service. For a Step 16 / M+45 teacher earning $110,613 in 2027–28 with 25 years of service: $110,613 + 25% = ~$138,266 deposited into retirement in a single year. This dwarfs every other retirement benefit in this comparison. Must notify superintendent by March 1 of final year of employment.
District Retirement Sick Day Payout Payout Rate Cap / Conditions Other Retirement Benefit
Nazareth ⭐$40/day (alternative option)$40/day30 total PSERS yrs, 10 at NazarethFinal salary + 1%/yr service → TSA (15+ yrs) 🏆
StroudsburgIllness + personal days combined$100/dayNo stated capFirst teacher day = classroom prep; flexible sabbatical
Northampton$90/day$90/day20+ yrs NASD service required$400/month opt-out cash during career
Parkland$75/day$75/day12+ yrs Parkland service; sick+personal combinedSTD+LTD dual disability protection
Bethlehem$45/day OR health coverage$45/day≤90 days OR 40 days = 1 yr health coverageRetiree health: sick days → years of coverage (most complex/valuable retiree benefit)
Bangor$50/day$50/dayMax 210 daysAttendance incentive up to $350/yr
East StroudsburgCurrent sub rate~Sub rateMax 220 days (20+ yrs); transferred days excludedDistrict pays health premiums: age 60+, 25 yrs service, 15 at ESASD
Easton$50/day (post-2014)$50/dayPre-2014: 25% salary × days$5,000/yr retiree HRA for qualifying retirees
Saucon Valley$50/day$50/day5+ yrs Saucon Valley service6 yrs post-retirement health coverage or 50% lump sum cash
Wilson$50/day$50/dayMax 125 days cap ($6,250 max)$2,000/yr longevity from year 28
Pen ArgylIncentive structure—$10,000 + $750/yr service (5 monthly installments)—

📆 Personal Days

District Days/Year Carryover Cash-Out Option Restrictions
EastonMost Days4Cumulative (no limit); max 5 used/yearNone10% building limit; waived in retirement year
Nazareth ⭐3Convert to sick OR $100/day cash-outYes — $100/dayDaily limits by building; Sept 15–May 31 window
Bangor31 day carries forward; excess → sickNoNot first/last 10 student days; 10% rule
Bethlehem3Unused → sick leaveNo24-hour notice; 5% limit per building
East Stroudsburg3Max 2 carry; excess → sickNoNot in-service days; not start/end of year; 5% limit
Northampton31 day cumulative to sick or bonus; max 5 totalNoNot first 5 or last 10 student days
Parkland3Unlimited cumulative; max 5/yearNoSuperintendent approval for >5
Pen Argyl31 day carries forward; excess → sickNo4% limit per day; 3-day advance notice
Saucon Valley3Cumulative to max 5; excess → sick (max 2/yr)No10% building limit
Stroudsburg3Cumulative to max 5; excess → sickNoNot before start or last 10 days of year
Wilson3Cumulative to max 5; 10% building limitNoStandard restrictions

Nazareth is one of only two districts with anything special about personal days: the $100/day cash-out option provides meaningful flexibility. Easton is the only district with 4 personal days.

🕊️ Bereavement Leave

District Immediate Family Days Near Relative Days Friend/Other
BethlehemUp to 51No
East Stroudsburg5 (spouse/parent/child); 3 (other immediate)1No
EastonUp to 5 (Superintendent may extend)11 sick day/year for funeral of friend
NorthamptonUp to 511 sick day/year for funeral of friend
Pen ArgylUp to 5 (within 7 days of death)1 (funeral day only)No
Saucon Valley5 (immediate); 3 (other immediate)1No
Bangor31No
Nazareth ⭐31No
Stroudsburg31 (Board may extend)No
Wilson31No

⚠️ Nazareth's 3-day bereavement leave is below the regional average. Six of the ten comparison districts provide 5 days for immediate family loss.

🎓 Tuition Reimbursement

District Basis Annual Limit Payback Requirement Notable
East StroudsburgESU rate9 IU credits; others at actual cost ≤ESU rateComplex tiered 4-yr sliding scaleGenerous terms beyond 24 credits
NorthamptonESU rate9 credits/yearPro-rata 1/36 per month (3-yr window)Exempt if PSERS superannuation/disability
StroudsburgESU rate9 credits/yearLevel II: repay if resign within 1 yearLevel I teachers reimbursed at 100%
BangorPA State System in-state grad rate12 (in program) / 6 (not in program)Sliding scale 100%→25% over 8 semestersNBC/CCC stipend $1,000/yr
EastonESU rate6 (9 for Level I teachers)Sliding 80%→40% (1–3 yrs)$2,500/yr NBC stipend — highest in region
Nazareth ⭐Dollar cap$3,000/yearYear 1: 100%; Year 2: 75%; Year 3: 50%Masters auto-approved; hardship waiver available
Saucon ValleyESU rate6/year (more with GSC approval)Full repayment if leave within 1 yearCaps at M+45; GSC joint committee oversight
WilsonPA State System rate6/yearStay 1 year after; no illness exemption$175,000 annual district pool (may be pro-rated)
ParklandKutztown rateNot specifiedNot foundDoctoral/NBC eligible for 100%
BethlehemKutztown rate12 full-time / 9 on leaveLOAN not GRANT — unusual25% forgiven per year of service; creates debt risk

Nazareth's $3,000/year dollar cap is favorable for cheaper in-state courses but can fall short for more expensive programs. Northampton and Stroudsburg's 9 ESU credits/year offer the most flexibility.

🏅 Longevity Pay

❌ Nazareth Has No Longevity Pay
Nazareth provides no service-based longevity bonus at any career milestone. A teacher with 30 years at Nazareth earns the same as a teacher at Step 16 in the same lane — there is no acknowledgment of long service beyond the step schedule. Four of eleven districts are in the same position (Bangor, Parkland, Stroudsburg), but seven districts do provide some form of longevity recognition.
District Structure Years Required Amount
WilsonMostAnnual bonusStarting year 28$2,000/year ongoing
BethlehemAdded to annual salary20, 25, 30 yrs (3 tiers)Per salary schedule Exhibit A
NorthamptonAdded to salary25 yrs: $1,400; 30 yrs: $2,000$1,400 → $2,000
EastonAnnual payment20–30+ yrs (tiered)$300–$1,500/yr (range over contract)
Pen ArgylAdded to salary (⚠️ sunsets 2028)30+ PSERS service$1,000/year until contract expires
Saucon Valley3-year window paymentAge 55+, M+45, 15 yrs Saucon Valley$1,000/year for 3 years
Nazareth ⭐None——
BangorNone——
ParklandNone——
StroudsburgNone——

⚖️ Jury Duty

✅ Nazareth: Full Pay + Keeps ALL Jury Compensation
Nazareth teachers receive their full district salary while on jury duty AND keep all jury compensation paid by the court. This is a true double benefit — no other district explicitly provides both. Most peer districts that let employees keep jury pay do so without explicit double-benefit language.
District District Pays Full Salary? Employee Keeps Jury Pay? Rating
Nazareth ⭐YesYes — ALL compensation🏆 Best
East StroudsburgYesYesFavorable
NorthamptonYesYes (excl. transportation)Favorable
StroudsburgYes (no travel allowance from district)YesFavorable
WilsonYesYesFavorable
EastonYesPartially — keeps transportation only; remits restPartial
BethlehemYesNo — employee writes check to districtUnfavorable
Pen ArgylFull pay less jury compensationNoUnfavorable

📋 Other Notable Contract Provisions

✅ Nazareth Advantages

  • Personal time protection: After 6pm on school days and ALL weekends are contractually designated as personal time — district cannot demand it
  • Seniority across all certifications: Applies to all current certifications for bumping in RIF — broader protection than most districts
  • Association leave: 10 days/year (max 5 per individual) — most generous in region; association pays substitute cost
  • Child rearing leave: Explicit same-position guarantee on return — better than most contracts
  • Retiree health coverage: District pays 3 yrs individual coverage for 25+ PSERS yrs, 15 consecutive at Nazareth

⚠️ Nazareth Gaps

  • No sick day transfer: Contract silent — mid-career movers lose accumulated days from prior district
  • No longevity pay: No service-based recognition at any milestone
  • 189-day year: 5 more days than East Stroudsburg's 184
  • Lowest sick day payout: $40/day flat rate vs. $100 at Stroudsburg
  • No class size protection: Contract silent on class sizes
  • No attendance incentive: Unlike Bangor ($350/yr), Pen Argyl ($300), Stroudsburg ($225)

📊 Work Hour Protections

  • Prep time: 40 consecutive min/day during student day (elem); HS 1 block alternating days
  • After-hours meetings capped: 45-hour annual PD cap; after-school meetings paid $38/hr
  • Parkland comparison: Parkland has 7 HS preps/week vs. Nazareth's alternating block — Parkland more generous on prep
  • Grievance procedure: 4-step process with binding arbitration — standard and effective

💪 Negotiation Opportunities — Where to Push

These are the areas where Nazareth is weakest relative to peers, ranked by potential value to teachers:

  1. Sick Day Payout Rate High Priority
    Nazareth pays $40/day — the lowest flat rate in the region. Stroudsburg pays $100/day, Northampton $90/day, Parkland $75/day. A teacher retiring with 180 sick days receives $7,200 at Nazareth vs. $18,000 at Stroudsburg. Ask for: Increase to at least $65–75/day; or a tiered structure based on years of service.
  2. Sick Day Transferability High Priority
    No other contract provision does more to attract mid-career talent than accepting transferred sick days. Wilson accepts 25. Consider asking for even 10–15 days to become competitive. Ask for: Accept up to 15–20 transferred sick days from any PA public school district.
  3. Bereavement Leave Medium Priority
    3 days is below average — 6 of 11 comparison districts provide up to 5. This is a low-cost item for the district and highly meaningful to employees. Ask for: Increase to 5 days for immediate family loss (spouse, parent, child, sibling).
  4. Longevity Pay Medium Priority
    Zero longevity pay at any milestone. Wilson pays $2,000/yr from year 28; Northampton adds $1,400–$2,000 to salary at 25/30 years. With no longevity, experienced teachers at the top step have no additional financial reason to stay. Ask for: $500–$1,000/yr bonus at year 20, $1,500/yr at year 25, $2,000/yr at year 30.
  5. Work Year Length Medium Priority
    At 189 days, Nazareth is among the longer work years in the region vs. East Stroudsburg's 184. Each extra day has real value — either in compensation or reduction. Ask for: Reduce to 186 days; or add 1 personal day to compensate for above-average work year.
  6. Life Insurance Lower Priority
    1× salary is standard but below Stroudsburg (1.5×) and Easton (1.2×). Ask for: Increase to 1.25× salary — low cost for district, meaningful to teachers with families.
  7. Sick Day Attendance Incentive Lower Priority
    Bangor ($350), Pen Argyl ($300), and Stroudsburg ($225) all provide annual cash bonuses for low sick day use. Nazareth has none. Ask for: $200–$300/year cash incentive for using 3 or fewer sick days.
🔒 Don't Trade Away: The retirement final-salary provision, the LTD to SS retirement age, and the jury duty double-benefit are among the best non-salary provisions in the region. These should be protected in any negotiation.

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