Salaries for members of the Collective Bargaining Unit, the Kennett Education Association (KEA), follow the guidelines of the contract, with exceptions for critical needs positions which are agreed upon each year by KEA and KCSD.
Salaries for other positions are based on the successful candidate’s experience in the role, prevailing wage within the industry, and comparable positions within the District.
Employees may also opt to have wages deferred for the purpose of paying medical or dependent care expenses with pre-tax dollars. If an employee participates in this program, wages will be withheld from their paycheck and will be used to reimburse them for incurred medical and/or dependent care expenses.
KCSD employees may choose to waive their medical insurance if receiving coverage elsewhere.
The District offers an employer-sponsored retirement plan via the Pennsylvania State Employees Retirement System (PSERS) with an employee contribution. In addition, employees may choose to make pre-tax contributions to a 403(b) personal investment account.
PSERS is a governmental, cost-sharing, multiple-employer, defined benefit pension plan to which the school employers contribute. A defined benefit plan guarantees you a monthly lifetime benefit based on your age, final average salary, and years of credited service after you reach a certain combination of age and/or service. The members eligible to participate in PSERS include all full-time public school employees, part-time salaried public school employees, and part-time public school employees who render at least 80 days or 500 hours of service yearly in any of the approximately 700 school employers throughout the Commonwealth of Pennsylvania.
The District offers a confidential Employee Assistance Program (EAP) via Health Advocate to all employees and their immediate family members. The EAP supplies a wide range of support for personal and/or professional challenges that affect performance. Health Advocate is available 24/7 at 1-877-240-6863.
The Consolidated Omnibus Budget Reconciliation Act of 1985 requires the District to offer employees and their families the opportunity for a temporary extension of health coverage at group rates in certain instances where coverage under the plans would otherwise end. If an employee is covered by any of the District’s group health plans, they have a right to choose this continuation of coverage if they lose such coverage because of a reduction in hours of employment or the termination of employment (for reasons other than gross misconduct on the part of the employee).
The law requires that the employee, their spouse or their dependent children, where applicable, have the option to elect continuation coverage for a period shown below:
Reason for Termination
Involuntary Termination (Except for Gross Misconduct)
Death of Employee
Divorce or Legal Separation
Employee Becomes Eligible for Medicare
No Longer Qualifies As Dependent
Continuation of coverage will be at the request and expense of the individual(s) affected by the loss of coverage.
The law also provides that continued coverage for the employee may be terminated prior to the expiration of the 18-month or 36-month period, only under the following circumstances:
Abolition of all health plans provided to any employee,
Failure to pay premium or
Covered under another health plan upon reemployment, remarriage or attainment of Medicare eligibility.
The Family and Medical Leave Act (FMLA) of 1993 requires the District to offer up to 12 weeks of Family and Medical Leave to employees who have been employed by the District for at least 12 months and who had at least 1,250 hours of service with the District during the previous 12-month period prior to the commencement of the leave.
The District will grant FMLA leave for any of the following reasons:
Birth, adoption or foster placement of a child with the employee (leave for this purpose must end within one year after the birth or placement);
Caring for a spouse, parent or child due to a serious health condition;
Serious health condition of the employee; or
A condition that would make the employee unable to perform regular job functions.