Agreement. Between the Centralia High School District 200 Board of Education and the Centralia High School Education Association

Transcription

1 Agreement Between the Centralia High School District 200 Board of Education and the Centralia High School Education Association TABLE OF CONTENTS ARTICLE I... 3 RECOGNITION... 3 ARTICLE II... 4 TEACHER AND ASSOCIATION RIGHTS... 4 ARTICLE III... 6 EMPLOYMENT CONDITIONS... 6 ARTICLE IV... 8 TEACHER EVALUATION... 8 ARTICLE V 10 CONTINUED CONTRACTUAL STATUS - TEACHER TERMINATION.10 REDUCTION IN FORCE - SENIORITY ARTICLE VI EMPLOYEE COMPENSATION AND FRINGE BENEFITS ARTICLE VII LEAVES ARTICLE VIII RULES AND POLICIES GOVERNING APPLICATION OF SALARY SCHEDULE ARTICLE IX GRIEVANCE PROCEDURES ARTICLE X NEGOTIATIONS PROCEDURES ARTICLE XI EFFECT OF AGREEMENT APPENDIX IA IRS SALARY SCHEDULE APPENDIX IB TRS SALARY SCHEDULE APPENDIX II EXTRA ASSIGNMENT DUTY SCHEDULE MEMORANDUM OF UNDERSTANDING MONTHLY MEETINGS CHS-CHSEA CONTRACT Page 1

2 MEMORANDUM OF UNDERSTANDING: RETIRED HEALTH INSURANCE MEMORANDUM OF UNDERSTANDING: BANK VISITS MEMORANDUM OF UNDERSTANDING: EVALUATION TOOL MEMORANDOM OF UNDERSTANDING:.. 30 INSURANCE...30 MEMORANDOM OF UNDERSTANDING: SICK LEAVE BANK..30 MEMORANDOM OF UNDERSTANDING 30 EVALUATION TOOL UPDATE. 30 PRESS RELEASE MEMORANDOM OF UNDERSTANDING PAY STUB PREFERENCE RIF COMMITTEE MEMORANDOM OF UNDERSTANDING 31 EVALUATION ARTICLE IV CHS-CHSEA CONTRACT Page 2

3 ARTICLE I RECOGNITION 1.1 The Board of Education of Centralia High School, District 200, Marion County, Illinois, hereinafter referred to as the Board, recognizes the Centralia High School Education Association, an affiliate of IEA and NEA, hereinafter referred to as the Association, as the sole and exclusive negotiating agent for all regularly employed personnel whose position requires a teaching certificate, hereinafter referred to as Teacher, except for the Superintendent, all Assistant Superintendents, High School Principal, as well as the present positions designated as Assistant Principal/Dean of Students and Assistant Principal/ Athletic Director. 1.2 The Board agrees, during the term of this agreement, not to negotiate with any other teachers organization nor to negotiate with or attempt to influence an individual teacher or groups of teachers with regard to items considered as negotiable within the provisions of this agreement except at conferences and meetings designed for negotiating purposes CHS-CHSEA CONTRACT Page 3

4 ARTICLE II TEACHER AND ASSOCIATION RIGHTS 2.1 Teachers shall have the right to organize, join and assist the Association and to participate in professional negotiations with the Board through representatives chosen by the Association. Neither the Board nor the Association shall discriminate against any teacher by reason of his membership or non-membership in the Association, participation in negotiations with the Board or the institution of any grievance, complaint or proceeding providing that such is as per the provisions of this agreement and follows the procedures outlined in this agreement The Association shall be notified of any and all Board meetings in writing by placing a notice in the mailbox of the Association President and Vice-president at the time the meeting is posted for the public. During the summer months, the Association President and Vice president will be notified by notice to the Association President and Vice-president at the time the meeting is posted for the public The administration will investigate and determine the validity of complaints brought to their attention. No unsubstantiated or anonymous complaint shall be used in the evaluation process. 2.2 Each bargaining unit member, as a condition of his/her employment, on or before thirty (30) days from the date of commencement of duties or the effective date of this Agreement, whichever is later, shall join the Association or pay a fair share fee to the Association equivalent to the amount of dues uniformly required of members of the Association, including local, state and national dues. In the event that the bargaining unit member does not pay his/her fair share fee directly o the Association by a certain date as established by the Association, the Board shall deduct the fair share fee from the wages of the non-member. Such fee shall be paid to the Association by the Board no later than ten (10) days following deduction. In the event of any legal action against the Employer brought in a court of administrative agency because of its compliance with this Article, the Association agrees to defend such action, at its own expense and through its own counsel provided: (a) The Employer gives immediate notice of such action in writing to the Association and permits the Association intervention as a party if it so desires, (b) The Employer gives full and complete cooperation to the Association and its counsel in securing and giving evidence, obtaining witnesses and making relevant information available at both trial and all appellate levels. The Association agrees that in any action so defended, it will indemnify and hold harmless the Employer from any liability which may arise as a result of any type of willful misconduct by the Board or the Board s imperfect execution of the obligations imposed upon it by this Article. The obligation to pay a fair share fee will not apply to any Employee who, on the basis of a bonafide religious tenet or teaching of a church or religious body of which such Employee is a member or a belief sincerely held with the strength of traditional religious views, objects to the payment of a fair share fee to the Association. Upon proper substantiation and collection of the entire fee, the Association will make payment on behalf of the Employee to a mutually agreeable non-religious charitable organization as per Association policy and the Rules and Regulations of the Illinois Educational Labor Relations Board CHS-CHSEA CONTRACT Page 4

5 2.3 The Board shall not discriminate against a teacher for reason of race, creed, color, marital status, sex or national origin. 2.4 When a teacher is required to appear before the Board or an administrator for a formal discussion concerning circumstances which might adversely affect his/her employment, position or salary, the teacher shall be given prior notice of the reason(s) for the meeting. A meeting with the administrator shall take place at a time agreed upon by both the teacher and the administrator, but in the event there is no agreement, the meeting shall take place during the teacher s preparation period. The teacher may, if he/she so requests, have a member of the Association present. The teacher s representative shall be a member of the Association chosen by the teacher but shall be a teacher who is free from duties at the time of the meeting. When circumstances permit, the meeting shall take place within two working days of the notification. 2.5 Enforcement of the rules and regulations governing teacher conduct under the provisions of this agreement shall be as per the procedures herein outlined. 2.6 Each teacher shall have the right, upon written request, to review the contents of his/her personnel file and to place therein written reactions to any of its contents. 2.7 Whenever any rights or benefits accorded teachers under the laws of the State of Illinois or laws of the United States Government exceed the benefits accorded teachers elsewhere in this agreement, then such rights and benefits shall be granted to the teachers. 2.8 The Board agrees to deduct from each member teacher s salary the current dues of the Association under the following conditions: A. The president of the Association shall, by the first Monday in October of each year, provide the business office a list of those members who desire to have the dues deducted from their salary. Such list shall also show the amount of the dues and exhibit an authorizing signature of each person on the list. For teachers employed after the first Monday in October the president of the Association shall provide the business office with the necessary authorizing forms as referred to in above paragraph, as soon as practical. B. Dues shall be deducted in nine equal installments beginning in October and running through June. C. The check for dues deduction shall be made payable to the Centralia High School Education Association and remitted to the president of that organization no later than 15 days after such deductions are made. 2.9 The Association shall not unreasonably be denied the following: A. The use of school buildings for meetings. B. The use of employee mail boxes, inter-school mail, and school bulletin boards for the purpose of internal communication. C. The use of school equipment, e.g., typewriters and duplicating machines. Authority for deciding if such use is reasonable shall be vested in the Superintendent. Any proposed use of school equipment creating direct costs to the district, such as use of the Xerox machine, or any proposed use of school supplies shall, prior to such use, be discussed with the Superintendent for the purpose of making arrangements to reimburse the school district Teachers shall be entitled to freedom of discussion within the classroom on matters which are relevant to the subject matter being studied and which fall within the teacher s area of professional competence as determined by the teacher s academic preparation. Teachers shall present all facts of controversial issues in a scholarly and objective manner. Academic freedom shall mean that teachers may present instructional material which is pertinent to the subject and level being taught, within the confines of the content of the course and within the planned instructional program as determined by the administration CHS-CHSEA CONTRACT Page 5

6 ARTICLE III EMPLOYMENT CONDITIONS 3.1 Each teacher contract shall be subject to the laws of the State of Illinois and laws of the United States Government. 3.2 The Board of Education has the legal responsibility for adopting a calendar for the district and its authority to do so shall in no way be infringed. The Superintendent, as the Board s designee, shall prepare a calendar for the next succeeding school year and shall submit the proposed calendar in writing to the CHSEA Executive Committee not later than March 1 of each year. In consultation with the Superintendent, the Executive Committee may submit recommendations, after which the Superintendent shall recommend to the Board for adoption a school calendar which complies with the laws of the State of Illinois. Should the Superintendent and CHSEA Executive Committee not agree, the Executive Committee of the Association shall have the right to submit in writing, with justifications, their proposed recommendations along with the Superintendent s proposal to the Board of Education for consideration. Teachers, other than those on extended contracts, shall have a work year obligation of 180 days, including at least one (1) institute day at the beginning of each semester. 3.3 The teacher work day shall begin at 8:00 a.m., at which time the teacher shall be in the classroom or laboratory in which his/her first class of the day is to be conducted or attending to supervisory duties assigned by the Superintendent or Principal. The work day shall be concluded when, in the teacher s professional judgment, his/her work for the day is finished but not before 3:30 p.m. unless an earlier departure time has been approved by the Superintendent or his designee. On Friday, teachers may leave at 3:10 p.m. On days prior to Thanksgiving, Christmas and Easter holiday periods, students will be dismissed no later than 2:50 p.m. and teachers may leave at 3:10 p.m. After the conclusion of the last student attendance period in the school day, each teacher shall be in the classroom or laboratory in which his (her) last class of the day was conducted, in one of the work rooms making preparations for future classes or supervising groups of students engaged in extracurricular activities. The teacher work day for individuals teaching early bird classes shall begin at 7:00 a.m. and conclude at 2:30 p.m. During each work day each teacher shall be entitled to: (a) a duty free lunch period equal in length of time to the regular school lunch period, except under circumstances wherein a teacher has accepted lunch time supervisory duties, in which case the duty free time shall not be less than one-half (1/2) the normal lunch period (b) preparation period(s) equal in length to a normal class period unless an emergency, as determined by the superintendent, exists. All new teachers employed by District #200 after the school year will be required to teach six (6) classes per day. All teachers employed by District #200 prior to the school year will be required to teach five (5) classes per day. Department heads will follow assignments as detailed in Appendix II, Article VI. The Association agrees that teachers generally will function in the capacity of substitute teachers during the preparation period. When such services are performed they shall be paid for as per the extra pay schedule displayed as Appendix II. The Board agrees to add two paid supervisory positions for stop sign duty. A written instruction sheet will be provided to the supervisors with specific directions for duty. 3.4 Duties and assignments displayed in the extra pay schedule, attached as Appendix II, shall be considered as over and above the normal work load and shall be compensated for as per indicated in the attachment CHS-CHSEA CONTRACT Page 6

7 3.5 All teachers shall be given written notice of their teaching assignment including the number of sections for each preparation for the next succeeding school year no later than May 1st prior to the opening of the next succeeding school year. In the event that changes in such assignments are proposed or become necessary the teacher shall be notified by certified letter of such changes no later than 30 calendar days prior to the opening of school. If changes are made within 30 calendar days prior to the opening of school, affected teachers will be allowed release time during the first week of school or compensated at the substitute rate of pay to prepare for such changes in their schedule. Simply adding or deleting a section of an existing preparation shall not qualify for release time or compensation. The release time or compensation for such schedule changes will not exceed 10 hours per class change. An affected teacher must apply for release time or compensation within 30 days of the change in assignment. An affected teacher may resign, without penalty, if such changes are not acceptable to him/her. 3.6 The Board and Association agree that the teacher is primarily responsible for classroom control and management and the maintenance of pupil discipline in the classroom. The Board, however, recognizes its responsibility to support and assist, to the extent that such is possible, the teacher in the maintenance of control and discipline in the classroom. Each teacher shall, at all times during the working day, be responsible for the enforcement of Board policies governing student behavior and conduct. 3.7 When a vacancy or new position occurs during the school term, the Superintendent shall have posted in the faculty lounge a notice of such vacancy or new position. Such notice shall be accompanied by a job title and minimum qualifications. For vacancies or new positions that occur during June, July and August, notices shall be posted on the bulletin board at the District Administrative office. No vacancy or new position shall be filled until at least seven (7) days after posting unless circumstances exist which require the position to be filled immediately (i.e. vacancy occurring on the first day of school, etc.). 3.8 Supervision of Saturday detention will be offered to certificated staff on a voluntary basis. Only in the event no one on staff volunteers for this assignment will it be filled by persons not on the teaching staff at CHS. Persons serving as supervisors for Saturday detention will follow the guidelines as established by the administration or they will not be allowed to serve in that capacity. Hourly wage will be the same as the hourly wage for substitute teaching. There will be two paid staff members when detention is held in one location or two adjacent rooms. If the locations are not adjacent, three members will be assigned. 3.9 If a teacher is required to teach more than three (3) different preparations in a semester, the teacher shall be compensated $ for each additional preparation above three (3) If a teacher is required to teach two different courses during the same class period, the teacher shall be compensated $500 per semester for each course taught in the class period CHS-CHSEA CONTRACT Page 7

8 ARTICLE IV TEACHER EVALUATION 4.1 The purposes of evaluation shall be to improve the quality of instruction, provide guidance for the teacher and remediate deficiencies observed and noted by the evaluator. Evaluation is a continuous and ongoing process. While teacher performance in the classroom setting is of primary concern, it is agreed that teachers have other obligations and responsibilities which, if not met in a satisfactory manner, can prove to be deleterious to the teacher s overall effectiveness. If any of these other obligations and responsibilities come to the attention of the administration, a representative of the administrative staff will discuss the situation with the teacher or teachers involved as per procedures outlined in Article 2.4 of this agreement. Following the discussion if, in the opinion of the administrative representative, it is appropriate to do so, he may write a reprimand and/or suggestions for improvement to the teacher. 4.2 The evaluators shall be a member of the administrative team, but in no case shall a tenured staff member be evaluated by other than a qualified administrator. Each non-tenured staff member will be required to be continuously evaluated during the school year. Each tenured staff member must be formally evaluated at least once every two years. The selection of half of the tenured staff to be evaluated during the first year will be done by taking the first half of the department s staff alphabetically and the second half of the alphabetical order in each department will be evaluated the second year. Any tenured staff member by his her own request or the request of the Superintendent can be evaluated in any given year. In those cases where a tenured staff member has received a rating of Unsatisfactory or Needs Improvement, the administration shall follow the guidelines spelled out in the Illinois School Code, Sec. 24A Within two weeks after the beginning of each school term, the administration shall acquaint each teacher with the evaluation procedures, standards, and instruments. All non-tenured staff will be involved in an individual goal setting process every year, and all tenured staff will be involved in the process every second year. A tenured person may participate in an individual goal setting process in successive years if deemed necessary or useful by the staff member or the Superintendent. An individual goal setting conference with each staff member will be conducted by each evaluator either jointly or separately. These goal setting conferences should be held as early in the year as possible, preferably by October l. This goal setting conference shall establish mutually agreed upon goals and methods for collecting data relative to the goals. Following the individual goal setting conference there shall be in-class observations. At the request of either the evaluator or the teacher, a conference will be held before and or after each in-class observation for the purpose of increasing the reliability of the information gained. Some type of written feedback shall be provided to the staff member within three school days after each in-class observation. In addition, there will be a conference between the staff member and the evaluator within three school days prior to the writing of the final formal evaluation. The teacher shall receive a copy of the final written evaluation and a copy will be placed in the teacher s personnel file. At the end of the evaluation period the staff member may write a response to the evaluation given and have it placed in his/her personnel file. 4.4 Based on in-class observation, the evaluator shall evaluate each staff member in writing using the evaluation instrument currently in use in the school. The evaluation instrument shall be cooperatively and jointly designed by a committee composed of two Board of Education appointees, an appointee of the CHSEA President, and two Department Chairpersons to be selected by the Administrative Cabinet. Both the Administrative Cabinet and the Executive Committee of the CHSEA shall be consulted as regards the evaluation instrument to be used and given the opportunity to make recommendations to the committee CHS-CHSEA CONTRACT Page 8

9 4.5 Prior to March 15th of each school year, a series of conferences involving the Superintendent, the Principal, and the Assistant Principal(s) shall be held. The purpose of these conferences shall be to evaluate the work of each teacher and to determine recommendations to be made to the Board as regards reemployment. A written summary of the results of these conferences will be provided to each teacher evaluated. The summary will contain recommendations regarding those areas of the teacher s performance which are perceived as needing improvement as well as any positive comments regarding the teacher s performance. A copy of the summary shall go to the superintendent and Principal. This section shall not apply to those tenured staff members who have received a rating of unsatisfactory. 4.6 Not later than sixty days before the end of the school year the Superintendent shall make recommendations to the Board as regards reemployment of non-tenured teachers for the next succeeding school year. 4.7 The Association agrees that it is the responsibility of the teachers to adhere to the provisions of this contract and that the membership of the Association shall make a sincere effort to enforce adherence to the provisions of the contract by all teachers. The Association, also, agrees that in situations wherein a teacher has officially been cited for flagrant or repeated contract violations that the Professional Rights and Responsibilities Committee, at the direction of the Executive Committee of the Centralia High School Education Association, write such teacher a letter of concern as requested by the administration and provide the administration a copy of the letter CHS-CHSEA CONTRACT Page 9

10 ARTICLE V CONTINUED CONTRACTUAL STATUS - TEACHER TERMINATION REDUCTION IN FORCE - SENIORITY 5.1 Teachers shall achieve continued contractual status (tenure) as per the procedures provided in the statutes of the State of Illinois. 5.2 Teacher employment shall be terminated as per the procedures provided in the statues of the State of Illinois. 5.3 The Board agrees not to dismiss any teacher for reasons relating to classroom performance unless it has complied with the provisions of Article IV of this Agreement. 5.4 Prior to the issuance of a written notice of termination the Superintendent or the high school principal will have a conference with the teacher, which shall include a review of the teacher s personnel file. If requested by the teacher, a representative of the Association may be present at such conference. 5.5 If reduction in staff seems imminent by reason of decreased enrollment, financial limitations, or other reasons, the CHSEA Executive Committee will be consulted at the earliest possible time. If reduction in staff does, in fact, become necessary the following procedures will be followed: I. A teacher shall not acquire seniority in the district until he/she achieves tenure. Upon the acquisition of tenure, the teacher shall be credited with seniority from the teacher s date of hire for full-time, continuous service to the district. (Date of hire being defined as the date the board takes official action to employ the teacher.) II. A tenured teacher shall acquire one year of seniority for each complete year of fulltime employment in the district. A tenured teacher working less than a complete year shall acquire fractional seniority calculated by dividing the number of days worked by the number of workdays in the school calendar. For purposes of this section, days worked shall be defined as days for which the teacher receives regular salary from the district. Days for which the teacher does not receive regular salary shall not result in seniority credit. No teacher shall receive credit for more than a full year s seniority in any given school year. Teachers who are on paid leaves of absences as included in this contract or as otherwise approved by the Board, shall continue to acquire seniority. Such leaves will not constitute a break in service. Teachers who are on unpaid leaves of absences as included in this contract or otherwise approved by the Board will not acquire seniority during the time they are on leave. Such leaves will constitute a break in service, but the years of experience gained prior to the leave of absence will not be removed from the employee s seniority position. A part-time teacher or a teacher who is reduced to less than fulltime either at the teacher s request or by action of the board shall acquire a fraction of a year s seniority according to the following: If the teacher is required to teach a portion of each day, seniority is calculated by dividing the number of hours the teacher is required to be at school divided by the number of days required of full-time teachers. If the teacher is required to teach whole days but not whole weeks, seniority is calculated by dividing the number of days the teacher is required to work divided by the number of days required of full-time teachers. Reduction to less than full-time does not constitute a break in service CHS-CHSEA CONTRACT Page 10

11 III. IV. A seniority list shall be developed by the Superintendent. Tenured teachers will be placed on the appropriate seniority list in the department(s) they are currently teaching. To achieve placement on other department lists they must meet the requirements of Illinois State Board of Education Document No. 1. It shall be the obligation of the tenured teacher to apply and show proof of qualification no later than November 30th of each school year. Current seniority lists shall be posted by the Superintendent by December 15th of each school year, and tenured teachers shall have fifteen (15) school days from the date the lists are posted to notify the Superintendent of any suspected errors in the seniority lists and to provide documentation supporting same as soon as documentation becomes available. Final seniority lists for the current school term shall be posted no later than February 15th. The Board shall bear the expense for all credential evaluations requested by the Board to be made of any institution or agency. Seniority shall be determined as follows: A. Those with one year or less of seniority. B. Those with more than one year but less than two years of seniority. C. Those with more than two years but less than three years of seniority. D. Those with more than three years but less than four years of seniority. E. Etcetera F. If two or more teachers have equal seniority, their horizontal position on the salary schedule will control (i.e. those with the higher number of hours being the most senior, i.e. bachelors being low, masters plus 32 being high.) If they continue to be tied, the teacher hired first at the board meeting is the more senior. V. Removal or Dismissal of Continued Service Teachers A Reduction in Force shall follow the changes set forth by Public Act in Illinois School Code Sec The Joint Committee may move a teacher from Group Two (2) to Group Three (3), based on the Teacher s previous evaluations, for the purpose of establishing the Sequence of Dismissal. VI. VII. Tenured teachers dismissed honorably for reasons of reduction in force shall be eligible for recall according to the provisions and procedures outlined in the Illinois School Code Sec It shall be the responsibility of each teacher subject to recall to apprise the Board in writing of said teacher s mailing address at the time of layoff and of each mailing address change during the recall period. The Board s obligation to recall shall be met where it sends by certified mail an offer of recall to a teacher on layoff, posted to the teacher at the last mailing address the teacher has provided the Board. The teacher shall have fifteen (15) days from the postmark date on the recall offer to respond to such offer. If the Board does not receive such response before the fifteen (15) day period has elapsed, the teacher will be presumed to have rejected the offer. Any Board offer of a position to a teacher on layoff and subject to recall, rejected by the teacher, will discharge all Board obligations to the teacher to offer future recalls from the instant layoff CHS-CHSEA CONTRACT Page 11

12 VIII. IX. Teachers employed by a Cooperative District(s) and working at Centralia High School shall have the same seniority rights as outlined above in the department(s) to which they are assigned to the extent that District 200 has authority over their employ. Since they are not directly employed by District 200 they will not be placed on other department seniority lists at Centralia High School. The same concepts and procedures as outlined above shall be the major consideration when making yearly assignments to teach. However, the absence of a teacher s name on a seniority list does not limit the administrative right to place said teacher where needed if they meet the requirements of State Board Document No. l CHS-CHSEA CONTRACT Page 12

13 ARTICLE VI EMPLOYEE COMPENSATION AND FRINGE BENEFITS 6.1 At the time of his/her initial employment, a teacher shall be given credit on the salary schedule for those years of previous public school experience as agreed upon by the teacher and the administration. If it is known at the time of the appointment that the services of an in-house substitute teacher, appointed pursuant to 3.3, will be required for a longer period than thirty (30) consecutive school days in the same assignment, the substitute shall be paid as per the regular salary schedule. If it is not known at the time of the appointment the length of time the services of a substitute will be required and if, in the course of events, the substitute teaches more than thirty consecutive school days in the same assignment, the substitute shall be paid as per the regular salary schedule beginning with the thirty-first day. If the substitute is certified or has been certified in the past in the particular subject sought, the administration reserves the right to immediately place the individual in the salary schedule. The administration will be allowed to negotiate placement on said salary schedule. The decision to place this type of individual on the salary schedule is solely at the discretion of the administration. 6.2 The basic salary schedules for the school year shall be set forth in Appendix I which is attached to and incorporated in this agreement. The schedule shall be based on a school calendar adopted as per the procedures outlined in section 3.2 of this agreement. 6.3 The extra pay schedule shall be set forth in Appendix II, which is attached to and incorporated into this agreement. Extra pay jobs are defined as those for which an extra increment has been established and exhibited in the Appendix II attachment. It is agreed that in securing people to perform the services exhibited in the extra pay schedule, the administration shall attempt to secure volunteers from among the teachers and that if such efforts fail, the administration may assign teachers to perform these services, in a non-discriminating manner. Nothing contained herein shall limit the administration from securing volunteers from outside the teacher group to perform these services. 6.4 The increment for extra pay jobs requiring service and effort over an extended period of time (coaching, class sponsorships, etc.) shall be added to the teacher s salary and prorated over the number of payroll installments chosen by the teacher. When a teacher performs the services required by an extra pay job on a one evening or short term basis, the employee shall so report to the business office by completing the proper administrative form. The business office will process for payment with the next payroll. 6.5 All teachers will be paid over 24 installments on the 10 th and 25 th of each month. Each Teacher shall have the option of receiving his/her paycheck via mail or direct deposit. No later than September 1 of each school year, each Teacher shall notify the Superintendent or designee of whether the Teacher shall receive their salary by mail or Direct Deposit. A Teacher shall have the option of changing the manner in which s/he is paid only once per school year CHS-CHSEA CONTRACT Page 13

14 6.6 For employees hired prior to August 1, 2012, the district shall pay the full cost of a health and hospitalization insurance policy for each teacher plus 70% of the cost for dependent coverage for those teachers who desire such dependent coverage. Teachers shall notify the superintendent on the opening day of the school year each year whether or not they desire dependent coverage. The Board of Education and Association shall agree on the specifications and carrier of the policy. (Egyptian Trust Plan A) In situation wherein both husband and wife are employees of the district each shall be allowed an amount equal to the individual premium to be applied to the total cost of the health insurance premium for that family. The district shall pay 70 percent of the remaining portion of the total premium and the employees shall pay 30 percent. For all employees hired on or after August 1, 2012, the district shall pay the full cost of a health and hospitalization insurance policy for each teacher (Egyptian Trust Plan B). Upon their fifth (5 th ) year of employment with the district the district shall pay 55% of the cost of dependent coverage for those teachers who desire such dependent coverage. Upon eligibility for dependent coverage teachers shall notify the superintendent on the opening day of the school year each year whether or not they desire dependent coverage. 6.7 The district shall pay the premium for a $10,000 group term life insurance policy for each teacher up to maximum of $.50 per thousand dollars per month. 6.8 The Board of Education agrees, in addition to the base salaries as exhibited in Appendix I, to make an employer contribution to the Teachers Retirement System in the name of each teacher in the amount of 9.0 percent of the base salary as exhibited in Appendix I. In no case shall the total of base salary plus the employer contribution to the teacher Retirement System exceed the amount of the base salary plus percent. The Board of Education agrees to make an employer contribution to the Teachers Retirement System in the name of each teacher in the amount of percent of moneys earned as a result of performing extra assignment duties as exhibited in Appendix II of this Agreement. Each teacher shall contribute to the Teachers Retirement System any additional amounts as required by the rules and regulation of the System. 6.9 Insurance clause only applies to employees hired on or before July 31, Deductible Reimbursements The district will reimburse the difference between the current individual deductible of $250 and the Egyptian Trust Platinum Plan Tier I deductible of $300; maximum of 3 deductibles per family to a total of $150. Out of Pocket Maximum Reimbursements The district will reimburse the difference between the current individual out of pocket maximum of $500 and the Egyptian Trust Platinum Plan out of pocket maximum of $900; maximum of 2 out of pocket maximums per family CHS-CHSEA CONTRACT Page 14

15 Prescription Co-Pay Reimbursements Prescription Co-Pays for covered prescription drugs will count toward the accumulation of the district s current Out of Pocket Maximum of $500. Once the equivalent of the Calendar Year Out of pocket Maximum of $500 is reached through the combined medical expenses and prescription co-pay paid by the employee, the district will reimburse current employees for 100% of their eligible co-pays for the remainder of that calendar year subject to the following rules: (1) If your physician prescribes or you request a brand name drug when a generic equivalent is available, you must pay the difference between the full price of the brand name drug and the full price of the generic drug. The difference you pay will not accumulate toward satisfaction of the $500 calendar year out of pocket maximum nor is reimbursable. Only medically documented reasons for not using the generic equivalent will be considered as an exception. (2) The Plan uses a step-therapy program for certain classes of medications. For new prescriptions in these drug classes, you must try a step-one drug (generally a generic drug) first. If the step-one drug does not work for you, you may obtain a step-two drug in the same class. If you choose to fill the step-two drug rather than trying the ;step-one drug, you will be responsible for the full charged amount. This amount will not accumulate toward satisfaction of the $500 calendar out of pocket maximum nor is reimbursable. (3) Employees may receive reimbursement for any eligible amounts in excess of the $500 calendar year out of pocket as follows: A quarterly report will be provided to the District by the Egyptian Area Schools Employee Benefit trust and its Business Associates identifying the member s accumulated medical and prescription drug co-pay out of pocket expense provided the employee has signed an Authorization to Disclose Health Information Form (HIPAA authorization form.) The District will reimburse the current employee the covered out of pocket expense in excess of $500. Or As an alternative, employees may choose to provide the District with their co-pay records from the Express Scripts website and their medical Explanation of Benefits (EOB) from the Meritain Health website ( You may access Express Scripts website directly from the Meritain Health website CHS-CHSEA CONTRACT Page 15

16 ARTICLE VII LEAVES 7.1 Sick Leave: All teachers shall be allowed 12 days of sick leave a year accumulative with no limitation. Sick leave to become effective as of the first working day of the contract. Upon their 25th year of teaching with 15 years of service in the District, each teacher shall be entitled to a total of 20 days of sick leave per year. The intent of the parties is that the additional allotment of sick leave shall be a normal allotment of sick leave and shall result in no expense to the District by reason of the use of the grant of such additional sick leave. If, during the term of this agreement, any legislation and/or TRS rules/regulations are enacted or not reenacted and/or adopted or amended that result in a greater cost to the District than the costs generated by this Agreement, or that change the definition of what is the normal grant of sick leave, the parties agree that the additional grant of sick leave shall be null and void and upon the demand of any party shall meet to bargain language to succeed this paragraph. Sick leave shall be interpreted to mean personal illness, quarantine at home or serious illness or death in the immediate family or household. The School Board may require a physician s certificate as a basis for pay during leave after an absence of three days for personal illness or, as it may be deemed necessary, in other cases. Immediate household to be interpreted to mean spouse, mother, father, sister, brother or child or the corresponding relative of the spouse of a teacher. In addition a teacher may take sick leave to attend to the serious illness or to attend the funeral of other relatives or close personal friends providing such leave is approved by the administration. 7.2 Personal Leave: Each teacher of District No. 200 shall be entitled to two (2) personal leave days annually without loss of pay or benefits. Teachers with 15 years or more of continuous service in the District shall be entitled to three (3) days annually. Personal leave shall not require a reason, but seven (7) days written notice shall be given, except in the case of an emergency. The Superintendent shall be the sole judge as to when an emergency exists. Leave shall not be used to extend vacations, nor used casually or indiscriminately for vacation or recreational purposes, nor used to receive remuneration. Leave will not be used the week before the end of the first semester nor the week before the end of the second semester, except with the approval of the Superintendent. Not more than three (3) teachers may use personal leave on any given day, except with the approval of the Superintendent. All unused personal leave at the end of the school year will be rolled into the next year total with unlimited accumulation. Teachers will be limited to using a maximum of five (5) personal days per school year. Upon leaving the school district or retiring the teacher s accumulated personal leave days will be converted into sick leave days. 7.3 Maternity leave shall be granted to teachers and such leave shall be counted as sick leave. The teacher shall notify the Superintendent at least four months before the expected confinement in order that proper arrangements can be made for classes during that leave. Such leave may be for the period of time which is required for the teacher to become physically able to meet her teaching obligations and the responsibilities. The Board of Education reserves the right to request that the teacher be examined by a physician to be designated by the Board to determine if the teacher is physically able to return to her teaching duties. Such examination, when requested, shall be at Board expense. A teacher entitled to the benefits described in the first two paragraphs of this section, may, upon request, be granted up to one year s leave of absence without pay for parental purposes, including adoption. During this leave, the teacher will not be entitled to any sick leave benefits. If the teacher requests to pay in full the cost of the health insurance premium and providing such is approved by the carrier of the policy, the Board will allow the teacher to remain in the group program CHS-CHSEA CONTRACT Page 16

17 7.4 In the event that the Association desires to send representatives to local, state or national conferences or on other business pertinent to association affairs the following provisions shall prevail: (a) Application for association leave shall be made, in writing, to the superintendent and shall have his approval prior to the leave. (b) The Association may be granted up to an aggregate total of five days leave and the representative(s) shall be excused without loss of salary providing the Association reimburses the school district for the cost of obtaining substitute teachers. (c) For all association leaves granted, in addition to that provided for in paragraph b above, the Association shall reimburse the school district 1/185th of the representative s annual salary. 7.5 Compensatory Time: Each full-time teacher shall have the option of being paid or earning compensatory time for each hour of performing substitute duties resulting in the loss of the teacher s preparation period or duty free lunch. A teacher choosing to be paid will be paid at the hourly substitute rate set forth in Appendix II. Each full-time teacher shall select his/her option no later than September 1 each school year. The option so selected will remain in effect for the entire school year. For those teachers electing to earn compensatory time, a day of compensatory time is the equivalent of performing six (6) classroom hours of substitute duties defined above. A teacher can use no more than four (4) days of compensatory time each year. Compensatory time may be requested on an hourly basis. Compensatory time will not accumulate from year to year. However, any teacher who fails to take his/her earned compensatory time will have the option being paid at the hourly substitute rate and/or having unused time accumulate as sick days or personal leave (to a maximum of four sick days per year) at the end of the school year. Eligible teachers must select in writing which option he or she chooses no later than May 1st of the current school year. The use restrictions found in Article 7.2 (Personal Leave) shall also be applicable for the use of compensatory time CHS-CHSEA CONTRACT Page 17

18 ARTICLE VIII RULES AND POLICIES GOVERNING APPLICATION OF SALARY SCHEDULE 8.1 A longevity increment of $500 will be granted to all teachers after 25 years of service in District No A longevity increment of an additional $1000 will be granted to all teachers after 30 years of service in District No Training beyond the BS/BA degree must be part of an organized program of study leading to a MS/MA (or equivalent) degree recognized as such by an institution of higher education. Training beyond the Masters degree may be a part of an organized program of study leading to a Doctors degree or an Advanced Certificate in Education and recognized as such by an institution of higher education or must be part of the teacher s professional development plan. Coursework should be related to the teacher s area of concentration and must have prior approval of the administration. Prior approval shall be interpreted to mean that the teacher has made written application to the Superintendent, listing and briefly describing the course and/or courses to be taken, with approval having been made before the initial meeting of the courses involved. Should any disagreement arise between the teacher and the Superintendent, the application shall be submitted to a committee composed of the Superintendent and the Professional Rights and Responsibilities Committee of the Association. If the disagreement cannot be resolved by the above mentioned committee, the application shall be submitted to the Board of Education for consideration and final decision. When, by reason of added training, a teacher is eligible to advance on the salary schedule, written application for such advancement must be on file in the Superintendent s office not later than the first official day of school of the year in which advancement is sought. Official transcripts supporting such application must be on file not later than October 1st of the same year. Teaching experience, within District 200, consisting of 50 percent or more of a school year, shall count as a full year of applicable experience. No experience credit shall be allowed for less than 50 percent of a school year. Any teacher, while in the employee of District 200, who has his teaching career interrupted by reason of being drafted into military service shall, upon his return, receive experience credit on the salary schedule on a 1.1 ratio (one year military service one year teaching experience) up to a maximum of two years. Severance Pay: Any teacher with ten (10) years of continuous teaching service (service requiring a teaching certificate) in District No. 200 shall be entitled to compensation of two hundred dollars ($200.00) per year for each year of service at the time the teacher leaves the school district. The teacher will be paid one half of the remaining accumulated sick days over and above the number of days needed to max out service credit with TRS at the daily sub rate. Accumulated sick leave days include all sick leave days vested in Teachers Retirement System. The daily substitute rate shall be determined by multiplying.28 percent times the base salary. In the case of death of a teacher while in service of District #200, his or her state shall receive an amount equal to the amount that said teacher would have received if the teacher would have left the district under normal circumstances. (Effective day May 11, 1999). A teacher called to jury duty, shall upon his request, be granted leave with pay to fulfill these responsibilities CHS-CHSEA CONTRACT Page 18

19 8.8 Reimbursement for professional travel as follows: Travel - Reimbursement for travel at the current IRS rate. Mileage to be paid on basis of actual miles driven in performance of school duties. Actual train or plane cost when warranted by distances and conditions of travel. Miscellaneous travel expenses such as taxi, parking and bus fares when required to meet obligations in attending the meeting. Such expenses to be itemized on request for reimbursement and be reasonable in amount. Lodging - Reimbursement for overnight lodging at $100 per night. Receipts for lodging to be attached to request for payment. Meals - Reimbursement for meals at $45 per diem, $15 per meal if less than a full day. Receipts for meals to be attached to request for payment. Registration - Full reimbursement for conference registration fees once approved (in advance); Individual dues cannot be included in this reimbursement. Prepayment - conference registration fee will be prepaid by the district provided request is made at least one week in advance of the conference. District will be reimbursed for prepayment charge if employee does not attend the conference. 8.9 Any teacher who can retire with thirty-five (35) years of service or without penalty to the District will have their 2.2 percent upgrade paid by the District after their last paycheck from the District. It is the intention of the parties to create a retirement bonus that is not subject to the creditable earnings cap as provided by P.A If, during the term of this agreement, any legislation and/or TRS rules/regulations are enacted or not reenacted and/or adopted or amended, or any TRS ruling is made that result in making this Early Retirement Option subject to the 6% TRS cap, the parties agree that this Section shall be null and void and upon the demand of any party shall meet to bargain language to succeed this paragraph Retirement Incentive: 1. If an employee gives the Board an irrevocable notice of retirement by September 1st four (4) years prior to the year of retirement, the Board shall pay him/her a six percent (6%) retirement incentive, inclusive of all other increases in TRS creditable compensation, for each of his/her remaining four (4) years of service. If an employee gives the Board an irrevocable notice of retirement by September 1st three (3) years prior to the year of retirement, the Board shall pay him/her a six percent (6%) retirement incentive, inclusive of all other increases in TRS creditable compensation, for each of his/her remaining three (3) years of service. If an employee gives the Board an irrevocable notice of retirement by September 1st two (2) years prior to the year of retirement, the Board shall pay him/her a six percent (6%) retirement incentive, inclusive of all other increases in TRS creditable compensation, for each of his/her remaining two (2) years of service. If an employee gives the Board an irrevocable notice of retirement by September 1st one (1) year prior to the year of retirement, the Board shall pay him/her a six percent (6%) retirement incentive, inclusive of all other increases in TRS creditable compensation, for of his/ her remaining year of service CHS-CHSEA CONTRACT Page 19