Unified School District No. 226 MEADE SCHOOLS NEGOTIATED AGREEMENT Approved: June 15, 2015

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1 Unified School District No. 226 MEADE SCHOOLS NEGOTIATED AGREEMENT Approved: June 15,

2 Table of Contents ARTICLE I SALARY SCHEDULE... 3 ARTICLE II SUPPLEMENTAL SALARY SCHEDULE... 4 ARTICLE III SUPERVISION OF ACTIVITIES... 4 ARTICLE IV REIMBURSEMENT FOR COLLEGE HOURS... 4 ARTICLE V TUITION REIMBURSEMENT FOR ESL CERTIFICATION... 5 ARTICLE VI DATE FOR REGULAR PAYCHECKS AND SUMMER CHECKS... 5 ARTICLE VII NUMBER OF CONTRACT DAYS... 6 ARTICLE VIII LUNCHROOM SUPERVISION... 6 ARTICLE IX NOON RECESS DUTY... 6 ARTICLE X EARLY RETIREMENT PROGRAM... 6 ARTICLE XI RELEASE FROM CONTRACT... 7 ARTICLE XII SICK LEAVE SICK LEAVE BANK... 8 ARTICLE XIII PERSONAL LEAVE... 8 ARTICLE XIV APPLICATION OF FAMILY AND MEDICAL LEAVE ACT OF ARTICLE XV REDUCTION IN WORK FORCE... 9 ARTICLE XVI SCHOOL CALENDAR COMMITTEE ARTICLE XVII EVALUATION COMMITTEE ARTICLE XVIII GREIVANCE PROCEDURE FOR TEACHERS ARTICLE XIX PAYROLL DEDUCTION OF ASSOCIATION DUES ARTICLE XX TEACHER NATIONAL CERTIFICATION ARTICLE XXI SAVINGS CLAUSE ARTICLE XXII DURATION OF AGREEMENT EXHIBIT A EXTENDED SALARY SCHEDULE (BASE SALARIES) EXHIBIT B EXTENDED SALARY SCHEDULE (COACHING SUPPLEMENTALS) EXHIBIT C SUPPLEMENTAL SALARY SCHEDULE ORGANIZATION SPONSORS EXHIBIT D SICK LEAVE BANK

3 ARTICLE I SALARY SCHEDULE Salaries for all full-time teachers of U.S.D. 226 for the school year shall be established as follows: A. The Salary Schedule for the contract year shall have an increase of $100 on the base and steps will increase accordingly. A copy of the schedule for the contract year, is attached hereto as Exhibit A. All certified teachers shall be allowed movement for steps and columns. A stipend of $250 will be paid to all certified teachers who return for the school year. This will be a one-time payment made during the August 2015 payroll and will include normal payroll deductions for taxes. B. For the school year, all teachers who were under a teaching contract with the district for the school year will advance one step beyond which they were located at the end of the school year if such step exists on the attached schedule. Teachers qualifying for a change in class will advance in class as determined by degrees and hours submitted and approved in accordance with the Salary Schedule regulations. Hours for change in class must be submitted to the Superintendent s office no later than September 1 in order to qualify for advancement in class for the current year. Advancement in steps and class will be prorated for part-time teachers in proportion to the amount of time employed. C. The base salary (Class I, Step I) for the school year will be $35, D. The Board shall contribute $4, annually on behalf of any teacher who participates in the District s health insurance program. The $4, (applied at the rate of $ per month) shall be applied to the cost of the employee s premium for the District s group health insurance plan, with the teacher paying the difference between the $4, and the actual cost to the teacher of the District s group health insurance plan. The School Board and District retain the exclusive discretion in the selection of a health insurance plan, the plan benefits, the plan administrator and the insurance company representing the District s group health insurance plan. Those teachers who opt out of the District s health insurance group will not receive the $4,200.00, as compensation in any form. This benefit is commonly referred to as a use it or lose benefit. If a husband and wife are employed by the District as teachers and if they participate in the District s health insurance program (either as two singles or a family), both will receive the Board s annual contribution of $4, Part-time teachers who participate in the District s health insurance program will receive a prorated portion (in direct proportion to their full-time teaching equivalency) of the Board s annual contribution of $4, The supplemental salaries shall be amended based upon the increase in the base salary. A copy of the Supplemental Salary schedules are attached hereto as exhibit B and C. 3

4 ARTICLE II SUPPLEMENTAL SALARY SCHEDULE The salary schedules attached hereto marked Exhibit "B" and C are adopted and shall be the supplementary salary schedules for the school year. All payments for supplemental duties held by certified staff shall be made over a twelve-month period. Other arrangements for payment will be made for non-certified staff holding supplemental contracts. Employees who do not fulfill their supplemental duties will have payment withheld, prorated or, in some cases, will be required to reimburse the district for that portion of their supplemental salary paid to the point of departure. The board may delete or add positions as students need arise. A Supplemental Salary Committee will be created for the school year for the purposes of reviewing the Supplemental Salary Schedule. The committee will be composed of 8 members: both athletic directors, three certified employees selected by the teachers (1 - PS-4th, 1-5th-8th, 1-9th-12th), the superintendent, and both building principals. At least one member shall be a member of the Meade Teacher s Association. A chairman will be selected by the committee. ARTICLE III SUPERVISION OF ACTIVITIES In lieu of other payment or compensation for extra-curricular activity assignments, all full-time teachers will receive each school year a family activity pass for attendance at local school events and activities. In return, all full-time teachers agree to accept activity assignments in the event there are not sufficient volunteers to perform necessary services for such events. Such assignments shall include, ticket taking, keeping score books, timekeeping, judging lines, helping at track meets and other tasks ordinarily assigned to teachers. ARTICLE IV. REIMBURSEMENT FOR COLLEGE HOURS College hours from an accredited institution shall be subject to cash reimbursement at the rate of $35.00 per semester hour for community college classes satisfactorily completed; $85.00 per semester hour for general college classes satisfactorily completed; and $ per semester hour for college classes satisfactorily completed to obtain an approved master s level or higher degree. Requests for cash reimbursement for hours satisfactorily completed during the twelve month period prior to September 1 will be subject to cash reimbursement at the time the official transcripts have been presented to the superintendent. The deadline for all requests for cash reimbursement shall be September for the previous twelve month period. There shall be NO carryover of hours from one year to the next for cash reimbursement. The cash reimbursement to be paid with the first payroll after official transcripts arrives in the superintendent s office. To qualify for reimbursement, all community college, college and university courses must have prior approval of the Superintendent of Schools. Reimbursement for such hours will be made only to teachers who are under contract with the District when the hours are taken and when reimbursement is to be made. Official transcripts of college hours or in service points satisfactorily completed must be in the superintendent s office no later than September 1 of the year in which the placement on the salary schedule is requested. The placement on the salary schedule for individuals whose transcripts were received after September 1 will be made during the following fiscal year. Reimbursement shall be limited to a maximum of $ per school year (September 1 to August 31). When requested by the District, to become Highly Qualified or to receive a specific licensure, the District shall reimburse the teacher for the cost of the Praxis exam. The reimbursement for the test, shall be paid when the Praxis exam is successfully passed and the documentation provided to the central office for reimbursement. 4

5 ARTICLE V. TUITION REIMBURSEMENT FOR ESL CERTIFICATION In order to encourage teachers to obtain ESL certification, the District will reimburse the teacher for the tuition and fees incurred by the teacher in obtaining college hours required for ESL certification in accordance with the following guidelines and under the following conditions: To be eligible for reimbursement: A. The ESL tuition and fees charged must be incurred while the teacher is a full-time employee of USD 226. B. The teacher must be recommended for ESL certification by the building principal and approved by the superintendent. C. The tuition and fees must be for hours directly related to and required for ESL certification and must have received prior approval by the building principal. D. The teacher must obtain a passing grade and receive credit for the ESL hours. The reimbursement for tuition and fees is subject to the following conditions: A. The teacher for whom ESL tuition and fees have been paid by the District under this agreement shall not be eligible for tuition reimbursement for those same hours under the provisions of ARTICLE No. IV (Reimbursement for College Hours). B. The payment by the District for tuition and fees may be paid directly to the college on behalf of the teacher or paid to the teacher if the teacher has previously paid the tuition and fees involved. C. The District shall reimburse the teacher for the ESL Praxis exam when it has been successfully passed and the appropriate documentation has been provided to the Central Office. D. The District shall reimburse the teacher up to a maximum of $ for training to take the ESL Praxis. The reimbursement shall be paid when the ESL Praxis exam is successfully passed and the appropriate documentation is provided to the Central Office. E. The board reserves right to discontinue the ESL tuition reimbursement at any time. If the reimbursement program is terminated by the board, teachers then involved in the program may continue the program at their own expense, apply the tuition reimbursement provisions of ARTICLE No. IV, or withdraw from the program ARTICLE VI. DATE FOR REGULAR PAYCHECKS AND SUMMER CHECK Regular teacher payroll monthly payments will be made on the 21 st day of each month unless the 21 st day is a holiday or weekend in which case the payment will be made on the last business day prior to the 21 st day, with the first payment to be made September 21. Summer lump sum checks will be paid on or before the 30 th day of June. 5

6 A teacher new to the District may, upon request and after completing 2 weeks of employment with the District, receive one-half of their September paycheck prior to the normal September payroll date. ARTICLE VII. NUMBER OF CONTRACT DAYS The number of teacher contract days shall not exceed 186 days. ARTICLE VIII. LUNCHROOM SUPERVISION Lunchroom supervision shall be a supplemental contract duty. Teachers volunteering for and selected by the building principal to provide lunchroom supervision will be paid the sum of $750 per school year for such duty. ARTICLE IX. NOON RECESS DUTY Noon recess duty shall be considered to be a part of the teacher s primary contract and teachers will be assigned such duty on a rotating basis by the building principal at no additional compensation. ARTICLE X. EARLY RETIREMENT PROGRAM Any eligible teacher of USD #226 may request early retirement. Early retirement requests are entirely voluntary and at the discretion of an eligible employee. Eligibility Conditions: A. Certified current employee of USD #226. B. Application and discussion of early retirement between the Board of Education, Superintendent of School and applicant by December 31. C. Applicant shall provide facts, information for eligibility and determination of paid benefits. D. Applicant is not less than sixty (60) years of age and not more than sixty-four (64) years of age as of January 31, during their final year of teaching when the early retirement is requested. E. Applicant shall be fully vested in the Kansas Public Employee Retirement System (KPERS); and have a minimum of 15 years of service credit within USD #226. F. Whether the applicant desires health insurance coverage through the school district health insurance program. This provision will be effective only if allowable by the insurance carrier. G. If any provision of this early retirement plan is determined to be in violation of federal or state laws or regulations, then the entire plan shall immediately terminate and revision and readopted in negotiations between BOE and MTA. H. A teacher who takes early retirement shall terminate the health insurance program when he/she reaches age 65 or upon the death of the teacher. 6

7 I. All early retirement benefits will be subject to regulations including income tax rules and regulations. J. If death occurs to the recipient during any of the early retirement benefit years, the BOE will honor said agreement for that fiscal year only. If compensation is not paid at the time of death, said compensation shall be paid for that one year to the beneficiary as designated under the Kansas Public Retirement System. Eligible Benefits Terms: A. The annual early retirement benefit shall be 20% of the Districts current base salary of the year when the application for the retirement is made and shall be payable for a maximum of five (5) consecutive years. All benefits shall terminate as of January 31 if the teacher has reached age 65 as of that date. B. The annual early retirement benefit shall be payable by the school district in a lump sum in January each year. The District, at its option may choose to pay the lump sum to the individual or through a tax sheltered annuity. Termination Provisions The Board of Education may terminate this early retirement plan at anytime upon proper action of the Board. If the early retirement plan is terminated by the Board, all employees participating in the early retirement plan at the time will continue in the plan under the terms and conditions set forth until the employee s eligibility expires. ARTICLE XI. RELEASE FROM CONTRACT A teacher who is under the continuing contract law or has signed a contract and accepted a teaching position in USD 226 for the coming school year shall not be released from that contract to accept another position unless arrangements for a competent replacement to fill the position have been made. A. In the event any teacher resigned or fails to honor the terms of the employment contract, as outlined under the continuing contract law, the teacher shall pay to the school district liquidated damages. 1. After the 14 th calendar day following the third Friday in May, but prior to August 1 3% of total employment contract salary 2. Any time after August 2 10% of total employment contract salary 3. Should a teacher resign during the contract year, the teacher shall not be compensated for any days they did not work. 4. Should a teacher resign during the contract year, the teacher shall forfeit all accumulated leave and any payment due for any unused leave. 5. Should a teacher resign during the contract year, the teacher shall forfeit all rights to the district s early retirement benefit program B. Should a teacher resign during the contract year, the Board of Education may seek liquidated damages as outlined herein; and in addition thereto the Board of Education may request the revocation of the employee s teaching certificate from the Kansas State Department of Education. C. The amount of liquidated damages shall be paid by the teacher to the school district prior to the board s acceptance of the resignation and before releasing the teacher from the employment contract (as outlined under the continuing contract law). In the event the district owes the teacher additional salary amounts after the teacher resigns or fails to honor the 7

8 employment contract (as outlined under the continuing contract law), the Board may deduct the amount of liquidated damages from the amount owed to the teacher by the district. D. The Board reserves the right to waive liquidated damages in the event of death, sickness, or other unusual circumstances. ARTICLE XII. SICK LEAVE Section A - Sick Leave: Each full-time certified employee will earn sick leave as follows: a. One day of sick leave will be earned for each month of employment, not to exceed ten (10) days per year. b. An employee may accumulate up to sixty (60) days of sick leave. c. An employee, who has accumulated sixty (60) days of sick leave, will be reimbursed for unused sick leave above the accumulated sixty (60) days, at a rate not to exceed $30.00 per day or $300 per year. d. Any unused sick leave at the end of the year must first be used to bring the certified employee s accumulated leave up to the sixty (60) days before the remaining days are reimbursed. During the time any full-time certified employee is on sick leave, their salary will continue uninterrupted. When the total sick leave for a certified employee is used, 1/186 th of their salary will be deducted for each day absent due to sick leave. For extended contract employees, the deduction of their salary shall be determined by dividing their annual salary by the number of contract days. Sick leave will cover absences for the certified employee s own illness or critical illness in the certified employee s immediate family, which shall include: the spouse of the certified employee, the certified employee s children, or any other person whose regular residence is the home of the certified employee, while the certified employee is an employee of the district. In the case of an emergency, the Superintendent may waive this requirement. A deduction of salary will be prorated equally over a three (3) month period or as time permits, considering the number of pay periods remaining. Each certified employee shall be given a written annual accounting of their accumulated sick leave in September. Sick leave shall apply to both maternity and adoption proceedings. Upon retirement after at least twenty years of full-time employment by the District, the Board will reimburse the retiring full-time employee for up to thirty days of the full-time employee s accumulated and unused sick leave at the rate of $30.00 per day. Section B Sick Leave Bank: The purpose of the Sick Leave Bank (Bank) is to provide additional sick leave to qualified certified and classified staff members hired by the Meade USD #226 School District. This bank is intended for staff members who have suffered an unplanned personal illness, injury, disability, quarantine, or for the serious illness of an immediate family member. The Bank shall only be used when an employee s personal discretionary, sick leave, and vacation leave is exhausted. Beginning in the school year staff will only need to sign up once for the Sick Leave Bank and will remain a member until they give written notice to withdraw. (See attachment Exhibit D for full guidelines of the Sick Leave Bank.) ARTICLE XIII. PERSONAL LEAVE All full-time certified employees will have personal leave as follows: A. Five (5) days of personal leave shall be granted to each full-time certified employee which can be utilized as follows: a. In the event of death or illness of a close friend or relative. b. For any business or any emergency. c. All personal leave may be taken in hour, ½ or full day increments. 8

9 Each year any unused personal leave shall be converted to sick leave and added to the employee s accumulated sick leave. Should the employee s accumulated sick leave, including these converted personal leave days, reach the maximum allowed, then the unused personal leave days shall be reimbursed the same as unused sick leave. See Article XII. Sick Leave. Subparagraphs b, c and d. Unused personal leave days will not be reimbursed unless the employee has 60 days of accumulated sick leave. EXAMPLE: A teacher has accumulated 60 days of sick leave, which includes the converted personal days. At the end of the school year, the district will reimburse the unused personal leave days at the rate of $30.00 per day, not to exceed $ per year. No sick leave shall exceed a maximum of 60 days of either sick leave days or a combination of sick leave days and converted personal leave days. Once the personal leave days are converted to accumulated sick leave, the days can only be used for an illness requiring an employee to utilize their accumulated sick leave. The personal leave may not be used the day before or the day after school vacations, such as Labor Day, teacher meetings, Thanksgiving, Christmas, spring break, etc. All personal leave requests must be approved by the building principal at least five (5) school days prior to the leave. In the case of an emergency, the Superintendent may waive this requirement. ARTICLE XIV. APPLICATION OF FAMILY AND MEDICAL LEAVE ACT OF 1993 The provisions of the Family and Medical Leave Act of (1993) will apply to all eligible professional employees. It is agreed that all sick leave, personal leave and emergency leave days must be first exhausted by the employee and will be credited toward the total number of unpaid days allowable under the provisions of the Family and Medical Leave Act of ARTICLE XV REDUCTION IN WORK FORCE As a result of authority granted to the Board by Kansas statutes, the Board has the responsibility of determining composition of the professional staff necessary to implement and maintain educational programs of Unified School District #226. From time to time, as the result of decreasing enrollment, limited financial resources, changes in educational programs, or other circumstances, it may be necessary to reduce the number of professional employees employed by the district. A decision to reduce professional staff will, in all cases, remain within the sole discretion and judgment of the Board. The Board may retain any professional employee who it deems necessary to staff all necessary programs of the District. It is the policy of this school system to use normal attrition of staff; i.e., resignation, retirement, leaves of absences, as the first means of achieving a reduction in professional staff. However, in certain cases, normal attrition may not be sufficient to achieve the necessary reduction of professional staff. In the event that further reduction of professional staff is necessary, it shall be accomplished in a fair and orderly manner as provided in this policy. The following steps will be utilized by the district s administrative staff to reduce the teaching staff: To determine the number of teaching positions to be reduced, the administrative staff will ascertain the educational program for the district to meet the educational goals established by the Board. The number of teachers needed to implement the district s educational program will then be determined by the administrative staff based on those educational goals as determined by the board. 9

10 All teachers will be evaluated in relation to the educational goals of the district. Individual qualifications and specific skill areas or disciplines will be ascertained and applied to the teacher needs of the district. Evaluation forms, instruments or tools will be used to measure each staff member s teaching ability. A. DEFINITIONS: As used in the policy, these terms will be defined as follows: 1. Professional employee shall mean any employee of Unified School District #226 who is regularly assigned, on a part-time or full-time basis, to the instructional staff of the school system in a position which requires a certificate issued by the State Department of Education; but shall not include administrators or classified employees. 2. Days shall mean calendar days. 3. Temporary professional employee shall mean a professional employee who is employed for less than a full year and is employed on a non-continuing contract. 4. Part-time professional employee shall mean a professional employee who is assigned less than a full school day. 5. Probationary professional employee shall mean a professional employee who has been employed with the school district for less than three (3) full consecutive years. 6. Permanent status professional employee shall mean a professional employee who has been employed with the Unified School District #226 for three (3) or more full consecutive years. 7. Seniority shall mean the period of most recent, continuous, and uninterrupted employment with the Unified School District #226 as determined from the effective date of employment; provided, however, that approved leave of absence shall not be construed as an interruption of continuing employment; and 8. Field shall mean a general instructional area as shown on the current teaching certificate. B. PROCEDURE 1. Whenever the Superintendent or his designee determines that a necessary reduction of professional staff will not be accomplished through normal attrition of staff, all professional employees of the Unified School District #226 will be advised of the reasons for the reduction of professional staff and will be informed of the procedures and considerations to be used in determining which employees will have their contract non-renewed. The Superintendent or his designee will review all relevant facts and circumstances and will recommend to the Board of Education those professional employees whose contract will be non-renewed. 2. For the purposes of considering a reduction of professional staff, all professional employees of the Unified School District #226 will be assigned to a teaching position in which the employee is certified. 10

11 A professional employee will be permitted to change teaching positions if he or she has teaching experience in the school system within the alternate field and is properly certified. 3. After determining which levels require a reduction of professional staff, the Superintendent or his designee will then determine professional employees for non-renewal in the following sequences: a. Temporary professional employees; b. Probationary part-time professional employees; c. Permanent status part-time professional employees who decline an offer of full-time employment; d. Probationary full-time professional employees, and e. Permanent status full-time professional employees. 4. In making those determinations included in (1) the Superintendent or his designee will base the decision on the following weighted system of the current evaluation form: a. Evaluation = 40 points Accumulate the total points earned on the 5 most recent years evaluation with five (5) points assigned for each Met category on all seven (7) Performance Areas and five (5) points assigned if all Target Areas for Improvement are Met. No points will be assigned for areas Not Met. Then divide the number of evaluations, 5 or less if evaluated less than 5 years. The resulting score cannot exceed 40 points. b. Seniority = 20 points One point will be awarded for each year in Meade Unified School District #226, not to exceed 20 years. c. All Teaching Experience in Specific Field = 10 points One point will be awarded for each year of service in the specific area (K-6 level and/or 7-12 subject matter) being determined up to 10 points. In case of multiple area teaching experience, the points will be prorated according to the full-time equivalency of each subject field taught, or grade in K-6. d. Areas of Certification = 10 points Seven points will be awarded for certification in the field being determined (K-6 grade level, 7-12 subject matter). One point will be awarded for each additional field (or grade level) up to three points as shown on the current teaching certificate. e. Advance Degrees and Additional Credit Hours = 20 points See Salary Schedule Points will be awarded as follows: B.S =1 B.S =3 B.S =5 B.S =7 B.S =9 B.S =11 M.S. =15 M.S =18 M.S =20 11

12 Basing his decision on the above weighted system, the Superintendent or his designee will make his recommendations for reduction of professional staff based upon what he considers to be the best interest of the school system and the students who receive services from the district. 5. At the time recommendations are made to the Board for non-renewal of contracts of designated professional employees, the Superintendent or his designee will present data to the Board in support of his or her recommendation. ARTICLE XVI SCHOOL CALENDAR COMMITTEE There shall be established at the beginning of each school year, a school calendar committee. The purpose of this committee will be to collect information and make recommendations for the selection and adoption of a school calendar by the Board of Education. The school calendar committee shall be composed of the following: Three (3) full time teachers, one from each building, selected by the building staff. Two (2) members of the administrative staff selected by the Superintendent of Schools One (1) member of the classified staff selected by the Superintendent of Schools. One (1) member of the Board of Education selected by the Board president. The Superintendent of the Schools or his/her representative shall serve as a non-voting ex officio member of the committee and will act as temporary chairperson of the committee until a permanent chairperson shall be elected by the committee. The committee shall be selected as soon as practical following the commencement of classes in the fall and shall meet as often as required to complete its work. On or before March 1, the committee shall prepare and distribute proposed calendars to all classified employees and members of the teaching staff for the purpose of securing from said employees their preference concerning the school calendar. After receiving staff input, the committee shall make its recommendation to the Board of Education concerning the adoption of the school calendar for the forthcoming school year. If the Board of Education finds the committee s recommendation to be satisfactory, the Board will adopt the recommended calendar. If the Board disagrees with the committee recommendation, the Board shall refer the proposed calendar back to the committee with the Board s recommendations and proposed changes and the reasons therefore. The committee shall review and consider the Board s proposed changes and within 20 days submit to the Board the committee s final recommended calendar. Upon receiving the committee s final recommendation, the Board shall take such action as it deems appropriate and shall adopt a calendar for the coming school year. Upon receiving the committee s final recommendation, the Board of Education shall be solely responsible for the final adoption of the school calendar. Nothing contained herein shall prevent the committee from recommending and the Board from adopting a two-year calendar. ARTICLE XVII. EVALUATION COMMITTEE A committee shall be appointed following the conclusion of negotiations for the purpose of reviewing and making recommendations concerning the district s certified employee evaluation procedures and instruments. The committee shall consist of the following: 12

13 Three (3) certified staff members, one from each building selected by the building staff. Two (2) administrative staff members, selected by the Superintendent of School, one member of the Board of Education and one district patron not employed by the school district, appointed by the Board of Education. The Superintendent of Schools shall serve as a non-voting member and act as chairperson of the Committee. The Committee shall meet as often as necessary to develop and make recommendations to the Board of Education. The recommendations shall be reduced to writing by the Committee and submitted to the Board for consideration. Upon receipt of such recommendations, the Board shall review them and adopt the recommendation as submitted or refer the matter back to the Committee for further consideration. It is anticipated by all of the parties that the Kansas Department of Education may soon be issuing evaluation guidelines that must be followed by all schools districts. Should the Kanas Department of Education issue such mandatory guidelines, the Board of Education can approve such mandatory guidelines without being required to have the prior approval of this committee. ARTICLE XVIII GREIVANCE PROCEDURE FOR TEACHERS A. PURPOSE: The purpose of this grievance procedure is to provide for the orderly and expedient adjustment of grievances of the individual teachers of U. S. D. No B. DEFINITIONS: (1) A "Grievance is a complaint by a teacher based on an alleged violation, misinterpretation, or misapplication by the school district of a written contract, board policy or administrative regulation. (2) Teacher means any person employed by the Board of Education of U.S.D. No. 226 in a position which requires a certificate issued by the State Board of Education, or employed in a professional education capacity by the Board, except administrative employees. (3) Administrative employee means any professional employee who is employed by the Board in an administrative capacity. (4) Grievance panel shall be comprised of at least three (3) professional employees who shall be selected annually by the Meade Teacher s Association. The names of such panel members shall be submitted to the Superintendent of Schools at the commencement of each school year. C. GENERAL RULES: 1. Since resolving of a grievance should be expedited as much as possible, the time limits of each step of the procedure shall be regarded as maximum, and every effort should be made to use fewer than the maximum number of days. Time limits, however, may be extended by mutual agreement when circumstances justify doing so. If, however, no extension of time has been mutually agreed to, and the maximum time in any given step of the procedure has expired and no action has been taken by the administrative employee as provided by this procedure, then, in that event, the professional employee filing the grievance may consider the decision to be adverse to his position and may proceed to the next step as provided in this grievance procedure. If the professional employee filing the grievance fails to proceed to the next step of the procedure as provided therein within the maximum time allowed, the grievance shall be deemed to be abandoned and the procedure set forth to be waived. 13

14 2. To be entitled to the benefits of the procedure hereinafter outlined, the professional employee must submit the grievance as provided in Step 1 within ten (10) school days of the occurrence which has given rise to the grievance. 3. All documents, communications, and reports dealing with the processing of grievances shall be filed by the school district separately from the personnel files of the professional employees. The Superintendent, or his designated agent or representative, shall cooperate with the grievance panel in the investigation of any grievance before it and shall make available to said panel such information as the Superintendent judges to be pertinent to the issues under investigation. 4. Should the processing of any grievance require a teacher to be absent from his/her regular assignment, the teacher shall be released without loss of pay or benefits. 5. Grievances filed toward the close of the school year shall be expedited insofar as reasonably possible, with the intention of completing the processing before the close of the school year. If completion cannot be accomplished prior to the end of the contract year, the procedure will extend beyond the contract year in accordance with the time frames established herein. 6. All issues and evidence upon which the teacher intends to rely in connections with his/her grievance shall be presented to the grievance panel. PROCEDURE: Step 1: Step 2: Step 3: A teacher having a grievance shall discuss it with his/her immediate supervisor with the objective of resolving the matter informally. If the matter is not resolved informally within five (5) school days, the grievance shall be stated specifically in writing and presented to the supervisor by the teacher, and thereafter be considered as a formal grievance to be dealt with as hereinafter provided. Within five (5) school days after the written grievance is presented to the supervisor, the supervisor shall render a decision thereon in writing and present it to the teacher with a copy to the Superintendent. If the teacher initiating the grievance is not satisfied with the written decision at the conclusion of Step 2 and wishes to proceed further under this grievance procedure, the teacher may, within five (5) school days, present the grievance in writing to the grievance panel for its consideration. All issues and evidence upon which the teacher intends to rely in connection with the grievance shall be presented to the grievance panel in such written grievance. At the same time the written grievance is presented to the grievance panel, a copy thereof shall be delivered to the Superintendent. Within ten (10) school days following a receipt of the written grievance from the teacher, the grievance panel shall render a decision that (1) the grievance is a valid grievance, or (2) the grievance is not valid provided, however, that the panel may request additional information concerning the grievance and shall deliver to both the teacher and the Superintendent a copy of such request and a copy of any and all information resulting from such request. 14

15 Within ten (10) school days following the date of the requested information, the panel shall render its decision. If the grievance panel determines that the teacher has a valid grievance, the chairperson shall so notify the teacher in writing with a copy to the Superintendent, and the teacher may pursue his/her grievance by filing a written appeal of the decision at Step 2 with the Superintendent within five (5) school days after receipt of the notice of the decision of the grievance panel. Should the grievance panel determine that the alleged grievance is not valid, the chairperson shall so notify the teacher in writing, with a copy to the Superintendent, and this procedure is thereby terminated as to the particular grievance under consideration. Step 4: Within five (5) school days after receipt of the appeal filed by the teacher at the conclusion of Step 3, the Superintendent, or his/her duly authorized representative, shall hold a closed door hearing with the teacher and the chairperson of the grievance panel. The Superintendent or his/her designated representative shall have the right to request the attendance at such hearing of any other persons he/she deems necessary to assure proper and expedient disposition of the grievance. The Superintendent, or designated representative, shall render a decision in writing to the teacher and chairperson of the grievance panel within five (5) school days after the conclusion of the hearing. Step 5: If the teacher is not satisfied with the decision at the conclusion of Step 4, the teacher may file a written request with the Superintendent, within five (5) school days after receiving the decision at Step 4, that the grievance be submitted to the Board of Education. Within twenty (20) school days following receipts of such request, the Board of Education shall, at a regular or special meeting, consider the grievance. The grievance shall be considered during closed or executive session. At the time of the Board s consideration of the grievance, the teacher, chairperson of the grievance panel, the principal involved, and the Superintendent shall be present and shall be given the opportunity to be heard concerning the matter. The Board of Education shall render its decision, in writing, within five (5) school days following the conclusion of the hearing. The decision of the Board of Education shall be final and shall constitute the final step in this grievance procedure. ARTICLE XIX. PAYROLL DEDUCTION OF ASSOCIATION DUES Any teacher who is or becomes a member of the Meade Teacher Association may have their Association dues withheld from their monthly salary checks by providing written authorization to do so to the District office. Within thirty (30) days after receipt of written authorization from the teacher, the District shall deduct from the salary of the teacher and make appropriate remittance for Association dues. Such authorization shall continue in effect from year to years until revoked in writing by the teacher. The amount of dues to be deducted shall be supplied to the District office through a schedule established by the Association. The District shall transmit to the Association the total monthly deduction for the professional dues within ten (10) school days following each regular pay period with a listing of the teachers for whom the deduction was made. 15

16 ARTICLE XX. TEACHER NATIONAL CERTIFICATION In the event a teacher employed by the district is or becomes nationally certified and as a result the district is entitled to and does receive a reimbursement from the State or Federal government of $1,000.00, then the teacher for whom the $1, reimbursement is paid shall receive the sum of $1, in addition to their normal contracted salary for each year the district is reimbursed the sum of $1, by the State or Federal government under such National Certification program. Each teacher employed by the district who holds a National Teaching certificate shall receive the sum of $ in addition to his or her normal contracted salary. This is in addition to the $1,000 stipend awarded by the State. ARTICLE XXI. SAVINGS CLAUSE It is agreed that should any of the foregoing agreements be declared to be in violation of law by a final decision of a court of competent jurisdiction, the illegal agreement shall be automatically removed, but all other agreements shall remain in full force and effect. Notice will be given to the Association President of the removal of any illegal agreement. ARTICLE XXII. DURATION OF AGREEMENT This Agreement shall govern the rights as provided in this Agreement of the Board of Education, Unified School District No. 226, Meade County, Kansas and the Meade Teacher s Association during the effective period of twelve (12) months from July 1, 2015 through June 30, This Agreement shall not be extended orally and it is expressly understood that it shall expire on the date indicated. No part of this Agreement shall be continued in future agreements unless by mutual consent of the parties reduced in writing and signed. Dated this 15th day of June, 2015 at Meade, Kansas. 16

17 EXHIBIT "A" MEADE UNIFIED SCHOOL DISTRICT NO. 226 EXTENDED SALARY SCHEDULE Office A B C D E F G H I J K L Use Only STEP BS BS+15 BS+30 BS+45 BS+60 BS+75 MS MS+15 MS+30 ED SP NC 8 1 $35,600 $36,300 $36,650 $37,000 $37,700 $38,400 $38,900 $39,300 $39,725 $40,725 *$1000 KSDE 9 2 $36,100 $36,800 $37,150 $37,500 $38,200 $38,900 $39,400 $39,800 $40,225 $41,225 *$500 USD $36,600 $37,300 $37,650 $38,000 $38,700 $39,400 $39,900 $40,300 $40,725 $41, $37,100 $37,800 $38,150 $38,500 $39,200 $39,900 $40,400 $40,800 $41,225 $42, $37,600 $38,300 $38,650 $39,000 $39,700 $40,400 $40,900 $41,300 $41,725 $42, $38,100 $38,800 $39,150 $39,500 $40,200 $40,900 $41,400 $41,800 $42,225 $43, $38,600 $39,300 $39,650 $40,000 $40,700 $41,400 $41,900 $42,300 $42,725 $43, $39,100 $39,800 $40,150 $40,500 $41,200 $41,900 $42,400 $42,800 $43,225 $44, $39,600 $40,300 $40,650 $41,000 $41,700 $42,400 $42,900 $43,300 $43,725 $44, $40,100 $40,800 $41,150 $41,500 $42,200 $42,900 $43,400 $43,800 $44,225 $45, $40,600 $41,300 $41,650 $42,000 $42,700 $43,400 $43,900 $44,300 $44,725 $45, $41,100 $41,800 $42,150 $42,500 $43,200 $43,900 $44,400 $44,800 $45,225 $46, $41,600 $42,300 $42,650 $43,000 $43,700 $44,400 $44,900 $45,300 $45,725 $46, $42,800 $43,150 $43,500 $44,200 $44,900 $45,400 $45,800 $46,225 $47, $43,300 $43,650 $44,000 $44,700 $45,400 $45,900 $46,300 $46,725 $47, $43,800 $44,150 $44,500 $45,200 $45,900 $46,400 $46,800 $47,225 $48, $44,300 $44,650 $45,000 $45,700 $46,400 $46,900 $47,300 $47,725 $48, $44,800 $45,150 $45,500 $46,200 $46,900 $47,400 $47,800 $48,225 $49, $45,300 $45,650 $46,000 $46,700 $47,400 $47,900 $48,300 $48,725 $49, $45,800 $46,150 $46,500 $47,200 $47,900 $48,400 $48,800 $49,225 $50, $46,300 $46,650 $47,000 $47,700 $48,400 $48,900 $49,300 $49,725 $50, $46,800 $47,150 $47,500 $48,200 $48,900 $49,400 $49,800 $50,225 $51, $47,300 $47,650 $48,000 $48,700 $49,400 $49,900 $50,300 $50,725 $51, $48,150 $48,500 $49,200 $49,900 $50,400 $50,800 $51,225 $52, $48,650 $49,000 $49,700 $50,400 $50,900 $51,300 $51,725 $52, $49,150 $49,500 $50,200 $50,900 $51,400 $51,800 $52,225 $53, $49,650 $50,000 $50,700 $51,400 $51,900 $52,300 $52,725 $53, $50,150 $50,500 $51,200 $51,900 $52,400 $52,800 $53,225 $54, $50,650 $51,000 $51,700 $52,400 $52,900 $53,300 $53,725 $54, $51,150 $51,500 $52,200 $52,900 $53,400 $53,800 $54,225 $55, $51,650 $52,000 $52,700 $53,400 $53,900 $54,300 $54,725 $55, $52,150 $52,500 $53,200 $53,900 $54,400 $54,800 $55,225 $56, $52,650 $53,000 $53,700 $54,400 $54,900 $55,300 $55,725 $56, $53,150 $53,500 $54,200 $54,900 $55,400 $55,800 $56,225 $57, $53,650 $54,000 $54,700 $55,400 $55,900 $56,300 $56,725 $57, $54,150 $54,500 $55,200 $55,900 $56,400 $56,800 $57,225 $58, $54,650 $55,000 $55,700 $56,400 $56,900 $57,300 $57,725 $58, $55,150 $55,500 $56,200 $56,900 $57,400 $57,800 $58,225 $59, $55,650 $56,000 $56,700 $57,400 $57,900 $58,300 $58,725 $59, $56,150 $56,500 $57,200 $57,900 $58,400 $58,800 $59,225 $60,225 unlimited steps from BS + 30 to MS steps remain the same. No one should freeze ADDITIONAL $500 shall be added to each Nationally Certified teacher's salary in the same manner as the KSDE addition of $1,000 17

18 EXHIBIT "B" MEADE UNIFIED SCHOOL DISTRICT NO. 226 EXTENDED SALARY SCHEDULE $35,600 BS (1) $36,100 BS (2) $36,600 BS (3) $37,100 BS (4) $37,600 BS (5) $38,100 BS (6) $38,600 BS (7) $39,100 BS (8) $39,600 BS (9) $40,100 BS (10) *To advance on BS Step-experience in coaching must be in sport assigned *The board may delete or add positions as students' needs arise. Supplemental Duty Per Cent BS (1) BS (2) BS (3) BS (4) BS (5) BS (6) BS (7) BS (8) BS (9) BS (10) H.S. Head Football 11% $3,916 $3,971 $4,026 $4,081 $4,136 $4,191 $4,246 $4,301 $4,356 $4,411 H.S. Assistant Football 7% $2,492 $2,527 $2,562 $2,597 $2,632 $2,667 $2,702 $2,737 $2,772 $2,807 J.H. Head Football 7% $2,492 $2,527 $2,562 $2,597 $2,632 $2,667 $2,702 $2,737 $2,772 $2,807 J.H. Assistant Football 5% $1,780 $1,805 $1,830 $1,855 $1,880 $1,905 $1,930 $1,955 $1,980 $2,005 H.S. Head Basketball 11% $3,916 $3,971 $4,026 $4,081 $4,136 $4,191 $4,246 $4,301 $4,356 $4,411 H.S. Assistant Basketball 7% $2,492 $2,527 $2,562 $2,597 $2,632 $2,667 $2,702 $2,737 $2,772 $2,807 J.H. Head Basketball 7% $2,492 $2,527 $2,562 $2,597 $2,632 $2,667 $2,702 $2,737 $2,772 $2,807 J.H. Assistant Basketball 5% $1,780 $1,805 $1,830 $1,855 $1,880 $1,905 $1,930 $1,955 $1,980 $2,005 H.S. Head Track (boys & girls) 11% $3,916 $3,971 $4,026 $4,081 $4,136 $4,191 $4,246 $4,301 $4,356 $4,411 H.S. Assistant Track 7% $2,492 $2,527 $2,562 $2,597 $2,632 $2,667 $2,702 $2,737 $2,772 $2,807 J.H. Head Track (boys) 7% $2,492 $2,527 $2,562 $2,597 $2,632 $2,667 $2,702 $2,737 $2,772 $2,807 J.H. Head Track (girls) 7% $2,492 $2,527 $2,562 $2,597 $2,632 $2,667 $2,702 $2,737 $2,772 $2,807 J.H. Assistant Track 5% $1,780 $1,805 $1,830 $1,855 $1,880 $1,905 $1,930 $1,955 $1,980 $2,005 H.S. Head Volleyball 11% $3,916 $3,971 $4,026 $4,081 $4,136 $4,191 $4,246 $4,301 $4,356 $4,411 H.S. Assistant Volleyball 7% $2,492 $2,527 $2,562 $2,597 $2,632 $2,667 $2,702 $2,737 $2,772 $2,807 J.H. Head Volleyball 7% $2,492 $2,527 $2,562 $2,597 $2,632 $2,667 $2,702 $2,737 $2,772 $2,807 J.H. Assistant Volleyball 5% $1,780 $1,805 $1,830 $1,855 $1,880 $1,905 $1,930 $1,955 $1,980 $2,005 H.S. Cross Country 9% $3,204 $3,249 $3,294 $3,339 $3,384 $3,429 $3,474 $3,519 $3,564 $3,609 H.S. Head Tennis (Girls) 8% $2,848 $2,888 $2,928 $2,968 $3,008 $3,048 $3,088 $3,128 $3,168 $3,208 H.S. Head Tennis (Boys) 8% $2,848 $2,888 $2,928 $2,968 $3,008 $3,048 $3,088 $3,128 $3,168 $3,208 H.S. Speech & Drama 6% $2,136 $2,166 $2,196 $2,226 $2,256 $2,286 $2,316 $2,346 $2,376 $2,406 H.S. Quiz Bowl Sponsor 5% $1,780 $1,805 $1,830 $1,855 $1,880 $1,905 $1,930 $1,955 $1,980 $2,005 H.S. Assistant Quiz Bowl 4% $1,424 $1,444 $1,464 $1,484 $1,504 $1,524 $1,544 $1,564 $1,584 $1,604 H.S. Golf 9% $3,204 $3,249 $3,294 $3,339 $3,384 $3,429 $3,474 $3,519 $3,564 $3,609 H.S. Assistant Golf 6% $2,136 $2,166 $2,196 $2,226 $2,256 $2,286 $2,316 $2,346 $2,376 $2,406 18

19 EXHIBIT "C" MEADE USD #226 SUPPLEMENTAL SALARY SCHEDULE - ORGANIZATION SPONSORS Per Cent of Base $35,600 Base Salary SUPPLEMENTAL DUTY Per Cent Amount "M" Club Sponsor 3% $ 1,068 $35, School Improvement Team Chairperson 5% $ 1,780 Activity Management Director 8% $ 2,848 Annual (Yearbook) MES & MHS 3% $ 1,068 Assistant Cheerleader Sponsor (7-12 if cheerleading sponsor for 7-8 are same) 8% $ 2,848 Audio Visual Coordinator 5% $ 1,780 HS Band and Vocal & JH Band & Vocal (Each) 10% $ 3,560 Before School Supervisor $ 750 $ 750 Class and Club Sponsor 3% $ 1,068 FBLA Sponsor 5% $ 1,780 International Club Sponsor 4% $ 1,424 Freshman Class Sponsor 3% $ 1,068 Gifted (Certified) 3% $ 1,068 High School Athletic Director 10% $ 3,560 High School Cheerleader Sponsor 9% $ 3,204 High School & Jr. High School Dramatics 4% $ 1,424 High School Improvement Team Chairperson 5% $ 1,780 High School Improvement Team Member (3 members) 3% $ 1,068 Junior Class Sponsor 5% $ 1,780 Junior High School Athletic Director 7% $ 2,492 Junior High School Cheerleading Sponsor 7% $ 2,492 High School & Jr. High School Vocal & Dramatics (Assistant) 4% $ 1,424 Junior High School Pep Club Sponsor 3% $ 1,068 Junior High School Quiz Bowl Sponsor 5% $ 1,780 K-4 School Improvement Team Chairperson 5% $ 1, School Improvement Team Chairperson 5% $ 1,780 K-8 School Improvement Team Member (4 members) 3% $ 1,068 Kayettes 5% $ 1,780 Key Club 5% $ 1,780 Lunchroom/Breakfast Supervisor $ 750 $ 750 Meade Elementary School Computer Coordinator 13% $ 4,628 Meade High School Computer Coordinator 13% $ 4,628 National Honor Society 3% $ 1,068 Pep Band and Marching Band 3% $ 1,068 Pep Club Sponsor 5% $ 1,780 Science Club 5% $ 1,780 Skills USA 5% $ 1,780 Senior Class Sponsor 3% $ 1,068 Sophomore Class Sponsor 3% $ 1,068 Student Council 3% $ 1,068 Summer Conditioning Coordinator 5% $ 1,780 Elementary Vocal 10% $ 3,560 School Newsletter 3% $ 1,068 Dance 9% $ 3,204 Girls' Summer Conditioning Coordinator 3% $ 1,068 JH Summer Conditioning Coordinator 3% $ 1,068 *The Board may delete or add positions as students' need arise. NOTE: The percentages listed are for each supplemental duty per sponsor or individual unless otherwise noted. K-8 and 7-12 Improvement Team Members each receive the percentage listed for supplemental duty. 19