Proposal (April 13, 2011)

Transcription

1 Proposal (April 13, 2011) , , , and by and between the SCHOOL DISTRICT OF HATBORO-HORSHAM and HATBORO-HORSHAM EDUCATION ASSOCIATION

2 Table of Contents Page Collective Bargaining Agreement... 1 I. Recognition... 1 II. Term of Agreement... 1 III. Wages and Salary Provisions... 1 IV. Other Employee Benefits... 1 V. Hours of Work and Other Conditions of Employment... 1 VI. Grievance Procedure... 1 VII. Job Security and Job Progression... 2 VIII. Job Description... 4 IX. Waivers... 4 X. No Strike - No Lockout Provision... 4 XI. Separability... 4 XII. Effective Date and Signature... 4 SALARY SCHEDULE PLAN... 6 I. Salary Schedule... 6 II. Middle School Team Leaders... 7 III. Curriculum Coordinators and High School SAP Coordinator... 7 IV. Mentor Teachers - Induction Plan... 7 V. Extra Compensation Schedule... 8 VI. Hourly Rates... 8 VII. Doctoral Degree... 8 VIII. Special Education Teachers... 8 IX. Out-of-District Service... 8 X. Credit Increments... 8 Appendix A Appendix A Appendix A Appendix A Appendix A-5 - Extra Compensation I. Implementation II. Assignment and Pay III. Placement on Experience Scale IV. Extended Season Scale for PIAA Post Season V. Base Salary Per Point VI. Experience Salary Scale VII. Co-Curricular Point Schedule Appendix A Appendix B - Other Employee Benefits I. Tuition Reimbursement III. Dental Plan i

3 IV. Insurance for Retirees V. Life Insurance VI. Long-Term Disability Plan VII. Severance Pay VIII. Sick Leave Bank IX. Personal Days X. Suspended Employees XI. Terminal Leave of Absence Appendix C - Hours of Work and Other Terms and Conditions of Employment I. Teacher Work Year II. Teacher Day/Student Day III. Building Meetings IV. Leaving Work Early V. Leaving Building During Lunch VI. Lunch VII. Teachers' Responsibility VIII. Transfers IX. Meetings Board/Central Administration X. Notification of Teacher Assignments XI. Personnel Files XII. Notification of Teacher Vacancies XIII. Summer School Vacancies XIV. Individual Contracts XV. Reprisals XVI. Nondiscrimination XVII. Elementary Lunch and Recess Duties XVIII. Teacher Ratings XIX. Directed Study and Lunch Duty XX. Dues Deduction XXI. Fair Share XXII. Public Information XXIII. Use of Building XXIV. Use of Equipment XXV. Use of Bulletin Boards XXVI. Mailing Privileges XXVII. Association Meetings XXVIII. Released Time Association Officers XXIX. New Teacher Orientation XXX. Association Conferences XXXI. Child Rearing Leave Appendix D - Grievance Procedure Appendix E Job Description ii

4 SCHOOL DISTRICT OF HATBORO-HORSHAM A Collective Bargaining Agreement of School District of Hatboro-Horsham I. Recognition The Board hereby recognizes the Association as the exclusive and sole representative for collective bargaining for all employees included in the bargaining unit as certified and determined by the Pennsylvania Labor Relations Board on January 27, 1972, in Case No. PERA-R- 756-E. UNIT: In a subdivision of the employer unit comprised of teachers, librarians, counselors, nurses, department chairmen, and staff development instructors; and excluding all non-professional employees, supervisors, first level supervisor, and confidential employees as defined in the Act. For purpose of this Agreement, members of the bargaining unit shall be referred to as Teachers. II. Term of Agreement This Agreement shall become effective as of the ratification date of this Agreement, unless otherwise stated in this document, and shall continue in full force and effect until June 30, III. Wages and Salary Provisions The parties agree that wages and salaries to be affected by the Agreement are accurately reflected in Appendix A, made part of this Agreement, and that the schedule of wages and salaries set forth in Appendix A shall be the schedule which shall remain in force for the period of this Agreement. IV. Other Employee Benefits The parties agree that other employee benefits to be provided under this Agreement are accurately reflected in Appendix B attached to and made part of this Agreement. V. Hours of Work and Other Conditions of Employment The parties agree that hours of work and other conditions of employment to be affected by this Agreement are accurately reflected in Appendix C attached to this Agreement. VI. Grievance Procedure The parties agree that grievances, which arise out of the interpretation of this Agreement,

5 shall be resolved in accordance with the grievance procedure described in Appendix D attached and made part of this Agreement. VII. Job Security and Job Progression Suspensions or furloughs will be determined on the basis of seniority within the School District of Hatboro-Horsham. The application of seniority for suspension or furlough purposes shall be set forth herein and shall mean the relative status of professional employees with respect to the total length of service as a temporary professional or professional employee within the District. Demotions from full time to part time as a result of a reduction in force shall also be on the basis of seniority. The determination by the District that such demotions are necessitated shall not be subject to the grievance or arbitration procedures set forth in this Agreement and Act 195, but shall be subject to School Code procedures which are not intended to be incorporate herein by reference. a. Seniority shall accrue from the first day of work since the last break in seniority. b. In case of ties in the number of years, months, and days of seniority, the date or approval in the School Board minutes shall control. Teachers hired at the same School Board meeting shall have seniority based on the appearance in the Board minutes, first name appearing having greater seniority. c. Seniority shall continue to accrue during furlough and approved leaves of absence, except that seniority for child rearing leave shall accrue only for leaves commenced after September 1, 1985, as provided in Appendix C, XXXI. d. A teacher who works more than the normal school year shall not accumulate more seniority than the teacher who works the normal school year. Also, service for which the teacher is paid under an extra duty contract shall not count towards seniority. e. Seniority shall be broken and lost by any of the following: 1. Resignation, retirement, or termination; 2. Failure of the teacher on furlough to maintain a current address and telephone number in the District office and to annually report to the District in writing by January 1st of each year the teacher's current address and the teacher's intent to accept the same or similar position when offered. 2

6 3. Failure of a furloughed teacher to accept within fourteen (14) calendar days of being notified of recall, an offer of employment in a permanent position or a substitute position of at least one semester. Notice of recall is to be in writing by certified mail. If the furloughed teacher submits proof to the District that he/she is temporarily teaching in another District, the teacher shall be given the option of delaying return to service until the end of the current school semester. Also, if the furloughed teacher submits proof to the District that he/she is enrolled in college program, the teacher shall be given the option of delaying return to service until the end of the current college semester. 4. Seniority shall not accrue for the period of an unauthorized leave of absence; however, the teacher shall retain seniority accumulated prior to the unauthorized leave of absence. f. On a one time basis only, the District shall post a Seniority List on or before January 1, of each year, which contains all areas of certification(s) filed in writing in the District office by the teacher. Such list shall be posted for ten (10) days and a copy shall be given to the Association. If a teacher believes the cumulative seniority (or first day of work) or areas of certification are incorrect, then the teacher shall submit a written statement to the District within thirty (30) calendar days of posting, reflecting the correct information. Unresolved differences may be resolved through the grievance procedure. Once the period for challenging the seniority list has passed, the teacher's first day of work and relative seniority shall be final, subject to subsequent breaks or period of non-accrual. The District shall annually update the seniority list to reflect changes in certification, breaks in seniority, or periods of non-accrual, and to add new temporary professional or professional teachers. If a teacher believes the updated list to be incorrect, then the teacher shall submit a written statement to the District within thirty (30) calendar days of posting. g. It is hereby agreed that a full-time employee who is involuntarily demoted to a part-time position shall be treated as a partially suspended (furloughed) employee and a part-time employee thereby accruing seniority on a full-time basis. It is further agreed that the practice of accruing partial seniority based on actual time employed shall continue for an employee who either voluntarily assumes a part-time position or who is hired as a part-time employee. VIII. Job Description 3

7 The Hatboro-Horsham School District developed a job description for professional employees during calendar year 2000 and amended it during the fall of Both the Association and District recognize that the District has the right to establish professional responsibilities of Bargaining Unit Employees so long as those responsibilities do not conflict with the terms and provisions of this Agreement. It is understood that during the term of this Agreement all professional employees shall fulfill the job description, which is attached hereto, made a part hereof, and marked Appendix E. It is further understood that the District shall work in collaboration with the education professionals of the Association to develop and/or modify any substantive terms of the job description. IX. Waivers The parties agree that this Agreement represents their complete Agreement and that any change, modification, alteration or amendment of this Agreement shall be of no effect unless the parties hereto mutually sign a written supplement covering such change, modification, alteration, or amendment. X. No Strike - No Lockout Provision Both parties agree to faithfully abide by the provisions of Pennsylvania employee bargaining law, Act 195, as amended. As a condition of the various provisions of this Agreement to which the parties have agreed, the bargaining agent pledges that members of the bargaining unit will not engage in a strike as that term is defined in Act 195, as amended, during the term of this Agreement, and the employer pledges that it will not conduct, or cause to be conducted, a lockout during the term of this Agreement. XI. Separability If any provision of this Agreement or any application of this Agreement to any employee or group of employees is held to be contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications shall continue in full force and effect. XII. Effective Date and Signature 4

8 This Agreement is made and entered into this day of, 2011, by and between the School District of Hatboro-Horsham and the Hatboro-Horsham Education Association. HATBORO-HORSHAM SCHOOL DISTRICT Attest: By: Board Secretary Board President HATBORO-HORSHAM EDUCATION ASSOCIATION Attest: By: Association Secretary Association President 5

9 SCHOOL DISTRICT OF HATBORO-HORSHAM SALARY SCHEDULE PLAN I. Salary Schedule Appendix - A A. Annual salaries for each full-time member of the bargaining unit for each of the school years of this Agreement shall be as reflected on the salary schedules attached to this Agreement as Appendix A-1, A-2, A-3, A4. B. Master s Equivalency certificates will not be recognized for salary purposes for employees hired after the school year. An earned Master s Degree is necessary in order to move to the Master s track of the salary schedule. C. A teacher holding a Master's Equivalency certificate can move to subsequent columns on the salary schedule by earning a Master's Degree. All additional credits the teacher must take to earn the Master's Degree will be added to the Master's Equivalency column for salary advancement. D. The Board and Administration reserve the right to fill or not to fill any of the supplementary or extra compensation positions listed in this Agreement at their discretion. The listing of a position in the Agreement shall not constitute a guarantee that such positions will be filled or continued. E. Bargaining Unit Employees who were on steps 1 14 during the school year and would have qualified for step movement in and will receive a two (2) step increment (i.e., will move two (2) vertical salary steps) for the school year, based upon their current step status, so long as the Bargaining Unit Employees remain employed for the entire school year. Bargaining Unit Employees who were hired effective the school year will receive a one (1) step increment for the school year. Bargaining Unit Employees who were hired effective the school year will not receive a step increment for the school year. All Bargaining Unit Employees who qualify for step movement in and/or will receive a salary adjustment in equal to twenty-five percent (25%) of their respective step movement total. Educational attainment will be factored into the salary adjustment calculation for for those Bargaining Unit Employees who qualified for movement on the salary scale for educational attainment. In other words, although step movement will be granted as noted above, actual salary increases paid out in will amount to 25% of what was earned in the and/or school year. Two calculation examples are shown in Appendix A-2. F. For the school year, salaries for all Bargaining Unit Employees will be frozen at salary scale levels. In other words, all Bargaining Unit Employees will be fully compensated in based on their respective step on the salary 6

10 scale for G. Bargaining Unit Employees who are on step 15 during the school year will receive an additional 1.04 percent salary stipend, that will not be included in base salary for future salary increase purposes, in addition to the step 15 salary noted on the salary scale for the school year, so long as the Bargaining Unit Employees remain employed for the entire school year. The 1.04% stipend will be paid out evenly over the number of pays throughout the school year. H. Notwithstanding the salary schedule set forth in Appendix A herein, there will be no salary increases paid out to Bargaining Unit Employees (neither vertical, horizontal, or any form of scale movement during the school year). Horizontal (educational attainment) salary scale movement earned for the school year will be effective for the school year. For the school year, all Bargaining Unit employees who qualify for step movement will receive a one (1) step increase on the salary scale. Salary changes for the school year shall be implemented within one (1) month of contract settlement. I. Contingent upon an overall contract settlement ratified by both parties on or before May 1, 2011, Bargaining Unit Employees who provide formal notice of retirement between contract ratification and May 31, 2011, effective July 1, 2011, who were on step 15 as of the school year and have at least 15 years of continuous fulltime service in the Hatboro-Horsham School District will receive on or before June 30, 2011, a 4% retroactive salary increase compounded for the and school years, in lieu of the proposed 2% and 2% increases. In addition, should fifteen (15) or more Bargaining Unit Employees retire at the end of the school year, salary scale steps 2 14 will be increased by.25% for the school year and remain at those levels for the school year. II. Middle School Team Leaders Designated Middle School Team Leaders will receive $2, per annum in compensation. III. Curriculum Coordinators and High School SAP Coordinator Curriculum Coordinators and the High School SAP Coordinators will receive $2, per annum in compensation. IV. Mentor Teachers - Induction Plan During the and school years, mentor teachers selected by building principals to implement the District Teacher Induction Plan will receive $1, per inductee per annum. Effective during the school year and each school year thereafter, mentor teachers selected by building principals to implement the District Induction Plan will receive $ per inductee per annum, so long as there continues to be a teacher on assignment servicing as Induction Coach. In the event there is no teacher on 7

11 assignment serving as Induction Coach, the mentor teacher pay will revert to $1, per inductee per annum. V. Extra Compensation Schedule The extra compensation schedule, listing point values and numbers of points per position is attached as Appendix A-4, IX. VI. Hourly Rates Hourly rates paid for the following jobs are as follows: Recreation $20.00 $20.00 $20.00 $25.00 Homebound $30.00 $30.00 $30.00 $40.00 Summer School $25.00 $25.00 $25.00 $35.00 IEP s per approval $25.00 $25.00 $25.00 $30.00 Professional Development $25.00 $25.00 $25.00 $30.00 /Curriculum Writing Remediation $30.00 $30.00 $30.00 $35.00 VII. Doctoral Degree For the term of the Agreement, teachers who hold an earned Doctoral Degree will be paid at the M + 30 track plus $1,800. VIII. Special Education Teachers During the term of the Agreement, special education teachers shall be paid $ per annum in addition to their base salary as provided for on the salary schedule (Appendices A-1 through A-4). Teachers responsible for CER's will be granted credit for 2 professional days for up to 20 CER's per year. Any teacher completing over 20 CER's per year will be granted credit for 3 professional days. IX. Out-of-District Service The District may, at its discretion, grant up to ten (10) steps credit on the salary schedule for out-of-district service provided that such credit shall be given for actual teaching experience. X. Credit Increments Credit increments will be computed for salary purposes as of the first Monday in September 8

12 of each year. Appendix A - 1 Hatboro-Horsham School District Salary Schedule STEP B B+15 M M+15 M+30 1 $42,600 $44,000 $49,000 $51,750 $53,500 2 $44,000 $46,000 $51,000 $53,500 $56,250 3 $46,000 $47,500 $53,250 $56,000 $59,000 4 $47,000 $48,500 $54,250 $57,510 $61,650 5 $49,500 $51,500 $55,750 $58,750 $62,750 6 $51,750 $53,750 $57,250 $60,000 $64,250 7 $53,750 $55,750 $58,650 $61,750 $65,750 8 $56,750 $57,750 $60,250 $63,750 $67,250 9 $60,000 $60,250 $61,510 $65,250 $69, $63,000 $63,750 $65,000 $69,250 $72, $65,000 $68,500 $70,000 $73,250 $78, $67,000 $73,500 $74,750 $78,750 $82, $69,750 $76,000 $79,250 $82,800 $86, $72,250 $78,750 $83,250 $86,750 $90, $77,395 $82,731 $88,959 $92,517 $96,075 9

13 Appendix A - 2 Hatboro-Horsham School District Salary Schedule Step B B+15 M M+15 M+30 1 $42,643 $44,044 $49,049 $51,802 $53,554 2 $44,044 $46,046 $51,051 $53,554 $56,306 3 $46,046 $47,548 $53,303 $56,056 $59,059 4 $47,047 $48,549 $54,304 $57,568 $61,712 5 $49,550 $51,552 $55,806 $58,809 $62,813 6 $51,802 $53,804 $57,307 $60,060 $64,314 7 $53,804 $55,806 $58,709 $61,812 $65,816 8 $56,807 $57,808 $60,310 $63,814 $67,317 9 $60,060 $60,310 $61,572 $65,315 $69, $63,063 $63,814 $65,065 $69,319 $72, $65,065 $68,569 $70,070 $73,323 $78, $67,067 $73,574 $74,825 $78,829 $82, $69,820 $76,076 $79,329 $82,883 $86, $72,322 $78,829 $83,333 $86,837 $90, $78,942 $84,386 $90,738 $94,367 $97,996 25% Salary retroactivity calculation example: Assumes current salary at M Step 1 level and no credit earned for educational attainment (i.e. no lateral salary scale movement) Difference 25% (M Step 1) (M Step 2) (M Step 3) Salary Total Salary A B C (C A) D (A + D) $49,000 $51,000 $53,303 $4,303 *$1,076 $50,076 $53,303 *$1,076 will be spread out evenly over a Bargaining Unit Employee s remaining pays for % Salary retroactivity calculation example: Assumes current salary at B Step 1 level and credit earned for educational attainment (i.e. lateral salary scale movement earned for 09-10) Difference 25% (B Step 1) (M Step 2) (M Step 3) Salary Total Salary A B C (C A) D (A + D) $42,600 $51,000 $53,303 $10,703 *$2,676 $45,276 $53,303 *$2,676 will be spread out evenly over a Bargaining Unit Employee s remaining pays for

14 11

15 Appendix A - 3 Hatboro-Horsham School District Salary Schedule Step B B+15 M M+15 M+30 1 $42,643 $44,044 $49,049 $51,802 $53,554 2 $44,044 $46,046 $51,051 $53,554 $56,306 3 $46,046 $47,548 $53,303 $56,056 $59,059 4 $47,047 $48,549 $54,304 $57,568 $61,712 5 $49,550 $51,552 $55,806 $58,809 $62,813 6 $51,802 $53,804 $57,307 $60,060 $64,314 7 $53,804 $55,806 $58,709 $61,812 $65,816 8 $56,807 $57,808 $60,310 $63,814 $67,317 9 $60,060 $60,310 $61,572 $65,315 $69, $63,063 $63,814 $65,065 $69,319 $72, $65,065 $68,569 $70,070 $73,323 $78, $67,067 $73,574 $74,825 $78,829 $82, $69,820 $76,076 $79,329 $82,883 $86, $72,322 $78,829 $83,333 $86,837 $90, $78,942 $84,386 $90,738 $94,367 $97,996 12

16 Appendix A - 4 Hatboro-Horsham School District Salary Schedule Step B B+15 M M+15 M+30 1 $42,685 $44,088 $49,098 $51,854 $53,607 2 $44,088 $46,092 $51,102 $53,607 $56,363 3 $46,092 $47,595 $53,357 $56,112 $59,118 4 $47,094 $48,597 $54,359 $57,625 $61,773 5 $49,599 $51,603 $55,862 $58,868 $62,876 6 $51,854 $53,858 $57,365 $60,120 $64,379 7 $53,858 $55,862 $58,767 $61,874 $65,882 8 $56,864 $57,866 $60,371 $63,878 $67,385 9 $60,120 $60,371 $61,633 $65,381 $69, $63,126 $63,878 $65,130 $69,389 $72, $65,130 $68,637 $70,140 $73,397 $78, $67,134 $73,647 $74,900 $78,908 $82, $69,890 $76,152 $79,409 $82,966 $86, $72,395 $78,908 $83,417 $86,924 $90, $79,732 $85,230 $91,646 $95,311 $98,976 13

17 Appendix A- 5- Extra Compensation I. Implementation All assignments of co-curricular positions are of a one-year duration. Raises will be based on years of experience and the satisfactory performance of each individual assigned. II. Assignment and Pay Extra-curricular and co-curricular assignments and pay are based on the concept of reimbursement for time spent in extra-curricular and co-curricular activities beyond the regular school day. III. Placement on Experience Scale A. One year of varsity coaching experience outside of the District shall receive one year experience on scale, to a maximum of seven years experience. B. One year of assistant coaching experience outside of the District shall receive one year experience on the scale for an assistant position in the same sport, to a maximum of seven years experience. C. Two years of experience as an assistant and/or middle school/junior high school in/out of the District shall count as one year of experience on the scale towards a head coaching position. IV. Extended Season Scale for PIAA Post Season Contests A. Compensation per practice or participation day for an extended season beyond the regular league schedule and league playoffs (with the exception of wrestling beyond the sectional tournament): Head Coaches $34.70 $34.70 $34.70 $40.00 Assistant Coaches $28.92 $28.92 $28.92 $35.00 B. Guidelines 1. If only individual team members are competing, only the head coach will be paid unless five or more members compete, in which case an assistant and/or assistants will also be paid. 2. If the entire team is competing, all assistants (Senior High School) will be paid. 3. No post season practices may be scheduled without the approval of the 14

18 principal. V. Base Salary Per Point The amount of base salary per point shall be agreed upon by the joint committee and recommended to the Board of School Directors. VI. Experience Salary Scale $49.19 $49.19 $49.19 $ $50.59 $50.59 $50.59 $ $52.06 $52.06 $52.06 $ $53.48 $53.48 $53.48 $ $54.91 $54.91 $54.91 $ $56.31 $56.31 $56.31 $ $57.76 $57.76 $57.76 $ $59.22 $59.22 $59.22 $ $60.65 $60.65 $60.65 $ $62.08 $62.08 $62.08 $ $65.50 $65.50 $65.50 $67.14 Years of Experience Step movement for experience shall continue through step 10. The point values for extra-curricular positions shall be reviewed and modified annually by the joint committee as set forth in VII.A. and B. herein. The Board of School Directors may approve any recommendations made by the joint committee. VII. Co-Curricular Point Schedule Appendix A-4 A. The point values for the extra-curricular positions listed represent the values recommended by a joint committee of the Hatboro-Horsham Education Association representatives and the Hatboro-Horsham School District administrators. B. Effective following the ratification of this Collective Bargaining Agreement, a joint committee of administrators and Association members will meet on an annual basis, during the summer months, or as needed during the school term to assess current extracurricular needs. They will recommend any changes in point value for an activity to the Board of School Directors for approval, recognizing that the addition or deletion of positions is management prerogative of the District. C. A bank of 250 points will be established to fund additional extracurricular activities 15

19 that arise during the course of this contract (i.e., through the school year). The Association President (or designee) and school administrators will attempt to jointly recommend any needed point values for new or changed positions for activities within the bank of 250 points. Should the Association and school administrators fail to agree on the value of a new or changed activity, District administrators can recommend the point value for the new or changed activity within the bank of 250 points established. 16

20 School District of Hatboro-Horsham Extra-Curricular Compensation Position Number of Points Per Position through Fall Athletics HS FOOTBALL TOTAL:600 Head Coach 120 Ass t Coach (5) 70 Head 9 th Grade Coach 50 Ass t 9 th Grade Coach (2) 40 BOYS SOCCER TOTAL: 160 Head Coach 75 Ass t Coach 45 Head 9 th Grade Coach 40 CROSS COUNTRY TOTAL: 195 Head Boys Coach 75 Head Girls Coach 75 Ass t Coach 45 FIELD HOCKEY TOTAL: 160 Head Coach 75 Ass t Coach 45 Head 9 th Grade Coach 40 GIRLS TENNIS Head Coach 45 Ass t Coach 30 GIRLS VOLLEYBALL TOTAL: 75 Head Coach 75 Ass t Coach (2) 45 GOLF TOTAL: 55 Head Coach 35 Ass t Coach 20 Winter Athletics HS 17

21 BOYS BASKETBALL TOTAL: 270 Head Coach 110 Ass t Coach (2) 60 9 th Grade Coach 40 GIRLS BASKETBALL TOTAL: 270 Head Coach 110 Ass t Coach (2) 60 9 th Grade Coach 40 WRESTLING TOTAL: 225 Head Coach 105 Ass t Coach (2) 60 WINTER TRACK TOTAL:285 Head Boys Coach 75 Ass t Boys Coach 45 Head Girls Coach 75 Ass t Girls Coach 45 Ass t Coach-Field Events 45 SWIMMING TOTAL: 285 Head Boys Coach 75 Ass t Boys Coach 45 Head Girls Coach 75 Ass t Girls Coach 45 Ass t Coach-Diving 45 BOWLING 35 Spring Athletics HS GIRLS SOCCER TOTAL: 120 Head Coach 75 Ass t Coach 45 TRACK TOTAL: 375 Head Boys Coach 75 Ass t Boys Coach (2) 45 Head Girls Coach 75 Ass t Girls Coach (2) 45 9 th Grade Coach 45 BASEBALL TOTAL:205 Head Coach 75 Ass t Coach (2) 45 9 th Grade Coach 40 SOFTBALL TOTAL:205 Head Coach 75 Ass t Coach (2) 45 18

22 9 th Grade Coach 40 GIRLS LACROSSE TOTAL: 205 Head Coach 75 Ass t Coach 45 Ass t Coach 45 9 th Grade Coach 40 BOYS LACROSSE TOTAL: 205 Head Coach 75 Ass t Coach (2) 45 9 th Grade Coach 40 BOYS TENNIS TOTAL: 75 Head Coach 45 Ass t Coach 30 Related Athletic Positions-HS CHEERLEADING TOTAL: 180 Head Coach 1 st season 60 Head Coach 2 nd season 60 Ass t Coach 1 st season 30 Ass t Coach 2 nd season 30 SPORTS VIDEOGRAPHER 60 EQUIPMENT MANAGER 50 WEIGHT ROOM (3) 15 SUMMER TRAINING 40 FACULTY MANAGER 40 Performance Positions HS MARCHING BAND TOTAL: 475 Director 115 Ass t Director 45 Drill Instructor 70 Band Front 45 Silks 45 Flags 45 Rifles 45 Drumline 45 Music Arranger 20 INDOOR COLOR GUARD TOTAL: 75 Head 35 Ass t (2) 20 INDOOR DRUM LINE TOTAL: 50 19

23 Head 30 Ass t 20 CONCERT BAND 20 VOCAL 30 JAZZ BAND 20 MUSICAL TOTAL: 250 Director 70 Producer 35 Costumes 15 Dance 15 Music 25 Ass t Director 25 Technical 30 Scenery 15 Conductor 10 Stage Set 10 FALL DRAMA TOTAL: 90 Director 35 Producer 10 Sets/Design & Construction 35 Assistant Director 10 ONE ACT PLAYS 20 STAGE MANAGER TOTAL: 50 Manager 40 Ass t Manager 10 Clubs/Activities/Duties YEARBOOK 70 SENIOR CLASS ADV. 35 NEWSPAPER (2@35 or 1@70) 70 SENIOR PROM 35 STUDENT COUNCIL 35 JUNIOR PROM 35 NATIONAL HONOR SOCIETY 35 FBLA 7.5 SCHOOL STORE 7.5 KEY CLUB 20 JUNIOR CLASS ADV. 15 DEBATE 15 SOPHOMORE CLASS 15 FRESHMAN CLASS 15 INTERACT 15 20

24 CHESS CLUB 15 GOLDEN PEN 10 MATH CLUB 10 SKI CLUB 10 WORLD AFFAIRS CLUB 10 AUDIO/VISUAL 10 RED AND BLACK TOTAL: 144 Coordinator 35 Gym Ass ts. 15 Pool Night 10 Pool Night 10 Assistants 12 ROBOTICS 15 GSA 15 MODEL UN 10 ADVENTURE CLUB 10 STUDENTS FOR A SUSTAINABLE FUTURE 10 HATTERS INC. 10 HELPING HANDS 10 ADL 10 PARTNERSHIP 10 ORCHESTRA 10 ASA 5 BSU 5 YOUTH IN GOV T 5 DETENTION 40 Fall Athletics Keith Valley FOOTBALL TOTAL: 120 Head Open Wt. Coach 35 Ass t. Open Wt. Coach 25 Head 100 lb. Coach 35 Ass t. 100 lb. Coach 25 SOCCER 8 th Grade Coach 35 7 th Grade Coach 35 FIELD HOCKEY 8 th Grade Coach 35 7 th Grade Coach 35 7 TH /8 TH GRADE TENNIS 35 GIRLS SOCCER 8 th Grade Coach 35 21

25 7 th Grade Coach 35 VOLLEYBALL TOTAL 70 7 th Grade Head Coach 35 8 th Grade Head Coach 35 Winter Athletics Keith Valley WRESTLING Head Coach 35 Ass t. Coach 25 BOYS BASKETBALL 8 th Grade Coach 35 7 th Grade Coach 35 GIRLS BASKETBALL 8 th Grade Coach 35 7 th Grade Coach 35 Spring Athletics Keith Valley 7 TH /8 TH GRADE BOYS TENNIS 35 TRACK TOTAL: th /8 th Grade Boys Head Coach 35 7 th /8 th Grade Boys Ass t. Coach 25 7 th /8 th Grade Girls Head Coach 35 7 th /8 th Grade Girls Ass t. Coach 25 7 th /8 th Grade B/G Field Events 25 GIRLS LACROSSE 7 th /8 th Grade Head Coach 35 7 th /8 th Grade Ass t. Coach 35 BOYS LACROSSE 8 TH Grade Head Coach 35 7 th Grade Head Coach 35 SOFTBALL 8 th Grade Coach 35 7 th Grade Coach 35 BASEBALL 8 th Grade Coach 35 7 th Grade Coach 35 Related Athletic Positions KV FACULTY MANAGER 25 7 th /8 th GR. CHEERLEADING-1 ST SEASON 20 22

26 7 th /8 th GR. CHEERLEADING-2 ND SEASON 20 INTRAMURALS 30 WEIGHT ROOM 10 Performance Positions KV MUSICAL Director 25 Stage Manager 15 Ass t Stage Manager 10 Technical 10 MARCHING BAND Director 20 Assistant Director 10 Color Guard 10 INDOOR GUARD 15 STAGE MANAGER 25 CONCERT BAND(2) 10 VOCAL(2) 10 STAGE BAND 20 Clubs/Activities/Duties KV DETENTION 40 AUDIO-VISUAL 25 BUS SUPERVISOR 20 BUS SUPERVISOR 20 TV COORDINATOR 20 NEWSPAPER 20 YEARBOOK 25 SCIENCE FAIR 20 STUDENT COUNCIL 35 DECORATIONS 15 VIDEO CLUB 10 SKI CLUB(2) 10 MATH COUNTS 10 COMPUTER CLUB 10 COOKING CLUB 10 GAMES CLUB 10 TV PRODUCTION 10 DRAMA CLUB 10 SCENERY 10 READING OLYMPICS 10 23

27 ROBOTICS 10 ORCHESTRA 10 Elementary Schools ROBOTICS 40 READING OLYMPICS (10) 10 OVERNIGHT CAMPING(25) 8 SAFETY SPONSORS(5) 5 BAND(5) 5 ADVANCED STRINGS 5 ORCHESTRA (4 TH ) 5 ORCHESTRA (5 TH ) 5 24

28 SCHOOL DISTRICT OF HATBORO-HORSHAM SALARY SCHEDULE PLAN Appendix B - Other Employee Benefits I. Tuition Reimbursement A. The Board agrees to reimburse up to one-half of the tuition cost on credits needed for permanent certification and one-half of the cost of tuition on undergraduate credits, graduate credits and workshops beyond permanent certification on the following plan: For the years through , the amount of reimbursement will be $ maximum per credit. B. For all course approval requests made prior to September 1, 2011, such course approval requests shall be made in accordance with the Collective Bargaining Agreement provisions set forth in the Agreement between the District and the Association. C. Effective for all course approval requests made on or after September 1, 2011, teachers will be reimbursed up to a maximum of six (6) credits per semester. This limitation does not apply to teachers on sabbatical leave. There is a limit of 12 credits that will be reimbursed during the summer. D. Effective for all courses approved on or after September 1, 2011, payments shall be made upon satisfactory completion of said credits at a grade of B or better or pass when pass/fail is the only option for grading. E. Effective for all course approval requests made on or after September 1, 2011, all credits must be acquired from an accredited institution of higher learning and must be pre-approved by the administration. All courses submitted for reimbursement must be rigorous, intellectually demanding, and relevant to the person's present and future role as an educator in the District. F. Tuition payments for any course started and completed during the pre-summer, regular summer, or post-summer sessions must be returned to the District if the teacher does not remain employed in the District until January 1 of the following year. G. The Board will reimburse up to one-half of the tuition cost of non-credited workshops pre-approved by the administration according to the plan in (A) above. 25

29 II. Medical Plan A. Plans offered by the District The Board agrees to offer the following plans as long as the provider continues to offer these plans to the district: 1. Independence Blue Cross to provide the Personal Choice 1 Plan. 2. Independence Blue Cross to provide the Personal Choice 10/20/70 Plan. 3. Aetna Open Access Plan. 4. Effective September 1, 2011 Independence Blue Cross to provide the Keystone Standard Direct POS C1-F1-01 Plan. B. Payment of Premiums for Health Benefit Plans 1. Effective the and all medical plan coverage and associated employee contributions will remain the same as as stipulated in the Professional Agreement between the District and the Association. 2. Effective September 1, 2011, for the school year, any Bargaining Unit Employee who elects the DPOS C1-F1-01 plan will pay 8% of the final quoted premium. Bargaining Unit Employees who elect the PC 10/20/70 plan will pay 14% of the final quoted premium. Bargaining Unit Employees who elect the PC 1 plan will pay 14% of the PC 10/20/70 plan premium plus the full difference in premium cost between the PC 1 plan and the PC 10/20/70 plan, should the cost of the PC1 plan exceed the cost of the PC 10/20/70 plan. Bargaining Unit Employees who elect the Aetna Open Access plan will pay 14% of the PC 10/20/70 plan premium plus the full difference in premium cost between the Aetna Open Access plan and the PC 10/20/70 plan, should the cost of the Aetna Open Access plan exceed the cost of the PC 10/20/70 plan. 3. Effective September 1, 2012, for the school year, any Bargaining Unit Employee who elects the DPOS C1-F1-01 plan will pay 10% of the final quoted premium. Bargaining Unit Employees who elect the PC 10/20/70 plan will pay 16% of the final quoted premium. Bargaining Unit Employees who elect the PC 1 plan will pay 16% of the PC 10/20/70 plan premium plus the full difference in premium cost between the PC 1 plan and the PC 10/20/70 plan, should the cost of the PC1 plan exceed the cost of the PC 10/20/70 plan. Bargaining Unit Employees who elect the Aetna Open Access plan will pay 16% of the PC 10/20/70 plan premium plus the full difference in premium cost between the Aetna Open Access plan and the PC 26

30 10/20/70 plan, should the cost of the Aetna Open Access plan exceed the cost of the PC 10/20/70 plan. 4. All Bargaining Unit Employee contributions will be made on a pre-tax basis through mandatory payroll deductions over pays throughout the plan year through either a 22 or 26 payroll deduction schedule. C. Additional Provisions Regarding the Medical Plan In recognition of increasing costs, the District will review and consider less costly but substantially equivalent medical and prescription coverage alternatives such as selfinsurance or cost plus funding programs. Implementation of of any changes will occur only with the agreement of both the Hatboro-Horsham Education Association and the Hatboro-Horsham School District. Teachers who select individual coverage during their first year in the School District must show proof of a bona fide change in circumstances to upgrade to family coverage during subsequent years. Effective for the and school year, a part-time Bargaining Unit Employee is classified as a Bargaining Unit Employee working less than a full schedule (i.e. less than a 1.0 designation). Effective the school year, all newly hired parttime Bargaining Unit Employees will not be eligible for health benefits (including medical plans, prescription plans, cost containment, and dental plans). Effective September 1, 2011, all part-time Bargaining Unit Employees hired prior to with a contract of who have been employed in the District for ten (10) years or more will be grandfathered and maintain their full health benefit eligibility unless their contract designation is reduced below.5 in future years. Effective September 1, 2011, all part-time Bargaining Unit Employees hired prior to with a contract of who have been employed in the District for less than ten (10) years will be eligible for single health coverage only. All current full-time Bargaining Unit Employees eligible for health benefits in who are demoted to part-time status in the future will maintain their full eligibility for health benefits (including medical plans, prescription plans, cost containment, and dental plans) as long as their contract designation remains at.5 or above. No employee or dependent shall be entitled to payment of premium that would result in coverage of that individual under both the group health insurance plan and the HMO plans. Each employee shall have the right to elect coverage for himself/herself and/or his/her dependents under the District health insurance plan or under the HMO plans, but not both. 27

31 D. Prescription Plan Effective the and school years, all prescription coverages will remain the same as as stipulated in the Professional Agreement between the District and the Association. Effective September 1, 2011, for the school year and each school year thereafter, the prescription plan for the Keystone Direct POS C1-F1-01 plan shall be based upon a $10.00 generic/$30.00 preferred brand name/$50.00 non-formulary deductible copayment. The prescription plan for the PC1 and PC 10/20/70 plans shall be based upon a $10.00 generic/$20.00 preferred brand name/$35.00 non-formulary deductible copayment. The prescription plan for the Aetna Open Access plan shall be based upon a $5.00 generic/$15 preferred brand name co-payment. E. Cost Containment Provision Effective September 1, 2011, the following provisions have been agreed to for the purpose of assisting the District in containing the cost of providing medical benefits to its employees and limiting the future increases in these costs: 1. Under the District sponsored Section 125 Cafeteria Plan, Bargaining Unit Employees shall, prior to the period of time designed by the Board as the plan year as required by the IRS Treasury Regulations, in addition to the option of selecting coverage under a health benefit plan for the upcoming plan year, also shall have the option to elect not to be covered under and Board Sponsored health benefit plan for the plan year. Any employee who waives all coverage available to the Bargaining Unit Employee, the Bargaining Unit Employee s spouse, and all dependent(s), or if the Bargaining Unit Employee does not have a spouse and dependent(s), then the Bargaining Unit Employee, for a plan year, shall be eligible to receive a per annum cash bonus equal to twenty-five percent (25%) of the Keystone Direct POS C1-F1-01 Plan s full annual premium of an aggregate amount set forth in the defined contribution program for the year in question for such medical benefits. The coverage election (employee only, employee and child, employee and children, husband and wife, or family) applicable to a Bargaining Unit Employee shall be the type of coverage in existence for the Bargaining Unit Employee before the waiver and if no coverage, then the employee only premium shall be used. The Board will provide for the lump sum payment of the cash bonus on or before June 30 of each plan year. 2. Should there be any unforeseen changes in the Bargaining Unit Employee s circumstances, the employee shall immediately notify the District. Additionally, at the time of notification, the Bargaining Unit Employee shall notify the District of the medical plan and the type of coverage needed. The Bargaining Unit Employee shall then be immediately enrolled in the District sponsored medical plan, subject to the 28

32 insurer s requirements. The annual lump sum bonus will be prorated as set forth in subparagraph A, above. 3. Any Bargaining Unit Employee who commences medical coverage during the period of open enrollment and subsequently seeks a bonus for discontinuing the coverage shall not automatically be entitled to the bonus, but shall have the burden of proving a bona fide change in circumstances subsequent to the upgrade that justifies the discontinuance. 4. Bargaining Unit Employees who are listed as dependents on another Bargaining Unit Employee s medical insurance plan are not eligible for receive this waiver payment. F. Sponsorship of Internal Revenue Code Section 125 Plans During the term of this Agreement, each Bargaining Unit Employee who selects coverage under a health plan and/or has anticipated dependent care and/or day care consents to the deduction from pay his/her cost of the health plan and/or the cost of the dependent care and/or day care as set forth above. In accordance with the provisions of the Internal Revenue Code Section 125 and the regulations promulgated thereunder, teachers eligible for health plan benefits will be permitted to pay for his/her share of the premium on a pre-federal income and pre-fica tax basis. III. Dental Plan The School District of Hatboro-Horsham will provide a Group Dental Insurance Plan (Delta Dental of Pennsylvania, Group Policy Number 1199 or comparable plan) if coverage is elected by the teacher according to the following schedule for the period beginning July 1, 2009 and ending June 30, All teachers will contribute 10% of the premium for individual or family coverage equally deducted over pays throughout the year. All employee co-pays will be made on a pre-tax basis through payroll deduction and the District's Section 125 Plan. The Carrier shall pay 80% of the coverage for Periodontics, Orthodontics, Prosthetics, and Major Restorative. The annual maximum benefit shall be $1500 per patient. The Orthodontics benefit for dependent children to age 19, shall be maximum of $2,000 per lifetime per patient. Teachers who select individual coverage during their first year in the School District must show proof of a bona fide change in circumstances to upgrade to family coverage during subsequent years. IV. Insurance for Retirees 29

33 A. For Bargaining Unit Employees listed on the salary matrix on steps 11-15, the District shall pay fifty percent (50%) of the retiring Bargaining Unit Employee s medical and dental insurance for a period of eight (8) years as limited herein. The District s contribution shall be limited to fifty percent (50%) of the rate based upon the employee s health and dental care status during the school year (single coverage and husband/wife coverage based on the Personal Choice 1 Plan rates). To qualify, the retiree must have a minimum of fifteen (15) years of continuous regular service in the Hatboro-Horsham School District and must meet any of the existing PSERS criteria for retirement. Such payments shall continue for the lesser of a period of eight (8) years or until a retiree becomes eligible for or enrolled in a similar plan(s) by a subsequent employer. In the event a Bargaining Unit Employee becomes Medicare eligible during the eight (8) year term, the District s contribution shall be capped at the lesser of: (1) fifty percent (50%) of the rate based upon the Bargaining Unit Employee s health and dental plan care status during the school year; or (2) the cost of the 65 Special Medicare wraparound coverage or the cost of a freestanding post 65 plan approved by the Association. Should the bargaining unit employee elect the latter coverage the 50% board contribution shall apply toward the premium. B. For Bargaining Unit Employees listed in the salary matrix on steps 6-10, the District shall pay fifty percent (50%) of the retiring employee s medical and dental insurance for a period of eight (8) years as limited herein. The District s contribution shall be capped at fifty percent (50%) of the single rate based upon the Bargaining Unit Employee s medical and dental care status during the school year for medical and dental insurance for all eligible retirees (single coverage based on the Personal Choice 1 Plan rates). To qualify, the retiree must have a minimum of fifteen (15) years of continuous regular service in the Hatboro-Horsham School District and must meet any of the existing PSERS criteria for retirement. Such payments shall continue for a period of eight (8) years or until a retiree becomes eligible for or enrolled in a similar plan(s) by a subsequent employer. In the event a Bargaining Unit Employee becomes Medicare eligible during the eight (8) year term, the District s contribution shall be capped at the lesser of: (1) fifty percent (50%) of the rate based upon the Bargaining Unit Employee s health and dental plan care status during the school year; or (2) the cost of the 65 Special Medicare wraparound coverage or the cost of a freestanding post 65 plan approved by the Association. Should the bargaining unit employee elect the latter coverage the 50% board contribution shall apply toward the premium. C. Bargaining Unit Employees hired after November 17, 2003, and Bargaining Unit Employees who were on Steps 1-5 listed on the matrix will not be eligible for this benefit. V. Life Insurance 30

34 The School District of Hatboro-Horsham will purchase a Group Life Insurance Policy with AD and D for each teacher according to the following schedule for the period beginning September 1, 2009 and ending June 30, through : 1 x Salary or $50,000 whichever is less. VI. Long-Term Disability Plan A long-term disability benefit shall be provided by the District. Teachers who select this benefit will pay 100% of the premium through payroll deduction. VII. Severance Pay Teachers retiring from service in the District who are receiving retirement compensation from the Public School Employees Retirement System or for those whose age plus years of service in the District totals 70 shall be compensated at the following rate for sick leave accumulated in the District through : $50.00 for up to 250 unused sick leave days. VIII. Sick Leave Bank Within thirty (30) days of any September 1 during the term of this agreement, any member of the bargaining unit who has not already done so may contribute one (1) day of sick-leave entitlement to the common bank to be administered by the Hatboro-Horsham Education Association. When the balance of the bank is below 1,500 days, members shall contribute an additional day. Contributing teachers who have exhausted their accumulated personal sick leave allowance may make reasonable withdrawals, as determined by the Association, from the common bank provided that there are sufficient days available in the bank. No days of resigned employees may go to the bank. The bank is to be administered according to rules that are to be applied in a uniform fashion in relation to each member of the bargaining unit who contributes to the bank. IX. Personal Days Three non-accumulating personal days leave each year will be granted upon request. Such requests are to be submitted at least one week in advance. Such days should be used for personal or financial purposes that could not be scheduled at any other time than the regular school day. When schools are open during inclement weather, all teachers shall be present. Days absent with pay will not be granted at these times. There will be no restriction on days taken before or after a holiday. The maximum allowable daily personal leave granted; 5% of the elementary teaching staff, 5% of the middle school teaching staff, and 5% of the senior high school teaching staff. Numbers in excess of 5% may be granted by administrative prerogative. 31

35 Unused personal days in a given year will be converted to and be accumulated as sick leave at the beginning of each subsequent school year. X. Suspended Employees The Board agrees that, in the event teachers are suspended under the provisions of Sections 1124 and 1125 of the Pennsylvania School Code, or their successors, said suspended teachers may continue hospitalization, dental and life insurance coverage for the duration of the contract, by remitting the full cost thereof to the District. Should the suspended teacher obtain full time employment, his/her right to participate in the District's hospitalization, dental and life insurance plan ceases. Further, the suspended teacher must remit the required moneys on a quarterly basis to the District prior to the date on which the District is required to pay the insurance premiums, said date and amounts to be announced to the suspended teachers. In the event the District's insurance carrier shall at any time refuse coverage of suspended teachers, the District is under no obligation to provide further coverage. The suspended teacher shall be given first opportunity to substitute in the District. XI. Terminal Leave of Absence Teachers meeting the following eligibility requirements will be granted a terminal leave of absence and be afforded the following benefits: Each applicant must have a minimum of fifteen (15) years of continuous full-time regular service in the Hatboro-Horsham School District. Also, the applicant must, at the time of actual retirement meet the existing PSERS criteria for retirement. The person on terminal leave shall receive one-half of his/her salary and full benefits, as defined in this contract, during the period he/she is on leave. No sick days or vacation days will accrue during the terminal leave period. Subsequent to the year of terminal leave the retiree and his/her dependents will be eligible to remain in the health and dental plans for district retirees, if so desired, under the following conditions. Dependent coverage shall not exceed the life of the retiree. The District shall pay retiree healthcare benefits in accordance with Appendix B.IV of this Collective Bargaining Agreement. The retiree shall be responsible for premium payments, if any, in excess of the limits above. Such payments shall be payable quarterly. First quarter payments must be received by the personnel office before June 30 of each year. 32