CENTER GROVE COMMUNITY SCHOOL CORPORATION TENTATIVE AGREEMENT

Transcription

1 CENTER GROVE COMMUNITY SCHOOL CORPORATION TENTATIVE AGREEMENT 1. Article 4, Paragraph A, Sub-Paragraph 7 Catastrophic Event Leave Bank: The parties have tentatively agreed to make a change to the Catastrophic Event Leave Bank language as follows (the change is highlighted in yellow): 7. A Catastrophic Event Leave Bank shall be established to provide teachers with sick leave days as a bridge to the time the teacher is eligible to receive benefits from long-term disability insurance. Under no circumstances shall Catastrophic Event Leave Bank days be granted to a teacher eligible to receive benefits from long-term disability insurance. When a teacher is hired by the School Corporation, the teacher will be required to give one sick leave day to the bank. 2. Article 4, Paragraph A, Sub-Paragraph 2 Sick Leave: With respect to the attendance bonus, the parties have tentatively agreed a requirement will be added that the teacher must work at least 120 days during the applicable school year in order to be eligible to receive the bonus. The parties also tentatively agreed to change the payroll in which the bonus will be paid. The agreed upon changes are highlighted in yellow as follows: 2. A teacher who uses two (2) or fewer sick leave days during a school year and works at least 120 days during that school year shall be paid by the School Corporation a percentage of one day s pay at the particular qualifying teacher s then per diem rate based on the following table: SICK LEAVE DAYS USED DURING SCHOOL YEAR Zero (0) 100% One (1) 90% Two (2) 80% Three (3) or more 0% APPLICABLE PERCENTAGE a. Payment, less applicable withholdings, shall be made to a qualifying teacher with the 21st 22nd payroll for a particular school year. 3. Appendix G Ancillary Duty Pay: The parties have tentatively agreed to add a quarter day (defined as 2 hours) in the sum of $35 as an option to the ½ day and full day pay options for teachers performing approved curricular work. The change is in yellow: A. Curriculum Workshops/Professional Development Teachers who participate in curriculum workshops or professional development outside of their contracted day will be compensated at a rate of $65 per half day and $35 per quarter day (i.e., two hours). Teachers who serve as Trainers for Corporation-initiated staff development opportunities will be paid their per diem.

2 4. Appendix G, Ancillary Duty Pay, Paragraph H: The parties have tentatively agreed to add an activity worker pay for open pool hours at the rate of $25.00 an hour. 5. Appendix H, One-Time Stipends: The parties have tentatively agreed that a one-time stipend in the sum of $1, will be paid to any bargaining unit member who gives notice of his/her intent to retire by February 1 of the year in which he/she is going to retire. To be eligible for this one-time stipend, the teacher would have to also complete his/her contract during the final school year of the teacher s employment. The parties understand this is a pilot program for the school year and the stipends will be paid out of cash balance. 6. Article 5, Paragraph A Medical/Hospital Insurance Plans: The parties have tentatively agreed to the following changes highlighted below in yellow: A. Medical/Hospital Insurance Plans 1. Traditional PPO Medical Hospital Insurance Family Plan - $14,256 $15,111 annually Single Plan - $5,832 $6,182 annually 2. High Deductible Health Plan (HDHP) Medical Hospital Insurance Family Plan - $11,352 $11,851 annually Employee +1 Plan - $9,912 $10,348 annually Single Plan - $4,056 $4,234 annually In addition, the Board will pay on behalf of each teacher who desires to participate in the HDHP, the following sums into a Health Savings Account: Family Plan - $2,490 annually Employee +1 Plan - $2950 $2,800 annually Single Plan - $1,450 annually 3. Consumer Driven High Deductible Health Plan (CDHP) Medical Hospital Insurance Family Plan - $11,328 annually Employee +1 Plan - $9,840 annually Single Plan - $4,008 annually In addition, the Board will pay on behalf of each teacher who desires to participate in the CDHP the following sums into a Health Savings Account: Family Plan - $1,200 annually Employee +1 Plan - $1,000 annually Single $700 annually During the school year, the School Corporation will use the ISTA settlement fund to provide a health insurance deduction holiday for one (1) pay in February During the school year, the School Corporation will use General Fund cash balance to provide a health insurance deduction holiday for a second pay in February The plan designs of the medical/hospital insurance plans offered by the School Corporation are contained in the plan documents, copies of which may be obtained by contacting the Director of Human Resources for the School Corporation.

3 7. Article 5, Paragraph E Vision Insurance: The parties have tentatively agreed to the following changes highlighted below in yellow: A. Vision Insurance Family Plan - $ $ annually Employee +1 Plan - $ $ annually Single Plan - $86.88 $70.08 annually The plan design for the vision insurance plan offered by the School Corporation is contained in the plan document, a copy of which may be obtained by contacting the Director of Human Resources for the School Corporation. 8. Article 5, Paragraph B Income Protection Plan: The parties have tentatively agreed to the following changes highlighted in yellow: B. Income Protection Plan All but $1.00 of the premium annually. This benefit shall be 66.66% of the annual salary. The terms and conditions relating to this benefit are governed by the plan document, a copy of which may be obtained by contacting the Director of Human Resources for the School Corporation. 9. Appendix H, One-Time Stipends: The parties have tentatively agreed to add the following described one-time stipend to Appendix H: Teachers who are dual credit certified and are teaching a dual credit course and/or AP/ACP course will receive a one-time stipend in the sum of: $800 per semester for credentialed teachers who teach at least one dual-credit, AP or ACP class. This would be paid in the form of a lump sum stipend that will be paid at the end of the term (Fall, Spring, and Summer) that teachers teach a dual-credit course. Only teachers who are dual-credit credentialed AND are teaching a course in the semester would be eligible to receive the stipend. 10. Article 3 - Base salary: The parties have tentatively agreed to the following: a. All bargaining unit members who meet the criteria in the compensation model to receive a salary increase by making a lane change be permitted to do so. b. All bargaining unit members who meet the criteria in the compensation model to receive a salary increase by moving down one row (but do not meet the criteria to make a lane change) be permitted to do so. c. A 1.78% across the board increase to the salary schedule. d. A one-time stipend in the sum of $1,000 for all bargaining unit members who were at the top row (Row 26) in their respective column during the school year and will continue to be at the top row (Row 26) in the same column during the school year.

4 The total base salary increase by the Board, inclusive of row/column movement and the across the board increase, equates to a total increase of 3.3%. Those teachers who were employed last school year by Johnson County Special Services and commenced employment with the Center Grove Community School Corporation during the school year will not be eligible for row or column movement (in either base salary or stipend) because they are a new hire to the School Corporation and do not have an evaluation rating with Center Grove from the school year. 11. Appendix B - ECA Schedule: The parties have tentatively agreed to increase the ECA schedule by 3.3% to coincide with the base salary increases. The parties have also agreed to consolidate the columns in Appendix B ECA Schedule from one column to three columns as follows: APPENDIX B ECA SCHEDULE ECA LEVEL 0 Years of Experience at CG 1 Year of Experience at CG 2+ Years of Experience at CG Note: The numbers in the column remaining will need to be increased by 3.3% in the final contract document. 12. Appendix C ECA Category List: The parties have tentatively agreed to make the following ECA changes: Middle School Drama Club Move from Level 5 to Level 6 and change to 4 positions instead of 2 positions. Level 2 under Middle School Combine specific MS Intramurals to MS Intramurals (6).

5 District-level academic clubs: o Total: $ benefits = $8673 o 1 Elementary STEM Level 7 o 1 Elementary Assistant STEM Level 5 o 1 Middle School STEM Level 7 o 1 Middle School Assistant STEM Level 5 Middlebury Curriculum Support (Spanish teacher) in the sum of $2,000. o Total: $ benefits = $2360 High school ECA changes: o Total: $ benefits = $6551 ECA change/addition Action Cost Running Cost EC Dept. Chair Remove Level 2 SLC Coord. $ & place at Level 5 Dept. Chair Additional Wrestling asst. coach Add level 9 position (move from 2 to 3 coaches) NHS sponsor 1 Replace Level 4 Student Council (1 position) NHS sponsor 2 Move to level 4 (like MS) Unified track 2 coaches Remove two level intramurals & replace Student Council 1 Remove Level 5 Acac Asst Coach (1) & replace Student Council 2 Move from level 4 to HOSA PLTW (currently Level 1) Remove Level 2 Intramurals #3 & replace Business Prof. of America Remove Level 3 Lit Mag & replace with BPA (1) Level 3 Show Choir Accompanist & Level 4 Concert Choir Accompanist Replace Level 7 Accompanist with two separate positions

6 The revisions, changes, and additions above have been agreed upon by representatives from United Teachers of Center Grove (UTACG) and the Center Grove Community School Corporation (CGCSC) Board of Trustees and Dr. Richard Arkanoff, CGCSC Superintendent. Signatures below serve to bind the tentative agreement, and the revised Master Contract is forthcoming. UTACG Co-President CGCSC School Board Representative UTACG Co-President CGCSC Superintendent