AGREEMENT BETWEEN READING SCHOOL DISTRICT AND READING SCHOOL ADMINISTRATORS ASSOCIATION (RSAA)

Transcription

1 AGREEMENT BETWEEN READING SCHOOL DISTRICT AND READING SCHOOL ADMINISTRATORS ASSOCIATION (RSAA) JULY 1, 2014 THROUGH JUNE 30, 2017 ACTIVE v2

2 I. SCOPE OF AGREEMENT This Agreement covers those positions below the rank of District Superintendent and Assistant Superintendent, which, by virtue of assigned supervisory duties, are not in a bargaining unit of public employees as created under the Public Employee Relations Act (Act 195)( Administrators ). This plan does not, however, apply to anyone who has the duties and responsibilities of Business Manager or Personnel Director. Exhibit A sets forth a listing of positions which shall be considered Reading School Administrators Association (RSAA) positions for classification purposes only. This listing is not a guarantee that such positions will be staffed or maintained throughout the term of this Agreement. Rather, the Board of Directors, upon consultation with the Superintendent of Schools, reserves the right to amend that list after meeting and discussing such changes with the RSAA. II. TERM OF AGREEMENT July 1, 2014 through June 30, III. COMPENSATION PLAN 1. Salary Increases: a) There will be no salary increases from July 1, 2014 through June 30, b) Effective July 1, 2015 through June 30, 2016, all twelve (12) month RSAA members earning between $0-$99,999 will receive a $3,000 salary increase. c) Effective July 1, 2015 through June 30, 2016, all twelve (12) month RSAA members earning $100,000 or more will receive a $2,250 salary increase and $750 as a one-time bonus. d) Effective July 1, 2015 through June 30, 2016, all ten (10) month RSAA members will receive a $2,550 salary increase. e) Any RSAA member who received a promotion or salary increase from July 1, 2015 through June 30, 2016 will only be eligible for the $750 one-time bonus. f) Effective July 1, 2016 through June 30, 2017, all 261 day RSAA members earning between $0-$99,999 will receive a $2,250 salary increase. g) Effective July 1, 2016 through June 30, 2017, all 261 day RSAA members earning $100,000 or more will receive a $1, salary increase and $ as a one-time bonus. h) Effective July 1, 2016 through June 30, 2017, all 223 day RSAA members will convert from 213 days to 223 days based on a per diem rate, plus 85% of the 261 day RSAA member increase. 2. Salary Adjustments/Performance Bonuses: By January 1, 2017, the Reading School District Board of Directors shall furnish the RSAA with a completed, independently generated salary study, based on a (or most recently available) salary analysis of Pennsylvania school districts, including recommended base salaries for each RSAA position and a recommended salary ACTIVE v2

3 schedule based on years of service within each position for all currently employed RSAA members. However, the completed, independently generated salary student will not automatically guarantee any salary change changes for current or newly appointed RSAA members. All salaries to RSAA members shall be paid in equal payments from July 1 st through June 30 th of each fiscal year. As salaried employees, RSAA members are not eligible for extra-curricular, co-curricular, or stipend positions by and from the Reading School District, other than mentorship stipends as defined within this agreement. IV. TERMS AND CONDITIONS OF EMPLOYMENT 1. Newly Hired RSAA Member - Probationary Period: RSAA Members newly hired from within the staff of the Reading School District shall be given a probationary period of at least six (6) months, during which the RSAA Member may return voluntarily, or be involuntarily returned by the Superintendent, to a similar position to the one the person originally vacated at the appropriate salary for that position. 2. Newly Hired RSAA Member - Mentor: A newly hired/appointed RSAA member shall be assigned a mentor for a period of one (1) school year from within the RSAA Member pool. Mentors shall be assigned by the appropriate Central Office administrator congruent with the assignment (elementary vs. secondary) and should be experienced RSAA Members with at least five (5) years of administrative experience. Upon the approval of a formal mentoring program by the superintendent, Building Principal mentors for newly appointed Building Principals will receive a $1,000 stipend for an entire year of mentorship. Only Building Principal mentors for newly appointed Building Principals will receive the stipend. However, service as a mentor will be positively reflected in the RSAA s member s evaluation and personnel file as additional service rendered. 2. Normal Work Year/Week: 261 Day RSAA Members (formerly 12 month administrators): Effective July 1, 2016, all former 12 month administrators, with the exception of Elementary Assistant Principals, will now be defined as 261 day RSAA members. RSAA members shall work 261 days, except for days designated as paid holidays and days covered under paid or unpaid leave provisions of this Agreement. Any reference to 12 month administrator shall instead be read as 261 Day RSAA member ACTIVE v2 2

4 223 Day RSAA Members (formerly 10 month administrators): Effective July 1, 2016, all Elementary Assistant Principals, plus the newly appointed Dean of Students, will now be defined as 223 day RSAA Members. Their salaries will be calculated on a per diem rate from 213 days to 223 days. 223 day RSAA members shall not be entitled to any vacation days, but will receive five (5) personal days per Agreement year. Any reference to 10-month administrator shall instead be read as a 223 day RSAA member Discretionary Time: The Board recognizes that there may be times when an RSAA member needs time away from the workplace during the day to accomplish personal matters that do not require a full day s absence. With prior notice to an RSAA s member s direct supervisor, he/she will be permitted to address these discretionary needs without loss of pay or risk of disciplinary action. 3. Snow/Inclement Weather: On days when school is closed due to inclement weather, RSAA members are expected to report to work unless the Superintendent closes District offices. 4. Performance Evaluation: RSAA members covered under this Agreement shall be evaluated annually by their immediate supervisor. Any RSAA member receiving a marginal or unsatisfactory rating will not be entitled to a salary increase. 5. Reduction in Force: Reduction in force for those certificated and considered professional employees under the Public School Code of 1949, as amended, by virtue of holding a certificate and the nature of their position, will be governed by the terms set forth in said School Code. 6. Rights and Privileges: An RSAA member has the right (1) to representation by a fellow RSAA member when accused of any wrongdoing or facing the possibility of any disciplinary action; (2) to receive and respond to any allegations resulting in the possibility of anything of a negative or disciplinary nature being placed in his/her personnel file; (3) to review his/her personnel file in accordance with procedures established by the Department of Human Resources; and (4) the right to appeal or rebut a negative performance evaluation or disciplinary action. Rebuttals must be submitted within 30 calendar days of the issuance of said performance evaluation or disciplinary action. RSAA also is provided the right to address in a meet-and-discuss format with the Board of Directors or a committee thereof any disciplinary action that may have been taken against one of its HEALTH & WELFARE BENEFITS A. Medical, Prescription, Dental, and Vision Coverage Full-time employees are entitled to medical benefits coverage through the Reading School District. A summary of such benefits can be obtained from the Benefits Office. ACTIVE v2 3

5 Beginning January 1, 2017, the medical benefits will convert to a new Reading School District plan with the maximum premium share at the following levels: Single Employee + Spouse Employee + Family $55 per month $85 per month $115 per month 1. Employee Contribution to Health Care Coverage Costs/Section 125 Premium-Only Plan All RSAA members participating in the District s health care plans will be required to contribute toward the costs of such coverage, such costs to reflect that required to be paid by those covered under the collective bargaining agreement with the Reading Education Association. The District shall make available to the employees a Section 125 Premium- Only Plan so that these costs can be made on a pre-tax basis. Employees must elect to enroll in this Section 125 Premium-Only Plan in accordance with District guidelines in order to take advantage of the same. 2. Eligible Spousal Rule Employees acknowledge and understand that the Reading School District Benefits Plan is the secondary payer of benefits for spouses eligible for coverage through another group benefit plan. The District s third-party administrator will coordinate its benefits against those of the best benefit option available to the spouse whether or not such benefits were selected by the spouse. The employee s spouse and/or employer will be required to provide verification of health care coverage. 3. Two (2)-Spouse Rule B. Retiree Coverage If a married couple is employed by the Reading School District, the spouse whose birthday falls first during the year shall been entitled to family coverage, and the other spouse shall be considered an in-family dependent. This rule does not apply to dental and vision benefits. Employees who retire from the Reading School District under the PSERS system will be eligible to purchase health care benefits accorded to active members of RSAA in accordance with the Public School Code of 1949, as amended. The District will no longer offer retirees the right to health care coverage for life. ACTIVE v2 4

6 The District shall provide, until Medicare eligibility, single medical insurance coverage provided to administrative personnel under this Agreement, to employees hired prior to July 1, 1987, and retiring into PSERS with twenty (20) or more consecutive years of employment with the District. Those who qualify for reimbursement from the PSERS system for premium costs will be subject to a premium contribution in that amount for continued medical coverage. Any changes to the health plan will be communicated to the retiree. Failure to pay the premium costs by the first of each month shall result in the immediate termination of health care coverage with no right to re-enroll. C. Term Life Insurance The District shall provide full-time employees with term life insurance in the amount of one and one-half (11/2) times the employee s salary at no cost to the employee. Administrators may purchase additional life insurance coverage at their own expense through the District as permitted by the insurance carrier and provided that such costs are made through payroll deduction. Effective with the fiscal year, the District will no longer provide life insurance coverage for retirees. D. Income Protection Long-Term Disability Insurance shall be provided to all RSAA employees who elect such coverage with the District paying fifty percent (50%) of the employee s premium up to one hundred fifty dollars ($150.00) per year. V. OTHER ECONOMIC BENEFITS A. Dues Subject to Superintendent approval, annual dues for local, state, and national associations at $ per year per individual administrator shall be paid by the District. B. Tuition Reimbursement 1. July 1, 2014-June 30, 2015 a. $7,000 in funds for tuition reimbursement will carryover from the Agreement between the District and the RSAA, which was effective July 1, 2013 through June 30, 2014, for RSAA members who took credits during that time. b. The allocation of the $7,000 in funds is based on the number of credits taken. ACTIVE v2 5

7 c. If an RSAA member leaves the District before June 30, 2018, the member must repay the District 100% of the tuition reimbursement the member received. 2. July 1, 2015-June 30, 2016 a. From July 1, 2015 through June 30, 2016, there will a $50,000 shared cap for tuition reimbursement. b. Each RSAA member will receive a maximum of $500 per credit for a maximum of nine (9) credits. c. The allocation of funds is based on the equal calculation for the number of credits if requests are over $50,000. d. Funds for tuition reimbursement will not carry over into e. If an RSAA member leaves the District before June 30, 2019, the member must repay the District 100% of the tuition reimbursement the member received. f. In order to be reimbursed for a course, an RSAA member must obtain prior approval for any and all courses through the Department of Human Resources in accordance with the procedures established by that Department. g. Courses must be related to the employee s current employment status; courses which prepare the employee for careers outside education, in the discretion of the Director of Human Resources, will not be reimbursed. h. Evidence of completion of the course with a grade of B, Pass, or Successful Completion or better is required for reimbursement. i. Reimbursement will take place within thirty (30) days of the end of each semester provided that the Department of Human Resources is in receipt of required documentation indicating successful completion of the course. 3. July 1, 2016 through June 30, 2017 a. From July 1, 2016 through June 30, 2017, there will a $50,000 replenished shared cap for tuition reimbursement. b. Each RSAA member will receive a maximum of $500 per credit for a maximum of nine (9) credits. c. The allocation of funds is based on the equal calculation for the number of credits if requests are over $50,000. d. Funds for tuition reimbursement will not carry over into future agreements. e. If an RSAA member leaves the District before June 30, 2020, the member must repay the District 100% of the tuition reimbursement the member received. ACTIVE v2 6

8 f. In order to be reimbursed for a course, an RSAA member must obtain prior approval for any and all courses through the Department of Human Resources in accordance with the procedures established by that Department. g. Courses must be related to the employee s current employment status; courses which prepare the employee for careers outside education, in the discretion of the Director of Human Resources, will not be reimbursed. h. Evidence of completion of the course with a grade of B, Pass, or Successful Completion or better is required for reimbursement. i. Reimbursement will take place within thirty (30) days of the end of each semester provided that the Department of Human Resources is in receipt of required documentation indicating successful completion of the course. C. Travel Reimbursement RSAA members, who are required in the course of their duties, to use their personal automobiles on District-related business, shall be reimbursed at the applicable IRS rate for mileage pending submission of all required documentation in accordance with District policy and procedures. D. Retirement Bonus RSAA members retiring from the PSERS system with 35 years of consecutive service with the Reading School District and ten (10) years in the RSAA shall be reimbursed for unused sick days at the rate of sixty dollars ($60.00) per day. The reimbursement shall be deposited into the RSAA member s 403(b) account. RSAA members retiring from the PSERS system with 20 years of consecutive service to the Reading School District and ten (10) years in the RSAA shall be reimbursed for unused sick days at the rate of sixty dollars ($60.00) per day. The reimbursement shall be deposited into the RSAA member s 403(b) account. RSAA members retiring from the PSERS system with five (5) years of consecutive service with the Reading School District and five (5) years in the RSAA shall be reimbursed for unused sick days to a maximum of 250 days at the rate of fifty dollars ($50.00) per day. The reimbursement shall be deposited into the RSAA member s 403(b) account. VI. VIII. PAID LEAVE BENEFITS A. Holidays ACTIVE v2 7

9 261 day RSAA members shall be granted a maximum of fourteen (14) paid holidays as determined by the calendar adopted by the Board of School Directors. If not otherwise specified in the school calendar, two (2) of the fourteen (14) paid holidays will be flex holidays for which prior approval must be sought. If an administrator is required to work on a day designated as a paid holiday, they will be provided another paid leave day to compensate for the loss of the holiday. B. Vacation Leave 261 day RSAA members with less than ten (10) years of service to the Reading School District shall receive twenty (20) days paid vacation. Effective July 1, 2012, twelve 261 day RSAA members with ten (10) or more years of service to the Reading School District shall receive twenty-five (25) days paid vacation. Administrators must seek prior approval from their direct supervisor to utilize paid vacation leave. 261 day RSAA members hired after July 1 st or who are on an unpaid leave of absence at the beginning of the fiscal year (July 1 st to June 30 th ) will be afforded paid vacation leave on a pro rata basis pursuant to the following schedule: Days Awarded Schedule 1.66 days/month, not to exceed 20 days 2.68 days/month, not to exceed 25 days The Board firmly believes that employees should utilize their vacation time in order to preserve their well-being and maximize their performance. Accordingly, the District will not pay employees for any unused vacation upon the severance of the employment relationship. Employees leaving the employ of the District during a fiscal year in which they were afforded paid vacation will be required to reimburse the District for any days for which they were paid in excess of those to which they would have been awarded under the above schedule. 261 Day RSAA Members: 261 RSAA members may elect to carry forward a maximum of ten (10) unused days of vacation each year to be used by September 30 th of the following fiscal year or such days will be lost. The District will not reimburse any RSAA member covered by this Agreement for unused vacation days. ACTIVE v2 8

10 Beginning July 1, 2015, 261 RSAA members may elect to convert up to two (2) unused vacation days into an elective employer contribution into the RSAA member s 403(b) account or through a payroll disbursement, at the RSAA member s per diem rate. The total number of days elected to be carried over into the following fiscal year and/or to be paid to the employee, via either method, may not exceed a maximum of ten (10) days. C. Personal Days Effective with the fiscal year, 223 day RSAA members only shall receive four (4) personal days per year for the second (2nd) through tenth (10th) year of service and five (5) days per year after ten (10) years of service. RSAA members have the option of using the personal day in half-day increments or full-day increments, but all personal days must be approved in advance by the RSAA member s direct supervisor. There will be no carryover of unused personal days from one fiscal year to the next, nor will the District pay for any unused personal days. D. Sick Leave 261 day RSAA members shall be afforded twelve (12) days paid sick leave per year, to be pro-rated for those who begin their employment after July 1 st or who are on a leave of absence at the beginning of the fiscal year. 223 day RSAA members shall be afforded ten (10) days paid sick leave per year, to be pro-rated for those who begin their employment after July 1st or who are on a leave of absence at the beginning of the fiscal year. All RSAA members may utilize their annual allotment of sick leave days for family illnesses. E. Bereavement Leave In the case of death in the immediate family, RSAA members shall be afforded full pay for absences from the date of death through to and including the day after the funeral up to a maximum of five (5) working days. Immediate family shall be defined as parent, sibling, spouse, child, parent-in-law, grandchild, stepchild, or any person who has resided in household with the RSAA member immediately prior to that individual s death, including near relatives as defined below. In the case of a near relative not residing in the same household, the RSAA member shall be allowed one (1) day of absence without loss of pay to attend the funeral or memorial service. A near relative shall be defined as the RSAA member s first cousin, aunt, uncle, niece, nephew, child-in-law, sibling-in-law, grandfather, and grandmother. ACTIVE v2 9

11 F. Compelling Reason With the approval of the Superintendent of Schools and in accordance with the Department of Human Resources definition of a compelling reason, RSAA members shall be granted, without deduction from salary, compelling reasons days. READING SCHOOL DISTRICT BOARD OF DIRECTORS READING SCHOOL DISTRICT ADMINISTRATORS ASSOCIATION Attest: ACTIVE v2 10

12 Exhibit A -RSAA Positions (This is a listing of positions which shall be considered Reading School Administrators Association (RSAA) positions for classification purposes only. This listing is not a guarantee that such positions will be staffed or maintained throughout the term of this Agreement. Rather, the Board of Directors, upon consultation with the Superintendent of Schools, reserves the right to amend that list after notifying the RSAA Leadership.) Administrator Assistant Principal (223 Day RSAA member) Assistant Principal (12-month), with the exception of Elementary Assistant Principals Chief Academic Officer Dean of Students (223 Day RSAA member) Director of ESL Supervisor of ESL Director of Instruction Director of Professional Development Director of Federal Programs / Grants Director of Student Services Director of Student Service/Special Education Principal Supervisor of School Health Services Supervisor of Special Education ACTIVE v2