COLLECTIVE BARGAINING AGREEMENT. Between WHITE RIVER SCHOOL DISTRICT. and WHITE RIVER ASSOCIATION OF ADMINISTRATORS

Transcription

1 COLLECTIVE BARGAINING AGREEMENT Between WHITE RIVER SCHOOL DISTRICT and WHITE RIVER ASSOCIATION OF ADMINISTRATORS Page 1 of 9

2 RECOGNITION: The White River School Board recognizes the White River Administrators Association as the exclusive bargaining representative for principals/assistant principals in the White River School District. LENGTH OF CONTRACT The administrative contract will be a thirty-six (36) month contract beginning July 1, 2014 and ending June 30, SALARIES The District and the Administrators Association agree to continued, on-going dialogue regarding equitable compensation. In that effort, the District and Association agree upon a set cohort group of comparable districts by size and location to establish a comparative principal/assistant principal salary and benefit database. The cohort group will be mutually agreed upon by the negotiation teams. The goal will be to attain and maintain a principal/assistant salary and benefit position competitive within this cohort group. The District will survey cohort districts in the spring, when appropriate, and share the results with the association by April 30 th. Any salary adjustments will be made effective July 1 st. State funded salary improvements: The District agrees to pass through any funds designated to improve salaries, which may be allocated by the State of Washington unless the district s fiscal position would be compromised. SALARY SCHEDULE--See the attached addendum A WORK YEAR/CONTRACTED DAYS Each Administrator will work the following days per year: High School Principal 260 Per diem calculated at 222 days Middle School Principal 260 Per diem calculated at 222 days High School Assistant Principal 260 Per diem calculated at 222 days Middle School Assistant Principal 215 Per diem calculated at 215 days Elementary Principal 260 Per diem calculated at 222 days Elementary Assistant Principal 209 Per diem calculated at 209 days Dean of Students 180 Per diem calculated at 180 days (see salary schedule for detail) Special situations, such as new construction or remodels, may necessitate additional compensated work days, which will be negotiated with the Superintendent. Administrators work calendars will be created in Employee Access using a 260-day format. Page 2 of 9

3 Non-work days will be noted and the number is predicated on the identified days per year for your specific title or assignment. Changes to your non-work days after the fact must be submitted using the Employee Absence Report. Administrators are expected to work all student days, the month of June and beginning with the first administrative meeting in August through the start of school. The Superintendent/designee must approve individual exceptions to these expectations. BENEFITS The District will provide the employee with paid membership in one state and one national professional organization of his/her choice, and the Washington State Retired Teachers' Association. The employee is entitled to participate in a professional development program. An annual allocation of $ (with a maximum accumulation of no more than $ ) will be provided each employee. The developmental program will focus on district/individual needs, and the employee may be asked to provide some administrators in-servicing with respect to the information gained through such professional development. In addition, each employee will receive a $ per year technology tool allocation to be used to enhance their work with the teacher evaluation process. A) Each building administrator shall be authorized to attend an out-of-state convention, conference, or training session of his/her choice (with the concurrence of the Superintendent) at least one time during each four years of employment. The expenses for that event will be paid for by the District. If, during the year, an employee attends a national conference, his/her yearly professional development allocation shall be used first to supplement attendance at the national conference. No more than two administrators from each level shall attend a conference under the terms of this paragraph during any single year. B) If a building administrator is invited by the Superintendent or his/her designee to participate in an out-of-state conference, those expenses shall be the responsibility of the district and should not replace the opportunity described in A) above. C) In the event an administrator has professional responsibilities that could be enhanced by attending a conference other than described in A) and B) above, a request may be submitted in writing to the Superintendent, who may approve or disapprove the request. If the request is approved, the entire cost of the event will be the responsibility of the administrator, who may use funds from his/her professional development account. Events approved under this condition do not affect the eligibility as described in A) above. Page 3 of 9

4 D) The District shall hold employees harmless and defend them from any financial loss, including attorney fees, for actions arising out of any claim, demand, suit, criminal prosecution or judgment by reason of any act, or failure to act, by such employees, on or off school property, provided such employee, at the time of the act or omission complained of, was acting in a reasonable and prudent manner within the scope of his/her employment or under the direction of the District. E) Acts of damage that are clearly recognizable as vandalism to an employee's personal property while the employee is acting within the scope of his/her assigned employment obligations to the District shall be covered by the individual's insurance policy, with the District reimbursing the amount of the deductible to a maximum of $ F) Employees shall be allocated at the State rate per month for health and dental/vision insurance. The District shall also provide a term life insurance policy for triple the employee's annual salary (up to a maximum of $300,000) and a long-term disability policy. The District agrees to pass through to the employees any additional revenues for health, dental, vision, and life insurance G) The employee may claim the current IRS rate per mile for official school-related travel within the District and in the Greater Puget Sound region, without advance approval. Attendance at programs, in-service, etc., beyond the Greater Puget Sound area will be reimbursed, provided advance approval by the Superintendent or designee is given. H) The District recognizes, honors, and appreciates that administrators do many things that are beyond the work day and work week. In an effort to pay administrators for the work they already perform, the responsibility contract will be available. The RC stipend will be paid in twelve equal increments. Part-time employees will receive a pro-rata share of this stipend based on their full-time equivalency (FTE). Payment will be as listed in the RC schedule. Payment is not for services included in the day-to-day operations of the school during normal business hours. RC activities may be performed and must be documented from July 1st through June 30th. They may include but are not limited to: Supervision of evening/weekend events and activities such as: PTA meetings, concerts, sporting events, and community gatherings. Professional Development Activities: Conferences, workshops, and services provided to professional organizations such as AWSP, ASCD, etc. Additional district responsibilities assigned by the Superintendent. Evaluation Preparation: Writing staff evaluations District Committees: Serving on various district committees such as Student Learning Plans, Labor Management, Learning Improvement Team, District Curriculum Committee, etc. Page 4 of 9

5 Building management tasks such as paperwork and reports done after school hours. Responsibility Payment: Will be calculated at 7% of the appropriate step of the appropriate administrator s column. Dean of Students will be calculated as per Addendum A. Each administrator will receive a monthly annuity payment distributed on a yearly basis based on their years of experience as an administrator in the district. This annuity payment will be administered in October and will be allocated according to the table below: Years of Service $ $ $ $350 SUPERINTENDENT/ASSOCIATION MEETINGS Association representatives shall meet with the Superintendent or Deputy Superintendent on a monthly, or "as needed" basis, to review and discuss problems and practices with the administration of the Agreement. The District and Association may mutually waive this requirement by phone contact. EVALUATION An employee, in consultation with his/her supervisor, may mutually agree to choose the summative or Professional Growth Option as a means for annual evaluation. To be eligible for the PGO, an employee must have three (3) years of satisfactory in-district evaluation. TRANSFERS When a job vacancy occurs within the bargaining unit, the District will immediately notify employees of this opening. Each employee will have the option to submit in writing his/her request to transfer to this position. The District will consider these requests and contact the employee to notify him/her of the District's decision. LEAVES A) Personal Illness, Injuries and Emergencies Employees shall be granted up to twelve (12) days per year for personal illness, injuries, and emergencies including disabilities caused by or contributed to by pregnancy, miscarriage, abortion, childbirth and the recovery thereof. An employee may also use this leave to care for a child of the employee under the age of eighteen (18) with a health condition which requires treatment or supervision. Leave days will be granted at the beginning of the school Page 5 of 9

6 year. Employees hired after the beginning of the school term or who resign or retire during the school term will receive prorated leave days. Employee shall, if known in advance, inform his/her supervisor at least thirty (30) days prior to an expected absence due to a disability such as childbirth or planned surgery. Employees claiming benefits of more than seven (7) consecutive school days from accumulated leave shall submit a medical report to his/her supervisor the seventh day after the first day of illness or disability and every twenty (20) school days thereafter while the illness or disability persists. Employees taking leave under this section shall notify the District when they are going to be absent as early as possible. Such notification shall be given to the employee's supervisor. Leave days accumulated under this section are subject to the attendance incentive program as set forth in Chapter 275, Washington Laws, 1983, as now adopted or amended. B) Leave sharing The District agrees to administer a shared leave program subject to the regulations set forth in WAC through The purpose of shared leave is to allow employees to donate annual sick leave to another employee who is suffering from or has a relative or household member suffering from an extraordinary or severe illness, injury, impairment, or physical or mental condition which has caused or is likely to cause the employee to take leave without pay or terminate his or her employment. In order to receive shared leave, an employee must notify the District personnel office of the need for shared leave. The District will allow shared leave to occur on a day donated and a day received basis, without proration. C) Family Illness Employees shall be granted up to two (2) days per year (nonaccumulative) for absences resulting from serious illness within the immediate family. Said family shall be defined as spouse, son, daughter, father, mother, sister, brother, inlaws, grandparents, foster parents, or any household member. Employee taking leave under this section shall notify his/her supervisor of the absence. D) Bereavement Leave Employees shall be granted up to five (5) days of leave per occurrence per year (non-accumulative) for absence caused by a death in the family. Family is defined as addressed hereinabove. Employees shall be granted one (1) day per year per occurrence (non-accumulative) for absence due to the death of an uncle, aunt, or close personal friend. The employee shall notify his/her supervisor when such leave is utilized. I) Personal Leave Employees shall be granted three (3) days of personal leave. Such leave is non-accumulative. In the event the employee does not utilize the allocated personal leave days by the end of the employee work year, the District shall pay the employee ½ of his/her per diem salary for up to three (3) days of unused personal leave. Said payment shall be made prior to August 1. TERS1 employees in the two years Page 6 of 9

7 pervious to retirement are not eligible for cash out. If the TERS1 employee has already been paid for personal leave in the two years previous to retirement, that amount will be deducted from the employee s final paycheck. Any personal leave days taken the day before or the day after a scheduled holiday or vacation shall be with prior approval of his/her supervisor. F) Subpoena Leave Employees shall be granted leave of absence without loss of pay when subpoenaed to testify on behalf of the District in District-related matters. Travel shall be reimbursed at the rate as identified elsewhere in this agreement. Employees who are called to testify as third parties to court action shall be granted two (2) days of leave with pay. Any financial reimbursement to the employee for witness fees shall be deducted from the employee's salary to the extent of the reimbursement. G) Unpaid Leaves Employees may request leaves of absence without pay at any time. Upon recommendation of the Superintendent and approval of the Board of Directors, leaves without pay and benefits may be granted to certificated employees who have completed a full year of satisfactory service in the District. Administrators on leave may choose to pay their total insurance premiums in order to continue their insurance coverage. H) Jury Duty Employees shall be granted leave of absence with pay while serving as a member of a jury. I) Sabbatical Leave Employees will be granted leave in order to provide time for professional improvement beneficial to both the individual and the District. Sabbatical leave will be granted subject to the availability of funds. Employees interested in utilizing sabbatical leave are to refer to the Collective Bargaining Agreement between the White River School District and the White River Education Association for leave requirements and procedures. J) Vacation All full-time (260 days) administrators shall accrue twenty-five (25) days of vacation annually, to be posted monthly and earned in accordance with District policy, exclusive of holidays, beginning with the first (1 st ) day of July of each contract year. Up to forty (40) days of unused vacation may be carried forward from one contract year to another. Vacations may be taken only with supervisor advance approval. The expectation is that vacation days will be taken on non-student attendance days, and normally at least ten (10) days of vacation should be taken in July. However, administrators may discuss other unique vacation needs with their supervisor. Vacation earned in the first work year of employment is not subject to cash-out as stipulated below if the employee separates from service prior to the end of the their first work year. Page 7 of 9

8 Vacation days may be accumulated to a maximum of forty (40) days. Vacation in excess of forty (40) days must be used or forfeited by the end of each work year. Unused vacation time will be compensable upon termination of employment to a maximum of thirty (30) days payable at the per diem rate; provided that such compensation shall be reduced to the extent required to avoid any additional liability by the District to the State Retirement System resulting from the payment of compensation for unused vacation. K) Holidays-- All full-time (260 days) administrators shall receive the following paid holidays which fall within her/his work year: 1. Labor Day 8. New Year's Day 2. Veterans' Day 9. Martin Luther King Day 3. Thanksgiving Day 10. Presidents' Day 4. Day after Thanksgiving Day 11. Friday of Spring Break 5. Day before or after Christmas 12. Memorial Day 6. Christmas Day 13. Independence Day CONFORMITY TO LAW This agreement shall continue in full force and effect until a successor agreement is reached or until any section or subsection shall be deemed contrary to law. In the event it is determined by the parties to this agreement that any part is contrary to law, the parties agree to meet and collectively bargain any portions of the agreement deemed contrary to law. CALENDAR The District shall provide employees formal input into the process of creating the District calendar. OPENERS The Association and the District agree to discuss the following items during the duration of this contract: - Salary and benefit changes as a result of legislative actions. White River School District By: Board President Page 8 of 9

9 Superintendent White River Association of Administrators By: Representative Page 9 of 9

10 Exhibit A to WRAA CBA WRAA Base and RCs STEP MS AP 215 days HS Asst Prin 260 days Elem Prin 260 days MS Prin 260 days HS Prin 260 days Elem AP 209 days 1 $86, $92, $94, $98, $105, $79, $87, $93, $95, $99, $106, $80, $89, $95, $96, $101, $107, $81, $90, $96, $98, $102, $109, $83, $92, $98, $99, $103, $110, $84, $93, $99, $101, $105, $112, $85, $95, $100, $102, $106, $113, $87, $96, $102, $104, $108, $114, $88, % of base 1 $6, $6, $6, $6, $7, $5, $6, $6, $6, $6, $7, $5, $6, $6, $6, $7, $7, $5, $6, $6, $6, $7, $7, $5, $6, $6, $6, $7, $7, $5, $6, $6, $7, $7, $7, $6, $6, $7, $7, $7, $7, $6, $6, $7, $7, $7, $8, $6, Dean of Students paid at certificated SAM, RC, and District-Directed Days pay schedule