Junction City Education Association
The Junction City Education Association is committed to representing the professionals of USD 475. JCEA works to enhance teaching and learning, secure members' rights, and promote a partnership of community and educators.
FOR
SCHOOL YEAR 2011-2012
BETWEEN
THE
AND
THE BOARD OF EDUCATION
USD #475
July 2011
Article II General Provisions 3, 4
Article III Professional Day 4, 5, 6
Article IV Grievance Procedure 7, 8, 9
Article V Leaves 9
Annual General Leave 9
Personal Business Leave 10
Supplemental Leave 10
Change in Status 11
Accumulation of Leave & Reimbursement 11
Early Retirement 11, 12
Study Leave 12
Article VI Association Rights 13
THIS AGREEMENT made and entered into as of the twenty eighth day of May, 2010, by and between the BOARD OF EDUCATION, Geary County Unified Schools, District No. 475 (hereinafter referred to as the “BOARD”) and the JUNCTION CITY EDUCATION ASSOCIATION (a professional employees’ organization, as defined in KSA 72-5413). This agreement is made for the one (1) year period, July 1, 2011, through June 30, 2012.
A. Association: The Junction City Education Association (JCEA) affiliated with Kansas National
Education Association (K-NEA) and the National Education Association (NEA).
B. Board: The Board of Education of Unified School District No. 475, Geary County,
C. District: Geary County Unified School District No. 475.
D. Employer: The Board of Education.
E. Teacher: All personnel employed by the Board in a position which requires a license or certificate issued by the State Board of Education (other than administrative employees) including all full and part-time classroom teachers, special education teachers, counselors, school psychologists, librarians, speech and language pathologists, and specially designated positions as Instructional Coordinators, Special Education Coordinator, and Title I Curriculum Specialist, Staff Development Cadre, Parents as Teachers, Coordinator of Student Affairs and Athletic/Activities Coordinator. The term “teacher” shall also include nurses and social workers, but does not include substitute teachers. The president of the Association will be notified of any additions to this list.
F. Day: Except when otherwise indicated, days shall mean contractual days not calendar days.
1. Duty days shall be defined as all contractual days.
2. One official workday shall be established each contract year. Workday shall be defined as a duty day
when teachers set priorities for what needs to be accomplished. On the workday no meetings will be held. The previous sentence shall not be interpreted in such a way as to prevent teachers from voluntarily consulting with each other.
G. Employee: The term’s “employee” and “teacher” may be used interchangeably but shall mean the same.
A. Amendment of Agreement: This agreement may be altered, changed, added to, deleted from, or modified only through the voluntary, mutual consent of the parties in a written signed and ratified amendment to this agreement. In addition, between formal negotiation sessions, this agreement may be altered, changed, added to, deleted from or modified at any time by written agreement approved by the Superintendent and the Representative Council of the Association.
B. Maintenance of Standards: The provisions of this agreement shall be adhered to during the period covered by the Agreement.
C. Savings Clause: In the event that any clause or provision of this agreement should be inconsistent with or be superseded by any statutory provision or regulation imposed by the Federal Government, the State of Kansas, or any appropriate agency thereof, such clause or provision shall be null and void. The parties shall reopen negotiations as soon as practical to replace any provision found contrary to law. Subject to the foregoing, this agreement shall be binding upon the parties and in full force and effect, after ratification by the negotiating unit and the Board as provided by law.
D. Successor Agreement: This agreement is made for a period of one year. Proposals for changes for the year 2012-13 must be submitted on or before February 1, 2012 for the next school year; proposals for amendments, additions, or deletions with respect to such items are submitted on or before February 1, 2012.
a. Teachers must be on duty at least 15 minutes prior to student contact time.
b. One day a week a meeting time can be designated before or after school, and the teacher’s attendance can be required.
c. All daily duty assignments are met.
At the elementary level, a building vote shall be held in the spring prior to sending parent handbooks to the BOE for approval with the majority vote deciding when students will enter the classroom prior to the official start time. On the last student attendance day of each week with the exception of the last day of school, the duty day shall end at the same time as student classroom instruction except in the case of an emergency provided the teacher’s area is secured and the buses have departed. On the last teacher duty day of the school year, teachers may leave at 2:00 p.m. provided they have completed checkout requirements.
If teachers are required to be on duty beyond this 45 minute period, they shall be compensated at the rate of $12.00 per hour with fractions of hours to be prorated to the nearest one-fourth hour. The compensation for all teachers eligible for such compensation in a given meeting will begin 45 minutes after the earliest normal student departure time among the teachers required to be present.
Elementary music and physical education teachers who are required to be present for performances under their direction and outside the duty day will be compensated at the rate of $17.50 per hour. Teachers from any level who are required to attend staffings outside the duty day will be compensated at the rate of $17.50 per hour. Teachers shall have at least 24 hours notice of days on which they will be required to be on duty beyond the normal teacher departure time as established in paragraph B. On days preceding holidays and vacations, the duty day shall end at the same time as student classroom instruction, except in the case of an
emergency provided the teacher’s area is secured and the buses have departed. The preceding sentence shall not apply to the last day of school.
Upon approval of the Board, building faculties, by a majority vote, may set the dates and times of teacher conferences and parent orientation sessions beyond the duty day to facilitate participation by parents. Compensation for such time may be accomplished by releasing the faculty for an equal amount of time on a specific date as part of the calendar approved by the Board.
The date of parent-teacher conferences and orientation sessions, and where applicable the date of release times, will be established in the spring of the prior year or no later than the first ten days of the current school year. The times established for second semester parent-teacher conferences may be adjusted within the first ten (10) days of the second semester by majority vote of the faculty. The Board may, however, at any time, change the manner and time of holding parent-teacher conferences, but only as to future conferences for which it has not previously given its approval. Upon the written request of either party, a joint committee of teachers and administrators shall be appointed by the Superintendent to revise guidelines for the implementation of conference scheduling and parent orientation.
E. Additional Work Within the Duty Day-Building:
In emergency conditions and only when the principal is unable to find a suitable substitute, teachers (at all three levels) covering two classes simultaneously will be compensated at the rate of $17.50 per hour for the time the students are combined.
Class within a Class (CWC) teachers or Co-teachers will be compensated at the student contact contract rate when the principal requires them to leave their regular assignment to substitute.
Licensed staff with no designated plan time will be compensated at the student contact contract rate when substituting for the first class covered. This time when substituting will be their designated plan time for that day. Any additional time that day will be a change of assignment and no additional compensation will be awarded.
F. Work Beyond the Duty Day-District: Compensation for attendance at professional development/meetings will begin as soon as the program begins.
G. Lunch Period Duties: The Board agrees to provide at least thirty (30) minutes of consecutive time, generally coincident with but not necessarily equal to the student lunch period including recess time, free of assigned duties each day for instructional teachers, except for deviation in case of emergency as determined by the building principal. This time shall not be used for meetings or parent conferences without the consent of the teacher. Similarly, non-instructional teachers will be provided at least thirty (30) minutes of consecutive time, free of assigned duties, the time to be scheduled by the building principal or appropriate administrator.
H. PLANNING TIME
Principals may designate time and focus for collaborative planning within the guidelines of the agreement. Teachers may agree to participate in collaborative planning whenever time is available beyond that. Collaborative planning is defined as when teachers consult with one another or plan together for student progress, for improved delivery of instruction, or develop curriculum related to their teaching assignment.
1. Elementary teachers shall be provided within the student contact day no less than 300 minutes of planning time during each week in which there are five (5) student contact days. Principals may designate time and focus for up to 45 minutes of collaborative plan time for up to twelve (12) of the weeks in which there are five (5) student contact days. Elementary planning time will also be scheduled using four (4) 6.25 hour planning release days and (1) one 3 hour planning release day. During these planning release days no meetings will be held, except that teachers or administrators may require attendance at meetings during planning time or anytime during the duty day for the purpose of collaboration with the consent of 2/3 or more of the teachers affected losing their planning time in the designated group. The previous sentence shall not be interpreted in such way as to prevent teachers from consulting with each other.
2. Early Childhood teachers shall be provided no less than 200 minutes of planning time based on a week in which there are four (4) student contact days.
3. Middle school teachers shall have five class periods per week for planning time and five class period periods per week for collaborative planning time. Upon completion of team work the teacher may use the remainder of the time for individual plan. High School teachers will have no less than one class period per day for planning with the following exceptions: Middle School and High School teachers may use up to two (2) professional development days for late start days at the building level. Four late start days will substitute for each such professional development day. On those late start days, students will report to school 90 minutes later than the regular starting time. Middle School and High School classes will be in regular session on the day(s) when the rest of the district is having professional development and middle school and high school staffs will observe the normal professional day. The professional development date’s affected and specific dates for late start will be identified collaboratively by the school improvement teams at the high school and two middle schools with the approval of the high school and middle school principals. Those dates will be established no later than two weeks before the end of the prior school year.
4. An equal number of designated duty days for staff development (or the equivalent as described in this contract) will be scheduled at the elementary, middle and high school level.
5. At the High School, on any given day, but no more than 10 per year, the principal may designate a portion of the existing plan time for teachers to be used for school improvement activities, provided that no teacher will be required to lose more than one half the regular allotted planning time. This schedule change may be implemented on short notice for activities that are critical or essential to school improvement.
6. In the event that an elementary or secondary teacher agrees to use a portion of his or her planning time to teach the class of another teacher, and make up planning time is not provided within five working days, the teacher will be paid at the rate of $17.50 per hour, measured to the nearest quarter hour; provided, the teachers involved, with the approval of the principal, may make other arrangements which do not involve payments or expense on the part of the district or reduction of teacher leave or compensation on the part of the teacher.
7. At all levels, planning time is a part of the professional day and applies to itinerant staff also. Teachers are encouraged to plan collaboratively during designated plan time. School Improvement Team Chairs, Team Leaders and Department Chairs may require attendance at meetings during planning time or anytime during the duty day for the purpose of collaboration with consent of 2/3 or more of the teachers in the designated group. Except in case of emergency or within the provisions described in the paragraph above, no mandatory meetings will be called by principals during teacher planning time.
I. During the professional day, teachers are expected to be at their assigned place of duty. If it is necessary to be away from the place of duty, teachers must inform their supervisor so that the teacher may be contacted in case of an emergency.
J. Each year the date of a full designated August teacher workday will be determined by the building leadership team.
K. One professional development day will be a flexible professional development day. District guidelines will be followed in developing the plan for the flexible professional development day. Plans will be sent to the PDC by September 1 of each year. Hours are to be completed and submitted for PDC validation by the May PDC deadline.
A. Definitions:
1. A grievance means an alleged violation of a specific article or section of this agreement.
2. A grievant shall mean a person or persons who have alleged a grievance under this agreement. The grievant may choose to be accompanied by not more than five persons, unless a larger number of persons is agreeable to both parties, who may speak on behalf of the grievant if requested to do so, at any step of the following procedure.
3. Internal Arbitration Panel shall be comprised of seven (7) voting member employees and one (1) ex officio Board of Education member appointed by the Board President. Three (3) members shall be selected by the Superintendent with Board of Education President approval. Four (4) members shall be selected by the Association President with the approval by the Board of Director’s Executive Committee. The Board President and the Association President will jointly agree on a panel member to serve as chairperson.
1. The purpose of the process is to settle quickly any alleged violations of the agreement. Therefore, the days listed above are considered the maximum time allowed. Time limits may be extended by mutual agreement.
2. If the school year ends prior to the settling of the grievance, then the days shall be those days when the district office is open for business.
3. Failure of the administrator/supervisor to present a written decision within the time allotted at Level One will advance the grievance to the next level.
4. Grievances may be filed at the level appropriate for the requested remedy, but only with prior approval of the Superintendent or his or her designee. If an issue has already been discussed by all involved, with the Superintendent’s permission, the procedure may begin with Level Three.
5. No reprisals of any kind will be taken by any person or entity against any participants in the grievance procedure by reason of such participation. The burden of establishing reprisals shall be on the person alleging that such has occurred.
6. The employee may be represented in all stages of the grievance procedure by himself or herself or, by a person of his or her own choosing. If an employee is not represented by the Association, the Association shall have the right to be present and to state its view at all stages of the grievance procedure.
C. Procedure:
Any teacher may present a grievance. Decisions must be made consistent with the terms of this agreement.
1. Level One
a. All teacher grievances of any kind will be discussed initially with the immediately involved administrator or supervisor. If such discussion does not satisfactorily resolve the matter and the teacher feels that he or she has a grievance under the terms of this agreement as above provided and desires to formally present such grievance for consideration, he or she may do so.
a. Within twenty (20) days of the time an alleged incident constituting a grievance occurs, or the time when a teacher first becomes aware of the claimed grievance (or reasonably should have been aware of the claimed grievance) the grievant may present his or her grievance in writing on the grievance report form signed by the grievant and delivered in person to the immediately involved administrator or supervisor. If not filed with building administrator, the building administration must be notified. A copy thereof shall also be delivered by the teacher to the Superintendent. Grievance report forms have been jointly developed by the Board and the Association and copies are available from the Association representative at each building.
b. The “statement of grievance” shall name the grievant involved, shall state the facts giving rise to the grievance, shall identify by appropriate reference the provisions of this agreement alleged to have been violated, shall state the contention of the employee with respect to the provisions, and shall include a description of the remedy sought.
c. Within ten (10) days after receiving the statement of grievance, the administrator or supervisor shall communicate his or her answer in writing to the grievant, with a copy to the Superintendent.
d. The grievant shall also provide a copy to the JCEA President.
a. If the grievance is not resolved at Level Two within eight (8) days, the grievant may submit to the Superintendent the original grievance form signed by the grievant, and a request for continuing the grievance procedure. No changes or modifications of the original grievance report form will be permitted.
b. The Superintendent or his or her designated representative shall give an answer in writing no later than ten (10) days after receipt of the written grievance.
a. Within ten (10) days after the delivery of the decision of the Superintendent to the grievant, an appeal of such decision may be made to the Internal Arbitration Panel. The appeal shall be made by submitting, in writing, the grievance report form submitted at Level One, and Two and the request for appeal form to the Superintendent to transmit to the Board of Education President and the Association President.
b. Within ten (10) days after receipt of the appeal request, the Internal Arbitration Panel will hold a closed hearing on the grievance.
c. Within ten (10) days after the hearing, the Internal Arbitration Panel shall render its advisory decision. A decision of the Internal Arbitration Panel requires approval by at least five (5)-voting members of the Panel. The Panel will render its report in writing to the grievant, the administrator/supervisor, the Association President and the Superintendent, giving reasons for the decision.
a. Within ten (10) days of the Internal Arbitration Panel report, the grievant may request a hearing with the Board of Education.
b. If the appeal is received by the Superintendent on behalf of the Board of Education at least ten (10) days prior to its next regularly scheduled meeting, the Board of Education shall hear the appeal at its next regularly scheduled meeting. If filed less than ten (10) days prior to the next regularly scheduled meeting, the Board of Education will hear the appeal at its subsequent regularly scheduled meeting, unless the president shall call a prior special meeting of the Board for this purpose. An appeal hearing before the Board of Education will be in executive session between the individual teacher or teachers and the Board of Education. The Board of Education shall consider the teacher’s complaint, the written decision of the principal or immediate supervisor and the Superintendent and any relevant evidence or oral arguments that either party desires to present, as well as the advisory decision of the Internal Arbitration Panel. The parties will then be excused, including the Superintendent when the Board considers the matter, unless all of the parties are recalled to elicit additional information. The grievant, however, may not present any allegation or complaint that was not presented in the preceding steps. Neither party shall withhold information, which is pertinent to the grievance. Proposed motions for Board action shall not be submitted to the Board by the administration unless they are submitted in the alternative.
c. Within ten (10) days after the hearing, the Board shall communicate its decision in writing to the grievant, giving the reasons for the decision.
d. The decision of the Board shall be final.
A. Annual General Leave
1. Teachers in 1st through 6th year are granted general leave in the amount of ten (10) days per year by the district. Teachers in their 7th year and beyond are granted eleven (11) days per year by the district. A teacher serving his/her first year in the district and who resigns prior to the close of the year shall be granted this leave equal to one (1) day for each 19.2 days worked not to exceed ten (10) total leave days. Any absence charged to this leave in excess of that permitted thereunder shall be deducted from the final salary payment to be received by the teacher.
A teacher resigning effective prior to the close of the contract year shall not be entitled to payment for unused general leave. Except in the case of personal illness or illness of an immediate family member, general leave may not be used by any teacher for days following the last day the teacher is actually present for work in the district assignment. Unused general leave is not intended to be used as a severance benefit for the employee whose resignation is accepted before the end of the contract year.
2. General leave benefits may be used for personal illness or injury of the employee. This leave shall also apply in cases related to maternity and adoption. It is also available in the case of illness, injury or death of the employee’s immediate family. (Immediate family means husband, wife, parents, stepparents, children, grandparents, grandparents of spouse, grandchildren, brother, sister, parent-in-law, brother-in-law, or sister-in-law; other more remote relatives may be included if approved in advance by the Superintendent). An employee may also use general leave to attend funerals of either family or friends. Reasonable notice for general leave shall be given to the principal or immediate supervisor prior to taking the leave in every case where it is possible to do so.
3. A teacher who is absent and using this leave may be required to submit documentation verifying the reason for the absence in the event of suspected abuse.
4. Teachers who are injured on the job as a result of an incident involving student safety and are absent from work shall receive additional paid leave as follows:
(a) if the absence is nine (9) days or less, the teacher shall
receive additional paid leave for each day of absence,
since no workman’s compensation would be payable.
(b) if the absence is for ten (10) but less than fifteen (15) days,
the teacher shall receive up to five (5) additional days of
paid leave since workman’s compensation would not pay
for five (5) days.
(c) if the absence is for fifteen (15) days or more, the teacher
shall not receive any additional days of paid leave since
workman’s compensation would pay for all days.
(d) if, in addition the teacher has unused annual or useable
accumulated leave and desires to use such leave, the teacher
may collect both workmen’s compensation and such leave
with the corresponding reduction in available leave days.
B. Professional Leave
1. Teachers working on an advanced degree will be granted one (1) total professional day which
may be used for either oral / written comprehensive exams, or to attend their graduation.
2. Teachers may use up to three days of professional leave to finalize paperwork for National Board Certification or for renewal of National Board Certification.
C. Personal Business Leave:
1. Within the limits described below, teachers may use annual general leave days for personal business, which of necessity falls within the school day, without deduction from pay. Permission for personal business leave must be obtained from the principal or immediate supervisor prior to taking the leave. However, the reason for the leave request need not be given. In the event that it is not possible to obtain a substitute teacher, or if the requested leave date is in conflict with the building or a district event which requires teacher attendance, the building principal and the teacher shall arrange to reschedule the leave. Disagreement between the principal and the teacher may be appealed to the Superintendent. Use of personal business leave is discouraged during the first ten (10) teacher contract days, the last five (5) teacher contract days and days immediately before and after periods of non-student attendance.
2. If substitutes are available at the time administrative approval is granted, teachers may schedule two secured personal business days, which may not be cancelled except under unforeseeable emergency conditions.
3. Teachers receiving notice to serve on jury duty or who are required to appear in court as a result of subpoena must promptly notify their principal or immediate supervisor and shall be granted additional personal leave without a deduction in pay for such time as they are actually required to serve or appear in court.
D. Supplemental Leave:
1. In the event a teacher has exhausted the available annual general leave days, the supplemental annual leave shall be available with no deduction in pay and may be used for any of the reasons listed in paragraph A.2. Teachers in 1st through 6th years in the district receive four (4) supplemental days. Teachers in the 7th through 14 years in the district receive (3) supplemental days. Other supplemental annual leave days do not accumulate, are useable as credit toward early retirement benefits, nor are they reimbursable under the provisions of E. of this Article. Teachers with 15 years or more in the district may use one supplemental day as credit towards early retirement at the end of the year.
2. The supplemental days may be used for personal business leave only with approval of the principal and the superintendent.
3. A catastrophic leave bank of a cost not to exceed $19,000 will be administered by the catastrophic leave bank committee as outlined in the Catastrophic Leave Bank guidelines.
E. Change in Status:
1. Accumulated days of leave earned while a full time teacher shall entitle the teacher to a proportionately increased number of partial days of leave upon a change in status to a part-time teacher. Similarly, accumulated part-time days of leave earned while a part-time teacher shall only entitle the teacher to a proportionately reduced number of full days of leave upon a change in status to a full-time teacher.
F. Accumulation of Leave and Reimbursement:
1. Upon completion of the contract year, each teacher may submit a written request for payment for up to four (4) days of unused general leave at the rate of $50 per day. Except for part-time employees, payment will not be made for fractional days. The Board shall honor such requests not to exceed a total expenditure of $30,000. In the event that the total of all requests for payment exceed $30,000, the district will divide $30,000 by the total number of days requested and if that quotient is greater than or equal to $45 it shall become the daily rate of reimbursement. If the resulting quotient is less than $45, then payment for up to three (3) days will be honored and any additional days for which payment was requested will instead be credited, up to the allowable limits, to accumulated leave. If needed, successive applications of this process shall occur. Teachers resigning from the district are not eligible to participate in the option to sell back unused leave.
2. Any unused general leave days in excess of those for which payment has been received will be credited to the teacher’s useable accumulated leave up to a maximum of fifty (50) days. Additional unused accumulated leave days beyond the maximum of fifty (50) days but not to exceed one hundred eighty (180) days, shall apply toward early retirement benefits as described in Section G. of this Article, or if useable accumulated leave has been exhausted, these days may be used to replenish useable accumulated leave up to a maximum of 10 annually. Written notification to the Superintendent is required.
3. Useable accumulated leave without a deduction in pay is available only for personal illness, death of a member of the immediate family, or illness of a member of the immediate family when a statement from a licensed/certified health care provider indicates the circumstances require the teacher’s presence. Except for personal business leave, useable accumulated leave may be used for any of the other purposes described in A.2. above, but such use will result in a deduction in the teacher’s pay equal to the cost of the substitute. Use of personal business leave in excess of available annual general leave or unless as approved in Section C. will not be granted and any such absences will result in a deduction in the teacher’s pay equal to the full salary for the period of absence.
G. Early Retirement Benefits:
1. General leave may accumulate to a maximum of one hundred eighty (180) days only for the purpose of calculating the early retirement annual benefit. Accumulation in excess of fifty (50) days is not available as paid leave, except on a limited basis as described in F.2 of this article, but is used to determine a teacher’s eligibility for early retirement and to calculate the annual benefit.
2. To qualify for early retirement benefits from the district, all of the following conditions must be met:
a) A minimum of 15 years continuous full-time district employment.
b) At least 60 days of accumulated leave (total of both useable and unusable)
c) A completed application for early retirement has been received by the
Superintendent by May 10th
d) Eligibility ends with the teachers 65th birthday
e) No payment under this program shall be made prior to retirement under
the provisions of the
3. Early retirement benefits shall be payable for a maximum of five (5) years and shall terminate upon the death of the early retiree or on the teachers 65th birthday (whichever occurs first). The annual benefit shall be calculated as follows:
a) If the total accumulated leave days are in the range 61-100,
then the Board will continue to contribute the amount
currently paid to certified/licensed employees per month toward
the health insurance premium for employees who chose
to remain in the districts’ health insurance group plus
$25 per day for each day of leave above 60.
b) For each additional day of total accumulated leave in the
range for 101-150 the retiring employee’s annual benefit
will increase to $50.
c) For each additional day of total accumulated leave in
the range from 151-180, the retiring employee’s annual
benefit will increase to $75.
4. Requests for a wavier of any of the qualifications of early retirement benefits, including accumulated sick leave, will be considered by the Review Committee. The Review Committee will consist of three members: one (1) administrator appointed by the Superintendent and two (2) teachers who are JCEA members. The Review Committee will forward its recommendation(s) to the Superintendent who has the final discretion to waive requirements for Early Retirement Benefits. Committee members shall maintain confidentiality regarding any discussion of requests. .
H. Study Leave:
1. A teacher may, upon written application, be granted a leave of absence without pay or fringe benefits for pursuing studies related to professional growth and improvement.
2. Such leave of absence may be granted at the will of the Board upon the recommendation of the Superintendent.
3. A teacher may participate in the school group health insurance plan for one (1) year at their own expense while on study leave.
4. When the employee returns from the leave of absence he/she shall retain the following re-employment rights held by him/her before such leave was granted.
a. The salary increment to which he/she
was entitled when he/she left his/her
position plus the amount his/her
additional hours and other qualifications
would justify on the salary schedule at
the time of his/her return.
b. Unused leave days and other leave benefits
as held by said teacher at the start of the leave.
5. Re-employment during the school year shall be at the sole discretion of the Board and re-employment for the beginning of a new school year shall be dependent upon an opening on the staff for which the employee is qualified. The above provisions shall be applicable only where the teacher returns to the district directly upon completion of the studies for which the leave of absence was taken and without having accepted any intervening employment from another school district or otherwise.
The following privileges will be granted to the Association by the Board of Education.
A. Dues Deduction: The Board will provide dues deduction from the payroll for Association membership where authorized by the member. (Deductions shall be for ten equal amounts beginning in September). After an employee initially authorizes a payroll deduction of his/her dues, such authorization shall remain in effect until such time as the Clerk of the Board is notified in writing by the Association to discontinue the deduction, which notification shall state that the employee has advised the Association of the change being made. The authorization to withhold dues shall contain the agreement of the employee to indemnify and hold the district harmless from all loss, cost or expense as a result of any such withholding. The Association similarly agrees to indemnify and hold the District harmless.
B. Access to Buildings and Equipment: School buildings and equipment may be used by the Association when not being used for school purposes and when teachers are not assigned to perform school duties. Permission and schedule for usage of buildings and equipment will be obtained from the principal.
C. Communications: The Association may use the school mailboxes and district e-mail for communication to teachers. Bulletin boards in the teacher’s lounges may be used by the Association.
D. Association Leave: The Board shall provide up to thirty-five (35) days to be used by officers or agents of the Association for activities of the Association.
E. Exclusive Rights: The rights granted to the Association shall not be granted or extended to any other
organization competing for exclusive bargaining agent status for the teacher or bargaining unit.
A. Fringe Benefit Plan: The Board shall provide for fringe benefits through a flexible benefit plan under and in compliance with the provisions of Section 125 of the Internal Revenue Code, related statutory provisions and applicable regulations. Any administrative costs for individual offerings within the Section 125 plan will be the responsibility of the employee choosing that option. For each teacher electing to participate in the group health insurance plan the Board will also provide a contribution of $322.75 toward the single option coverage, OR a contribution of $423.75 per insurance contract toward a family option coverage, OR a contribution of $695.50 per family insurance contract when two teachers covered by one health insurance contract are eligible for a contribution. Under no condition will the Board’s contribution toward a single or family option exceed the cost of the premium for the lowest option for that respective coverage.
B. Salary Reduction & Elective Option: The Board shall provide each teacher with the opportunity to execute a salary reduction agreement. Contributions under the salary reduction agreement shall be designated by the teacher for the purchase of a benefit or benefits from the following approved plans:
· Group Term Life Insurance up to $50,000
· Group Health Insurance
· Disability Income Insurance
· Cancer and Other Dread Diseases Insurance
· Dependent Care
· Medical Reimbursement
· Such other lawful components or options as
may be approved by the Board from time to time.
C. SALARY REDUCTION & BENEFIT ELECTION FORM
Teachers wishing to participate in the Section 125 cafeteria plan shall complete a “salary reduction agreement and benefit election form” approved by the Board of Education and submit it to the required office on or before the date at the commencement of each school year designated by the Superintendent. The salary reduction agreement and benefit election forms shall be provided by the Board but it shall be solely the teachers’ responsibility to complete the form and submit it to the office designated by the Superintendent on or before the prescribed date. Each teacher agrees to hold the District harmless from any failure on his or her part to submit the necessary form in a timely fashion. Once made, a salary reduction agreement and benefit election shall be irrevocable (except as specifically permitted by the Internal Revenue Code and regulations) for that particular contract year.
D. Administration: It is agreed that the teacher shall comply with all applicable directives of the Internal Revenue Service or other federal or state regulations, as amended, in administering and maintaining the Section 125 cafeteria plan. The Board reserves the right to draft and implement all necessary documentation in regard to the Section 125 cafeteria plan in compliance with applicable rules and regulations of federal and state law and further reserves the right to modify or terminate the plan if it is found to be unlawful under any applicable law or regulation, or to modify or terminate this plan subsequent to the expiration of this agreement as and to the extent permitted by the Internal Revenue Code or the Plan.
E. Withholding: The Board may withhold such amounts of a teacher’s compensation hereunder as may be necessary in the opinion of the Board to comply with state and federal laws including social security and retirement.
F. Selection of Carriers: The selection of the carrier or carriers for each of the offered benefits shall be made by the Board.
G. Part Time Teachers: Part time teachers shall be permitted to participate in the Section 125 cafeteria plan.
|
NEW |
BS |
BS+10 |
BS+20 |
BS+30 |
MS |
MS+15 |
MS+30 |
PhD/ED |
|
A |
|
|
|
^47,183 |
^^50,583 |
~53,083 |
54,583 |
|
|
|
|
|
##43,983 |
44,183 |
46,243 |
47,793 |
49,083 |
|
|
C |
|
|
|
42,183 |
43,383 |
45,368 |
46,683 |
48,183 |
|
D |
|
|
41,183 |
41,483 |
42,683 |
44,518 |
45,783 |
47,283 |
|
E |
|
|
40,483 |
40,883 |
42,083 |
43,618 |
44,883 |
46,383 |
|
F |
|
39,373 |
39,783 |
40,283 |
41,483 |
42,843 |
44,083 |
45,583 |
|
|
38,743 |
39,193 |
39,683 |
40,883 |
42,243 |
43,483 |
44,983 |
|
|
36,983 |
38,118 |
38,793 |
39,283 |
40,443 |
41,643 |
42,883 |
44,643 |
|
|
36,583 |
37,668 |
38,393 |
38,983 |
40,043 |
41,043 |
42,483 |
43,983 |
|
|
36,333 |
37,418 |
38,093 |
38,733 |
39,743 |
40,733 |
42,333 |
43,733 |
|
|
K |
36,143 |
37,168 |
37,793 |
38,533 |
39,533 |
40,533 |
42,033 |
43,533 |
|
L |
36,043 |
36,918 |
37,608 |
38,408 |
39,408 |
40,408 |
41,908 |
43,408 |
|
35,943 |
36,718 |
37,483 |
38,283 |
39,283 |
40,283 |
41,783 |
43,283 |
|
|
N |
35,843 |
36,558 |
37,358 |
38,158 |
39,158 |
40,158 |
41,658 |
43,158 |
|
O |
35,658 |
36,458 |
37,258 |
38,058 |
39,058 |
40,058 |
41,558 |
43,058 |
The following enhancements apply to the 2009-2010, 2010-2011, and 2011-2012 school years only
##$60 will be added to the BS +30 Step B for any teacher on Step B on the 08-09 salary schedule
^ $235 will be added to the MS Step A for any teacher on Step A on the 08-09 salary schedule
^^ $160 will be added to the MS +15 Step A for any teacher on Step A on the 08-09 salary schedule
~ $210 will be added to the MS + 30 Step A for any teacher on Step A on the 08-09 salary schedule
An additional $1,250 will be added to staff members who were on MS +30 Step 19 or higher on the 2007-2008 salary schedule.
B. Placement and Movement on the Salary Schedule
1. The Superintendent with the approval of the Board will determine initial placement.
2. For the Bachelor’s plus classifications, additional hours of 10, 20, or 30, may be earned in any field, either graduate or undergraduate, but must be earned after date of eligibility for a teaching certificate. The hours for nurses may be earned in any field, either graduate or undergraduate, that applies towards re-licensure, as a nurse, or towards their employment in the school environment. However, any credits for nurses must be approved by the Superintendent.
3. For the MS +15 hour’s classification, credit must be earned after the date of the Master’s Degree and must be specifically approved by the Superintendent.
4. For the MS+ 30 or Doctorate (PhD/EdD) classification, credits must be earned after the date of the highest earned degree and must be specifically approved by the Superintendent.
5. Salary adjustments will be made in September of each year, that is, the salary bracket the teacher is in will be determined by the official transcripts of college and/or state approved professional development hours in the Personnel Office on September 1 of each year. Advancement vertically will be one tier per year as maximum; provided, however, if through failure to furnish the necessary information by September 1 of any year a teacher is precluded from advancement for that year, the teacher may advance a maximum of two tiers the following year if so entitled.
6. To be eligible for the experience increment, all teachers must present six additional hours of credit during each five-year period. The five-year period begins with the date of employment. Credits must be approved by the Superintendent.
7. Travel credit will be accepted if travel is sponsored by a college or university and credit given by that institution.
8. Any teacher who has reached the age of sixty years and who does not require additional college credits to renew a teaching certificate shall be eligible for vertical advancements on the salary schedule without the requirement of taking additional college credits.
9. Subject to the provisions of paragraph one above, as a general rule teachers newly employed in Geary County Unified Schools will be placed on the salary schedule up to and including the fifteenth year, based on out-of-district service for the fifteen school years preceding the year of employment.
10. Credits for movement on the salary schedule shall include both college and state approved professional development hours earned while employed by Geary County Unified Schools. Only those professional development activities completed no later than July 31 and for which validations/evaluation forms are received in the office the Assistant Superintendent for Curriculum and Instruction at the
11. The Board grants a gratuity to those who have been professionally employed twenty years in Geary County Unified Schools. The gratuity will be $1,000 for twenty years of service in USD 475 and will be increased proportionately per year up to $2,000 for thirty years of service in Geary County Unified Schools. The gratuity will be paid one time – upon retirement of the employee from employment in USD 475.
20 years…..$1,000 24 years….. $1,400 28 years….. $1,800
21 years…..$1,100 25 years….. $1,500 29 years….. $1,900
22 years…..$1,200 26 years….. $1,600 30 years….. $2,000
23 years…..$1,300 27 years….. $1,700
C. SUPPLEMENTAL SALARY SCHEDULE FOR 2010-2011
1. ACADEMICS (AC)
|
|
|
|
|
|
|
|
|
|
|
Supplemental Pay Schedule for 2010-2011 |
|
|
|
|
|
|||
|
Academics (AC) |
|
|
|
SE=High School |
||||
|
|
|
|
|
|
|
MS=Middle School |
||
|
AC |
SE |
Drama Coach |
$1,595 |
|
x |
+ |
x Eligible for longevity pay |
|
|
AC |
SE |
Musical Director |
$1,345 |
|
x |
+ |
# Lump sum payment |
|
|
AC |
SE |
Musical Production Staff |
$1,095 |
* |
x |
# |
+ 12 month payment |
|
|
Musical Accompanist Musical Assistant Music Director/Vocal Musical Choreographer Musical Costumer Musical Stage Director Musical Orchestra Conductor |
|
|||||||
|
|
||||||||
|
|
||||||||
|
|
||||||||
|
|
||||||||
|
AC |
SE |
Newspaper Sponsor |
$1,445 |
* |
x |
+ |
|
|
|
AC |
SE |
Stagecraft Coach |
$1,195 |
* |
x |
+ |
|
|
|
AC |
SE |
Yearbook Sponsor |
$1,945 |
|
x |
+ |
|
|
2. ACTIVITIES (AT)
|
|
|
|
|
|
|
|
|
|
|
Supplemental Pay Schedule for 2010-2011 |
|
|
|
EL=Elementary School |
||||
|
Activities (AT) |
|
|
|
MS=Middle School |
||||
|
|
|
|
|
|
|
SE=High School |
||
|
AT |
SE |
Band Instructor (Lead) |
$3,345 |
|
x |
+ |
x Eligible for longevity pay |
|
|
AT |
MS |
Band Instructors (Middle School) (Lead) |
$2,245 |
|
x |
+ |
# Lump sum payment |
|
|
AT |
SE |
Cheerleading (Head) |
$2,960 |
|
x |
+ |
+ 12 month payment |
|
|
AT |
SE |
Cheerleader (Asst.) |
$1,778 |
* |
x |
# |
|
|
|
AT |
SE |
Dance Team |
$2,295 |
|
x |
# |
|
|
|
AT |
SE |
Debate (Head) |
$2,920 |
|
x |
+ |
|
|
|
AT |
SE |
Debate (Asst.) |
$1,695 |
* |
x |
# |
|
|
|
AT |
SE |
Flag Leader |
$745 |
* |
x |
# |
|
|
|
AT |
SE |
Forensics |
$2,870 |
|
x |
# |
|
|
|
AT |
SE |
Forensics (Asst.) |
$1,645 |
* |
x |
# |
|
|
|
AT |
SE |
Kay/Kayette |
$1,395 |
|
x |
# |
|
|
|
AT |
SE |
Kay Sponsor (Asst.) |
$795 |
* |
x |
# |
|
|
|
AT |
MS |
Kay Sponsor (Middle School) |
$820 |
* |
x |
# |
|
|
|
AT |
SE |
Orchestra |
$2,500 |
|
x |
+ |
|
|
|
AT |
MS |
Orchestra |
$2,500 |
|
x |
+ |
|
|
|
AT |
SE |
Scholar's Bowl |
$1,640 |
|
x |
# |
|
|
|
AT |
SE |
Scholar's Bowl (Asst.) |
$815 |
* |
x |
# |
|
|
|
AT |
SE |
Student Council Sponsor |
$1,570 |
|
x |
# |
|
|
|
AT |
MS |
Student Senate (Middle School) |
$645 |
* |
x |
# |
|
|
|
AT |
EL |
Student Council (Elementary) |
$495 |
* |
|
# |
|
|
|
AT |
SE |
Vocal Music Instructor |
$3,345 |
|
x |
+ |
|
|
|
AT |
SE |
Music Director (Asst.) |
$2,995 |
|
x |
+ |
||
|
AT |
MS |
**Vocal Music Instructors (Middle School) |
$2,045 |
|
x |
+ |
|
|
**Payment of a stipend for the middle school vocal music teacher(s) will cease when the currently employed teacher(s) vacate the contract. Middle School vocal music teachers hired after May 2010 will be paid the currently contracted hourly rate stated in the negotiated agreement.
3. ATHLETICS (A)
|
|
|
|
|
|
|
|
|
|||
|
Supplemental Pay Schedule for 2010-2011 |
|
|
|
|
|
|||||
|
Athletics (A) |
|
|
|
SE=High School |
||||||
|
|
|
|
|
|
|
MS=Middle School |
||||
|
|
|
|
|
|
|
* Eligible to share |
||||
|
A |
SE |
Baseball (Head) |
$3,345 |
|
x |
+ |
x Eligible for longevity pay |
|||
|
A |
SE |
Baseball (Asst.) |
$2,070 |
* |
x |
# |
# Lump sum payment |
|||
|
A |
SE |
Basketball Boy (Head) |
$ | |||||||