South Brown County, USD # MASTER AGREEMENT

Transcription

1 South Brown County, USD # MASTER AGREEMENT Brown County Teacher's Association And USD #430 Board of Education July 1, June 3~, 2018

2 MASTER AGREEMENT Brown County Teacher's Association and U.S.D. #430 South Brown County~ Board of Education TABLE OF CONTENTS Reference Page Number Procedural Agreement Article I Article II Article III Article IV Article V Article VI Article Vlb Article Vic Article VII Article VIiia Article Vlllb Article VIiie Article IX Article X Article XI Article XII Article Xlla Article Xllb Article Xllc Article XIII Article XIV Article XV ArticleXVa Article XVI Article XVII Article XVIII Article XVIlla Article XIX Article XX Article XXI Article XXII Article XXIII Article XXIV ArticleXXV Article XXVI Article XXVII Article XXVIII Signatory Page By Reference Clause... 3 Savings Clause... 3 Duration of Agreement... 3 Length of Contract... 3 Assignment of Teachers to Duty... 3 Medical & Bereavement Leave Parental Leave... 4 Personal Business Leave... 4 Professional Leave... 4 Association Leave-BCTA President....4 Professional Development Council Leave....4 Grievance Procedure Title Funds Information Mileage Allowance Salary Schedule & Reimbursement for College Hours English as a Second Language(ESL) Supplemental Contract & Pay Schedule Evaluation of Certified Personnel Lunch Duty and Extra Duty District Approved Committees Teacher Work Time Fringe Benefits Retirement Early Retirement- Deleted in Vacancy Posting and Notification Work Day Grade School Art Budget-Deleted in Grade School Teacher Planning Staff Reduction & Reemployment Procedures Building Alarms Bus Supervisors BCTA Dues Deductions Leave of Absence Penalty for Late Notification

3 UNIFIED SCHOOL DISTRICT NO. 430, SOUTH BROWN COUNTY PROCEDURAL AGREEMENT BETWEEN SOUTH BROWN COUNTY TEACHERS ASSOCIATION AND THE BOARD OF EDUCATION Article I PURPOSE: The purpose of these procedures is to enable the parties to move in an orderly manner to engage in good faith efforts to reach agreement on the terms and conditions of professional service under the provisions of the Kansas Law on professional negotiations. Article II SELECTION OF TEAM MEMBERS: The Board and the Association each has the right to select its own representatives and to change them at will. Article III GOOD FA/TH: Each party acknowledges its duty under the Kansas Statute to meet, confer, consult, and discuss in a good faith effort to reach agreement with respect to the terms and conditions of professional service :in U.S.D. #430. ArticleW BASIC INFORMATION: In order to avoid the waste resulting from attempts to negotiate when the parties are in disagreement over basic facts, the board agrees to make available to the association on request, such information as may be needed to develop sound proposals. Article V PROPOSALS AND COUNTER-PROPOSALS: Formally prepared proposals, typed and double-spaced, shall be presented one at a time for negotiation. When differences are so great that a counter-proposal is necessary, the counter-proposal shall be typed and double-spaced. Article VI MEETING TIME: both teams. Commencement, adjournment, and place of meeting shall be by mutual consent of Article VII AGREEMENT OF PROPOSED ITEMS: As each item is discussed and when the position on one item is agreed, the item shall be marked T.A. (Tentative Agreement) and dated. Items marked T.A. may be reconsidered at a later date and as the item relates to the total package. When the total package is completed, then a complete packet containing all items shall be drawn up and signed by the spokespersons of the Board and of the BCTA negotiations team. Page 1

4 Article VIII Each party will not reject any proposal without discussion in a good faith effort to resolve any item that can be proven negotiable. The above items as outlined in Articles I through VIII are hereby agreed upon to be used as the formal guide in all professional negotiation meetings. ~-] 1-11 Dated Dated ;JlatlJ~ Teacher's Associatio ~ Dated r/ ~( /21 Dafed 7 Teacher 1 sas'soci'on o-'3f-1j Dated Dated / Page2

5 ARTICLE I -REFERENCE CLAUSE The policy set forth herein shall be included by reference in the contracts of all teachers employed by USO #430. This agreement shall be made a part of the teacher 1 s contract, with the same force and effect though fully set therein; and it shall remain in full force and effect from July 1, 2017 through June 30, This agreement may be altered, changed, added to, deleted from or modified only through the voluntary, mutual consent of the parties in written and signed amendment to this Agreement. The Board and the Association agree to the commitments contained herein and give them full force and effect. ARTICLE II -SAVINGS CLAUSE If any provision of this Agreement or any application of this Agreement to any employee or group of employees is held to be contrary to law, then such provision or application shall not be deemed valid or subsisting, except to the extent permitted by law, but all other provisions or applications shall continue in full force and effect. ARTICLE III -DURATION OF AGREEMENT Upon ratification, this Agreement shall become effective on July 1, 2017, and shall continue in full force and effect until June 30, ARTICLE IV - LENGTH OF CONTRACT The annual contract for the teachers shall be no more than 189 days as determined and scheduled by the USO #430 Board of Education. The daily rate of pay during the school year will be based on the days in that contract given the teachers for that school term. ARTICLE V -ASSIGNMENT OF TEACHERS TO DUTY Assignment of teachers to their actual teaching duties will be done in compliance with the School Laws of Kansas and local Board of Education policies. Assignments will he discussed with each teacher who will be given a different one the following year. The district will notice each affected teacher in writing. Teachers who wish a different assignment should let their principal know well before the schedule is developed for the following year. ARTICLE VI - MEDICAL AND BEREAVEMENT LEA VE Full-time certified employees shall be allowed fifteen (15) working days each year for medical and bereavement leave. Such unused leave may be accumulated to one hundred (100) days. Medical and bereavement leave may be used for personal illness, illness of a family member, medical or dental appointments, and for bereavement. Bereavement leave shall be requested by the staff member from the building administrator and if approved by the building administrator, it shall be allowed. The building administrator shall make a monthly report to the Clerk of the Board. The Clerk shall record on the medical and bereavement record, the days used by each staff member and the Clerk shall report the number of accumulated and unused days and part-days to the certified staff member on or before June 30th of each year. Certified employees that work part-days shall have part-days for medical and bereavement leave which shall accumulate as described above. Full-time certified employees shall not have available for use, medical or bereavement leave in excess of 100 days at any time during the contract term. Page3

6 ARTICLE VI(b) - MEDICAL AND BEREAVEMENT LEA VE Tenured teachers with USD #430 may voluntarily donate 1-15 days a year towards a sick leave pool for the use of teachers in need of such leave due to serious or catastrophic illness. (The sick leave pool may not be used for normal maternity leave.) Only those teachers who have donated to the pool will be eligible to use or withdraw days from the pool. The B.C.T.A. will appoint a teacher from each building to serve as the committee to oversee the sick leave pool. The Clerk of the Board will also serve as a part of this committee. Guidelines for the committee will include: 1. Tenured teachers contributing to the sick leave pool must donate their 1-15 days by September 1 st of each year. 2. Those teachers requesting days from the sick leave pool may do so at any time during the school year up to May 1st, Forms for requested days may be picked up at the Board Office. However, days will not be dispersed prior to June 1 following the request. The sick leave committee will make every effort to consider all requests within ten (10) working days from the said request. 3. The sick leave committee may disperse up to ten (10) days per staff member per year. However, if a request is made for one (1) or more additional days by a staff member who has already received ten ( 10) days, that request will be taken before the whole pool. 4. Requests beyond ten (10) days must be approved by two-thirds of the pool members. 5. The sick leave pool will not be activated for use unless at least thirty (30) days are donated by September 1 st of the current school year and/or carried over from the previous school year. 6. Days not used during one school year will roll over to the next school year. 7. Effective the contract year, a cap of 1225 days will be set for the sick leave pool. Should the pool be reduced to 500 days, donations will be solicited from the qualifying teachers. 8. Tenured teachers are those who have been employed by USD #430 for over 3 years. ARTICLE VI(c)-PARENTALLEAVE Teachers employed with USD #430 will be guaranteed the time they request up to the full twelve weeks as provided by Federal guidelines. The employees' accumulated sick leave will be used as long as it is available to them. ARTICLE VII - PERSONAL LEAVE Full-time certified employees shall be allowed two (2) working days each year for personal use. Personal leave shall be scheduled with the building principal at least 24 hours in advance and not more than two (2) teachers shall be allowed to be absent from one building for personal leave during one working day. Personal leave is intended to be used by the staff member for attention to matters that cannot be taken care of after school hours, on weekends, or during scheduled school holidays. Personal leave will not be allowed immediately following or preceding regularly scheduled school holidays. Should inclement driving weather not permit staff members to travel to return to the district following a scheduled holiday, personal leave may be allowed for the staff member's absence. Employees with five (5) years but less than eleven (11) years of continuous service to the district may accumulate unused personal leave up to three (3) days. Those with eleven (11) years but less than nineteen (19) of continuous service to the district may accumulate up to four (4) days. Those with twenty (20) years of continuous service to the district may accumulate up to five (5) days. All accounting of personal leave shall be made on the sick leave, personal and professional leave record and reported to the staff member for verification by June 30 of each year by the Clerk of the Board. Page4

7 ARTICLE Villa - PROFESSIONAL LEAVE POLICY Any certified staff member may request professional leave tor the purpose of attending clinics, workshops, conferences and other educational activities. The principal shall review the request, consult with the staff member making the request if the information is unclear, approve or not approve the request, sign and submit the same to the Superintendent for review. At the staff member's request any leave not approved by the building principal shall be reviewed in a conference with the building principal, staff member, and the Superintendent. The completed request shall include a brief estimate of registration, meals, and lodging. A teacher who attends a professional meeting or school activity shall be reimbursed allowable expenses within thirty (30) days from the date submitted. ARTICLE VI/lb-ASSOCIATION LEAVE-BCTA PRESIDENT The Brown County Teachers Association will receive two professional leave days per year. These days are to be administered by the Association president and may be used by the president or by other members as delegated by the president. Usage of these days may be split into convenient time units. This leave will cover substitute teachers but will not cover expense money. This does not affect the regular professional leave for classroom teachers. ARTICLE Ville - PROFESSIONAL DEVELOPMENT COUNCIL LEAVE The chairperson and the secretary of the Professional Development Council will each receive three days of in-district leave per year to deal with PDC business. Usage of these days may be split into convenient time units. This leave will cover substitute teachers. This does not affect the regular professional leave for classroom teachers. ARTICLE IX - GRIEVANCE PROCEDURE A. B. PURPOSE: The purpose of this procedure is to provide for the orderly, just, fair, and expeditious adjustment of grievances of individual employees of Unified School District No. 430, South Brown County, Kansas, at the lowest level. DEFINITIONS: A) Grievance shall mean any alleged violation, misinterpretation, misapplication, or deviation of the terms and conditions of an employee's contract of employment. B) "Grievant" means an employee/employees of Unified School District No. 430, South Brown County, Kansas having a grievance. C) Words denoting gender shall include both the masculine and feminine, and words denoting number shall include both singular and plural. D) "Association" means Brown County Teachers Association (BCTA) affiliated with the Kansas-National Education Association (K-NEA) and the National Education Association (NEA). Page5

8 C. PROCEDURES: In general, the adjustment of grievances shall be accomplished as rapidly as possible. To that end, the number of days within which each step is prescribed to be accomplished shall be considered as maximum and every effort shall be made to expedite the process. Under unusual circumstances, the time limit prescribed in this statement may be extended or reduced by mutual consent of the grievant and the person or persons by whom his grievance is being considered. LEVELi: A. INFORMATIONAL CONFERENCE OF THE GRIEVANCE: In the event that a teacher believes there is a basis for a grievance, said teacher shall first discuss the alleged grievance with his building principal either personally or accompanied by the Association Representative within ten (1 O} school days after the occurrence of the event upon which a grievance is based or after the grievant becomes aware of such event. B. FILING OF FORMAL GRIEVANCE WITH THE PRINCIPAL: LEVEL II If, after the informal conference with the building principal, a grievance still exists, the teacher may file a statement of the grievance on the grievance procedure form. This form shall be delivered to the principal within five (5) school days after the informal conference. The principal shall then make a reply in writing to the grievant stating his position on the grievance within five (5} school days after receiving the formal grievance form. If the grievance is not satisfied at Level I, the procedure requires the grievant to proceed to Level II. If the grievance involves more than one building, it may be filed with the Superintendent. (Level II) Any grievance based upon the action of authority higher than the principal shall he initiated directly with the Superintendent of Schools. In the event that the aggrieved person is not satisfied with the disposition of his grievance at Level I, or in the event that no decision is reached within ten (1 O} school days after a written presentation, he may appeal the matter in writing to the Superintendent of Schools. If the grievant appeals the grievance to the Superintendent, the Superintendent shall confer with the grievant in an effort to arrive at a satisfactory solution within ten (10) school days after the appeal has been received by the Superintendent and shall indicate his disposition of the grievance in writing within five (5} days of such meeting and shall furnish a copy thereof to the grievant. If the grievant does not appeal the grievance to the Superintendent within three (3} school days after the formal conference at Level I, the appeal of the grievance shall automatically be waived. Page6

9 LEVELIII LEVEL IV: If the grievance is not adjusted to the satisfaction of the grievant or if no decision is made thereon within ten (10) school days after the grievance was filed with the Superintendent, then the grievant may appeal the grievance to the Board of Education by submitting a written request to the Clerk of the Board within five (5) school days after the Superintendent has rendered a decision or after the expiration of said ten (10) days. The Board of Education shall, within thirty (30) school days after receipt of the written request, meet and confer with the grievant and render a decision to be submitted to the grievant in writing. If the Employee and or the Association is not satisfied with the disposition of the grievance by the Board, or if no disposition has been made within the period provided, the grievance may be submitted to mediation within twenty one (21) school days after the Board's decision was due. The parties shall use the Federal Mediation and Conciliation Service. The mediator shall have no power to alter, add to or subtract from the terms of this agreement. Both parties agree to use the mediation process in resolving the grievance. D. SUPPLEMENTAL CONDITIONS: A) All individuals involved, and all others who might possibly contribute to the acceptable adjustment of a grievance are authorized and urged to testify with the full assurance that no reprisal will follow by reason of such participation. B) Upon the final determination of the grievance, the documents, communications and records relating thereto, excepting a record of the grievance and the final adjustment thereof and excepting records required by law to be kept and maintained, shall be destroyed and shall not be recorded on the employee's/employer's personal file. C) At each step of the procedure for adjusting grievances the grievant shall be entitled to accompaniment by others who might contribute to the acceptable adjustment of the grievance and/or to be represented by legal counsel. D) All grievance hearings shall be confidential. E) All discussions and hearings shall be conducted at mutually agreed upon times. These times shall be other than when school is in session. F) Excluded from the grievance procedure shall be matters for which law mandates another method of review. G) Only the employee/employees affected may file a grievance or appeal from Levels I and II. H) Fees and expenses of the mediator shall be shared equally by both parties. I) The filing of a grievance at all levels beyond the informal conference at Level I shall be in writing and shall be reasonably specific as to the nature of the complaint. The grievance should, to the extent possible, describe the alleged event or act giving rise to the grievance including the time, date, and place of the event or act and the names of any witnesses thereto. Page7

10 GRIEVANCE# BROWN COUNTY UNIFIED SCHOOL DISTRICT NO. 430 Distribution of Form: GRIEVANCE REPORT 1. Principal 2. Association Com.Chair 3. Building Representative 4. Superintendent 5. Teacher Submit to Principal in Duplicate Building Assignment Name of Grievant Employee No. Date Filed A. DATE CAUSE OF GRIEVANCE OCCURRED LEVEL II B. {1) STATEMENT OF GRIEVANCE {must include part of agreement or contract violated). {2) RELIEF SOUGHT: GRIEVANT (Signature) (Date) **** ******* LEVEL III A. POSITION OF GRIEVANT AND/OR ASSOCIATION: Grievance Committee Chair (Signature) {Date) B. Date Received by Superintendent or Designee: C. Disposition of Superintendent or Designee: Superintendent: {Signature) {Date) Page 8

11 GRIEVANCE REPORT PAGE2 D. Position of Grievant and/or Association: Committee Chairman or NEA Representative (Signature) (Date) ******************************************************************************************************** LEVELIV A. Date Submitted to Mediator: B. Disposition of Grievance: (Signature of Mediator) (Date) NOTE: ALL provisions of Article IX of the Agreement will be strictly observed in the settlement of Grievances. If additional space is needed in reporting any Section, attach an additional sheet. Page9

12 ARTICLE X - TITLE FUNDS INFORMATION: Teachers shall be informed about and consulted on the use of federal funds when necessary to expedite procurement of such funds. Teachers shall be informed of the proposed use of federal funds as soon after a program is funded as administratively feasible. ARTICLE XI -MILEAGE ALLOWANCE Teachers who teach in both the Horton and Everest attendance centers will be paid for travel both ways and according to the rate established by the State per mile. ARTICLE XII -SALARY SCHEDULE (SEE ATTACHED COPY) The salary schedule for shall have a base salary of$33,800 with $570 increments for experience and $600 increments for education. The Board shall determine the number of years of prior teaching experience for new teachers. The Board may not allow more than the actual years of experience. The determination shall be made upon the initial hiring of the new teacher. A ''thirteenth" check may be issued upon request for all new employees. The amount to be distributed will be up to $1,000, the amount to be determined by the employee. The amount to be determined will be subtracted from the total salary and the remainder will be paid in twelve equal payments. For the school year, contracts for all certified staff were brought current with their experience and education. Teachers who have been with the district 15 years or more and who have reached Column 9-Step 30, beginning with contract year will receive an automatic $570 step down for experience each year. This movement will not show on the salary schedule, but will be part of the Master Contract. ARTICLE XI/a The U.S.D. #430 Board may freeze contracted salary of tenured staff member(s) who violate board policy or procedure resulting in suspension during the previous year. The staffmember(s) shall retain all other employment rights including salary schedule step and preparation level. The board may freeze their contracted salary for two (2) consecutive years following that year in which the suspension occurred. (Salary schedule experience years are earned during the two years in which the board may freeze the salary and will apply for further service.) A grievance filed under this article will be filed at Level III. ARTICLE XIIb -REIMBURSEMENT FOR COLLEGE HOURS Reimbursement for graduate/k.s.d.e. acceptable recertification college hours shall be made at the rate of $60.00 per semester hour or the actual cost of tuition and fees, whichever shall be less. The following conditions must be met: 1. A college-hour approval form must be filed prior to completion of the hours for the Superintendent's approval/disapproval for reimbursement for the college classes. The college classes must be in the teacher's area, related area, or technology. The college classes should be at a graduate level. The form must state the exact number of hours and the course title(s) or approximate title(s). 2. Official transcripts and/or grade card showing completion of all hours taken between September of one year and August 31st of the next year must be presented before reimbursement can be made. 3. Reimbursements will be made upon receipt ofrequired transcripts and/or grade cards certifying hours and proof of payment of tuition presented ten (10) days prior to pay-period date. 4. Employees new to the district may be reimbursed for hours taken during their first semester of employment with the district and any hours taken thereafter that qualify under the plan as long as they are employed by USD #430. Page 10

13 ARTICLE Xll(c) - English As A Second Language (ESL) The board may require teachers new to the district after the school year to acquire English as a Second Language certification/endorsement. If such a requirement is made, the following conditions will apply for teachers required to acquire ESL certification. In addition, teachers employed during the school year or before, may voluntarily seek ESL certification, and the following conditions will apply. 1. If required, the board will make reasonable effort to arrange and provide the necessary training in USD 430 and pay the cost of tuition and textbooks for such courses. If the board is unable to arrange for the training to be offered within the district, the Board will pay the cost of tuition and textbooks at an amount not to exceed the rate charged by Kansas State University. In the event the teacher does not successfully complete a course in which the board has paid the tuition, the cost of tuition and textbooks for that course will be repaid to the board by the teacher. 2. Any college hours earned through ESL certification will qualify for salary schedule placement and advancement if such placement or advancement is allowed by the salary schedule. 3. Teachers will be allowed at least 8 semesters to complete any required ESL certification. 4. Teachers with ESL certification endorsement participating in a board approved ESL curricular program will receive an annual stipend of$ in addition to all other salary received. 5. Teachers who voluntarily seek ESL certification may do so based on non-payment of cost of tuition and textbooks for such courses. These teachers will receive an annual stipend of $ in addition to all other salary received if they receive the ESL certification from the Kansas Department of Education. Teachers who were approved by USD #430 for an ESL certification endorsement prior to June 1, 2007, and who are participating in a board approved ESL curricular program will receive, upon completion of their ESL certification endorsement, an annual stipend of $ in addition to all other salary received. ARTICLE XIII -SUPPLEMENTAL CONTRACTS Certified staff members shall be issued supplemental contracts for positions as listed below and shall be paid related to the adopted base for each year. Supplemental contracts are not subject to the continuing contract law or to tenure statutes. Supplemental contract pay may be received in 12 equal payments or in a lesser number of monthly payments with the final supplemental contract pay being received when the contract obligations are completed. Supplemental contract pay is subject to all withholding as is payment for regular classroom teaching. The building principal shall determine openings in supplemental duty activity positions and post such vacancies in all buildings as they occur. Applications for positions are available from each building principal. If no suitable certified applicants apply within seven (7) calendar days, the principal may solicit for non-certified, non-school employed candidates. The building principals and superintendent will recommend candidates to the board of education for supplemental contracts. Preparation for and an interest in an activity as well as experience will be important factors when recommending candidates for supplemental contracts. Page 11

14 Salary Schedule #(30) South Brown County U.S.D. # 430 STEP/ COLUMN LABEL BS BS+ 15 BS+ 30 BS+45 MS MS+ 15 MS+30 MS YRS YRS YRS YRS YRS YRS YRS YRS YRS YRS YRS YRS YRS YRS YRS YRS YRS YRS YRS YRS YRS YRS YRS YRS YRS YRS YRS 27YRS 28YRS 29YRS 9 MS The B8+45 column is available to only those USD#430 employees who were on that column as of and to USO #430 employees who were on the B8+30 column prior to Page 12

15 ARTICLE XIII -SUPPLEMENTAL CONTRACTS - CONTINUED Longevity: Certified staff members who have held a supplemental position for at least five years in USD 430 shall have their supplemental salary figured by this formula: B(l +.Oly) "B" is the base supplemental salary and "y" is the number of years served in the position. Service will be counted for both head and assistant in the same activity in all buildings. QPA Committees were discontinued for the school year. PERCENT OF DOLLAR SUPPLEMENTAL ACTIVITY HIGH SCHOOL BASE AMOUNT Football - Head Coach 11 3, Football - Assistant Coach 8 2, Football - Assistant Coach 8 2, Cross Country Coach 8 2, Volleyball - Head Coach 11 3, Volleyball - Assistant Coach 8 2, Basketball - Head Coach (Boy's/Girl's) 11 3, Basketball - Assistant Coach (Boy's/Girl's) 8 2, Track - Head Coach 10 3, Track - Assistant 7 2, Track - Assistant 7 2, Golf - Head Coach 8 2, Golf - Assistant 6 2, Summer Weight Training 8 2, Power Lifting 7 2, Instrumental Music 9 3, Vocal Music 5 1, Cheerleader Sponsor 10 3, Drill Team Sponsor 10 3, Yearbook 3 1, Student Council Sponsor 3 1, F.F.A. 6 2, Page 13

16 PERCENT OF DOLLAR SUPPLEMENTAL ACTIVITY HIGH SCHOOL BASE AMOUNT FCCLA 6 2, SKILLS USA 3 1, Prepare/Direct Fall Play 4 1, Prepare/Direct Spring Play 4 1, Musical Director 5 1, Musical Director - Assistant Forensics 4 1, National Honor Society Scholar's Bowl Coach 6 2, Scholar's Bowl Assistant 3 1, KAYS Business Club 3 1, Junior Class - Head Sponsor 4 1, Junior Class - Assistant 3 1, Junior Class - Assistant 3 1, Senior Class - Head Sponsor 3 1, Senior Class - Assistant Senior Class - Assistant MIDDLE SCHOOL ACTIVITY PERCENT OF DOLLAR SUPPLEMENT AL ACTIVITY MIDDLE SCHOOL BASE AMOUNT Football - Head Coach 8.5 2, Football - Assistant 6 2, Volleyball - Head Coach 8.5 2, Volleyball - Assistant 6 2, Basketball - Head Coach (Boy's/Girl's) 8.5 2, Basketball - Assistant (Boy's/Girl's) 6 2, Track - Head Coach 8 2, Track - Assistant 5.5 1, Track - Assistant 5.5 1, Page 14

17 PERCENT OF SUPPLEMENTAL ACTIVITY MIDDLE SCHOOL BASE Instrumental Music 3 Vocal Music 3 Yearbook 3 Knowledge Bowl 4 Knowledge Bowl Assistant 2 Cheerleading Club Sponsor 8 DOLLAR AMOUNT 1, , , , , HORTON ELEMENTARY ACTIVITY SUPPLEMENT AL ACTIVITY GRADE SCHOOL PERCENT OF BASE DOLLAR AMOUNT Vocal Music 3 1, Building QPA Committee's discontinued for the school year. ARTICLE XIV - EVALUATION OF CERTIFIED PERSONNEL: The purpose of evaluation of certified personnel is to provide structured opportunities objectively to consider and evaluate the effectiveness and the contribution of the employee to the total school program. It is the belief of the Board that these evaluations provide the best opportunity for an employee to learn his strengths and weaknesses and to improve his effectiveness as an employee. This policy should encourage employees constantly to self-evaluate their effectiveness in accordance with the District Objectives and standards as delineated in the evaluation criteria. This policy should give the administrative staff aid in planning programs of in-service training for all teachers and in identifying areas in which teachers need individual assistance and support. It is the Board's intent that this procedure should provide an objective measure concerning re-employment of certified personnel. Page 15

18 PARAGRAPH 1 - PERSONS TO BE EVALUATED All certified teachers will be evaluated in writing by their immediate supervisors. Teachers will be evaluated at least once in their major fields of preparation if they are teaching in that area of emphasis. The Superintendent may, in addition to the principal, perform an evaluation. The employee shall have the opportunity for self-evaluation concurrent with the evaluation performed by the immediate supervisor. PARAGRAPH 2 - TIME SCHEDULE FOR EVALUATION (a) (b) Employees in their first and second continuous years of employment in the district shall have a minimum of two formal evaluations per year; the first prior to the sixtieth day of the fall semester and the second prior to the sixtieth day of the spring semester. Additional evaluation conferences shall be scheduled as needed in order to provide assistance in strengthening and improving employee performance. Employees in their third and fourth continuous years of employment shall have at least one formal evaluation per year prior to February 15. Additional conferences shall be requested by either party in order to provide assistance in strengthening and improving employee performance. ( c) After the fourth year of employment, every employee shall be evaluated at least once every three years. Additional conferences shall be scheduled as needed in order to provide assistance in improving performance. The conferences shall be held prior to February 15. (d) If any below average rating is given on the evaluation form, it shall be the responsibility of the supervisor to inform the employee in writing of the deficiency and of ways to correct said deficiency. After no more than three months have passed, the employee shall be notified in writing of progress toward correcting said deficiency. PARAGRAPH3-CONFERENCES At any time an employee is evaluated said employee shall have a conference, within five (5) school days, discussing the evaluation with the person performing the evaluation. Formal evaluation MUST be signed by the evaluator and by the employee acknowledging that a conference was held and that it has been thoroughly discussed with the employee. The employee shall have two (2) weeks to prepare and present to the evaluator a written statement in reply to the evaluation. This must be signed by the evaluator and employee acknowledging that the supervisor is aware of the content of the reply. This reply shall be attached to the evaluation document and become a part thereof. PARAGRAPH 4 - FILING AND STORAGE OF EVALUATION DOCUMENTS Evaluation documents will be kept no less than three (3) years. Evaluation documents will be kept for as long as the certified employee is in the district. The documents shall be available to persons as allowed by Kansas State Law and any other person specified by the employee in writing. PARAGRAPH 5 - AREAS TO BE EVALUATED The areas or criteria of evaluation will be as established by the board. For further clarification, see the formal evaluation forms used by your building principal. Any time the evaluation forms are changed, teachers of the building will have input regarding those changes. Any substantial changes in evaluation criteria adopted by the Board shall be reported to the association. Page 16

19 PARAGRAPH 6- REVIEW OF EVALUATION TOOL After March 1 8 \ but no later than March 31 st, the Evaluation Committee will meet to address any issues that arise within the evaluation process. An evaluation tool/form will be added if a book has been read for PDC records. ARTICLE XV - LUNCH DUTY AND EXTRA DUTY The building principal shall ask for staff to assist with activities throughout the school year. Those staff members who serve shall be paid at the rate of $18.00 per "event 11 An "event" shall be determined by the building principal. Extra duty pay shall be certified weekly or monthly by the building principal to the Clerk of the Board for payment. The Clerk shall calculate payment for extra duty and reimbursement shall be made as a part of the monthly payroll check. Teachers working lunchroom duty will be paid $8.00 per hour. Teachers covering another teacher's class for the entire day will split a substitutes pay for the day and/or½ day at all buildings. A teacher covering another teacher's class during that teacher's plan period will be paid 1/8 the substitute salary per period or class. Activity pay was modified for the school year. ARTICLE XVa - DISTRICT APPROVED COMMITTEES Any district committees or teams must be approved in advance by the Superintendent. Committee members on approved committees will be paid $125 per committee per year. Committee meetings will be held at least one each quarter. The committee chair will be responsible for turning in an agenda, which shall include the meeting date and time, an attendance sheet and minutes of the subject matters to the Superintendent by May 10 each year. Upon proper documentation by May 10, the payment will be included with the June payroll. Absences from meetings will be deducted from those members' committee/supplemental pay. A committee member shall waive the payment by electing to include the time in the teacher's in-service plan as approved by the PDC committee. ARTICLE XVI - TEACHER WORK TIME (A) Two workdays will be scheduled before the start of the first semester. (B) (C) (D) One full workday will be scheduled at the end of each semester. One-half day work time will be scheduled at the end of the first and third nine weeks. One-half day work time will be held at least one school day before parent-teacher conferences. If work times in C and D are to be held in conjunction with an inservice, the work time will be scheduled in the afternoon. These workdays will be used for general organizational meetings and for individual teacher work time. Inservice training sessions will be placed at other times in the calendar. Page 17

20 ARTICLE XVII - FRINGE BENEFITS (A) The fringe benefit amount for certified staff is $ per month to be used toward health insurance and dental insurance for the KE-7 or KE-10 plan year, and is payable for 12 months. This amount will be applied toward the individual's health insurance premiums, as a defined benefit, on insurance purchased through the Board of Education on a policy approved by the Board and the subscribers of the health care plan. Term life insurance in the amounts of $25,000/50,000 will be provided all employees who work the minimum as stated in Rule 89 of the I.R.S. code. The rule is currently 17 hours per week. American Fidelity will help install a "Cafeteria-Salary Reduction" plan. Salary may be reduced to purchase certain items not to exceed a total for any tax year in the amount of $14, The items available are: (1) Family Group Health Insurance (2) Medical Reimbursement (3) Cancer Insurance (4) Salary Protection (5) Dependent Care ( 6) Dental Insurance If the yearly amount selected in dependent care and medical reimbursement exceeds the actual costs, the difference is payable back to the school district. (B) Employees may purchase tax sheltered annuities as covered by the appropriate tax codes. ARTICLE XVIII-RETIREMENT Certified staff members who have taught in U.S.D. #430 for fifteen (15) years or more and choose to retire under the Kansas Public Employees Retirement System while teaching in this district shall receive a payment of $1, in a lump sum payment with the last warrant in the regular contracted salary. Notification of intent to retire must be given to the Clerk of the Board by December 1st on the year before retirement commences. If notification is given between December 2 nd and April 10th the payment will be $ Staff members who retire may choose to retain coverage under the districts' health insurance plan from the time of retirement until they are covered under Medicare (under provisions of House Bill 2838). If the employee has taught at least 15 years for the district and retires under the Kansas Public Employees Retirement System, the district will continue to pay for single coverage at the same rate as paid for current employees. The district will make these payments until: a) the retiree is covered by Medicare; b) the retiree chooses to elect other coverage, or; c) five (5) years, whichever comes first. ARTICLE XVII/a -DELETED Page 18

21 ARTICLE XIX - VACANCY POSTING AND NOTIFICATION Teaching and supplemental vacancies which occur during the school year to be effective for the next succeeding school year shall be posted in each attendance center. The vacancy shall not be filled until such time as the vacancy has been posted for at least 12 calendar days. Posting will be done with-in the district prior to public notification. The vacancies which occur after the end of the school term and before the beginning of the next school year shall be posted in the Central Office as well as each attendance center and mailed to the B.C.T.A. president and posted on the K.S.D.E. website. The vacancies at the end of the school term will not be held to the 12 day notice to allow an accelerated hire. ARTICLE XX-WORKDAY The length of the teacher workday will be 8 hours (including lunch) as determined and scheduled by the Board. The workday may be extended by the Board for parent/teacher conferences, open house and faculty meetings called by the administration. Faculty meetings shall not begin prior to 7:15 a.m. and shall end not later than 4:30 p.m. ARTICLE XXI - DELETED ARTICLE XXII - GRADE SCHOOL TEACHER PLANNING TIME In order that daily planning time for each classroom teacher may be provided, one instructional aide shall be provided for at least six (6) hours each school day. The instructional aide shall be assigned lunchroom and playground duty and other duties deemed necessary by the elementary building principal who shall have full control over the selection, and assignment of the instructional aide. The elementary classroom teachers shall be assigned to recess and noon-time duty as needed to provide a safe and orderly playtime for the students. All assignments shall be made by the building principal after consultation with the staff. (Ref.: Article XV) ARTICLE XX/II-PROCEDURES FOR REDUCTION & REEMPLOYMENT OF TEACHING STAFF When the board of education determines a reduction-in-force is appropriate, non-tenured teachers in the area of reduction shall be the first to be reduced. FACTORS FOR CONSIDERATION: Whenever possible, reduction of staff shall be accomplished by normal attrition. If further reductions are necessary, those factors to be considered are: Experience or years of service (25 points maximum) 1 point for each year within the system 1/2 point for each year outside the system Certification and areas of endorsements (25 points maximum) 5 points for each teaching area of endorsement Professional Preparation (25 points maximum) 1 /3 point for each hour above a B. S. 10 points additional for a Master's Degree Page 19

22 4. Administrative Rating (25 points maximum) 5 points - attitude toward students and other staff 5 points - past and current evaluation reports 5 points - classroom control and management 5 points - lesson plans and use oflearning materials 5 points - attitude toward total school program A copy of the completed rating scale shall be used to determine the staff member(s) to be retained for employment. The staff member with the highest total points shall be retained. PROCEDURES OF NOTIFICATION: Personnel subject to reduction of staff procedures shall be provided written notification of termination on or before April 15th of the current school year. Such written notification shall be as provided by Kansas Statute regarding Due Process Procedures and the Continuing Contract Law. REEMPLOYMENT: Any teacher who has been terminated as a result of the foregoing procedure shall no longer be considered an employee of the district and shall have no employee rights or benefits. The district shall maintain for a period of two (2) years on a recall list the name or names of any teacher or teachers terminated in accordance with the foregoing procedure. It shall be the responsibility of the terminated teacher to advise the district office of the teacher's current address and any changes in teaching qualifications. If a vacancy occurs within the district during the period while any teacher(s) remain on the recall list, whose present teaching certificate qualifies the teacher(s) for such vacancy, the superintendent shall notify such teacher(s) for such vacancy by mailing notice thereof to the last address which the teacher has furnished to the district office. The teacher(s) so notified and desiring to do so shall submit an application for the position within ten (10) days of the date of said notice is mailed. If only one teacher applies for the vacancy, the position shall be offered to that teacher, assuming that said teacher is properly certified and qualifies physically for the position. If more than one teacher from the recall list applies for the position, the superintendent shall consult with the president of the B.C.T.A. seeking advice concerning the selection from the applications received. The teacher applying, but not selected for the position, shall retain recall rights during the remainder of the teacher's original recall period. If any teacher named on the list waives recall rights in writing, or fails to accept a recall to a position for which the teacher has been selected, or fails to report to duty in the accepted position, the name of such teacher shall be removed from the recall list and such teacher shall have no further reemployment rights. Any teacher who is recalled under the foregoing provisions shall regain all employment benefits to which he/she was entitled at the time of termination. However, no benefits may be accrued during the period of unemployment and the teacher shall be subject to all changes in employment conditions which have been made in the interim. ARTICLE XXIV - BUILDING ALARMS If for any reason, building alarms need to be set before 5:00 p.m. teachers will receive at least 24 hours' notice. The building's custodians will post a weekly "building closing time" schedule in a conspicuous place. Page 20

23 ARTICLE XXV-BUS SUPERVISORS Payment is based on percentage of base as are supplemental contract. When qualified persons are available to relieve teachers of bus duty (and/or lunch duty) the money currently paid staff for these duties will be used to pay the employees. %OF DOLLAR SUPPLEMENTAL ACTIVITY Morning Bus Supervisor Morning Bus Supervisor Morning Bus Supervisor Evening Bus Supervisor SCHOOL Middle School High School (for EMS) Elementary School Elementary School BASE 4% 4% 6% 4% AMOUNT $1, $1, $2, $1, ARTICLE XXVI - BCTA DUES DEDUCTIONS Teachers will submit an authorization form permitting the board to withhold BCT A dues from their paychecks. Each month the total amount withheld will be paid to the BCTA treasurer. ARTICLE XXVII - LEAVE OF ABSENCE A. Qualifications The applicant must have been employed in the school district for at least seven (7) consecutive years. Absence from service for a period of not more than one (1) year under a leave of absence without pay shall not be deemed a break in continuity of service. The applicant must not have been granted a leave of absence from the district during the seven (7) consecutive years of service immediately preceding the current application. R. Application Letters of application shall be filed with the office of the Superintendent by March 10 for leave beginning the following September. For leave beginning the second (2nd) semester applications shall be filed by November 1. Applicants requesting leave of absence commencing in September shall be notified by June 1 as to approval or denial of their applications. Applicants requesting leave commencing the second (2nd) semester shall be notified by December 15th as to approval or denial of their application. C. Compensation A leave of absence may be for one (1) semester or one (1) academic year. Upon return from such leave the employee shall be placed at the position on the salary schedule where he would have left off. Teachers on leave of absence shall be entitled to participate in any and all benefits that may be provided other contracted teachers, but shall pay for such benefits themselves. A leave of absence is an unpaid, unsalaried leave. A teacher returning from a leave of absence shall return to a position for which the teacher is qualified. Page21

24 ARTICLE XXVIII -PENALTY FOR LATE NOTIFICATION Personnel that ask to be released from their contracts, only for the purpose of accepting other employment, after the 4 th Friday of May of any given year the following liquidated damages shall be assessed: After the 4 th Friday of May to June 30-3% of the base salary July 1 to July 31-6% of the base salary August 1 and after - 10% of the base salary The check for the damages must accompany the resignation! Page 22

25 SIGNATURE PAGE We the undersigned were members of the negotiating teams during the negotiations. On behalf of the Brown County Teachers Association and the South Brown County U.S.D. #430 Board of Education, our signatures certify ratification of this agreement. Spokesperson - Asso President -A~) Date of Ratification for the B.C. T.A. Date of Ratification for USO #430 Page 23