COLLECTIVE BARGAINING AGREEMENT

between

DEER PARK SCHOOL DISTRICT NO. 414

and the

DEER PARK EDUCATION ASSOCIATION

September 1, 2015 through August 31, 2018

Table of Contents

PREAMBLE .............................................................................................................................................................................. 1

ARTICLE I - ADMINISTRATION AND GENERAL .......................................................................................................... 2 SECTION 1 – RECOGNITION .................................................................................................................................................................... 2 SECTION 2 – SEVERABILITY ................................................................................................................................................................... 3 SECTION 3 – DISTRIBUTION OF BARGAINING AGREEMENT ............................................................................................................. 4 SECTION 4 – STATUS OF AGREEMENT .................................................................................................................................................. 4 SECTION 5 – COMMUNICATIONS ........................................................................................................................................................... 4

District/Association Meetings ............................................................................................................................................................. 4 SECTION 6 – MANAGEMENT RIGHTS .................................................................................................................................................... 5 SECTION 7 – WORK STOPPAGE OR LOCKOUT ..................................................................................................................................... 5 SECTION 8 – REPRESENTATION FEE .................................................................................................................................................... 6

ARTICLE II - BUSINESS........................................................................................................................................................ 7 SECTION 1 – DEDUCTION OF DUES ....................................................................................................................................................... 7 SECTION 2 – USE OF DISTRICT FACILITIES .......................................................................................................................................... 7 SECTION 3 – ASSOCIATION MEETINGS ................................................................................................................................................. 8 SECTION 4 – PREPARATION PERIODS FOR ASSOCIATION BUSINESS ............................................................................................... 8 SECTION 5 – SITE-BASED MANAGEMENT ........................................................................................................................................... 8

ARTICLE III – EMPLOYEE RIGHTS .................................................................................................................................. 9 SECTION 1 – DISCIPLINARY ACTION FOR JUST CAUSE ....................................................................................................................... 9 SECTION 2 – PERSONNEL FILES ............................................................................................................................................................ 9 SECTION 3 – ACADEMIC FREEDOM ..................................................................................................................................................... 10 SECTION 4 – NONDISCRIMINATION .................................................................................................................................................... 11 SECTION 5 – HARASSMENT .................................................................................................................................................................. 11 SECTION 6 – EMPLOYEE FACILITIES ................................................................................................................................................... 11 SECTION 7 – CLASSROOM VISITATION ............................................................................................................................................... 12 SECTION 8 – STAFF PROTECTION ....................................................................................................................................................... 12

ARTICLE IV – WORKING CONDITIONS ........................................................................................................................ 13 SECTION 1 – HIRING PRACTICES ......................................................................................................................................................... 13 SECTION 2 – INDIVIDUAL CONTRACTS ............................................................................................................................................... 13 SECTION 3 – CONTRACT RESIGNATION.............................................................................................................................................. 13 SECTION 4 – WORKDAY AND PREPARATION PERIOD...................................................................................................................... 13 SECTION 5 – EMPLOYEE WORK YEAR ................................................................................................................................................ 14 SECTION 6 – DISTRICT CALENDAR ADOPTION PROCESS ................................................................................................................ 16

ARTICLE V - PERSONNEL ................................................................................................................................................. 17 SECTION 1 – SENIORITY LIST............................................................................................................................................................... 17 SECTION 2 – LAYOFF AND RECALL PROCEDURES ............................................................................................................................ 17 SECTION 3 – CERTIFICATED STAFF EVALUATION (TEACHERS AND OTHER NONADMINISTRATIVE PERSONNEL) ............... 20

Section 3.1 – Appeals.............................................................................................................................................................................. 27 SECTION 4 – REASSIGNMENTS, VACANCIES, AND INVOLUNTARY TRANSFERS ............................................................................ 27 SECTION 5 – JOB SHARING ................................................................................................................................................................... 30 SECTION 6 – COMMON PLANNING TIME ............................................................................................................................................ 31 SECTION 7 – USE OF PERSONAL VEHICLES ....................................................................................................................................... 31

ARTICLE VI - LEAVES......................................................................................................................................................... 33 SECTION 1 – SICK LEAVE ...................................................................................................................................................................... 33

Section 1.1 – Sick Leave Allowance ................................................................................................................................................. 33

Section 1.2 – Sick Leave Charges ...................................................................................................................................................... 33 Section 1.3 – Sick Leave Notification............................................................................................................................................. 33 Section 1.4 – Sick Leave: Leave of Absence ................................................................................................................................. 33 Section 1.5 – Job Related Injury ........................................................................................................................................................ 33 Section 1.6 – Sick Leave Incentive .................................................................................................................................................... 34 Section 1.7 – Sick Leave Sharing ...................................................................................................................................................... 34

SECTION 2 – MATERNITY, PATERNITY, FOSTER OR ADOPTION LEAVE ....................................................................................... 34 SECTION 3 – BEREAVEMENT LEAVE ................................................................................................................................................... 34 SECTION 4 – JURY DUTY LEAVE .......................................................................................................................................................... 35 SECTION 5 – EMERGENCY LEAVE ........................................................................................................................................................ 35 SECTION 6 – MILITARY LEAVE ............................................................................................................................................................ 35 SECTION 7 – PERSONAL LEAVE ........................................................................................................................................................... 36 SECTION 8 – DOMESTIC VIOLENCE LEAVE ........................................................................................................................................ 36 SECTION 9 – ASSOCIATION LEAVE ...................................................................................................................................................... 36 SECTION 10 – STATEWIDE IMPACT ON EDUCATION LEAVE ........................................................................................................... 36 SECTION 11 – NATIONAL BOARD CERTIFICATION LEAVE .............................................................................................................. 37 SECTION 12 – FAITH OR CONSCIENCE LEAVE ................................................................................................................................... 37 SECTION 13 – OTHER LEAVES OF ABSENCE ..................................................................................................................................... 37

ARTICLE VII - INSTRUCTION .......................................................................................................................................... 38 SECTION 1 – SUBSTITUTES ................................................................................................................................................................... 38 SECTION 2 – PARAEDUCATOR SUPERVISION ..................................................................................................................................... 38 SECTION 3 – NONTEACHING DUTIES .................................................................................................................................................. 38 SECTION 4 – STUDENT TEACHERS ...................................................................................................................................................... 38 SECTION 5 – STUDENT DISCIPLINE..................................................................................................................................................... 39 SECTION 6 – CLASS SIZE ....................................................................................................................................................................... 41

Section 6.1 – General Education ....................................................................................................................................................... 41 Section 6.2 – Special Education (2006) ......................................................................................................................................... 42 Section 6.3 – Class Size: P.E., Music and Classes Providing Preparation Time for Elementary Teachers ..... 44 Section 6.4 – Class Size: Overload ................................................................................................................................................... 45 Section 6.5 – Mainstreamed and At-Risk Students .................................................................................................................. 45

SECTION 7 – CURRICULUM DEVELOPMENT ....................................................................................................................................... 46 SECTION 8 – SCHOOL IMPROVEMENT PLANNING (SIP) ................................................................................................................. 46 SECTION 9 – EQUIPMENT, MATERIALS, AND SUPPLIES .................................................................................................................. 46 SECTION 10 – ADMINISTRATOR DESIGNEES ..................................................................................................................................... 46

ARTICLE VIII - FISCAL ....................................................................................................................................................... 47 SECTION 1 – SALARY PLACEMENT PROVISIONS ............................................................................................................................... 47 SECTION 2 – CLOCK HOUR CREDIT ..................................................................................................................................................... 47 SECTION 3 – METHOD OF SALARY PAYMENT ................................................................................................................................... 47 SECTION 4 – DETERMINATION OF FTE FOR PART-TIME TEACHERS ............................................................................................ 48 SECTION 5 – INSURANCE BENEFITS.................................................................................................................................................... 48 SECTION 6 – ATTENDANCE AT PROFESSIONAL MEETINGS AND CONFERENCES ......................................................................... 49

ARTICLE XI - GRIEVANCE PROCEDURE ...................................................................................................................... 50 SECTION 1 – PURPOSE .......................................................................................................................................................................... 50 SECTION 2 – DEFINITIONS ................................................................................................................................................................... 50 SECTION 3 – TIME LIMITS FOR INITIATION OF PROCESS ................................................................................................................ 50 SECTION 4 – CONTENTS OF GRIEVANCE FILING ............................................................................................................................... 50 SECTION 5 – GRIEVANCE PROCESS ..................................................................................................................................................... 51 SECTION 6 – CLASS GRIEVANCES ........................................................................................................................................................ 53 SECTION 7 – DISTRICT GRIEVANCES .................................................................................................................................................. 53 SECTION 8 – INDIVIDUAL RIGHTS ....................................................................................................................................................... 53

SECTION 9 – GRIEVANCE FORM .......................................................................................................................................................... 53 SECTION 10 – ADMINISTRATIVE CHANNELS .................................................................................................................................... 53

ARTICLE X - TERM OF AGREEMENT ............................................................................................................................. 55

APPENDIX A – 2015-2016 LEAP SCHEDULE/SAM .................................................................................................. 56 LONGEVITY BONUS ................................................................................................................................................................................ 57

APPENDIX A-1 - SALARY PROVISIONS ........................................................................................................................ 58

APPENDIX A-2 - SUPPLEMENTAL PAY ........................................................................................................................ 59 SECTION 1 ............................................................................................................................................................................................... 59 SECTION 2 – SCHOOL IMPROVEMENT PLAN (SIP) ......................................................................................................................... 59 SECTION 3 ............................................................................................................................................................................................... 60 SECTION 4 - RETIREMENT .................................................................................................................................................................... 60 SECTION 5 – VEBA ............................................................................................................................................................................... 60

APPENDIX A-3 - PROFESSIONAL FUND ....................................................................................................................... 61

APPENDIX B - EXTRA-CURRICULAR ............................................................................................................................ 62

APPENDIX B-1 - EXTRA-CURRICULAR SALARY SCHEDULE ................................................................................. 63

APPENDIX C - PERFORMANCE EVALUATION REPORT FOR CLASSROOM TEACHERS (RCW 28A.405.100) .................................................................................................................................................................................................. 64

APPENDIX C-1 - PERFORMANCE EVALUATION REPORT FOR SUPPORT PERSONNEL ............................... 66

APPENDIX C-2 - SHORT FORM PERFORMANCE EVALUATION REPORT .......................................................... 68

APPENDIX C-3 - APPLICATION FOR PROFESSIONAL GROWTH CYCLE ............................................................ 69

APPENDIX C-4 - PROFESSIONAL GROWTH FOR EXCELLENCE PLANNING FORM......................................... 70

APPENDIX C-5 - SUBSTITUTE TEACHER APPRAISAL ............................................................................................ 71

APPENDIX D - GRIEVANCE REPORT FORM ............................................................................................................... 72

APPENDIX E - ENROLLMENT FORM ............................................................................................................................. 74

APPENDIX F - CONTRACT MODIFICATIONS FOR RESTRUCTURING ................................................................. 75

APPENDIX G – SUPPLEMENTAL PAY ........................................................................................................................... 77

APPENDIX H – COMPENSATION AND LEAVE CHART ............................................................................................. 78

APPENDIX I – PROFESSIONAL FUND REIMBURSEMENT ...................................................................................... 79

APPENDIX J – ASSIGNMENT INPUT FORM ................................................................................................................. 80

APPENDIX K – OPTIONAL DAY VERIFICATION FORM ........................................................................................... 81

APPENDIX L – MEMORANDA OF AGREEMENT ......................................................................................................... 82

INDEX ..................................................................................................................................................................................... 83

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PREAMBLE 1 2 This Collective Bargaining Agreement (hereinafter referred to as "Agreement") is made and 3 entered into between Deer Park School District No. 414 (hereinafter referred to as the "District") 4 and the Deer Park Education Association (hereinafter referred to as the "Association"), also 5 referred to as “the parties”. 6 7 The District and the Association agree that the provision of efficient and effective educational 8 services is a primary purpose of this Agreement, as well as the establishment of rates of pay and 9 working conditions for employees of the District. This Agreement has been reached through the 10 process of collective bargaining pursuant to RCW 41.59 with the objective of serving the 11 aforementioned purposes and with the further objective of fostering good labor-management 12 relations between the District and its employees. Therefore, this Agreement and the procedures 13 which it establishes for the resolution of differences are intended in all respects to be in the public 14 interest. 15 16 This bargain was arrived at through a collaborative process and it is the intention of both 17 bargaining teams that we will strive to make decisions collaboratively within the District. (2009) 18

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ARTICLE I - ADMINISTRATION AND GENERAL 1 2 Section 1 – Recognition 3 4 The District recognizes the Association as the exclusive bargaining representative for all regular, 5 contracted, certificated employees except for the following exclusions: 6 7 A. Superintendent 8 9 B. Principals and assistant principals 10 11 C. Any employee who has a preponderance of supervisory duties and functions pursuant to 12

RCW 41.59.020 and who works half time or more per week, which duties and functions 13 are separate from a classroom teaching assignment. 14

15 D. Substitute personnel who have not substituted twenty (20) consecutive days in the same 16

position in the school year or thirty (30) casual days in any twelve month period. 17 18 E. Definitions 19 20 1. Short-term substitutes are all those who are not identified in E2 and E3 below. They 21

are not members of the bargaining unit. 22 23 2. Long-term substitutes are defined as those who work more than twenty (20) consecutive 24

days in the same assignment within one (1) school year or thirty (30) casual days in a 25 twelve month period and who continue to be available for employment as substitutes. 26 Long-term substitutes have no rights under this agreement except as expressly 27 provided. (2015) 28

29 Long-term substitutes in the consecutive day category shall be paid monthly a per diem 30

effective with the 21st day in the same assignment according to their placement on the 31 salary schedule. Mistakes in payment will be corrected as promptly as possible, giving 32 due regard to avoiding creating an employee hardship. Long-term substitutes who work 33 more than 20 consecutive days in the same assignment but are not on a leave 34 replacement contract as described in (3) below will be given one day off without pay 35 for every 20 days worked without constituting a break in service. Long-term substitutes 36 in this category will have access to Article IV, Section 4 of this agreement. 37

38 Long-term substitutes in the category of thirty casual days will be paid the established 39 substitute salary. 40

41 With approval of the superintendent or designee, a long-term substitute may be granted 42 additional leave without pay without it constituting a break in service. 43

44 3. Long-term substitutes who replace an employee on Board approved leave of absence 45

for 90 days or more (either preplanned or comes to pass) shall be offered replacement 46

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contracts which are contingent upon the terms granted to the employee on leave of 1 absence. 2

3 The following provisions of this contract apply to long-term substitutes on a 4

replacement contract: 5 6 Salary and retirement shall be retroactive to the first day of employment. 7 8 Insurance benefits under Article VIII, Section 5 will be prorated based on percentage 9

of full-time equivalent. 10 11 Leave provisions under Article VI become effective upon execution of the contract. All 12

leaves will be prorated. One day of sick leave per month of continuous employment 13 shall be earned, and shall only be used during the period of continuous employment in 14 which it was earned. 15

16 Evaluations will be conducted by the site administrator using Appendix C forms and 17

procedures and criteria set forth in Article V, Section 3 except that none of the probation 18 provisions shall apply. Dates of implementation of evaluation procedure will be 19 modified, if necessary, contingent upon date of issuing of replacement contract to the 20 substitute. 21

22 Article III, except for Section 1 “Disciplinary Action for Just Couse” 23 24 Article IV, except for Section 5, “Employee Work Year”. Long-term Subs on a 25 replacement contract will be compensated for participation in PLC and Learning 26 Improvement Days if within the duration of their assignment. 27 28

Representation Fee under Article I, Section 8 shall apply. 29 30 The term “teacher” when used hereinafter in the Agreement shall refer to all regular, contracted, 31 certificated employees represented by the Association in the bargaining unit as above defined. 32 33 Section 2 – Severability 34 35 This Agreement shall be governed and construed according to the Constitution and Laws of the 36 state of Washington and the United States of America. If any provisions of this Agreement, or 37 any application of this Agreement to any teacher or groups of teachers or District covered hereby 38 shall be found contrary to law by the Public Employees Relations Commission or a tribunal of 39 competent jurisdiction, such provision or application shall have effect only to the extent permitted 40 by law, and all other provisions or application of the Agreement shall continue in full force and 41 effect. 42 If articles or provisions of this contract are found to be in conflict with (1) the State Attorney 43 General’s opinion or (2) written notice of audit exception, the parties to this Agreement shall have 44 the right to seek legal definition of the conflict in a court of law, or renegotiate such article or 45 provision. (2012) 46

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1 Section 3 – Distribution of Bargaining Agreement 2 3 Following ratification by the Association and the Board, the District or Association will type and 4 have printed in a mutually agreeable format, copies of this Agreement. The primary format will 5 be an electronic version, with printed copies available by request. The cost of printing shall be 6 borne equally by the District and the Association. (2009) 7 8 It shall be the obligation of the Association to distribute a copy of the Agreement to each new and 9 current employee represented by the bargaining unit. 10 11 A copy of the Agreement will be available upon request for review to any applicant for a 12 bargaining unit position. 13 14 Section 4 – Status of Agreement 15 16 This Agreement shall become effective upon ratification by the Association and the Board. The 17 Agreement shall be executed by the duly authorized signatures immediately following ratification 18 by both parties. 19 20 This Agreement may be amended or modified only by the mutual consent in writing of both 21 parties. 22 23 This Agreement shall also supersede District procedures and regulations which are contrary or 24 inconsistent with its terms. 25 26 If ratification does not occur by August 31, the current agreement will remain in effect until a new 27 agreement is ratified. (2006) 28 29 The Board and the Association acknowledge that this Agreement is a result of collective 30 bargaining. Therefore, the Board, for the life of this Agreement, voluntarily and unqualifiedly 31 waives the right to adopt policies pertaining to wages, hours, and terms and conditions of 32 employment as negatively impacts the bargaining agreement. 33 34 Section 5 – Communications 35 36 District/Association Meetings 37 38 The District and the Association will conduct communications meetings for the purpose of 39 sharing information relative to the administration of the Agreement and to share ideas on other 40 areas of common interest affecting the educational programs of the school district. 41 42 The following format will be followed for site/Associations communications meeting: 43

x Building representatives will hold a communications meeting once per month. The date 44 and time of the meeting will be mutually agreed upon by the representative and the site 45

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administrator. Each site may determine the make-up of their communications committee. 1 The building representative and the site administrator are required members. 2

x Building representatives will solicit discussion items for an agenda. This agenda will be 3 sent to the members and the administrator in advance of the meeting. Last minute items 4 will be accepted but a reasonable attempt shall be made to share items will all parties in 5 advance. All members are welcome to come to the meetings. 6

x Minutes of the meeting will be taken by the building representative and sent to all members 7 of the site, the site administrator, the association president and the superintendent. 8

x If an issue cannot be resolved at the building level, but can be solved with the help of the 9 superintendent, this step will be taken before the issue is brought before the District 10 communications committee. 11

x Should no agenda items be brought forward, an email will still be sent noting that there 12 were no items to discuss. (2012) 13

District communications meetings may be conducted regularly during the school year on a set 14 schedule to be determined jointly in September if agenda items are submitted, but will be 15 scheduled at the request of either party. Notes will be kept and distributed to all Association and 16 Administrative members one week after meeting. (2006) 17 18 The Association Site Representative will serve on the district-wide committee. 19 20 Other members of the committee shall be: 21 22 A. Superintendent or designee 23 B. DPEA president or designee 24 C. Site administrator or designee 25 D. The person voicing the concern when appropriate. 26 27 Up to three (3) observers for each party may be in attendance if one (1) day's notice of their 28 attendance is given to the other party. Neither the District nor site meetings are intended to replace 29 and shall not preclude the use of the Grievance Procedure. 30 31 Section 6 – Management Rights 32 33 The District shall have the exclusive right to manage the affairs of the District provided that the 34 wages, hours, terms, and conditions of employment stipulated by the statutes of the state of 35 Washington, statutes of the United States, and the provisions stipulated within this Agreement are 36 adhered to. 37 38 Section 7 – Work Stoppage or Lockout 39 40 The parties agree that during the term of this Agreement, there shall be no strike or other economic 41 action by the employees or the Association and there shall be no lockout or other economic action 42 by the District except that both parties mutually agree to reopen this Agreement for negotiations 43 and both parties reserve full rights of economic action including strike or lockout at the expiration 44 of this Agreement. 45

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1 In the event of any violation(s) of the type(s) described above, the District/Association, through 2 its officers and representatives, agree they shall promptly exert every possible effort and take all 3 possible action to expediently cause the people involved to immediately discontinue their 4 violation(s) by: 5 6 A. Delivering to the District/Association a copy of the District/Association's written notice 7

that has been posted in appropriate locations and presented and delivered to all people 8 involved, stating that they are violating this Agreement and that they should immediately 9 and without exception, cease such violation(s). 10

11 B. Taking such other actions as the District/Association deems reasonable and appropriate to 12

cause the people involved in such violations to comply with the terms of this Agreement. 13 14 Section 8 – Representation Fee 15 16 Association Dues - The Association which is the legally recognized exclusive bargaining 17 representative of the employees as described in the "Recognition" clause of this Collective 18 Bargaining Agreement shall have the right to have deducted from the salary of members of the 19 Association (upon receipt of a written authorization form) an amount equal to the fees and dues 20 required for membership in the Association. 21 22 The dues deduction form and authorization shall remain in effect year to year, unless withdrawn 23 in writing by the employee. Dues deduction forms must be delivered to the business office within 24 thirty (30) days from the start of school, or within thirty (30) days of an individual's beginning 25 date of employment. 26 27 Representation Fees - No member of the bargaining unit will be required to join the Association; 28 however, those employees who are not Association members but are members of the bargaining 29 unit, will be required to pay a representation fee to the Association. The amount of the 30 representation fee will be determined by the Association, and transmitted to the business office in 31 writing. The representation fee shall be an amount less than the regular dues for the Association 32 membership in that nonmembers shall be neither required nor allowed to make a political 33 deduction. The representation fee shall be regarded as fair compensation and reimbursement to 34 the Association for fulfilling its legal obligation to represent all members of the bargaining unit. 35 36 In the event that the representation fee is regarded by an employee as a violation of his/her right 37 to non-association, such bona fide objections will be resolved according to the provisions of RCW 38 41.59.100, or the Public Employment Relations Commission. 39 40 The Association will hold the District harmless for any action at law involving the District because 41 of the operation of this section. 42

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ARTICLE II - BUSINESS 1 2 Section 1 – Deduction of Dues 3 4 Upon receipt of a written Dues Deduction Authorization and assignment from a bargaining unit 5 employee, the District shall make the appropriate payroll deduction as certified by the president 6 of the Association and shall transmit the monthly dues to the designated officer of the Association. 7 Any change in the rate of membership dues shall require at least thirty (30) days written notice to 8 the Superintendent's office. 9 10 The Dues Deduction Authorization shall be on a form as shown in Appendix E. 11 12 It is understood and agreed that this dues deduction system is for the collection of dues only. 13 Employees who wish to revoke this Dues Deduction Authorization may do so upon written notice 14 to the Association president with a copy to the Superintendent. The revocation may be made any 15 time between August 1 and September 30 and shall be applicable to the ensuing school year. 16 17 Section 2 – Use of District Facilities 18 19 The Association and its representatives shall be granted the privilege of using District sites for 20 meetings at such times that will not interfere with the normal operation of the business of the 21 District and which will entail no additional cost for building maintenance or custodial care. 22 23 Duly authorized representatives of the Association and their respective affiliates shall be permitted 24 to transact Association business on school property, provided that this shall not interfere with or 25 interrupt normal school operation. Provided further that said representatives shall make a 26 reasonable attempt to notify the site administrator or their designee of their presence. 27 28 The Association shall be granted the privilege of using the business machines of the District at 29 reasonable times when such equipment is not otherwise in use. The Association shall furnish at 30 its own expense the value of all paper and supplies related to such use and shall be held responsible 31 for any damage or maintenance charges attributable to their use of such equipment. 32 33 The Association may use District telephones for toll calls with the permission of the site 34 administrator; however, the Association shall be billed and shall pay for all such charges. 35 36 The Association shall have the privilege to post notice of activities and matters of Association 37 concern via e-mail, link on the district website, or on the designated bulletin boards provided in 38 the faculty lounges of each site that are specifically designated for that purpose. The material 39 posted shall contain nothing of a libelous nature and shall clearly be labeled as official Association 40 material. Posted notices shall not contain anything reflecting unfavorably upon the District, its 41 management, or any of its employees. 42 43 The Association shall be granted the privilege of using the teacher mailboxes for communications 44 with members of the Association. Such communications shall not violate RCW 42.17.130. All 45 materials must be clearly labeled as Association materials and must bear the name of the 46

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originating officer. Courtesy copies of all materials will be made available to the site 1 administrator on the day of distribution. 2 3 Section 3 – Association Meetings 4 5 Association meetings will be conducted outside of contract hours. 6 7 Section 4 – Preparation Periods for Association Business 8 9 Association representatives may be allowed to use their before and after school time and 10 preparation periods to conduct Association business in any site in the District provided they 11 inform the administrator and make up the time on site within a 24-hour period. Such time is not 12 to interfere with obligations such as staff meetings. 13 14 Section 5 – Site-Based Management 15 16 Deer Park School District values the participation of employees in the site-based shared decision 17 making process. The purpose of site-based shared decision making is to improve student learning 18 through the collaborative development of a shared vision. In order to achieve the collaboration 19 necessary to develop this vision, the District and Association acknowledge that sharing of decision 20 making will be necessary. Our commitment to collaborative participation will help ensure a 21 positive culture within the district that supports student learning. 22

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ARTICLE III – EMPLOYEE RIGHTS 1 2 Section 1 – Disciplinary Action for Just Cause 3 4 Discipline is any action not adversely affecting the contract status of an employee. 5 6 Formal discipline is disciplinary action which results in a written record being placed in an 7 employee's personnel file and will include the reason(s) for such action. Any document that will 8 be placed in a teacher’s file will be labeled as such. 9 10 Any specific complaint that might lead to discipline made against a teacher or person for whom 11 the teacher is administratively responsible will be promptly, within two business days, called to 12 the attention of the teacher except in cases where it might impede investigation of a potential 13 criminal complaint. 14 15 An employee may be disciplined for just cause. Charges forming the basis for a disciplinary 16 action shall be made available to the affected employee at the time action is taken. 17 18 Any disciplinary action taken against an employee shall be appropriate to the behavior which 19 precipitated the disciplinary action. 20 21 All employees shall be entitled to have a representative of his/her own choosing present during 22 any formal disciplinary action, and advised by the administrator of this right, and shall be given 23 adequate time for preparation. 24 25 Formal disciplinary action shall provide the employee with the right to be heard and in each case 26 shall afford recourse to the Grievance Procedure. 27 28 In matters involving adverse contract changes, including nonrenewal and discharge, affected 29 employees shall use appeal procedures provided in applicable statutes rather than the Grievance 30 Procedure. 31 32 Section 2 – Personnel Files 33 34 The official personnel file of each employee is confidential and, as such, shall be available for 35 inspection only to the management of the District and the individual employee, except as required 36 by Public Records law. During regular working hours, individual employees shall, upon request, 37 have the opportunity to review the contents of their personnel file and copy, at their expense, 38 materials within the file. (2012) 39 40 At the employee's request, some other individual of the employee's choosing may be present for 41 the review of the official personnel file. No review of the official personnel file will be authorized 42 unless supervised by the Superintendent or his/her designee. Nothing in the file may be removed, 43 changed, or destroyed by the employee. 44 45

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The employee shall have an opportunity to attach written comments to anything in his/her file 1 which he/she considers to be derogatory. 2 3 On and after the effective date of this Agreement, copies of all written materials originated by the 4 employee's site administrator shall be forwarded to the employee at the time they are placed in the 5 official personnel file. 6 7 Each certificated teacher's official personnel file will contain only information pertinent to that 8 teacher's employment with the District. Unsubstantiated material derogatory to a staff member 9 will not be placed in official personnel files. Substantiated material derogatory to the teacher shall 10 be kept only in the official personnel file. Administrators will be allowed to keep working 11 personnel files for the purpose of yearly evaluations, but these files are to be destroyed at the end 12 of the year. 13 14 Any derogatory material not shared with a teacher within twenty (20) working days of receipt or 15 composition thereof shall not be allowed as evidence in any grievance or in any disciplinary action 16 against such teacher, nor shall any such materials be kept or placed in the official personnel file 17 without the teacher's knowledge and opportunity to attach his/her comments thereto. 18 19 The teacher has twenty (20) working days from the receipt of disciplinary material placed in the 20 file to submit a statement in response to the information. Excepting formal evaluation reports, the 21 personnel file of each employee shall be purged of disciplinary material older than five years at 22 the employee’s direction. 23 24 Section 3 – Academic Freedom 25 26 The parties agree that the Board of Directors, under Washington State Law, has final authority 27 and responsibility in connection with the development and adoption of courses of study and lists 28 of instructional materials. The parties adhere to the principle of the teacher's freedom to provide 29 supplemental materials and to think and express ideas and concepts on issues including 30 controversial issues, when such are germane to the District's instructional program, and when 31 related to subject matter in a given grade level. Teachers will use professional judgment in 32 determining the appropriateness of the issues presented, taking into consideration the maturity 33 level of students and with full cognizance that the District schools are not the appropriate forum 34 for religious, political, or other propaganda, or for the militant advocacy of any particular cause 35 or point of view. 36 37 Questionable matters shall be referred to the site administrator in advance of presentation for 38 decision by the site administrator on their use. 39 The parties further agree that academic freedom matters shall be an appropriate subject for 40 conference between the Association and the District. 41 42 No mechanical or electronic device will be utilized to observe or place under surveillance any 43 teacher without his/her knowledge or consent. 44 45 46

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Section 4 – Nondiscrimination 1 2 The provisions of this Agreement shall be applied equally to all employees without discrimination 3 as to age, gender, marital status, race, color, creed, national origin, religion, political affiliation, 4 or the presence of any disability unless such disability prevents the employee from performing the 5 duties of this position. 6 7 Unless the context in which they are used clearly requires otherwise, words used in this Agreement 8 denoting gender shall include both the masculine and feminine; and words denoting number shall 9 include both singular and the plural. 10 11 The District agrees not to interfere with the rights of employees to become members of the 12 Association. There shall be no discrimination, interference, restraint, coercion, or harassment by 13 the District representative against any employee. 14 15 The Association recognizes its responsibility as bargaining agent and agrees to represent equally 16 all employees in the bargaining unit without discrimination, interference, restraint, coercion, or 17 harassment. 18 19 The private and personal life of any teacher is not within the appropriate concern of the Board 20 unless such private and personal life directly affects the teacher's job assignment. 21 22 Section 5 – Harassment 23 24 The Deer Park School District is a harassment free work zone. 25 26 The District prohibits sexual harassment of students, employees and others involved in School 27 District activities. (Deer Park School District, School Board Policy No. 3205) 28 29 The District promotes mutual respect, civility and orderly conduct among District employees, 30 parents and the public. Every effort will be made to maintain a reasonable, safe, harassment-free 31 workplace for students and staff. Positive communication is encouraged and volatile, hostile, or 32 aggressive actions are discouraged. Loud and/or offensive language which could provoke a 33 violent reaction needs to be reported. (Deer Park School District, School Board Policy No. 6590) 34 35 Reporting forms are available from your Deer Park Education Association Building 36 Representative. 37 38 Section 6 – Employee Facilities 39 40 The District will provide the following facilities and equipment for use of teachers: 41 42 A. Designated space for storage and instructional materials for all classes. 43 44 B. A work area with such equipment teachers need to fulfill their duties. The District will 45

provide access to a site copy machine for legal reproduction of materials for instruction. 46

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1 C. A faculty lounge. 2 3 All teachers will be given keys to their classrooms, work area, and upon request, to the outside 4 door of their assigned site. 5 6 Section 7 – Classroom Visitation 7 8 To provide patrons of the District the opportunity to visit classrooms with the least interruption to 9 the teaching process, the following guidelines are set forth: 10 11 A. All visitors to a school who wish to visit a classroom shall obtain the approval of the site 12

administrator or his/her designee and such appointments shall be coordinated with the 13 affected teacher. 14

15 B. The teacher shall be afforded the opportunity to confer with the classroom visitor before 16

and/or after the visitation. 17 18 Section 8 – Staff Protection 19 20 The District agrees that it will include employees as insured(s) in the District liability policy. The 21 District shall reimburse employees for replacement of any clothing or other personal property 22 damaged or destroyed in a disturbance as provided by RCW 28A.400.370. 23

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ARTICLE IV – WORKING CONDITIONS 1 2 Section 1 – Hiring Practices 3 4 The District shall employ only teachers who are certificated and credentialed as required by 5 applicable state and federal laws. All teachers shall be placed appropriately on the salary schedule 6 contained herein. A copy of the District's Affirmative Action program shall be available for 7 inspection to any teacher upon request to the Office of the Superintendent. Refer to Appendix B 8 for hiring of extra-curricular personnel. (2013) 9 10 Section 2 – Individual Contracts 11 12 Each employee shall be issued an individual employment contract which shall be in conformity 13 with Washington State Law, State Board of Education regulations, and this Agreement. 14 15 Supplemental contracts, when issued, are pursuant to RCW 28A.405.240 and are not a continuing 16 contract within the scope of RCW 28A.405.210. 17 18 Should the District issue contracts prior to completion of good faith negotiations, such contracts 19 shall be based on the salary schedule currently in effect, together with the inclusion of a rider 20 specifying the District will enter into or has entered into good faith negotiations with the 21 Association. Said rider will specify that salaries and terms and conditions of employment will be 22 adjusted in conformity with the agreements reached between the District and the Association. 23 24 The employee shall sign one (1) copy of the contract and return it to the District. One (1) executed 25 copy of the contract will be placed in the employee's official personnel file and a copy will be 26 returned to the teacher. 27 28 Teachers having extra-curricular responsibilities covered by the basic individual contract or by a 29 supplementary contract shall be entitled to receive as soon as possible and in no case later than 30 July 10, written notice for termination of these extra-curricular duties for the ensuing year. (2013) 31 32 Section 3 – Contract Resignation 33 34 Resignations should be submitted to the Superintendent as soon as feasible. 35 36 Should an employee wish to resign his/her position after August 1st, the Board may elect to offer 37 a leave of absence in lieu of accepting the resignation. 38 39 Section 4 – Workday and Preparation Period 40 41 The employee workday shall be seven and one-half (7 1/2) hours including a thirty (30) minute 42 duty-free lunch period. Before and after school time will be a mutually determined schedule, and 43 used for the purposes of staff meetings, committee meetings, planning, and access for students 44 and parents. The employee workday shall be equal in hours for all certificated employees; 45

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however, the starting and dismissal times may vary between and within sites. Variances from the 1 regular site workday must be made with the concurrence of the effected employee. (2012) 2 3 All teachers shall have the equivalent of at least one (1) forty-five (45) minute period of 4 preparation during each student day. It is understood that one 45 minute block per day allows for 5 better preparation and that a reasonable effort will be made to reach this goal. Prep times will be 6 spent on school grounds unless permission to leave is given by an administrator. 7 8 When a suitable substitute cannot be obtained at the elementary or secondary level for an activity, 9 a teacher may cover a class during his/her preparation time. The teacher will receive per diem 10 pay, to be received after the fifth coverage or if less than five (5) periods, at the end of the school 11 year. Such substitution is purely voluntary and will not be used for the purpose of evaluation. 12 13 Teachers who cover classes for administration of standardized testing may accumulate lost 14 planning time and defer it to be used for planning at a later time at a rate of three periods equaling 15 a half day and six periods equaling one day. Teachers may elect to receive supplementary pay 16 rather than deferred planning time. Any coverage of classes must be preapproved by the site 17 administrator. The deferred planning day must be coordinated with the site administrator. 18 19 Principals will seek certificated staff input into the development of the daily schedule. (2012) 20 21 Schedules for itinerate staff will be reviewed annually to ensure proper travel, prep and lunch 22 times. If these times cannot be reasonably preserved, a remedy will be developed with District 23 and Association representation. (2012) 24 25 In the event of a late start due to an emergency, certificated staff will be expected to arrive ½ hour 26 before the scheduled start time of the building. (2015) 27 28 In the event of early release, staff will be allowed to leave after the busses depart. (2015) 29 30 Section 5 – Employee Work Year 31 32 The employee work year shall consist of 180 student work days. If any days are lost due to an act 33 of God and attendance of students is excused by the Office of the Superintendent of Public 34 Instruction, employees shall not be required to make up such days. 35 36 Optional Days 37 38 The time commitment required of teachers cannot be accurately measured in hours or days. 39 Teachers have many work related obligation outside the regularly scheduled work day. In 40 recognition of these additional responsibilities, as well as the required Orientation day (the day 41 proceeding the first day of school), each teacher will be paid for the equivalent of 6 optional days 42 and 1 orientation day at their per diem rate. The orientation day will be paid in the November 43 paycheck and will be verified by the sign-in sheet available at orientation. The other six optional 44 days will be deemed completed upon each employee signing a district approved verification form 45 attesting to the completion of the days. Employees can choose to complete the days and submit 46

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the forms for all six days if completed by November 15; or three days by November 15 and three 1 days by June 15; or all six by June 15. Payment will be made the end of the month in which the 2 form is submitted. 3 4 The verification form recognizes that employees will provide a professionally responsible level 5 of service in the following areas which are above the basic contract: 6 7 Preparation for school opening; 8 Work connected with the conclusion of the school year; 9 Conferencing/communication with students or parents (including electronic grading) 10 Supporting school/student activities; 11 Providing individual help to students; 12 Evaluating student work; 13 Workshops, classes and in-service work; 14 Researching educational materials and supplies; 15 Improving and maintaining professional skills; 16 Preparation and revisions of materials; 17 Planning with other employees in areas of instruction and curriculum 18 Working with computers and other technology as related to educational uses: and 19 Calibrating and scoring common assessments. 20 21 At the request of the Association the District will provide the names of all employees who have 22 not returned the TRI Verification Form by May 1. The employee must complete and return both 23 documents in their entirety and submit to payroll by June 15th for payment. These hours of pay 24 are funded through levy collections and are dependent on the passage of a local levy. (2015) 25 26 All requests for compensation for optional days must be submitted for payment by July 31st of the 27 current school year. 28 29 Full time employees will work the equivalent of 40 minutes per week, on Wednesday mornings, 30 in addition to their full day (7-1/2 hours) as collaborative/PLC time, and will have the option to 31 attend up to twelve hours of training as scheduled by the district. The additional thirty-six (36) 32 hours of pay are funded through levy collections and are dependent on passage of a local levy. 33 Payment of up to twenty-four (24) additional hours of pay for collaboration/PLC will be made 34 through a supplemental contract at the teacher’s true per diem (1/180) rate. Payment of up to 35 twelve (12) hours of training will be paid at the teacher’s true per diem (1/180) rate with 36 documented attendance. Recognizing Deer Park Home Link has unique needs, certified staff in 37 that program will work with the program director to design alternative training. Part time 38 employees will have access to this time at the prorated equivalent of their FTE and must turn in 39 hours on a time sheet. (2012) 40 41 There will be an early release day at the end of the first semester/trimester and before the start of 42 the new semester/trimester to be used for grading and preparation purposes. 43 44 For purposes of the contract, part-time employees will have access to the prorated equivalent of 45 their FTE for Collaboration time, Optional Days and Professional Fund. (2012) 46

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1 Learning Improvement Days 2 3 Learning Improvement Days will exist as long as the state funds them. These days will provide 4 time for teachers, other certificated staff, and administrators to work together to plan and 5 implement education reforms designed to increase student achievement. The day will be worked 6 on a scheduled curriculum day. The content of the October curriculum day will be planned by 7 certificated staff members at the site to be used for in-building activities or conference 8 opportunities. A different date may be substituted for the October day with building wide 9 agreement and approval by the Superintendent. All activities must fall within the parameters for 10 Learning Improvement Days as established by the state. The Association and the District agree 11 that LID day activities are important and encourage attendance by all certificated and 12 administrative staff. Staff may select alternative professional growth opportunities with the 13 approval of the Superintendent or designee (such as site administrators, site committee or district 14 planning committee). The request must be given to the building principals/supervisors at least 15 one month in advance. 16 17 Due to the loss of state funding, the Learning Improvement Days are suspended until funding 18 returns. This will be an automatic reopener in 2011. 19 20 Curriculum /Training Bank 21 22 Each employee shall have access to twenty seven and one half (27.5) hours of supplemental pay 23 which are funded through levy collections and dependent on passage of a local levy. Such hours 24 shall be used for District, building, grade or department activities to support curriculum or 25 professional development designed to improve learning. Hours can be worked in small increments 26 but need to be claimed all at once on a claim form approved by the building principal/supervisor. 27 If by July 31st an employee has not worked 27.5 hours, they may submit the hours worked. (2015) 28 29 Section 6 – District Calendar Adoption Process 30 31 We agree that school will start the Wednesday before Labor Day. There will be at least a 2-week 32 Winter Break and a one-week Spring Break that match the larger districts in the area. There will 33 be a 4-day President’s Day weekend. Snow make-up days will be built into the calendar. 34

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ARTICLE V - PERSONNEL 1 Section 1 – Seniority List 2 3 By December 1 of each school year, the Superintendent will publish and distribute to all 4 employees and the Association a seniority list ranking each employee from greatest to least 5 seniority. The publication will be electronic, however a printed version will be available for any 6 certificated employee who requests one. It will be the responsibility of each employee to verify 7 his/her seniority ranking and promptly to report any dispute thereof in writing to the Association 8 and the District. Each employee who, within fifteen days after posting, fails to notify the 9 Association and the District that a dispute exists regarding his/her seniority ranking as posted, will 10 be presumed to have concurred with the seniority ranking ascribed to such employee on the posted 11 list. 12 13 By February 1, the District will compile and electronically distribute to all certificated employees 14 and the Association the final list, ranking from greatest to least seniority. 15 16 In no event will personnel outside the bargaining unit be included on the seniority list nor will the 17 Board add such personnel to the seniority list in the event of layoff. No employee outside the 18 bargaining unit will be reassigned to a position within the bargaining unit. 19 20 Section 2 – Layoff and Recall Procedures 21 22 Prior to the implementation of a layoff, the District agrees to meet and confer with the Association 23 regarding the rationale for reduction in force and to jointly explore alternatives. The District will 24 provide the Association a detailed report of the financial affairs of the District and the District 25 agrees to make a good faith effort to consider all resources available, prior to laying off employees. 26 27 In the event of financial emergency the Board on or before May 15, acting on the recommendation 28 of the Superintendent following discussions with staff, will determine the extent of the modified 29 educational program. Financial emergency may include loss of local school levy, significant 30 decrease in school enrollment, or other serious revenue loss. The Board will determine the 31 modified educational program for the ensuing school year and the positions to be eliminated. 32 33 The term “layoff” as used herein refers to action by the Board reducing the number of certificated 34 employees within the bargaining unit due to economic reasons only; it does not refer to decisions 35 to discharge or non-renew an individual employee for cause. 36 37 Certificated employees with valid contracts will not be laid off during any school year. 38 39 All layoffs will take effect immediately following the end of the school year. In the event of a 40 layoff, the Board will provide written notice to all affected certificated employees on or before 41 May 15 of the current year. 42 43 In an effort to eliminate the necessity of involuntary layoffs, a reasonable effort will be made to 44 ascertain the number of certificated positions that will be open for the following school year by 45

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reason of normal attrition outlined below. Such vacancies will not be filled except as indicated in 1 (4) below: 2 3

1. Certificated employee retirements. 4

2. Certificated employee resignations. 5

3. Before the implementation of the reduction in force procedure, the entire certificated staff 6 will be offered the opportunity to make a written application for a year’s leave of absence 7 without pay. The Board may grant such leaves of absence if the granting of such leave 8 would eliminate the necessity for involving termination of a certificated employee. Such 9 permission may be withheld if such leave of absence, in the Board’s opinion, will further 10 impair the modified education program to be retained. 11

4. Vacant positions will be filled by transferring qualified current certificated employees 12 within the District. 13

14 All retained employees will meet the following qualifications: 15 16

1. A valid Washington State certificate as required by the Superintendent of Public 17 Instruction, including appropriate endorsements. 18

2. Teaching experience at that particular level. Levels are defined as elementary (K-5), broad 19 subject area at the secondary level (6-12) or special program, or 20

3. A major or WEST-E/NES Test in that particular subject area or level or ability to become 21 highly qualified before the beginning of the next school year. 22

23 Prior to May 15, as required by state law, the certificated employees to be laid off will be identified 24 pursuant to the policy herein provided, and such employees will receive a notice of probable 25 nonrenewal of their individual teaching contracts for the ensuing school year. 26 27 When more than one person qualifies for a particular position under the criteria listed herein, the 28 layoff will be by seniority. Seniority is defined as length of time of service within the State of 29 Washington. 30 31 In the event of more than one individual employee having the same seniority ranking after 32 applying the above provision, the tie will be resolved using the following criteria in descending 33 order: 34 35

1. Seniority in the Deer Park School District; 36 37

2. Number of years worked in the education profession; 38 39

3. Graduate degree(s); 40 41

4. Accumulated credits/clock hours as used for salary schedule placement; 42 43

5. National Board Certification 44

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6. Lottery –all certificated employees so affected may participate in a drawing by lot to 1 determine position on the seniority list. The Association and the certificated employees 2 so affected will be notified in writing of the time, date and place of the drawing. The 3 drawing will be conducted openly and at a time and place which will allow affected 4 certificated employees and the Association representative to be in attendance. 5

6 All certificated employees who are not recommended for retention in accordance with these 7 procedures will be terminated from employment and placed in an employment pool for possible 8 reemployment. Employment pool personnel will be given the opportunity to fill open positions 9 for which they are qualified on a seniority basis defined herein. 10 11 When a vacancy occurs for which any person in the employment pool qualifies, notification from 12 the Superintendent to such individual will be by certified or registered mail and the Superintendent 13 will attempt personal contact. The job will be held for ten (10) days after the issuing of the 14 certified or registered mail. Such individual will have five (5) calendar days from receipt of the 15 letter or from date of personal contact to accept the position. It will be the obligation of the 16 individual in the employment pool to keep the Superintendent’s office notified as to where they 17 can be reached. An employee will remain in the employment pool for three (3) years. 18 19 An employee assigned out of his/her usual teaching assignment will have first opportunity at a 20 position similar to his/her previous teaching assignment at the time of layoff when such a position 21 becomes available. 22 23 At the end of any school year in which any modified educational program is implemented, 24 certificated employees remaining in the employment pool will be offered contracts for certificated 25 positions for which they are qualified in accordance with this policy. In the event that there are 26 insufficient vacant positions to offer contracts to all employment pool personnel, the employment 27 pool will be reestablished. 28 29 It is understood and agreed that although employees properly laid off pursuant to the terms hereof 30 and in compliance with applicable law may not have a continuing contract guaranteeing them a 31 position and a salary for the forthcoming fiscal year, each laid off employee will be considered as 32 to have employment status with the District for purposes of accruing seniority. 33 34 Layoff Benefits 35 36 Providing the carrier permits, the Board will allow the individual to pay the full cost of the 37 insurance benefit program. (2012) 38 39 An employee may be on the District-wide substitute list. Substitute positions will be offered to 40 individuals in the reemployment pool until all substitutes in the pool have been contacted or an 41 attempt to contact them has been made. 42 43 All benefits will be restored to the current benefit package to the teacher upon his/her return to 44 active employment and the certified employee will be placed on the proper step of the salary 45 schedule for the teacher’s current position according to the teacher’s experience and education. 46

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Section 3 – Certificated Staff Evaluation (Teachers and Other Nonadministrative Personnel) 1 (2013) 2 Section 3 applies to classroom staff transitioned to the new teacher evaluation system. Certified 3 staff not delivering academically-focused instruction in a classroom will be evaluated using the 4 focused evaluation form and process until a non-academic comprehensive form has been 5 developed. (2015) 6 7 A. As used in this section, “certificated classroom teacher” and “teacher” mean a certificated 8

employee who provides academically-focused instruction to students and holds one or more of 9 the certificates pursuant to WAC 181-79A-140(1) through (3) and (6)(a) through (e) and (g). 10

11 B. It shall be the responsibility of a principal or his or her designee to evaluate all classroom 12

teachers in his or her school. 13 14

1 Total observation time for each teacher for each school year shall be not less than sixty 15 minutes. 16

17 2 A teacher in the third year of provisional status as defined in RCW 28A.405.220 shall be 18

observed at least three times in the performance of his or her duties and the total observation 19 time for the school year shall not be less than ninety minutes. 20

21 3 Following each observation, or series of observations, the principal or other evaluator shall 22

promptly document the results of the observation in writing, and shall provide the teacher 23 with a copy within three days after such report is prepared. 24

25 4 New teachers shall be observed at least once for a total observation time of thirty minutes 26

during the first ninety calendar days of their employment period. This initial 90 day 27 observation will include selected components from the four domains. The initial 90 day 28 observation will also include the pre-observation conference, a classroom observation, and 29 post-observation conference, but will not include the prepared Deer Park/Danielson lesson 30 plan. 31

32 5 Each classroom teacher shall have the opportunity for confidential conferences with his or 33

her immediate supervisor on no less than two occasions in each school year. Such 34 confidential conference shall have as its sole purpose the aiding of the administrator in his 35 or her assessment of the employee's professional performance, and may include evidence 36 of professional growth. 37

38 6 Consistent forms will be used for both comprehensive and focused evaluations. 39

40 7 In an effort to reach 25% progress each year, beginning with the 2014-2015 school year, 41

teachers on a comprehensive evaluation form will be selected based on a) a volunteer basis, 42 or b) by reverse seniority. 43 44 45 46

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1 C. Procedures for Evaluation of Classroom Teachers (Comprehensive and Focused): 2 1. Evaluative criteria must contain as a minimum the criteria established by the superintendent 3

of public instruction. These criteria shall be revised upon any revisions made by OSPI. The 4 minimum criteria shall include: 5 6

1 Centering instruction on high expectations for student achievement; 7 2 Demonstrating effective teaching practices; 8 3 Recognizing individual student learning needs and developing strategies to address those 9

needs; 10 4 Providing clear and intentional focus on subject matter content and curriculum; 11 5 Fostering and managing a safe, positive learning environment; 12 6 Using multiple student data elements to modify instruction and improve student learning; 13 7 Communicating and collaborating with parents and the school community; and 14 8 Exhibiting collaborative and collegial practices focused on improving instructional 15

practice and student learning. 16 17

2. Classroom teachers shall be evaluated using the Danielson Framework for Teaching, as 18 approved by the Office of the Superintendent of Public Instruction (OSPI). 19 20

3. A four-level rating system shall be used to evaluate the certificated classroom teacher. The 21 summative performance ratings shall be as follows: 22

a Level 1 - unsatisfactory 23 b Level 2 - basic 24 c Level 3 - proficient 25 d Level 4 – distinguished 26

27 4. Evaluators shall rate teachers on the components of the Danielson Framework and generate a 28

rating for the relevant/required state criterion or criteria. 29 30

5. Informal Observations 31 a. An informal observation, such as a walk-through, is an observation that is not 32

required to be pre-scheduled. Additional informal observations may be necessary to 33 collect additional evidence. 34

b. An evaluator may conduct any number of informal observations. 35 c. Observations do not have to be in the classroom. A variety of professional meetings 36

or interactions may be used for informal observations. 37 d. If there is an area of concern based upon any such informal observation, the teacher 38

shall be notified in writing within 5 school days in order for that evidence to be used 39 in the evaluation process. 40

e. Any time after an informal observation a teacher may request feedback regarding 41 the observation. 42 43 44

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D. Comprehensive Evaluation 1 2 1. All classroom teachers shall receive a Comprehensive Evaluation at least once every four 3

years. A Comprehensive Evaluation assesses all eight evaluation criteria and all criteria 4 contribute to the Comprehensive Evaluation performance rating. 5

6 2. The following categories of classroom teachers shall receive an annual Comprehensive 7

Evaluation: Classroom teachers who are provisional employees under RCW 28A.405.220; 8 Any classroom teacher who received a Comprehensive Evaluation performance rating of level 9 1 or level 2 in the previous school year. 10

11 3. The Comprehensive Evaluation process shall include the following: 12

a Teachers new to the district and teachers returning to a comprehensive evaluation 13 following one or more focused evaluations shall complete a self-reflection by October 1. 14 15

b The following categories of classroom teachers shall receive an annual Comprehensive 16 Evaluation: Classroom teachers who are provisional employees under RCW 28A.405.220; 17 Any classroom teacher who received a Comprehensive Evaluation performance rating of 18 level 1 or level 2 in the previous school year. 19

20 c The teacher is encouraged to actively participate in the evaluation process through 21

collection of potential evidence of proficiency throughout the year. 22 23

d At least one observation during the year must include the entire observation cycle of a pre-24 observation/planning conference centered around a prepared lesson plan, a classroom 25 observation, and followed by post-observation conference. 26

27 e Prior to the second observation the evaluator and teacher will determine the remaining 28

components to be covered. 29 30

f In a Comprehensive Evaluation, a classroom teacher shall receive one of the four 31 summative performance ratings for each of the state eight criteria in (C)(1) of this Article 32 and one of the four summative performance ratings for the evaluation as a whole, which 33 shall be the Comprehensive Evaluation performance rating. 34

35 g The teacher and principal shall hold a summative rating conference to discuss the 36

following: 37 1 The teacher’s self-rating on all components; 38 2 The principal’s preliminary rating on all components and criterion; and 39 3 Any additional evidence the teacher would like the principal to consider before 40

making a final summative rating. 41 4 The employee shall have the right to attach any comments to the evaluation report. 42

This may be done at the time the employee receives a copy and prior to the report 43 being forwarded to the Superintendent or they may be forwarded to the 44 Superintendent within seven (7) school days following the evaluation conference. 45

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1 2 3 E. Focused Evaluation 4 5 1. In the years when a Comprehensive Evaluation is not required, classroom teachers who 6

received a Comprehensive Evaluation performance rating of level 3 or above in the previous 7 school year are required to complete a Focused Evaluation. 8 a One of the state eight criteria for certificated classroom teachers must be assessed in every 9

year that a Comprehensive Evaluation is not required. 10 b The selected criteria must be approved by the teacher's evaluator and may have been 11

identified in a previous Comprehensive or Focused Evaluation as benefiting from 12 additional attention. 13

c The evaluation must include an assessment of the criterion using the instructional 14 framework rubrics and the superintendent of public instruction’s approved student growth 15 rubrics. More than one measure of student growth data must be used in scoring the student 16 growth rubrics. 17

d The focused evaluation will include the student growth rubrics of the selected criterion. If 18 criterion 3, 6 or 8 are selected, evaluators will use those student growth rubrics. If criterion 19 1, 2, 4, 5 or 7 is selected, evaluators will use criterion 3 or 6 student growth rubrics. 20

e The summative score is determined through the scoring of the instructional and student 21 growth rubrics for the criterion selected. 22

f A group of teachers may focus on the same evaluation criteria and share professional 23 growth activities. 24 25

2. A teacher may be transferred from a Focused Evaluation to a Comprehensive Evaluation at 26 the request of the teacher, or at the direction of the teacher's evaluator. Decisions to move a 27 teacher to a Comprehensive Evaluation for the upcoming school year must be based on 28 potential areas of concern rather than evaluator convenience. The evaluator must communicate 29 this change by the end of the school year. 30 31

3. In the event the evaluator determines to move the teacher from Focused to Comprehensive due 32 to potential areas of concern, the evaluator and the employee shall meet by October to attempt 33 to develop a mutually agreeable written plan designed to improve the employee's effectiveness 34 in the deficient areas. In connection with the development of such plan, consideration may be 35 given to utilizing the services of other resource persons and/or staff development funds. As 36 part of this plan an independent mentor/evaluator may be hired to assist in the improvement 37 of instruction of the employee. The independent mentor/evaluator will be mutually agreed 38 upon and paid for by the District and the Association. If the site administrator and employee 39 are unable to agree upon a mutually acceptable plan, the DPEA President or Designee, and 40 Superintendent or designee, will develop the plan. 41

42 4. A classroom teacher may apply the focused evaluation professional growth activities toward 43

the professional growth plan for professional certificate renewal as required by the 44 professional educator standards board. 45

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1 2 3 F. Student Growth Data 4 5 1. Student growth data must be a substantial factor in evaluating the summative performance of 6

certificated classroom teachers as directed, required, and defined by the Office of the 7 Superintendent of Public Instruction. As used in this subsection, "student growth" means the 8 change in student achievement between two points in time. 9

10 a The evaluator shall consult with the teacher(s) to identify student growth and achievement 11

data that are relevant to the teacher(s) and subject matter that will be used in assessing the 12 state required student growth components. 13

14 b The evaluator’s determination of proficiency level ratings must be based on multiple 15

measures. “Multiple measures” is defined as performance level ratings from at least two of 16 the following assessment categories: classroom-based, school-based, district-based, and 17 state-based tools. 18

19 c Student growth data elements may include the teacher's performance as a member of a 20

grade-level, subject matter, or other instructional team within a school when the use of this 21 data is relevant and appropriate. 22

23 d Student growth data elements may also include the teacher's performance as a member of 24

the overall instructional team of a school when use of this data is relevant and appropriate. 25 26 2. An overall student growth score shall be generated for each teacher following the rules and 27

procedures issued by OSPI and as they may be revised from time to time. Ratings will be 28 “low,” “average” or “high” as defined by OSPI. 29

a A classroom teacher with a preliminary summative evaluation rating of Distinguished with 30 a Low student growth rating will receive an overall summative Proficient rating. 31 32

b Conduct a student growth inquiry. Within two months of the teacher receiving the low 33 student growth score or at the beginning of the following school year, whichever is later, 34 one or more of the following must be initiated by the evaluator: 35

i Examine student growth data in conjunction with other evidence including 36 observation, artifacts, and other student and teacher information based on 37 appropriate classroom, school, district, and state-based tools and practices and/or; 38

ii Examine extenuating circumstances which may include one or more of the 39 following: goal setting process; content and expectations; attendance; extent to 40 which curriculum, standards, and assessments are aligned and/or; 41

iii Schedule monthly conferences focused on improving student growth to include one 42 or more of the following topics: student growth goal revisions, refinement, and 43

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progress; best practices related to instructional areas in need of attention; best 1 practices related to student growth data collection and interpretations and/or; 2

iv Create and implement a professional development plan to address student growth 3 areas. 4

5 G. Probation 6 1. At any time after October 15th, a non-provisional employee whose work is not judged to be 7

Satisfactory based on district evaluation criteria shall be notified in writing of the specific 8 areas of deficiencies along with a reasonable program for improvement. 9 10

2. The district will develop a program of improvement and will include the specific evaluative 11 criteria which must be met and the measures and benchmarks which will be used to determine 12 the teacher’s success or failure. The program will include supports provided and funded by 13 the district, the dates those supports will be put in place, and the duration of the probation. 14

15 3. For classroom teachers who have been transitioned to the revised evaluation system, the 16

following comprehensive summative evaluation performance ratings mean a classroom 17 teacher's work is not judged satisfactory: 18

19 a Level 1; or 20

21 b Level 2 if the classroom teacher is a continuing contract employee under RCW 22

28A.405.210 with more than five years of teaching experience and if the level 2 23 comprehensive summative evaluation performance rating has been received for two 24 consecutive years or for two years within a consecutive three-year time period. 25 26

4. During the period of probation, the teacher may not be transferred from the supervision of the 27 original evaluator. Improvement of performance or probable cause for non-renewal must 28 occur and be documented by the original evaluator before any consideration of a request for 29 transfer or reassignment is contemplated by either the individual or the school district. 30 31

5. A probationary period of sixty school days shall be established. Days may be added if deemed 32 necessary to complete a program for improvement and evaluate the probationer's performance, 33 as long as the probationary period is concluded before May 15th of the same school year. The 34 probationary period may be extended into the following school year if the probationer has five 35 or more years of teaching experience and has a comprehensive summative evaluation 36 performance rating as of May 15th of less than level 2. 37

38 6. The establishment of a probationary period does not adversely affect the contract status of an 39

employee within the meaning of RCW 28A.405.300. The purpose of the probationary period 40 is to give the employee opportunity to demonstrate improvements in his or her areas of 41 deficiency. 42

43 7. The establishment of the probationary period and the giving of the notice to the employee of 44

deficiency shall be by the school district superintendent and need not be submitted to the board 45 of directors for approval. The Association President will be notified of any employee on 46

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probation. During the probationary period, an employee may have an Association 1 representative present during conferences held regarding deficiency. 2

3 8. During the probationary period the evaluator shall meet with the employee at least twice 4

monthly to supervise and make a written evaluation of the progress, if any, made by the 5 employee. 6

7 9. The evaluator may authorize one additional certificated employee to evaluate the probationer 8

and to aid the employee in improving his or her areas of deficiency. 9

10 a Should the evaluator not authorize such additional evaluator, the probationer may request 11

that an additional certificated employee evaluator become part of the probationary process 12 and this request must be implemented by including an additional experienced evaluator 13 assigned by the educational service district in which the school district is located and 14 selected from a list of evaluation specialists compiled by the educational service district. 15 16

b Such additional certificated employee shall be immune from any civil liability that might 17 otherwise be incurred or imposed with regard to the good faith performance of such 18 evaluation. 19

20 10. If a procedural error occurs in the implementation of a program for improvement, the error 21

does not invalidate the probationer's plan for improvement or evaluation activities unless the 22 error materially affects the effectiveness of the plan or the ability to evaluate the probationer's 23 performance. 24 25

11. The probationer must be removed from probation if he or she has demonstrated improvement 26 to the satisfaction of the evaluator in those areas specifically detailed in his or her initial notice 27 of deficiency and subsequently detailed in his or her program for improvement. 28

29 a A classroom teacher who has been transitioned to the revised evaluation system must be 30

removed from probation if he or she has demonstrated improvement that results in a new 31 comprehensive summative evaluation performance rating of level 2 or above for a 32 continuing contract employee with five or fewer years of experience, or of level 3 or above 33 for a continuing contract employee with more than five years of experience. 34 35

b Lack of necessary improvement during the established probationary period, as specifically 36 documented in writing with notification to the probationer constitutes grounds for a finding 37 of probable cause under RCW 28A.405.300 or 28A.405.210. 38

39 H. Notice of Discharge, Removal from Assignment 40

1. When a continuing contract employee with five or more years of experience receives a 41 Comprehensive Evaluation performance rating below Level 2 for two consecutive years, the 42 school district shall, within ten days of the completion of the second summative 43 Comprehensive Evaluation or by May 15th, whichever occurs first, implement the employee 44 notification of discharge as provided in RCW 28A.405.300. 45

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1 2. Immediately following the completion of a probationary period that does not produce 2

performance changes detailed in the initial notice of deficiencies and program for 3 improvement, the employee may be removed from his or her assignment and placed into an 4 alternative assignment for the remainder of the school year. 5

6 3. In the case of a classroom teacher who has been transitioned to the revised evaluation system, 7

the teacher may be removed from his or her assignment and placed into an alternative 8 assignment for the remainder of the school year immediately following the completion of a 9 probationary period that does not result in the required comprehensive summative evaluation 10 performance ratings specified in (E) (10) of this section. This reassignment may not displace 11 another employee nor may it adversely affect the probationary employee's compensation or 12 benefits for the remainder of the employee's contract year. If such reassignment is not 13 possible, the district may, at its option, place the employee on paid leave for the balance of 14 the contract term. 15

16 Section 3.1 – Appeals 17 18 As provided for in state law (RCW 28A-405-300), the teacher receiving a notice of nonrenewal 19 shall have the opportunity for a hearing before the Board for provisional teachers or a hearing 20 officer for all other teachers, but such request must be made in writing to the chairman or secretary 21 of the Board within ten (10) days after the receipt of the notice of nonrenewal. 22 23 Section 4 – Reassignments, Vacancies, and Involuntary Transfers 24 25 The District and the Association agree that teachers should be assigned to teach the subjects, 26 grades, classes, within their teaching certificates and/or fields of study or specialty qualifications. 27 Employees being reassigned or transferred will be notified as soon as the reassignment has been 28 determined or May 30th or whichever comes first, except when a reassignment or transfer become 29 necessary after that date because of unforeseen circumstances in which case the teacher shall be 30 notified without delay. Special services members who could be itinerant are considered district 31 employees and not building employees for the purpose of this section. (2009) 32 33 Reassignments 34 (2015) 35 Reassignments will be defined as movement within the site under the same administrator. 36 37 Each spring, site administrators will ask Association members for written input regarding their 38 assignment preferences using the Assignment Input Form (Appendix K). (2012) 39 40

1. When there is an open position it will first be announced via email within a building. Those 41 in-building continuing contract employees whose contract is equivalent in FTE to the open 42 position need to express their interest in writing to the site administrator. (2013) 43 44

2. An employee is eligible to request in-building reassignment if he/she possesses the 45 necessary certification and Highly Qualified status for the position, is not on provisional 46 status, and has received an overall “proficient” on his/her last evaluation. 47

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1 3. If more than one eligible employee requests voluntary reassignment, the individual with 2

the most District seniority will be granted the reassignment. If the applicants have equal 3 District seniority, the reassignment will be granted to the person with the greatest 4 Washington State seniority. 5 6

4. Reassignment into the following positions is restricted and is not subject to the voluntary 7 reassignment provisions and seniority as stated above. 8 9 Teacher on Special Assignment (TOSA) 10 Instructional Support Specialists 11 School Counselors 12 Technology Specialists 13 14 Employees may apply for these positions using the “Vacancies” provisions below. 15

16 Vacancies 17 18

1. When a position is open that has not been filled through reassignment, the position may be 19 posted in-district and outside the District at the same time. Those employees who are on a 20 one year contract that has not yet expired, may apply at this time. The posting will be 21 emailed to the Association President for posting on the Association website. Postings will 22 be sent to each school and posted in a prominent designated area and posted on the district 23 website. (2013) 24 25

2. All qualified in-district candidates will be offered an interview. 26 27

3. No one shall serve on a hiring team when a spouse, partner or family member is a candidate. 28 29 All unsuccessful applicants for a position may request a personal conference with the 30 Superintendent to discuss the rationale as to why the reassignment or transfer was not granted. 31 32 The District reserves the right of assignment, therefore decisions regarding assignments and 33 transfers shall not be subject to the Grievance Procedure. (2012) 34 35 Involuntary Transfers 36 37 An Involuntary Transfer will be a transfer of an individual between buildings that an employee 38 has not requested. 39 40 The District recognizes that the assignment and transfer of an employee directly affects the 41 employee’s satisfaction and effectiveness in the workplace. In the spirit of maintaining positions, 42 involuntary transfers will take place prior to reassignments. The District will not involuntarily 43 transfer employees for arbitrary and capricious reasons. 44

29

In the event that the Deer Park School District finds it necessary to involuntarily transfer 1 certificated staff, then the following procedures will be used in the event of changes in 2 enrollment/staffing needs: 3 4

1. When determining involuntary transfers, the District will give consideration to the 5 employee’s personal preference and qualifications in the areas of training and experience. 6

7 2. Certificated employees will not generally be assigned to areas; outside the employee's 8

certificated/endorsed area(s); areas in which they are required to obtain emergency 9 certification; or, areas in which the employee has less than two (2) years teaching 10 experience. The number of years since teaching in the assigned area, the number of times 11 the individual has been recently transferred, and the seniority within the district will all be 12 considerations. 13

14 3. Written communication from the Superintendent or designee will inform the Association 15

President prior to notification of the affected staff member. 16 17 4. Prior to implementing an involuntary transfer, the Superintendent or designee will discuss 18

the transfer and rationale with affected employee(s) and will consider the employee’s 19 concerns. Affected employee(s) will have the opportunity to present options and 20 alternatives. 21

22 5. Except in an emergency, such notice will be given as early as possible but not later than 23

the last regularly scheduled school day. 24 25 6. Employees will be provided reasonable assistance in facilitating the move. This assistance 26

may include up to two days per diem pay or three days of substitute coverage at the 27 teacher’s discretion. 28

29 7. Employees who have been involuntarily transferred will not be evaluated unsatisfactory in 30

the areas of “Knowledge of Subject Matter” or “Professional Preparation and Scholarship” 31 during the first year of their involuntary transfer. 32

33 8. An administrator will meet with the individual being involuntarily transferred in order to 34

develop an instructional support plan that may include but is not limited to mentoring, 35 classroom observations, and meetings with department members. 36

37 9. Employees involuntarily transferred will be given priority to return to a similar position at 38

the previous site for three years. Refusal to return when an opening occurs terminates the 39 employee’s right to return to the previous position. 40

41 If the performance of an employee is the cause of transfer from one building to another, the 42 employee shall be notified of those concerns by his/her immediate supervisor as a regular part 43 of the annual evaluation cycle. The employee shall have been provided a reasonable 44 opportunity to remediate the problem, unless the concerns arose at such time and/or were of 45

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such magnitude as to make remediation impractical. In such cases only the following 1 provisions of this article apply: three, four, five and eight. 2 3 In extenuating circumstances, for example legal issues between staff members or relationships 4 causing disruption to the workplace, the Superintendent and the Association President will 5 meet to discuss transfer options. In such cases only the following provisions of this article 6 apply: three, four, five and eight. 7 8 If the Superintendent becomes aware of an intimate, romantic, or dating relationship between 9 a supervisor and a subordinate employee, the Superintendent may require an involuntary 10 transfer. (2012) 11

12 The District will continue to have the exclusive right to transfer programs and appropriate staff 13 as necessary for the benefit of the educational program. (2011) 14

15 Section 5 – Job Sharing 16 17 A job sharing assignment is the sharing of one full-time regular position between two current staff 18 persons. 19 20 Employees interested in job share assignments will submit a letter of interest to the supervising 21 site administrator by May 15th for such position. Applying teachers should be prepared to discuss 22 the following with the site administrator: (2009) 23 24 A. Teacher compatibility (personal traits, educational philosophy, areas of effectiveness, and 25

experience) 26 27 B. Division of teaching tasks 28 29 C. Management of the following items: 30 31

1. Faculty meetings 32 33 2. Parent meetings 34 35 3. Classroom parties and field trips 36 37 4. Student learning objectives 38 39 5. Staff development 40 41 6. In-service 42 43 7. Open houses 44 45 8. Parent/student orientation 46

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1 9. Opening and closing of school 2 3 10. Room participation and closure 4 5 11. Both employees must meet qualification requirements for the position. (2006) 6

7 D. Agreement on the acceptable division of time 8 9 E. Basic ground rules on discipline 10 11 F. Communications system between the two teachers, with site administrator(s), with parents, 12

and with other staff 13 14 G. A statement describing how job sharing will benefit the educational process for the District. 15 16 Employees will be informed of the status of the position by June 1 and the District will make a 17 final decision as soon as possible. (2009) 18 19 Each employee shall be placed on the appropriate position of the salary schedule in accordance 20 with Appendix A, and receive a pro rata share of the stated salary based on their full-time 21 equivalent work year. Fringe benefits shall also be prorated on the basis of FTE. Each employee 22 shall receive a prorated share of planning time and other benefits appropriate to the particular 23 position. 24 25 Section 6 – Common Planning Time 26 27 Common planning time is an opportunity for staff to work as a team, or individually with principal 28 discretion to improve instruction. The District will make available two half day substitutes per 29 certificated staff member for common planning that is directly related to the improvement of 30 student learning. A team plan must be submitted to the principal for approval prior to 31 implementation. Principal approval of the plan will be dependent on the availability of substitutes. 32 In the event of insufficient substitutes, people on planning will be the first to be called back. Days 33 must be used before May 15th. In lieu of release time, staff may elect to work outside the school 34 day, at a site of their choice, for the substitute rate of pay. In such case, the date will be submitted 35 to the District before June 30. (2009) 36 37 These days may be also used for district mandated assessment support. The May 15th date will be 38 extended to the end of the school year. A plan will not have to be submitted to the principal but 39 the principal should be informed of the days the staff member will be taking. (2012) 40 41 Section 7 – Use of Personal Vehicles 42 43 Employees will utilize their personal vehicles in performance of official District business only 44 upon specific written authorization by the District, unless waived by the Superintendent or his/her 45 designee. This authorization will be requested and obtained in advance of the anticipated usage. 46

32

Employees will present documentation as to actual usage of personal vehicles in a form and 1 manner approved by the District. Upon approval, the cost-per-mile reimbursement will be at the 2 IRS approved business rate.3

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1 ARTICLE VI - LEAVES 2

3 Section 1 – Sick Leave 4 5 Section 1.1 – Sick Leave Allowance 6 7 At the beginning of each school year when the employee reports for duty, each employee shall be 8 credited with an advanced sick leave allowance of twelve (12) days with full pay to be used for 9 absence. Each employee's portion of unused sick leave allowance shall accumulate from year to 10 year with a limit of 180 days due to a serious health condition that makes the employee unable to 11 perform their job, for the care of the employee’s child (birth, or placement for adoption or foster 12 care), or for the care of the employee’s spouse, son or daughter, or parent who has a serious health 13 condition, or for medical appointments. 14 15 Section 1.2 – Sick Leave Charges 16 17 Absences on any one day for four (4) hours but less than eight (8) shall be charged as one (1) full 18 day of sick leave; absences on any one day less than four (4) hours shall be charged in a half-day 19 increment. Illnesses requiring five (5) consecutive days or more off the job may require a written 20 doctor’s release prior to returning to work. Employees with injuries requiring medical attention 21 and resulting in lost work time will need a medical release in order to return to work. 22 23 Section 1.3 – Sick Leave Notification 24 25 Notice of illness requiring time off the job shall be reported. Personnel will be encouraged to 26 notify by 6 a.m. but no later than 7 a.m. of the day to be missed. If the person is absent and cannot 27 return for the next day, then an attempt shall be made to notify the applicable site administrator 28 by the end of the staff day. 29 30 Section 1.4 – Sick Leave: Leave of Absence 31 32 A teacher who is unable to perform his/her duties because of personal illness, maternity, paternity, 33 parenting, adoption, foster care, disability or any Family Medical Leave Act qualifying event may, 34 upon written request to the Board, be granted a leave of absence without pay or benefits at the 35 exhaustion of his/her sick leave not to exceed one (1) school year. Such leaves for health related 36 conditions of the employee or family member as defined by FMLA may be renewed annually 37 provided that the affected employee presents a written statement from a physician verifying that 38 the employee needs additional time off. Applications for leave and for renewal of leave of absence 39 for such conditions shall be made in writing to the Superintendent and presented to the Board of 40 Directors. (2015) 41 42 Section 1.5 – Job Related Injury 43 44 Whenever a teacher is absent from employment and unable to perform his/her duties as a result 45 of personal injury sustained in the course of employment, the teacher will receive illness, injury, 46

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and emergency leave and/or worker’s compensation payments as applicable under Washington 1 law and this Agreement. (2006) 2 3 Section 1.6 – Sick Leave Incentive 4 5 Employees may cash in unused sick leave days above an accumulation of sixty (60) days at a ratio 6 of one full day's pay for four (4) accumulated sick leave days. Such cash-in may not exceed the 7 number of days accumulated the previous year less the number of days of sick leave actually used 8 the previous year. For employees who are retiring, all sick leave remaining at the time of 9 retirement may be cashed in at a ratio described above. The District will make VEBA III available 10 to all employees. The Association will annually approve VEBA III participation. 11 12 Section 1.7 – Sick Leave Sharing 13 14 The District shall administer a sick leave sharing plan (as defined in the WAC’s) in which eligible 15 employees may donate excess leave for use by a staff member. The recipient employee must have 16 depleted or will shortly deplete his or her accrued annual leave and sick leave. (2006) In order to 17 be eligible the employee or his or her legal representative must submit, prior to approval or 18 disapproval by the Superintendent or designee, documentation from a licensed physician or other 19 authorized health care practitioner verifying the severe or extraordinary nature and expected 20 duration of the condition. Extraordinary or severe means a serious or extreme and/or life 21 threatening condition. 22 23 Such a program is intended to extend sick leave benefits to a staff member who otherwise would 24 have to take leave without pay or terminate his or her employment with the District. 25 26 Section 2 – Maternity, Paternity, Foster or Adoption Leave 27 28 A certificated employee may be granted up to three (3) days leave with pay which is non-29 cumulative and not chargeable to sick leave. (2006) 30 31 Upon exhaustion of these days any absence will be treated as normal sick leave. If a leave of 32 absence is to extend beyond three (3) days, then the employee shall provide a written notice of 33 such intent to the Superintendent before the end of the three (3) day period. 34 35 The District and Association will follow the provisions of the Family Medical Leave Act. (2006) 36 37 Section 3 – Bereavement Leave 38 39 Absences for bereavement may be granted for the following reasons: 40 41 A. Death in immediate family (defined as spouse, sibling(s), children, parents, parents-in-law, 42

and grandparents). 43 44 B. Absence for bereavement shall be of sufficient duration to allow the employee time to 45

travel to and from the place of service and to conduct necessary business while there. The 46

35

length of absence is to be agreed upon by the employee and building administrator; 1 however, this time shall not exceed ten (10) days per year and need not be consecutive. 2 Under extenuating circumstances of multiple deaths in one year, this leave may be 3 extended beyond the ten (10) day limit with authorization of the Superintendent. 4 Additional leave beyond the ten (10) day limit will be requested in writing prior to the 5 extension. (2015) 6

7 C. One (1) or more days of this leave may be authorized by the Superintendent for the death 8

of relatives such as uncles, aunts, nieces, nephews, first cousins, employees, members of 9 employee(s)' families, students, and for any other person which there has been a close and 10 intimate friendship of long duration. 11

12 Bereavement leave is noncumulative and is not chargeable to sick leave. 13 14 Section 4 – Jury Duty Leave 15 16 Upon receipt of a jury summons by an employee, the employee will contact the personnel office 17 relative to his/her giving such jury duty service. 18 19 When an employee is required to perform jury duty, he/she shall do so without loss of pay. Jury 20 fees, exclusive of mileage, shall in each case be remitted to the District. 21 22 Subpoena leave with pay shall apply to cases where the District is a party in interest or if the 23 teacher is called to testify in a job-related capacity, providing the employee is not a party in interest 24 in action against the District. All other leaves for subpoenas shall be allowed by the granting of 25 emergency leave. 26 27 Section 5 – Emergency Leave 28 29 Employees may be granted Emergency Leave which shall be deducted from sick leave. An 30 emergency shall be defined as: 31 32 A. A problem that is suddenly precipitated, must be of such a nature that preplanning is not 33

possible, or where preplanning cannot relieve the necessity for the employee’s absence. 34 35 B. The problem must be serious, not something of minor importance or of mere convenience. 36 37 Section 6 – Military Leave 38 39 Certified employees shall be granted military leave of absence for military service as required by 40 law. The District shall comply with the Military Family Leave Act as set forth in RCW 49.77.010 41 et. Seq., by providing for a total of fifteen (15) days of leave per deployment for an employee 42 when a military spouse has been notified of an impending call to active duty and before actual 43 deployment, or when the spouse in on leave from deployment. Such leave shall be with or without 44 pay at the discretion of the employee. If with pay, leave shall be deducted from the employee’s 45 available sick or personal leave. 46

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1 Section 7 – Personal Leave 2 3 An employee will be granted four (4) days of Personal Leave each year. Days may be accumulated 4 up to five (5) days in a year, but district funded days can only be used in up to 5-day increments 5 but use of five (5) consecutive days requires superintendent approval. Personal leave will require 6 advance notice. Site administrators will approve based on availability of subs. Upon request, two 7 additional days of Personal Leave will be granted and the employee will bear the cost of the 8 substitute. In the event of a family health emergency, the site administrator may authorize the 9 leave by verbal approval via telephone; however, the form will be submitted on the date of return. 10 (2015) 11 12 Such leave may be taken immediately before or after holidays or vacations upon approval by the 13 site administrator. This leave will not be taken during the first or last two (2) weeks of the school 14 year without written permission of the site administrator. Half days may be used if substitutes are 15 available. Staff will automatically be reimbursed for unused days unless a carryover form has been 16 submitted to the district office by the last working day of May. Unused days will be reimbursed 17 to the employee at the existing substitute teacher rate. The parties agree that this leave will not be 18 used for purposes of financial gain. 19 20 Section 8 – Domestic Violence Leave 21 22 The District shall comply with the Domestic Violence Leave act as set forth in RCW 49.76.010 23 et seq., by allowing an employee reasonable leave from work, intermittent leave, or leave on a 24 reduced schedule when the employee or an employee’s immediate family member is a victim of 25 domestic violence, sexual assault, or stalking. Such leave provides the employee an opportunity 26 to stay away from the abuser and/or participate in legal proceedings, medical treatment, or other 27 necessary services. Such leave shall be with or without pay at the discretions of the employee. If 28 with pay, leave shall be deducted from the employee’s available sick or personal leave. Notice 29 and verification requirements are in accordance with law and available in the Human Resources 30 Department. (2015) 31 32 Section 9 – Association Leave 33 34 The president of the Association or his/her designee will be provided up to fifteen (15) days 35 without loss of pay for Association business. For Association leave beyond 15 days, the 36 Association will reimburse the District at the going substitute rate. Requests for such leave will 37 require at least four (4) days notice prior to the commencement of the leave. 38 39 A leave up to one year in accordance with the provisions of Section 13 may be granted by the 40 Board of Directors to employees for Association or Association-related business. (2015) 41 42 Section 10 – Statewide Impact on Education Leave 43 44 The District shall provide up to fifteen (15) days of leave without loss of pay to an Association 45 member who holds a position with statewide impact on education. Requests for such leave, 46

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including agreement to pay substitute costs incurred, will require at least four (4) days notice prior 1 to the commencement of the leave. Reimbursement for substitute costs incurred will be billed to 2 and paid by the entity with statewide impact. 3 4 Section 11 – National Board Certification Leave 5 6 To support and encourage staff members to attain National Board Certification, the District shall 7 provide up to five (5) days of leave to complete necessary work. Up to two-and-a-half (2.5) days 8 of leave will be provided for retake candidates. (2008) 9 10 Section 12 – Faith or Conscience Leave 11 12 Each employee covered by this Agreement is entitled to unpaid leave each year as allowed by law 13 for a reason of faith or conscience or an organized activity conducted under the auspices of a 14 religious denomination, church, or religious organization unless such leave will pose an undue 15 hardship to the District. The parties agree to incorporate the definition of undue hardship as set 16 forth in the WAC that will be promulgated by OFM. (2015) 17 18 Section 13 – Other Leaves of Absence 19 20 An Employee may request a leave of absence without pay, for up to one (1) year. Requests must 21 be submitted in writing by May 15th to the Superintendent for recommendation to the Board. In 22 extenuating Circumstances, the May 15 deadline may be waived. The Superintendent shall 23 consider the needs of the district and teacher in considering a recommendation to the Board for 24 granting this type of leave. Salary increments shall be earned as consistent with the state salary 25 schedule guidelines. (2015) 26 27 This leave may be used for activities considered to provide professional development where, upon 28 return, the experience is anticipated to be of benefit to the students and district. (2015) 29 30 Upon return from approved leave, the teacher shall be placed in the position last held or in a 31 similar position in the District. Upon request, such leave may be renewed for up to one (1) 32 additional year upon approval by the Board. (2015) 33 34 Employees on leave of absence will notify the District by April 15 of his/her intent to return for 35 the following year. 36

37

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ARTICLE VII - INSTRUCTION 1 2 Section 1 – Substitutes 3 4 The District will attempt to provide a diverse substitute pool for all certificated employees for 5 classroom time for all absences. 6 7 A. The District will accept employee input for names of substitutes. A list of substitute 8

teachers will be available through school secretaries for teacher review. 9 10 B. The District agrees to notify substitutes at the earliest possible date and time when their 11

services are to be used, assuming adequate notice is given by the absent employee. If 12 adequate notice is provided, the substitute will be expected to adhere to the workday of the 13 regular employee whom he/she is replacing. 14

15 C. Employee preference for short-term substitutes will be recognized and reasonable attempts 16

made to honor the request. For long-term substitutes, concurrence of site administrator and 17 teacher shall exist. 18

19 D. Teachers are encouraged to communicate the quality of substitute teachers to the 20

administration. A Substitute Teacher Appraisal form (Appendix C-5) will be provided to 21 do so. 22

23 Section 2 – Paraeducator Supervision 24 25 Site administrators will make a reasonable effort to communicate with affected certificated staff 26 when hiring or transferring paraeducators. Affected teachers will be conferred with prior to 27 arranging pre-planned absences and substituting paraeducators in other positions. 28 29 Section 3 – Nonteaching Duties 30 31 The parties recognize that trained certificated staff be associated with students as they participate 32 in school activities; accordingly teachers shall be required to perform other duties outside of the 33 normally assigned and required teaching duties as specified in RCW 28A.405.240 and by the other 34 applicable rules, regulations, and codes of Washington State. 35 36 Assignments to these activities, when occurring, shall be during the regular school day and will 37 be made on an equitable basis district-wide. These duties will be held to a minimum as the District 38 recognizes that the primary mission of the teacher is to teach. Paraprofessionals, when available 39 will be used to perform non-instructional duties. 40 41 Section 4 – Student Teachers 42 43 The District will permit student teachers from various area colleges under the following 44 guidelines: 45 46

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A. A supervising teacher must have two (2) years of successful experience, one (1) year of 1 which is in the Deer Park School District. 2

3 B. Student teachers will be assigned only to teachers who have indicated to the site 4

administrator that they desire a student teacher. 5 6 C. No teacher will be assigned a student teacher without his/her prior consent or knowledge 7

of such an assignment. When possible, such assignment shall be announced at least two 8 (2) weeks in advance of the student teacher's arrival. 9

10 D. No teacher will be assigned more than one (1) student teacher per year. 11 12 E. The applicable honorarium shall be paid to the supervising teacher. The District shall not 13

be held financially responsible if the college or university does not offer an honorarium. 14 15 Section 5 – Student Discipline 16 17 In the maintenance of a sound learning environment, the District and teacher shall expect 18 acceptable behavior on the part of all students who attend school in the District. 19 20 The primary responsibility for discipline in the classroom rests with the teacher; however, the 21 District will support and uphold certificated classroom teachers and those under their supervision 22 in their efforts to maintain reasonable student behavior through adherence to state statutes, 23 Washington Administrative Codes, rules formulated by the Board of Directors, and school 24 building rules covering this matter. In the exercise of authority by a teacher to control and 25 maintain order and discipline, the teacher will use reasonable and professional judgment 26 concerning matters not provided for by specific policies adopted by the Board if consistent with 27 federal and state laws or regulations. Teachers shall assist in the enforcement of the 28 aforementioned rules by reporting violations of the rules to the site administrator for his/her action. 29 30 In the case where a student(s) behavior could be deemed as a safety issue or there exists student 31 behavior that presents a potential danger to other students or staff, the supervising teacher shall 32 follow these procedures: 33 34 A. Site administration and concerned party(ies) meet to discuss the situation and possible 35

solutions. If there is no apparent resolution, go to step B. 36 37 B. The concerned party(ies) meets with the DPEA site representative and go over the safety 38

concern. 39 40 C. Site representative and (optional) the concerned party(ies) meets with the site 41

administration to discuss the safety issue with potential solutions. 42 43 D. The DPEA Executive Board and the site administrator will be notified in writing by the 44

site representative as a way to share possible common concerns for safety. 45 46

40

E. If no resolutions occur, the Association may bring a grievance to the District to ensure a 1 safe working environment for students and staff. 2

3 Discipline Inservice Training 4 5 The District will make available seminars for teachers concerning applicable federal, state and 6 local laws and District rules, regulations and procedures pertaining to student rights, teacher 7 rights, due process and the processing of student discipline. 8 9 Administrative Feedback 10 11 The District agrees to provide a timely response to the concerns of teachers about specific student 12 discipline problems. When such problems are reduced by the teacher to a formal written report 13 requiring administrative action, the administrator shall inform the teacher in writing as to the 14 disciplinary action taken. 15 16 Discipline Conferences 17 18 A teacher may request of the site administrator that a conference be arranged to include the 19 student's parent(s)/guardians(s)/custodian(s), the teacher, and the site administrator (or his/her 20 designee) to discuss the discipline of a student. 21 22 Student Exclusion From Class 23 24 The District shall expect acceptable behavior on the part of all students, and shall support and 25 uphold the authority of teachers to use reasonable and prudent disciplinary measures for the safety 26 and well-being of students and employees. 27 28 Consistent with RCW 28A.600.020, each building site will develop a student discipline policy. 29 The building principal shall take the leadership in organizing a broad-based site committee to 30 develop the discipline plan which will be reviewed annually. As soon as practical after the 31 development of the student discipline policy, the District will make copies of the discipline policy 32 available for all professional staff. 33 34 A teacher shall have the authority to exclude a student from his/her class for all or any part of the 35 period or until the teacher has conferred with the principal, whichever comes first. Prior to 36 excluding a student, except in emergency circumstances, the teacher shall have attempted one or 37 more corrective actions. In no case shall an excluded student be readmitted for the balance of a 38 period without the consent of the teacher. The excluding teacher shall contact the parent in a 39 timely manner to inform the parent of the incident and the resulting exclusion. 40 41 Emergency Expulsion 42 43 Students knowingly carrying onto school premises a firearm as listed in RCW 9.41.250 will be 44 expelled. Students carrying dangerous weapons other than firearms may be expelled. 45 46

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Emergency Expulsion Defined: A student may be expelled immediately by the superintendent or 1 designee who has good and sufficient reason to believe that the student's presence poses an 2 immediate and continuing danger to the student, other students, or school personnel or an 3 immediate and continuing threat of substantial disruption of the educational process. Assault of 4 staff members will be considered reason for emergency expulsion. An emergency expulsion shall 5 continue until rescinded by the superintendent or designee, or until modified or reversed pursuant 6 to the hearing provisions. (WAC 180.40.295) 7 8 A teacher has the right to request an emergency expulsion. 9 10 Administrative Assistance 11 12 The District will make every effort to have an administrator or designee present at each worksite 13 to assist teachers in implementing the student discipline policy. Further, the District will make 14 every effort to notify relevant staff members of any known discipline history prior to student 15 placement. (2009) 16 17 Section 6 – Class Size 18 19 Section 6.1 – General Education 20 21 The District recognizes the need for maintaining the lowest student/teacher ratio possible, taking 22 into consideration the availability of facilities and funding. 23 24 Definitions: 25 26 Combination Classes – A combination class is a classroom that has blended two or more grade 27 levels and uses separate grade level curricula. 28 29 Multi-Age Classes – A multi-age class is a classroom that has blended two or more grade levels 30 and does not use separate grade level curricula. 31 Maximum class sizes for the Deer Park School District shall be as follows (2006): 32 33 A. K shall be no more than twenty-three (23) students. (2008) 34 B. 1 shall be no more than twenty-four (24) students. (2008) 35 C. 2-3 shall be no more than twenty-five (25) students. (2008) 36 37 D. 4 –5 shall be no more than twenty-six (26) students. 38 39 E. 6th grade shall be no more than twenty-eight (28) students in the general program, twenty-40

six (26) if self contained, and 30 in the elective program except as listed in Section 11.4. 41 42 F. 7-8 will be no more than thirty (30) students. 43 44 G. 9-12 will be no more than thirty-one (31) students. 45 46

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H. Combination classes will be three (3) students below maximum class size for the lowest 1 grade level. 2

3 Section 6.2 – Special Education (2006) 4 5 A. We are committed to encourage and support appropriate academic and behavioral interventions 6

that meet the needs of all students Ideas and programs such as problem-solving teams and 7 response-to-intervention have been successful in improving student learning. As a collaborative 8 team, we are encouraged about the commitment to improve student learning for all. (2013) 9

10 B. We are committed to the training of all staff in how to better meet the needs of all learners in the 11

general education classroom. 12 13

C. We will recommend that resources be made available at the building level to deal with difficult 14 students or class size concerns. Staff are encouraged to bring student concerns to the building 15 principal to generate intervention options. If intervention options have been exhausted without 16 remedy of the initial concern, then the building principal and/or teacher will refer the concern 17 to a district level. The district level administrator will involve the DPEA President. Long term 18 solutions will more likely require hiring additional staff, changing program design, or working 19 through the negotiations process, etc. These more permanent solutions, however, often require 20 long range planning, training, staffing and budgeting, and may not be solved without extended 21 planning. (2013) 22

23 D. Class Size: 24

1. Preschool – Maximum of ten (10) students per half-day session (four (4) students to one 25 adult ratio. 26

2. Elementary Resource Room – Elementary (K-5) – Student enrollment per staff FTE in an 27 instructional period is not to exceed an average of 12 students. (More students per period 28 may, at the teacher's discretion, be enrolled only if the resource team has a program that has 29 shown to be effective and the administrative supervisor and the teacher have agreed upon the 30 number of students.) (Six (6) students to 1 adult ratio.) 31

3. Elementary Self-contained Classroom – Elementary (K-5) – Maximum of twelve (12) 32 students per instructional period per staff FTE. (Five (5) students to 1 adult ratio) 33

4. Secondary Resource Room – Secondary (6-12) – Student enrollment per staff FTE in an 34 instructional period is not to exceed an average of fourteen (14) students. (More students per 35 period may, at the teacher's discretion, be enrolled only if the resource team has a program 36 that has shown to be effective and the administrative supervisor and the teacher have agreed 37 upon the number of students.) (Seven (7) students to 1 adult ratio.) 38

5. Secondary Self-contained Classroom – Secondary (6-12) Maximum of fifteen (15) 39 students per instructional period per staff FTE. (Five (5) students to 1 adult ratio.) 40

*On the secondary level, special education staff are often responsible for students placed in 41 external settings (ie; Skills Center, job placements, etc.), who are not in the teacher's 42 classroom or counted on their instructional period roster/caseload. To compensate the teacher 43 for this added responsibility, a stipend of $100 will be given for any student that is in an 44 external placement for 2 or more periods/day for a semester. 45

46 E. Equity in case management (defined as the number of IEPs for which a staff member is 47

responsible) will be determined at the building level evaluation team meetings. 48 49

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F. Students requiring one-to-one para-educators will be reviewed on a case-by-case basis to 1 determine the effect on the adult to student ratio by building-based teams. 2

3 G. Full-time special education teachers will each be assigned six and one-half hours (6-1/2) of para-4

educator time to assist in accomplishing the goals of the program. Part time special education 5 teachers will be assigned para educator time in accordance with their FTE. In most cases 6 consistency of programming can best be accomplished by hiring a single person. In some 7 instances, however, unique student needs may dictate that hiring two (2) part-time staff would 8 better serve all students in the program. The affected teacher and staff on the evaluation team will 9 be consulted by the building principal or special services director prior to any changes in para-10 educator staff assignment. 11

12 H. Special education teachers will be given at least one (1) half-day each quarter of release time to 13

prepare IEP's and meet other special education requirements. In lieu of release time, staff may 14 elect to work outside the school day, at a site of their choice, for the substitute pay rate. In such 15 case the date will be submitted to the District before June 30. (2009) 16

17 I. Due to the extended workload that is required for portfolio assessments, special education teachers 18

will be given either a half day release time per student requiring a portfolio, or in lieu of release 19 time, staff may elect to work outside the school day for the substitute pay rate. (2014) 20

21 J. Because of lengthy conferences that sometimes exceed the normal school work day, special 22

education and general education teachers will be given equivalent compensation time in one-half 23 hour blocks after the student day ends. 24

25 K. Special education teachers who are required to work beyond the contractual hours because of 26

unusual circumstances, e.g. Court cases, will be reimbursed at the per diem pay rate. 27 28 L. Each special education teacher will be provided the supplementary instructional materials, 29

equipment and supplies needed to provide students a free appropriate public education (FAPE). 30 31 Speech and Language Pathologist Caseload 32 33 Deer Park Education Association and Deer Park School District agree that an average caseload of 55 direct 34 service SLP students/therapist is a reasonable caseload target. To this end staff and administration will 35 work cooperatively via an Understanding By Design (UBD) site process to lower average caseloads to 36 this target by one or more of the following: 37 38 A. Adjusting speech qualification standards to serve the most needy students. 39 40 B. Implementing innovative forms of service delivery that do not require traditional, direct service by 41

SLP staff for all students who qualify for service. 42 43 C. Generating other intervention strategies that meet student needs without compromising SLP staff 44

expectations for a reasonable caseload. 45 46 47 48 49

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Section 6.3 – Class Size: P.E., Music and Classes Providing Preparation Time for 1 Elementary Teachers 2 3 The District also recognizes the need for maintaining appropriate class sizes for physical education 4 and music. These classes are also subject to class size maximums. These shall be as follows: 5 6 A. Physical Education (Activity): 7 8 1. K-5 classes will be no more than 30 students. 9 2. 6-12 classes will be no more than 40 students. 10 11 B. Physical Education (Classroom): (2008) 12 PE classes taught in a classroom setting (i.e., Health) will be subject to regular classroom 13

limits for that particular grade level. 14 15 C. Physical Education (Activity and Classroom) (2008) 16 In the event a PE class is both activity and classroom (i.e., Health and Fitness), class size 17

will be determined by combining the number of activity periods and the number of 18 classroom periods in a given week and dividing by the number of periods in that week. 19

20 Example: If a Health and Fitness class had in a normal week three activity periods (3*40 21

students – 120 maximum students) and two classroom periods (2*30 students – 60 22 maximum students), The 120 students added with the 60 students gives a maximum of 180 23 students per week. This number divided by 5 would provide an overall limit of 36 students. 24

25 D. Maximum class sizes in weight training will be at the PE activity class size level unless 26

that number is a safety concern. If so, the limit will be mutually agreed upon by the DPEA 27 and administration. (2008) 28

29 E. Music (Vocal and Band) 30 31 1. K-5 classes will be no more than 30 students. 32 33 2. 6-12 classes will be no more than 55 students. 34 35 The District and the Association recognize the uniqueness of the Music program. 36

Beginning classes in grades 5-6 will be organized to keep class averages below 40 students. 37 Music classes may be combined at the discretion of the music teacher with approval of the 38 site administrator and paraeducator time will be provided to help manage the class. 39

40 Music classes 7-12 will be structured to maximize quality of sound and to minimize teacher 41

supervision. Once maximums have been exceeded, the site administrator and the teacher 42 will meet and review the situation. The physical size of the classroom will also help 43 determine class size. 44

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F. Classes used to provide elementary teacher prep time will be subject to the general 1 education class size limit with the exception of P.E. and Music. (2006) 2

3 Section 6.4 – Class Size: Overload 4 5 In the event that these maximum class sizes are exceeded for ten (10) consecutive school days, 6 the District will correct the situation within five (5) additional school days. The following steps 7 will be taken: 8 9 A. Where the maximum is exceeded in the elementary schools by one (1) or two (2) students, 10

the teacher will receive overload pay at the rate of twelve dollars and fifty cents ($12.50) 11 per student per day for the duration of the overload, and will be retroactive to the first day 12 of overload. (2012) 13

14 B. If the maximum is exceeded in an elementary classroom by three (3) students, the District 15

will pay overload pay at the rate of twelve dollars and fifty cents ($12.50) per student per 16 day. Such pay will be retroactive to the first day of overload. (2012) The teacher may opt 17 for paraeducator support in lieu of overload pay. Paraeducator support will be prorated for 18 less than full-time programs or overloaded class periods. 19

20 C. For the purposes of overload pay at the P-5 level, if a student is assigned to a class for part 21

of the student’s day, and he/she puts the teacher above the contractual limit, and is served 22 for under a 45 minute time period, the teacher is credited with one period of overload pay. 23 If the student is served between 46 minutes and 90 minutes, the teacher is credited with 24 two periods of overload pay, and if the student is served between 91 minutes and 135 25 minutes, the teacher is credited with three periods of overload pay. 26

27 D. The District will pay the teacher with the overload two dollars fifty cents ($2.50) per 28

student per period at the elementary and secondary level. Such pay will begin when the 29 option is accepted and will be retroactive to the first day of overload (2006). 30

31 E. In no case shall a teacher be required to serve more than three (3) students over the 32

maximum. Should a teacher, however, agree to do so, s/he shall be provided fifteen dollars 33 ($15) each elementary, three ($3) dollars per period secondary (not to include activity 34 periods) for the fourth and fifth student. 35 36

F. The determination of whether to accept overload pay or paraeducator time will be made by 37 the classroom teacher and will carry over to the specialist if it places the specialist’s class 38 into overload. (2013) 39

40 Section 6.5 – Mainstreamed and At-Risk Students 41 42 A. Regular education teachers of mainstreamed students may request supplies, materials, 43

training, and consultation time to facilitate the mainstreaming of students in their 44 classrooms. The special education director will consider these requests in light of 45 budgetary constraints. 46

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B. Teachers who have a concern about the placement of a special needs student are 1 encouraged to share their concerns with the IEP team and to work collaboratively to seek 2 resolution of the concern. 3

4 C. Support for General Education Classroom Teachers of Special Education Students 5 6 The classroom teacher who is integrating disabled students, within the definition of state 7

and federal laws, may request an in-service training session during a regular workday. 8 Topics to be discussed may include, but will not be limited to, the following: 9

10 1. Programming options and accommodations 11 12 2. Information concerning the student’s disability and/or educational needs 13 14 3. Clarification of rights and responsibilities of stakeholders in providing learning 15

experiences for disabled students under federal and state law. 16 17 Section 7 – Curriculum Development 18 19 A sound curriculum development process is critical to the integrity of the educational process and 20 its staff. The Association will be involved in all phases of curriculum development, materials 21 adoption and curriculum challenges of materials. To this end an Association designee will receive 22 prior notification of proposed changes in Board policies and a chance to discuss those changes 23 with the Superintendent or designee before the first reading. 24 25 Section 8 – School Improvement Planning (SIP) 26 27 The site administrator will implement an annual process that encourages all staff, including 28 itinerants, to provide input on issues related to the School Improvement Plan (SIP). 29 30 Section 9 – Equipment, Materials, and Supplies 31 32 Any perceived inequities may be submitted to the Board by site councils, prior to December 1, 33 for consideration in the following year’s budget. 34 35 Section 10 – Administrator Designees 36 37 Staff will be informed, at least three (3) days in advance, of pre-planned administrative absences. 38 Administrators are encouraged to notify staff earlier if possible. Certified (meaning teacher or 39 ESA) principal designees will be assigned when the administrator will be gone for a day or more. 40 A stipend of $20 per day will be paid to administrative substitutes in addition to their regular 41 salaries. 42 43

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ARTICLE VIII - FISCAL 1 2 Section 1 – Salary Placement Provisions 3 4 Eligible Credits - Acceptable credits that meet the state defined criteria as identified on the District 5 Credit Approval Form. Pre-approval of credits is highly recommended as the District may not 6 approve all credits. 7 8 Section 2 – Clock Hour Credit 9 10 The District shall accept all relevant Clock Hour and College Credits that meet state defined 11 criteria as identified on the District Credit Approval Form. (WAC 392.121.262) Credit for clock 12 hours and college credit shall be in accordance with state approved allocation funding practices 13 (SAM - State Allocation Model). Pre-approval of credits is highly recommended as the District 14 may not approve all credits. 15 16 Section 3 – Method of Salary Payment 17 18 Employees shall be paid in twelve (12) monthly installments. Paychecks will be issued on the 19 last weekday of each month providing that if the state allocation comes sooner than the last 20 weekday in December, then the District will issue the paychecks when they are released by the 21 County Auditor. 22 23 An employee receiving an overpayment or underpayment has an obligation to notify the payroll 24 office. Errors made in payroll will be corrected as promptly as possible, with due consideration 25 given to avoiding employee hardships. Employees who receive an overpayment by the District 26 will have the following options for repayment: 27 28 A. Lump sum repayment. 29 30 B. Equal payments to be completed by the end of the school year. 31 32 C. Equal payments spread over one year. 33 34 D. If an employee terminates, the remainder of any overpayment shall be due in full and taken 35

out of the final paycheck. 36 37 Repayment will begin in the paycheck following individual notification that such repayment is 38 necessary. Any error which results in incorrect salary schedule placement will be corrected by 39 District payment or employee repayment only from the present year. Prior year’s placement error 40 will be adjusted only if such error is brought to the attention of the Human Resources Department 41 of the District prior to October 1 of the present year. 42 43 An employee who is leaving the District's employment shall be paid in the same monthly 44 installments as those employees being retained by the District until the appropriate amount of 45 compensation has been paid. 46 47

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Individuals who earn Supplemental Pay for any purpose will receive payment for work done in 1 September and October in the November pay period and receive further payment in the pay 2 periods following the completion of the work. Only those individuals who have documented and 3 submitted proper paperwork to the District by the 15th of the month will receive pay in that pay 4 period. 5 6 Appendix A (Salary Schedule) includes Supplemental Pay. The teacher's basic salary schedule is 7 attached hereto as Appendix A-1 (Salary Provision). 8 9 The extra-curricular salary schedule is attached hereto as Appendix B-1. (2013) 10 11 Section 4 – Determination of FTE for Part-time Teachers 12 13 The FTE of a part-time teacher is the basis for calculating the employee’s salary and other prorated 14 benefits. The part-time calculation will be based on the number of periods a part-time teacher 15 teaches in the course of a week relative to that of a full-time teacher in the same building. Based 16 on current schedules, the number of periods taught during a one week time period by full-time 17 instructors are as follows: 18 19 x Deer Park Elementary 30 20 x Arcadia Elementary 30 21 x Deer Park Middle School 30 22 x Deer Park High School 25 23

24 Part-time teachers have comparable rights and responsibilities proportional to full-time employees 25 and can be assigned duties accordingly. In the assignment of part-time staff, the district will 26 consider an assignment schedule of consecutive periods but shall retain the freedom to schedule 27 nonconsecutive periods if necessary. 28 29 Section 5 – Insurance Benefits 30 31 Insurance will be funded at the state rate per month per FTE plus $65.25 of the retirement subsidy 32 carveout. 33 34 The District will provide vision and dental insurance for all half-time or more employees. 35 36 Insurance Pooling: The intent of the parties is to provide the maximum insurance contribution 37 allowable by law to the employee pool, to be distributed among members of the bargaining unit. 38 To gain maximum utilization of the total allowable state insurance contribution provided by law 39 for employees covered by this Agreement, the District agrees that it will contribute the maximum 40 allowable to an insurance pool to be distributed among employees on a pro rata basis. 41 42 From the dollar amount available to each employee, first shall be deducted the cost of the retiree 43 subsidy and the District's dental/vision plans with the remaining monies available for application 44 to one of the medical insurance programs. 45 46

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Employees at their option may apply the remainder of the dollar amount available to one of the 1 medical plans offered by the District. 2 3 Any unused state provided funds in the employee pool shall be prorated to those employees who 4 must pay out of pocket premiums for health insurance coverage. 5 6 The District will make available an IRS Section 125 plan for excess medical insurance premiums, 7 voluntary medical deductions, dependent care deductions and optional long term disability and 8 term life insurance. 9 10 An ongoing insurance committee will continue to meet to study health benefit options and 11 recommendations from the committee will constitute a reopener. (See Appendix J.) (2006) 12 13 Section 6 – Attendance at Professional Meetings and Conferences 14 15 When authorized by the Superintendent or designee, attendance at professional meetings, 16 conferences, and school visitations will be granted reimbursement of registration fees, travel, 17 lodging, and meal expenditures as deemed reasonable and appropriate by the District. 18 19

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ARTICLE XI - GRIEVANCE PROCEDURE 1 2 Section 1 – Purpose 3 4 The purpose of this procedure is to secure, at the lowest possible administrative level, equitable 5 solutions regarding problems arising over the meaning and interpretation of this Agreement. 6 7 Both parties agree that proceedings shall be kept as informal and confidential as may be 8 appropriate. 9 10 Section 2 – Definitions 11 12 A. Grievance - A grievance shall mean a claim by a grievant that a dispute or disagreement of 13

any kind exists involving interpretation or application of the terms and conditions of this 14 Agreement. 15

16 B. Grievant - A grievant shall mean one or more teachers who singularly or jointly allege a 17

violation of this Agreement as it concerns their individual or collective interests. A grievant 18 also means the District management. 19

20 C. Days - Days shall mean teacher employment days. After the last day of school and before 21

commencement of the new term, days shall mean calendar days excluding weekends and 22 holidays. 23

24 Section 3 – Time Limits for Initiation of Process 25 26 Failure of either party to conform to the time limits herein set forth will resolve the grievance 27 based on the last answer provided (in the case of default by the grievant) or the relief last requested 28 (in the case of default by the District). 29 30 The grievant shall initiate the grievance within twenty (20) days of the date the grievant was aware 31 of the alleged violation. Any grievance not initiated within this limit shall be null and void, and 32 subject to no further action. Any grievance may be initiated by either a verbal or written request 33 for the meeting in Grievance process Step 1. 34 35 Section 4 – Contents of Grievance Filing 36 37 During each step where a grievance is reduced to writing, the written statement shall clearly 38 specify: 39 40 A. The specific sections of the Agreement allegedly violated and the manner in which the 41

Agreement has been violated. 42 43 B. How and when the alleged violation occurred. 44 45 C. The results of the previous step(s), if appropriate, and why the results were unsatisfactory. 46

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1 D. The name of the grievant(s), and the proposed remedy being sought for the resolution of the 2

grievance. 3 4 Section 5 – Grievance Process 5 6 Step 1 7 8 The grievant(s) will discuss the grievance first with the site administrator and immediate 9 supervisor. Every effort shall be made to resolve the grievance at this level in an informal manner. 10 In the event the grievant(s) is not satisfied with the disposition of the grievance through informal 11 discussion, it shall be reduced to writing on the approved form (Appendix D) and within five (5) 12 days of the end of the informal conference presented to the site administrator, or immediate 13 supervisor, who in turn shall, within five (5) days, provide the grievant(s) with a written 14 disposition of the grievance. 15 16 Step 2 17 18 In the event that the grievant(s) is not satisfied with the disposition of his/her grievance at Step 1, 19 he/she shall within five (5) days refer the matter to the Superintendent, who shall be provided by 20 the grievant(s) with a copy of a written statement of the grievance and the written disposition of 21 the grievance which occurred at Step 1. The Superintendent shall, within five (5) days of receipt 22 of the request, meet with the individual in an effort to arrive at an equitable solution. If the 23 grievance is resolved at this step, the Superintendent shall provide the grievant(s) with a written 24 disposition of the grievance within five (5) days after this meeting. 25 26 Step 3: Mediation 27 28 In the event that the grievant(s) is not satisfied with the disposition of his/her grievance at Step 2, 29 the parties agree to a procedure for the mediation of grievances in accordance with the following: 30 31 If the grievant is not satisfied with the disposition of the grievance at Step 2 of the grievance 32 procedure, or if no written decision has been received from the District within the time limits 33 prescribed in Step 2, the Association must notify the District in writing within five (5) working 34 days of the conclusion of Step 2 of the grievant's desire to refer the grievance to mediation. The 35 District shall respond to the Association whether or not it agrees to the mediation of the grievance 36 no later than five (5) working days of the request. 37 38 The District and the Association must mutually agree to submit a grievance to mediation. If the 39 parties agree, submission of the grievance to binding arbitration will be held in abeyance until the 40 conclusion of mediation proceedings. 41 42 Within five (5) working days following the agreement of the District and the Association to 43 mediate the grievance, both parties shall agree upon and notify the appropriate mediation 44 association and schedule a mediation conference at the earliest possible date. 45 46

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The mediator shall determine the process and procedures to be followed during the mediation 1 conference. 2 3 If no settlement is reached at mediation, the grievance may be appealed to binding arbitration in 4 accordance with Step 4 of the Grievance Process. If the Association desires to appeal the 5 grievance to Step 4, written notice must be made within ten (10) working days following the 6 conclusion of the mediation conference. 7 8 The fees and expenses of the mediator shall be shared equally by all parties. 9 10 Should the grievance not be settled in Step 3, no settlement offer made by either side during 11 mediation can be used in any subsequent arbitration proceeding. 12 13 Step 4: Binding Arbitration 14 15 A. If the grievant(s) is not satisfied with the disposition of his/her grievance at Step 3, or if no 16

decision has been rendered within ten (10) days after he/she has first met with the 17 Superintendent, he/she may within five (5) days after a decision by the Superintendent, 18 request in writing that the Association submit his/her grievance to arbitration. If the 19 Association determines that the grievance involved the interpretation, or application, of 20 any of the terms and conditions of this Agreement, it may, by written notice to the 21 Superintendent, within five (5) days after receipt of the request from the aggrieved 22 person(s) submit the grievance to binding arbitration. If any question arises as to 23 arbitrability, such question will first be ruled upon by the arbitrator selected to hear the 24 dispute. 25

26 B. Within ten (10) days after such written notice of submission to arbitration, the 27

Superintendent and the Association will attempt to agree upon a mutually acceptable 28 arbitrator and to obtain a commitment from such arbitrator to serve. If the parties are 29 unable to agree upon an arbitrator or to obtain such a commitment within the ten (10) day 30 period, a request for a list of arbitrators may be made to the American Arbitration 31 Association by either party. The parties will be bound by the rules and procedures of the 32 American Arbitration Association. 33

34 C. Neither party shall be permitted to assert in the arbitration proceedings any evidence which 35

was not submitted to the other party before the completion of the Step 3 meetings. 36 37 D. The arbitrator selected will confer with the representatives of the Superintendent and the 38

Association and hold hearings promptly and will issue his/her decision not later than thirty 39 (30) days from the date of the close of the hearings or, if oral hearings have been waived, 40 then from the date the final statement and proofs are submitted to him/her. The arbitrator's 41 decision will be in writing and will set forth his/her findings of fact, reasoning, and 42 conclusions on the issues submitted. The arbitrator will be without power of authority to 43 make any decision which requires the commission of an act prohibited by law or which is 44 violative of the terms of this Agreement. The decision of the arbitrator will be submitted 45 to the Board and the Association and will be final and binding upon the parties. 46

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1 E. The costs for the services of the arbitrator, including per diem expenses, if any, and his/her 2

travel and subsistence expenses and the cost of any hearing room will be borne equally by 3 the Board and the Association. All other costs will be borne by the party incurring them. 4

5 Section 6 – Class Grievances 6 7 Grievances involving more than one supervisor and grievances involving the administrator above 8 the building level may be filed by the Association on behalf of the grievants at Step 2, with the 9 signatures of more than one (1) grievant. 10 11 By mutual agreement of the DPEA president and the Superintendent, the issue may be referred to 12 negotiators. During negotiation of the issue the timeline will be suspended. If an agreement 13 cannot be reached in a timely manner, either party may return to Step 2 of the grievance procedure. 14 15 Section 7 – District Grievances 16 17 District grievances shall be confined to alleged violations of the contract by the Association. 18 19 District grievances will be filed at Step 2 directly with the president of the Deer Park Education 20 Association within fifteen (15) days of the act(s) prompting the grievance, or within fifteen (15) 21 days of the Superintendent's knowledge of such act(s) whichever is later. The president of the 22 Deer Park Education Association will provide a written answer within five (5) days. 23 24 Unresolved District grievances may be submitted to binding arbitration as provided in Step 4. 25 26 Section 8 – Individual Rights 27 28 A. Nothing contained herein shall be construed as limiting the right of any employee/employer 29

having a complaint to discuss the matter by way of administrative channels pursuant to 30 Section 9 herein. 31

32 B. A grievant may be accompanied at all stages of the Grievance Procedure by a representative 33

of his/her own choosing. If the representative is not an Association representative, the 34 Association may have a representative in attendance and such representative may present 35 the Association's views at the formal grievance proceeding. 36

37 Section 9 – Grievance Form 38 39 An appropriate District grievance form for initiating and processing grievances is provided (see 40 Appendix D, Grievance Report Form). 41 42 Section 10 – Administrative Channels 43 44 The Grievance Procedure embodied in this Agreement shall not deny the right of the employee 45 and/or the Association to utilize the customary administrative channels to seek the resolution of 46

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problems that may arise outside the terms and conditions of this Agreement. This shall include 1 the right to appeal before, and present written statements of problems to, the Board of Directors, 2 but only after the Superintendent shall first be consulted and given an opportunity to resolve the 3 problem. The Board, when dealing with a problem, shall, upon request of the Association or the 4 employee, provide its response in writing. 5

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ARTICLE X - TERM OF AGREEMENT 1 2 This Agreement shall take effect on or after the date of ratification by both parties, and shall extend 3 through August 31, 2018. 4 5 This Agreement will be open for negotiation in 2018. It will remain in effect, as is, if no changes 6 in the Agreement are adopted. 7 8 The negotiation team leaders will arrange for collaborative bargaining training to be held prior to 9 June 1 or a mutually agreed upon date. 10 11 IN WITNESS WHEREOF, the parties have hereunto set their hands and seal this ___ day of 12 August, 2015. 13 14 15 16 FOR THE ASSOCIATION FOR THE BOARD 17 18 ___________________________ ___________________________ 19 20 ___________________________ ___________________________ 21 22 ___________________________ ___________________________ 23 24 ___________________________ ___________________________ 25 26 ___________________________ ___________________________ 27

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APPENDIX A – 2015-2016 LEAP SCHEDULE/SAM 1 2

DEER PARK SCHOOL DISTRICT NO. 414 3 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 Per diem is based on LEAP schedule listed above. 40 41 * Grandfathered employees have access to column BA + 135 42 43

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1 Longevity Bonus 2

3 4

MA+90 5 STEP BA BA+15 BA+30 BA+45 BA+90 BA+135 MA MA+45 or PHD 6

7 Years of Service BA BA+15 BA+30 BA+45 BA+90 BA+135 MA MA+45 MA+90 17 344 344 344 344 344 18 379 379 379 379 379 19 413 413 413 413 413 20 482 482 482 482 482 21 511 511 511 511 511 22 620 620 620 620 620 23 689 689 689 689 689 24 757 757 757 757 757 25 826 826 826 826 826 26 895 895 895 895 895 27 964 964 964 964 964 28 1,033 1,033 1,033 1,033 1,033 29 1,102 1,102 1,102 1,102 1,102 30 1,170 1,170 1,170 1,170 1,170 8 An extension of 1% of $34,426 will be granted for 17 years experience and will end at 3.4% for 9 30 years. The base will be frozen at $34,426. 10 11 A masters incentive of $200 awarded prior to the 2005-06 school year will be grandfathered until 12 the employee reaches 17 years of experience. 13 14 A longevity bonus awarded to staff members at BA+45 prior to the 2005-06 school year will be 15 grandfathered until the employee qualifies for the extension. 16 17

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APPENDIX A-1 - SALARY PROVISIONS 1 2 A. Certified instructional salaries shall be determined by placement on the state salary 3

schedule based on number of years experience and credits recorded as of October 1. 4 5 B. Employees currently paid for extended days will be issued supplemental contracts during 6

the term of this Agreement at their per diem rate and for their current number of days. 7 Supplemental contracts will be issued to full time employees for their 36 hour collaborative 8 time. Part time employees will fill out time sheets for collaborative time they choose to 9 work, up to 36 hours. (2006) 10

11 C. Payment of salary will be retroactive to September of each year with a lump sum payment 12

for September and October to be transmitted in the November paycheck and the remaining 13 ten (10) months at the new rate of pay. 14

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APPENDIX A-2 - SUPPLEMENTAL PAY 1 2 Section 1 3 4 The District and the Association recognize the need for teachers to offer their services to the 5 District for activities not covered in this contract. 6 7 The District will create a pool of money equal to $20,000 to be distributed equally to Deer Park 8 Elementary, Arcadia, Deer Park Middle School, and Deer Park High School to pay teachers for 9 agreed extra duties. Each site will put in place a procedure that is acceptable to both staff and 10 administration to determine how the money will be used. If funds are lacking to pay traditionally 11 funded items, the staff and administration will look at building budgets for funding. (2015) 12 13 The employees participating in the approved activities may be paid at the supplemental pay rate 14 of $30 (2014) per hour or in the form of a stipend. 15 16 Possible uses for these funds could include, but are not limited to, the following: supervising non 17 athletic school activities, grant research, department chairs, mentoring, science fair, and 18 extraordinary circumstances requiring meetings beyond the school day. 19 20 The following examples are types of activities that are not subject to supplemental pay: parent-21 teacher conferences and open houses. 22 23 The activities covered by Supplemental Pay are voluntary. 24 25 All requests for compensation for supplemental pay must be submitted by July 31st of the current 26 school year. 27 28 Section 2 – School Improvement Plan (SIP) 29 30 Those employees serving on the site council or building leadership team will oversee the School 31 Improvement Plan (SIP) . This committee shall not exceed eight (8) representatives. Members 32 will document and submit an approved form to the District to receive pay at the rate of $30 per 33 hour, worked outside contract time, not to exceed $450. (2014) Representatives will be chosen by 34 DPEA members in the building. Building principals will submit a list of team members to the 35 business office by September 30. (2007) 36 37 Other employees participating in site council subcommittees, for research as it relates to the 38 School Improvement Plan, shall document and submit a Supplemental Pay Application (Appendix 39 H) to the Principal to receive pay at the rate of $30 per hour not to exceed $225. (2014) 40 41 If serving on more than one of the above mentioned committees, employees shall document and 42 submit a Supplemental Pay Application (Appendix H) to receive pay at a rate of $30 per hour not 43 to exceed $450. (2014) 44 45 All requests for compensation for supplemental pay must be submitted by July 31st of the current 46 school year. 47

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1 See Appendix H; Supplemental Pay Application. 2 3 Section 3 4 5 The District agrees to set aside $15,000 (2007) to pay teachers for time spent beyond the contract 6 day for the following: 7 8 x Curriculum adoption committees reimbursed at $30 per hour. (2014) 9 x Other board approved committees reimbursed at $30 per hour. (2014) 10

11 See Appendix H: Supplemental Pay Application. 12 13 Section 4 - Retirement 14 15 The District and the Association recognize the importance of early planning for staffing purposes. 16 A District medical payment equivalent to $250 per month for 12 months will be paid as a lump 17 sum payment of $3,000 into a VEBA account for teachers who submit their notice of retirement 18 prior to March 15. (2009) (2011) 19 20 Section 5 – VEBA 21 22 Two hundred dollars will be allocated to a VEBA account annually to off-set medical expenses. 23 (2015) 24

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APPENDIX A-3 - PROFESSIONAL FUND 1 (2007) 2 3 Each teacher shall receive up to $300 (2009) for professional expenses which may include: (2008) 4

x Instructional supplies and materials 5 x Professional publications 6 x Professional dues 7 x Conference registration/materials 8 x Tuition 9 x Clock hour payments 10 x Other related professional expenses 11

12 Receipts will be annotated and accumulated by each teacher. Total receipts will be submitted 13 once per year to the District for reimbursement between November 1st and July 31st. Receipts 14 must be dated between August 1 and July 31 of the school year in which they are submitted. 15 Funds greater than $50 can be carried over for up to three years. (See Appendix J) (2012) 16 17 Funds may be pooled by staff members to purchase large ticket items. Any non-consumable 18 materials purchased with these funds belong to the District. 19 20 The District agrees to make a quarterly updated spreadsheet detailing fund balances available 21 online to staff. (2010) 22

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APPENDIX B - EXTRA-CURRICULAR 1 2 Extra-curricular positions which require certification are those positions which have both a 3 classroom and extended day component and therefore are contractually linked. Any position 4 which in the future doesn’t meet this guideline will no longer be considered an extra-curricular 5 activity and will be excluded from this Bargaining Agreement. (2013) 6 7

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APPENDIX B-1 - EXTRA-CURRICULAR SALARY SCHEDULE 1 2015-2016 2

3 Base Salary: $35,069 4 5 Group Step 1 Step 2 Step 3 Step 4 Step 5 I 3,858 4,205 4,538 4,995 5,446 II 3,507 3,823 4,167 4,542 4,951 III 2,806 3,059 3,334 3,634 3,961 IV 2.104 2,293 2,499 2,724 2,969 V 1,753 1,911 2,083 2,270 2,474 VI 1,403 1,529 1,667 1,814 1.981 VII 877 956 1,042 1,136 1,317

Steps 2 through 5 = 9% over prior step 6 7 Extra-Curricular Index 8 9 Group I Step 1 is 11% of Base Salary 10 Band HS 11 12 Group III Step 1 is 8% of Base Salary 13 Link Crew/Renaissance 14 15 Group IV Step 1 is 6% of Base Salary 16 Vocal HS 17 18 Group V Step 1 is 5% of Base Salary 19 Band MS 20 21 Group VI Step 1 is 4% of Base Salary 22 Vocal MS 23 Newspaper HS 24 25 26

(2015) 27 28 When the extra-curricular responsibility is only for a semester, the stipend will be cut in half. 29 30

31

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APPENDIX C - PERFORMANCE EVALUATION REPORT FOR CLASSROOM 1 TEACHERS (RCW 28A.405.100) 2 DEER PARK SCHOOL DISTRICT NO. 414 3

EVALUATION REPORT 4 5 The following seven criteria are to be used with the appropriate indicators. Any criterion checked 6 “unsatisfactory” or “needs improvement” will be accompanied by a written comment and a plan 7 for improvement. (See Article V, Section 3.2.E.) 8 9 Signatures acknowledge discussion of the evaluation. Teachers and evaluators may attach statements if they desire. 10 11 Teacher: School Year: 12

Teaching Assignment: Building: 13

Observation Date: Length of Observation: 14

Evaluation Type: T�90 Day T�Final T�Other15

Special Assignment: 16

17 OVERALL EVALUATION: S = Satisfactory 18 Satisfactory T� U = Unsatisfactory 19 Unsatisfactory T NI = Needs Improvement�20 21 S U NI 22 1. INSTRUCTIONAL SKILL The certificated classroom teacher demonstrates, in 23 his/her performance, a competent level of knowledge and skill in designing and 24 conducting an instructional experience. 25 26 COMMENTS: 27 28 T� T� T�29 30 31 32 2. CLASSROOM MANAGEMENT The certificated classroom teacher demonstrates, 33 in his/her performance, a competent level of knowledge and skill in organizing the 34 physical and human elements in the educational setting. 35 36 COMMENTS: 37 38 T� T� T�39 40 41 42 3. PROFESSIONAL PREPARATION AND SCHOLARSHIP The certificated 43 classroom teacher exhibits, in his or her performance, evidence of having a 44 theoretical background and knowledge of the principles and methods of teaching, 45 and a commitment to education as a profession. 46 47 COMMENTS: 48 49 T� T� T�50

51

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Teacher: School Year: 1 S U NI 2 4. EFFORT TOWARD IMPROVEMENT WHEN NEEDED The certificated 3 classroom teacher demonstrates an awareness of his or her limitations and strengths, and 4 demonstrates continued professional growth. 5 6 COMMENTS: 7 8 T� T� T�9 10 11 12 5. THE HANDLING OF STUDENT DISCIPLINE AND ATTENDANT PROBLEMS 13 The certificated classroom teacher demonstrates the ability to manage the noninstructional 14 human dynamics in the educational setting. 15 16 COMMENTS: 17 18 T� T� T�19 20 21 22 6. INTEREST IN TEACHING PUPILS The certificated classroom teacher 23 demonstrates an understanding of a commitment to each pupil, taking into account each 24 individual’s unique background and characteristics. The certificated classroom teacher 25 demonstrates enthusiasm for, or enjoyment in working with pupils. 26 27 COMMENTS: 28 29 T� T� T�30 31 32 33 7. KNOWLEDGE OF SUBJECT MATTER The teacher demonstrates a depth and 34 breadth of knowledge of theory and content in general education and subject matter 35 specialization(s) appropriate to the elementary and/or secondary level(s). 36 37 COMMENTS: 38 39 T� T� T�40 41 42 43 Check here T if a statement from the teacher is attached. 44 45 I hereby acknowledge this evaluation has been discussed with me and I am aware of its contents. 46 47 Date Teacher Distribution: Personnel File 48 Employee 49 Date Evaluator Supervisor 50 51 52

53

66

APPENDIX C-1 - PERFORMANCE EVALUATION REPORT FOR SUPPORT 1 PERSONNEL 2

DEER PARK SCHOOL DISTRICT 3 PERFORMANCE EVALUATION REPORT FOR 4

SUPPORT PERSONNEL 5 DEER PARK SCHOOL DISTRICT NO. 414 6

Deer Park, Washington 7 8 DATE Type of Evaluation 9 10 NAME T Annual 11 Last, First 12 SCHOOL T 90 –Day 13 14 ESA POSITION T Other 15 (if less than full time, specify) 16 17 It is my judgment, based upon adopted criteria, that this individual’s overall performance has been 18 during the evaluation period covered in this report. (Satisfactory or Unsatisfactory) 19 20 21 Administrator’s Signature 22 23 This evaluation is based in whole or in part upon observations for the purpose of evaluation which occurred on the dates and 24 for the durations indicated as follows: Weekly contact at ETM , observation of assignments in the schools, and parent, staff 25 and administrative feedback. 26 27 ***************************************************************************** 28 The following five criteria are to be used with the appropriate indicators. Any criterion checked “unsatisfactory” or “needs 29 improvement” will be accompanied by a written comment and a plan for improvement. (See Article V, Section 3.2.E.) 30 31 CATEGORIES: (Refer to list of adopted criteria) S – SATISFACTORY 32 U – UNSATISFACTORY 33 NI – NEEDS IMPROVEMENT 34 ***************************************************************************** 35

T 1. KNOWLEDGE AND SCHOLARSHIP IN SPECIAL FIELD: 36 1.1 Provide a theoretical rationale for the use of various procedures. 37 1.2 Demonstrate understanding of the basic principles of human growth and development. 38 1.3 Demonstrate awareness of personal and professional limitations and have the ability and knowledge to make 39

appropriate referrals 40 1.4 Relate and apply knowledge, research findings, and theory deriving from the individual’s specific disciplines to 41

the development of a program of services 42 43

T 2. SPECIALIZED SKILLS; 44 2.1 Design and conduct a program providing specific and unique services. 45 2.2 Demonstrate ability to synthesize and integrate testing and non-testing data concerning the student. 46 2.2.1 To help students integrate and assimilate data. 47 2.2.2 To help others involved with the student interpret and use data appropriately and accurately. 48 2.2.3 To help other specialists by providing case study materials. 49 2.3 Administer assessment procedures or to organize and prepare those who will administer assessment procedures. 50 2.4 Demonstrate ability to assist teachers and administrators integrate specialized information into the regular 51

curricular program. 52 2.5 Develop goals and objectives with District-level goals and objectives which will facilitate the implementation of 53

programs and services. 54

T 3. MANAGEMENT OF SPECIAL AND TECHNICAL ENVIRONMENT: 55 3.1 Select or recommend testing and non-testing devices, materials, equipment appropriate to student needs. 56

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3.2 Demonstrate the use and understanding of the limitations and restrictions of devices, materials, and procedures, 1 etc. 2

3.3 Use comparative and interpretive data. 3 3.4 Create an environment which provides privacy and protects student and family information, as mandated by codes 4

of ethics, federal and state regulations, and local School District policies. 5 6

T 4. THE SUPPORT PERSON AS A PROFESSIONAL: 7 4.1 Demonstrate awareness of the law as it relates to area of specialization. 8 4.2 Demonstrate awareness of responsibilities to students, parents, and other educational personnel as defined by the 9

professional code of ethics supported by the person’s competence area. 10 4.3 Demonstrate commitment to school and professional activities (attendance at local District and state meetings, 11

consortium activities, participation on special committees, etc.) 12 4.4 Demonstrate commitment to the concept of career-long professional growth by participation in workshops and 13

seminars or graduate study. 14 15

T 5. INVOLVEMENT IN ASSISTING PUPILS, PARENTS, AND EDUCATIONAL PERSONNEL: 16 5.1 Consult with other staff, school personnel, and parents concerning the development, coordination, and/or 17

extension of services to those needing specialized programs. 18 5.2 Plan and develop support program to serve the preventative and developmental needs of the school population 19

and the special needs for some students. 20 5.3 Interpret characteristics and needs of students to parents, staff, and community in group and individual settings 21

via oral and written communications. 22 23 ***************************************************************************** 24 1. Employee’s Comments: 25 26 27 28 29 30 2. Supervisor’s Comments: 31 32 33 34 35 36 My signature below indicates that I have seen this evaluation. It does not necessarily indicate agreement with the findings. 37 38 39 Signature Date 40 41

42

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APPENDIX C-2 - SHORT FORM PERFORMANCE EVALUATION REPORT 1 DEER PARK SCHOOL DISTRICT NO. 414 2

Deer Park, Washington 3 4 5 NAME_______________________________________ DATE_____________________ 6 (Last) (First) (Middle) 7 8 EVALUATION PERIOD________________________ SCHOOL YEAR_____________ 9 10 SCHOOL OR DEPARTMENT_______________________________________________ 11 12 POSITION TITLE_________________________________________________________ 13 14 15 NATURE OF OBSERVATION: (check appropriate box below): 16 17 ______ One observation of at least 30 minutes with written report 18 19 Observation date:_________________________ 20 21 ______ Two observations of at least 30 minutes each without written report 22 23 Observation dates:_______________ and _______________ 24 25 This certificated employee's performance is satisfactory for this school year pursuant to 26 RCW 28A.405.100. 27 28 29 Prepared by_______________________________ Date_____________________ 30 31 32 I have read this evaluation of my performance and discussed it with my supervisor. 33 34 35 Employee________________________________ Date_____________________ 36 37 Statement by Employee Attached: _____Yes _____No 38 39

40

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APPENDIX C-3 - APPLICATION FOR PROFESSIONAL GROWTH CYCLE 1 2 3 My signature verifies that I have had four (4) consecutive years of satisfactory evaluations. It is 4 my desire that I be admitted for Professional Growth Cycle (PGO), Article V, Section 3.3. 5 6 I understand if I am included in the PGO I will need to complete a written plan which includes 7 goals, plans to accomplish goals, persons to be involved, resources needed, and a timeline. An 8 initial conference with my supervisor shall occur by October 1 to share goals and a second by 9 June 1 to review the results. 10 11 12 ____________________ _______________________ ______________________ 13 Employee Signature Date 14 15 __________________________________ _________________________________ 16 School Assignment 17 18 19 Note Conditions: 20 21 (1) The regular evaluation process must be followed once every three (3) years. 22 23 (2) This method cannot be used to determine if employee's work is unsatisfactory and used as 24

a basis for probation and nonrenewal of contract. 25 26 27 28

29

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APPENDIX C-4 - PROFESSIONAL GROWTH FOR EXCELLENCE PLANNING 1 FORM 2

DEER PARK SCHOOL DISTRICT 3 4 5 Employee________________________________________________________________ 6 7 Site/Department___________________________________________________________ 8 9 Site Administrator/Supervisor________________________________________________ 10 11 12 GOAL(S): 13 14 15 16 17 PLAN TO ACCOMPLISH GOAL(S): 18 19 20 21 22 PERSONS TO BE INVOLVED: 23 24 25 26 27 RESOURCES NEEDED: 28 29 30 31 32 TIMELINE: 33 34 35 36 37 PROGRESS MADE TOWARD GOAL: 38

39

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APPENDIX C-5 - SUBSTITUTE TEACHER APPRAISAL 1 DEER PARK SCHOOL DISTRICT NO. 414 2

3 Substitute Teacher's Name__________________________________________________ 4 5 Assignment______________________________________________________________ 6 7 Date of Assignment____________________________ 8 9 Instructions: Circle applicable rating: 10 11 FACTORS RATING 12 13 CLASS MANAGEMENT/DISCIPLINE + - Not Applicable 14 15 FOLLOWS LESSON PLANS + - Not Applicable 16 17 ANECDOTAL NOTES FROM SUBSTITUTE + - Not Applicable 18 19

OTHER_________________________________________________________________ 20

________________________________________________________________________ 21

________________________________________________________________________ 22

________________________________________________________________________ 23

________________________________________________________________________ 24

________________________________________________________________________ 25 26 _____________________________________ ___________________________ 27 Teacher Date 28 29

SITE ADMINISTRATOR'S COMMENTS_____________________________________ 30

________________________________________________________________________ 31

________________________________________________________________________ 32

________________________________________________________________________ 33

________________________________________________________________________ 34

________________________________________________________________________ 35 36 _____________________________________ ___________________________ 37 Site administrator Date 38

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APPENDIX D - GRIEVANCE REPORT FORM 1 Deer Park School District No. 414 2

3 The grievant(s) shall discuss the "problem" with the site administrator and immediate supervisor 4 within 20 days of the date the grievant was aware of the alleged violation. Every effort shall be 5 made to resolve the grievance at this level in an informal manner. In the event the grievant(s) is 6 not satisfied with the disposition of the grievance through informal discussion, it shall be reduced 7 to writing on this form and within five (5) days of the end of the informal conference presented 8 to the site administrator, or immediate supervisor, who in turn shall, within five (5) days, provide 9 the grievant(s) with a written disposition of the grievance. 10 11 Grievance No.___________ Distribution of Form: 12 1. Appropriate Administrator 13 SUBMIT TO IMMEDIATE SUPERVISOR 2. Association 14 IN DUPLICATE 3. Teacher 15 ________________________________________________________________________ 16 Site Assignment Name of Grievant(s) Date Filed 17 18 ________________________________________________________________________ 19

STEP 1 20

A. Date cause of grievance occurred:_______________________________________ 21 22

B. Statement of grievance:_______________________________________________ 23

__________________________________________________________________ 24

__________________________________________________________________ 25 26

Relief sought:_______________________________________________________ 27

__________________________________________________________________ 28

__________________________________________________________________ 29 30 _________________________________ ______________________ 31 Signature Date 32 33

C. Disposition of immediate supervisor:____________________________________ 34

__________________________________________________________________ 35

__________________________________________________________________ 36 37 _________________________________ ______________________ 38 Signature of Immediate Supervisor Date 39 40

D. Position of grievant and/or Association:__________________________________ 41

__________________________________________________________________ 42

__________________________________________________________________ 43 44

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__________________________________ ______________________ 1 Signature Date 2

STEP II 3 4

A. Date received by Superintendent or designee:______________________________ 5 6

B. Disposition of Superintendent or designee:________________________________ 7

__________________________________________________________________ 8

__________________________________________________________________ 9 10 __________________________________ ______________________ 11 Signature Date 12 13

C. Position of grievant and/or Association:__________________________________ 14

__________________________________________________________________ 15

__________________________________________________________________ 16 17 __________________________________ ______________________ 18 Signature Date 19 20

STEP III 21

A. Date submitted to arbitration:___________________________________________ 22 23

B. Disposition and award of arbitrator:_____________________________________ 24

__________________________________________________________________ 25

__________________________________________________________________ 26 27 _______________________________ ______________________ 28 Signature of Arbitrator Date of Decision 29 ________________________________________________________________________ 30 ________________________________________________________________________ 31 NOTE: If additional space is needed in reporting any of the above information, attach an 32

additional sheet to this form. Please make appropriate notation referring to attached 33 page. 34

35 36 (Rev. 2006) 37

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APPENDIX E - ENROLLMENT FORM 1 2 3

4 5

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APPENDIX F - CONTRACT MODIFICATIONS FOR RESTRUCTURING 1 2 Educators often find themselves in a quagmire of laws, rules and regulations that impedes their 3 ability to respond to change. The contract provision below is an attempt to encourage the 4 restructuring of individual schools so they can better respond to changing demands of their 5 environment, and therefore better meet the needs of children. 6 7 If within an individual school, a member(s) of the school staff has a proposal for restructuring 8 schooling, and if that proposal cannot be implemented without modifying the terms of the 9 Agreement between DPEA and the Board and/or for requesting a waiver of Regulations, the 10 following procedures can be followed to modify the Agreement for that school only. 11 12 A. The proposal shall be submitted in writing to the site administrator and the DPEA building 13

representative and shall be distributed to all certificated employees who work in that 14 building and sent to the DPEA President. The proposal shall highlight the desired contract 15 modification(s) and/or for requesting a waiver of State Rules and Regulations and be within 16 the building budget. All expenditures over the building budget must be approved by the 17 Superintendent. 18

19 B. The site administrator shall allow appropriate time for discussion of the proposal. 20 21 C. After discussion, the proposer(s) can ask that a vote be taken to determine whether or not 22

the contract shall be modified to accommodate the proposal or to request for a waiver of 23 State Rules and Regulations. The vote shall be by secret ballot and shall be overseen by 24 the Superintendent and a representative of the DPEA Executive Board. All certificated 25 employees represented by DPEA who have any of their regular assignment in the building 26 and the building administrators shall have an opportunity to vote. The contract shall be 27 modified if at least seventy-five percent (75%) of those voting cast votes in the affirmative. 28

29 D. The DPEA President, the Superintendent, and the president of the Board, shall be notified 30

of the modification and/or request for a waiver of State Rules and Regulations and 31 acknowledge such receipt in writing by signing the modification which then becomes an 32 addendum to the Agreement for that specific building. 33

34 E. The modification and/or waiver shall remain in effect unless the provision for modifying 35

this Agreement is removed from the Agreement or if the following procedure is followed 36 and the results determine that the modification should be rescinded. 37

38 In April of each year, a certificated employee represented by DPEA can call for an election 39

to determine whether to rescind a contract modification and/or waiver that has been made 40 in the school in which that teacher regularly works. If forty percent (40%) of the 41 certificated employee voting in such an election vote to rescind, the modification will be 42 rescinded at the conclusion of that school year. 43

44

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F. At the end of each school year or end of the project, if earlier, a summary and evaluation 1 shall be prepared by the project proponent(s) and presented to the building staff, the DPEA 2 President, Superintendent, and the Board president. 3

4 G. Teachers who feel that they do not wish to work under conditions of a modified contract 5

and/or waiver of State Rules and Regulations will be given highest priority for transfer to 6 another building. They may submit their request directly to the personnel office, indicating 7 the reason for their request. 8

9 H. The above language includes exploration and expansion of innovative curriculum models 10

involving technology. 11 12

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1 APPENDIX G – SUPPLEMENTAL PAY

Deer Park School District Compensation and Leave Chart for 2015-2016

2

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1

2 4

APPENDIX H – COMPENSATION AND LEAVE CHART

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1

APPENDIX I – PROFESSIONAL FUND REIMBURSEMENT 2 3

DEER PARK SCHOOL DISTRICT NO. 414 4 5

PROFESSIONAL FUND REIMBURSEMENT 6 7 8 Receipts must be accumulated by the teacher and submitted once per year, between November 1st and July 31st. 9 10 11 Employee: 12 13 Address: 14 15 16 17 18 19 Vendor Name Item Amount Budget Code 20 XX-XX-XX-XXX-XX 21 22 1) 23 24 2) 25 26 3) 27 28 4) 29 30 5) 31 32 Total Expenses Claimed for Reimbursement $ 33 34 35 36 I, , holding the position of do 37 hereby certify under penalty of perjury that this is a true and correct claim for necessary expenses incurred by me 38 and that no payment has been received by me on account thereof. 39 40 41 Signed: 42 43 44 45 Approved: 46

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APPENDIX J – ASSIGNMENT INPUT FORM 1 2 3

Certificated Staff Assignment Input 4 2015 – 2016 5

6 7 Name 8 9 Current Site 10 11 12 Please complete this form in order to give input to your site administrator as to your assignment 13 preferences for next year. 14 15 16 17 1st Choice 18 19 20 21 2nd Choice 22 23 24 25 3rd Choice 26 27 28 29 30 31 32 Should the district determine a need for an involuntary transfer, would you be interested in moving to 33 another building, and if so – what building/assignment? 34 (Involuntary transfer language from the Collective Bargaining Agreement will apply). 35 36 37 38 39 40 41 42 43 Turn this form in to your site administrator by March 31st. 44 45

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APPENDIX K – OPTIONAL DAY VERIFICATION FORM 1 2 3 4

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APPENDIX L – MEMORANDA OF AGREEMENT 1 2 3 4 5 Communications 6 The Deer Park Education Association and The Deer Park School District agree that for the 2015-2016 7 school year there will be three district level communication meetings, once per trimester. Those meetings, 8 as well as, building communication meetings will be calendared at the beginning of the year. 9 10 11 Teacher Evaluation 12 The Deer Park Education Association and The Deer Park School District agree that for the 2015-2016 13 school year, teachers on the focused evaluation will be assessed on Washington State Criterion 8.special 14 education 15 16 17 18 FOR THE ASSOCIATION FOR THE BOARD 19 20 ___________________________ ___________________________ 21 22 ___________________________ ___________________________ 23 24 ___________________________ ___________________________ 25 26 ___________________________ ___________________________ 27 28 ___________________________ ___________________________ 29

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INDEX

A Academic Freedom .................................................................................. 11 Administrator Designees ...................................................................... 58 Adoption Leave .......................................................................................... 43 Assignment Input Form ......................................................................... 97 Association Dues ......................................................................................... 6 Association Leave ..................................................................................... 46 Association Meetings ................................................................................ 9 At-Risk Response Committee (ARC) ................................................ 53 At-Risk Students ........................................................................................ 57

B Bereavement Leave ................................................................................. 43 Binding Arbitration .................................................................................. 64

C Calendar Adoption ................................................................................... 18 Caseload

Speech and Language Pathologist ............................................... 54 Certificated Staff Evaluation ................................................................ 22 Class Size ....................................................................................................... 51

General Education ............................................................................... 51 Overload .................................................................................................. 56 P.E. and Music ....................................................................................... 55 Prep Time Coverage ........................................................................... 55 Special Education ................................................................................ 53

Classroom Visitation ............................................................................... 13 Clock Hour Credit ...................................................................................... 59 Co-Curricular .............................................................................................. 75 Co-Curricular Salary Schedule ............................................................ 76 Combination Classes ............................................................................... 51 Common Planning Time ........................................................................ 41 Communications ......................................................................................... 5 Compensation and Leave Chart ......................................................... 94 Contract Modifications For Restructuring .................................... 88 Contract Resignation ............................................................................... 14 Contracts, Individual ............................................................................... 14 Curriculum Development...................................................................... 58 Curriculum Training Bank .................................................................... 17

D Deduction of Dues ...................................................................................... 8 Disciplinary Action for Just Cause..................................................... 10 Discipline

Emergency Expulsion ........................................................................ 51 Inservice Trainiing .............................................................................. 50 Student ..................................................................................................... 49

Distribution of Bargaining Agreement ............................................. 4 District Facilities, Use of .......................................................................... 8 District/Association Meetings .............................................................. 5

Dues Deduction ............................................................................................ 8 Dues, Association ........................................................................................ 6

E Emergency Expulsion ............................................................................. 51 Emergency Leave ...................................................................................... 44 Employee Facilities .................................................................................. 12 Employee Work Year .............................................................................. 15 Enrollment Form ....................................................................................... 87 Equipment, Materials and Supplies ................................................. 58 Evaluation ..................................................................................................... 22

Classroom Teacher ............................................................................. 77 Short Form .............................................................................................. 81 Substitute Teacher .............................................................................. 84 Support Personnel .............................................................................. 79

F Facilities and Equipment....................................................................... 12 Facility Use ..................................................................................................... 8 Faith or Conscience Leave .................................................................... 46 Foster Parent Leave ................................................................................. 43 FTE for Part-time Teachers .................................................................. 60

G Grievance Procedure ............................................................................... 62 Grievance Process ..................................................................................... 63 Grievance Report Form .......................................................................... 85 Grievances

Class Grievances .................................................................................. 65 District Grievances.............................................................................. 65

H Harassment .................................................................................................. 12 Hiring Practices ......................................................................................... 14

I Individual Contracts ................................................................................ 14 Insurance Benefits .................................................................................... 60 Involuntary Transfers ............................................................................. 38

J Job Related Injury ..................................................................................... 42 Job Sharing ................................................................................................... 40 Jury Duty Leave .......................................................................................... 44

L Layoff and Recall Procedures .............................................................. 19 Layoff Benefits ............................................................................................ 21

84

Learning Improvement Days............................................................... 17 Leave ............................................................................................................... 42

Association ............................................................................................. 46 Bereavement.......................................................................................... 43 Emergency .............................................................................................. 44 Faith or Conscience ............................................................................ 46 Jury Duty .................................................................................................. 44 Maternity, Paternity, Foster or Adoption ................................ 43 Military ..................................................................................................... 44 National Board Certification .......................................................... 46 of Absence ............................................................................................... 45 Of Absence .............................................................................................. 42 Other of Absence.................................................................................. 47 Persoanl ................................................................................................... 45 Professional Meetings and Conferences .................................. 61 Sick ............................................................................................................. 42 Statewide Impact on Education.................................................... 46

Leave Chart .................................................................................................. 94 Leave of Absence ....................................................................................... 45 Leave Sharing.............................................................................................. 43 Lockout/Work Stoppage ......................................................................... 6 Longevity Bonus ........................................................................................ 70

M Mainstreamed and At-Risk Students ............................................... 57 Management Rights ................................................................................... 6 Maternity Leave ......................................................................................... 43 Mediation ...................................................................................................... 63 Memoranda of Agreement .................................................................... 99 Method of Salary Payment ................................................................... 59 Military Leave ............................................................................................. 44 Multi-Age Classes ...................................................................................... 52

N National Board Certification ................................................................ 46 Nondiscrimination ................................................................................... 12 Nonteaching Duties .................................................................................. 49

O Optional Day Verification Form ......................................................... 98 Optional Days .............................................................................................. 15 Other Leaves of Absence ....................................................................... 47 Overload ........................................................................................................ 56

P Paraeducator Supervision .................................................................... 48 Part-time Teachers, FTE ........................................................................ 60 Paternity Leave .......................................................................................... 43 Personal Leave ........................................................................................... 45 Personal Vehicles ...................................................................................... 41 Personnel ...................................................................................................... 19 Personnel Files ........................................................................................... 10 Planning Time ............................................................................................. 41 Preamble ......................................................................................................... 1 Preparation Period ................................................................................... 14 Preparation Periods for Assn. Business ........................................... 9 Professional Fund ..................................................................................... 74

Professional Fund Reimbursement.................................................. 96 Professional Growth Cycle ................................................................... 82 Professional Growth For Excellence Planning Form ............... 83 Professional Meetings and Conferences ........................................ 61

R Reassignments ........................................................................................... 37 Recall Procedures ..................................................................................... 19 Recognition .................................................................................................... 2 Reduction in Force ................................................................................... 19 Reimbursement for Professional Expenses ................................. 96 Representation Fee .................................................................................... 6 Resignation .................................................................................................. 14 Ressignments, Vacancies, and Involuntary Transfers ............ 37 Retirement Incentive .............................................................................. 73

S Salary Payment .......................................................................................... 59 Salary Placement Provisions ............................................................... 59 Salary Provisions....................................................................................... 71 Salary Schedule .......................................................................................... 68 School Improvement Plan(SIP) .......................................................... 72 School Improvement Planning ........................................................... 58 Seniority List ............................................................................................... 19 Severability .................................................................................................... 4 Sick Leave ..................................................................................................... 42 Sick Leave Incentive ................................................................................ 43 Site-Based Management .......................................................................... 9 Snow Day ...................................................................................................... 15 Speech and Language Pathologist Caseload ................................ 54 Staff Protection .......................................................................................... 13 Statewide Impact on Education Leave ........................................... 46 Status of Agreement .................................................................................. 4 Student Discipline ..................................................................................... 49 Student Exclusion From Class............................................................. 50 Student Teachers ...................................................................................... 49 Substitues

Long-term ................................................................................................. 2 Short-term ................................................................................................ 2

Substitute Teacher Appraisal .............................................................. 84 Substitutes .................................................................................................... 48 Supplemental Pay ............................................................................. 72, 92 Supplies, Materials and Equipment ................................................. 58

T Term of Agreement .................................................................................. 67

U Use of District Facilities ........................................................................... 8 Use of Personal Vehicles ........................................................................ 41

V Vacancies ...................................................................................................... 38 VEBA ............................................................................................................... 73

85

W Work Stoppage or Lockout..................................................................... 6

Work Year ..................................................................................................... 15 Workday and Preparation Period ..................................................... 14