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NYS PERB Contract Collection – Metadata Header
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Contract Database Metadata Elements Title: East Greenbush Central School District and East Greenbush Teachers Association (2001) Employer Name: East Greenbush Central School District Union: East Greenbush Teachers Association Local: Effective Date: 07/01/01 Expiration Date: 06/30/04 Number of Pages: 75 For additional research information and assistance, please visit the Research page of the Catherwood website - http://www.ilr.cornell.edu/library/research/ For additional information on the ILR School, http://www.ilr.cornell.edu/
8 4904_06302004
II East Greenbush Central SchoolDistrict And East Greenbush. Teachers Assn
. AGREEMENTII
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between
The Superintendent of Schools
of the East Greenbush
Central School District
and
The East Greenbush
Teachers Association
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RECEIVEDDEC 242002
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NYSPUBUCEMPLO~ENTRELATIONS BOAPD
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Dated: July 1, 2001
toJune 30, 2004
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TABLE OF CONTENTS
ARnaEI:ARnWII:
ARnw III:
ARnQEIV:
REPRESENTAnON 1
INDIVIDUALANDASSOOAnONRIGHTS 1A. Dues Deduction 1B. TaxSheltered Annuities 1C. Salary Options 2D. Teacher's WorkSpace, Telephone 3E. Availabilityof Materials 3F. Opportunity for Participation 4G. School Calendar - Development 7H. Reviewof Personnel File 7I. Personnel File - Statement 81. Fair Dismissal 8K.Academic Freedom 9L. Teacher Transfer or Reassignment 9M. Budget Information 12N. Budget Meeting 12O. Equal Opportunity Employer 12P.BenefitTrust- VOTE/COPE 12Q. Monthly Meetings 13
RIGHTSANDRESPONSIBILInES 13A. Lesson Plans 13B. Tentative Teaching Assignments 13C. Qualified Teachers 13D. Shared Teacher Schedules 13E. Extra-Curricular Activity
Participation 14F.Use of School Facilities 14G. Personal Property, Lossor Damage 14H. Transfer of Tenured Teachers 14I. Student Welfareand
Discipline Policy 141.AcademicAssessment of Students 15K. Length of School Day 15L. Length of Work Year 15M.1obSecurity 16N. Use of Substitutes 16
COMPENSATION AND
REMUNERATION FOR SERVIUS
A. Approved Graduate StudyB. Psychologist Salary/StepC. Salary Step/AppropriateD. Part-Time TeachersE. Use of Personal VehiclesF. Homebound InstructionG. Premiums
1. Health2. Dental Care
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H. IRS 125 Plan 20I. Remuneration Beyond Calendar 201. Remuneration. Summer Programs 20J. Substitute Teachers 20K. Retirement .Incentive Program 21L. Part-Time Employees 22M. Grants 23
ARTICLEV: LEAVESOF ABSENCEANDOTHERAUTHORIZEDLEAVES 23
A.SickLeave/SickBank 23B.PersonalLeave 25C.Leavefor Deathin Family 26D. Pregnancy/Child CarelFamily Care 26
1. Pregnancy-RelatedDisability Leave
2. Child Care Leave3. Leave for Family Care
E. Association LeaveF. Disability LeaveG. Family and Medical Leave
ARTICLE VI: PROFESSIONAL DEVELOPMENT
A. Superintendent Conferences andEarly Dismissal Days
B. Special GrantsC. Professional LeaveD. Sabbatical Leave
ARTICLE VII: TEACHING CONDITIONS
A. Class SizeB. Remedial ClassesC. Classroom PreparationsD. Elementary Teachers
Participation in Special Classes 37E. Planning Time 37F.AuxiliaryClerical Personnel 37G. Spectator Buses 37H. Attendance at Meetings 37I. Special Area Teachers Schedules 381. Supplementary School Personnel 38
ARTICLEVIII: GRIEVANCEPROCEDURE 38A. Declaration of Purpose 38B. Definitions 39C. Rights of the Grievant 39D. Rights of the AssociationlDistrict 41E. Procedure 41
1.Level1- Principal 412. Level2 - Superintendent 423. Level3 - Board of Education 424. Level4 - Arbitration 42
F.MiscellaneousProvisions 43
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1. Time Limits2. Official Record3. Rights of Parties-In-Interest4. Time of Processing5. Notification of Decision
ART1W IX: MISaLLANEOUS PROVISIONS
A. Alteration of AgreementB. Supersedes Contrary RulesC. Individual Arrangements, Etc.D. Legality of ProvisionsE. Implementation of AgreementF. Printing of AgreementG. Side Agreements
APPENDIX -All BA Salary Schedule
MA Salary Schedule
APPENDIX -B" Psychologist Salary Schedute
APPENDIX IICII Athletic Coaching Positions
APPENDIX -on Co-Curricular Supervision
APPENDIX liE'" Sabbatical Leave/
Special Grants
APPENDIX '1'" Department Chairs and
Building Curriadum Specialists
PREAMBLE
INDEX
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PREAMBLE
The East Greenbush Teachers Association and theSuperintendent of Schools of the East GreenbushCentral School District agree that the followingAgreement, entered into under conditions of collec-tive bargaining to insure the rights and privileges ofboth parties, represents a continuing joint effort toprovide a Quality education for the children of theDistrict and governs the terms and conditions ofemployment of the professional staff included in theInstructional Negotiating Unit for the years July 1,2001 to June 30, 2004.
.~~~President
~~/~Chief Negotiator
/l ../') .l~~u t1-( ~4 f
Negotiator
~~ ~~L//~6~~/e,/
Superintendent of Schools
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ARTICLE I:
REPRESENTATION
The East Greenbush Board of Education has grantedthe right to unchallenged representation status to theEast Greenbush Teachers Association (EGTA) as theexclusive negotiating agent for the InstructionalNegotiating Unit (UINU")defined to include all profes-sional staff except the Superintendent of Schools;Assistant Superintendent of Schools; the Director andAssistant Director of Pupil Personnel Services; theDirector of Health, Physical Education and Athletics;School Business Administrator; Director of Standards;and all Principals and Assistant Principals. Such periodof unchallenged representation shall extend from July1, 2001 to June 30, 2004.
ARTICLE II:
INDIVIDUAL AND ASSOCIATION RIGHTS
A. Dues Deductions. Effective September 1, 1984, theDistrict shall deduct from the salary of employees in thebargaining unit who are not members of the EeTA anamount equivalent to the dues levied by the EeTA andshall transmit the sum as deducted to the EeTA inaccordance with Chapter 677 and 678 of the Laws of1977 of the State of New York. The EeTA affirms that ithas adopted such procedure for refurid of agency shopfee deduction as required in Section 3 of Chapters 677and 678 of the Laws of the State of New York. The pro-vision for agency fee deduction shall continue in effectas long as the EeTA maintains such procedure. TheAgency Fee deduction shall be made following the sameprocedure as applicable for dues check off, except asotherwise mandated by law or this Article of theAgreement
B. Tax Sheltered Annuities. The Superintendentagrees to provide for reduction in salaries of members ofthe INU for the purpose of purchasing annuities as pro-vided by law subject to the following provisions:
1. Proper authorization for such reduction mustbe filed with the Superintendent or designee pur-suant to law.
2. Applications for such reductions will be accept-ed twice during the school year. The acceptancedates shall be October 1 and January 1.
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3. INU members who authorize reductions shallalso designate the institutions or agents to whichthe District is to direct funds that have been with-held. The institutions or agents to which fundsmay be directed shall include such institutions oragents as designated by the District or mutuallydetermined with the Association.
C. Salarv Ontions. The Superintendent of Schoolsagrees that salary payments shall be made to all regu-larly employed members of the INU as follows:
1. On at least a bi-weekly basis throughout theschool year commencing on the second Fridaythat school is in session and bi-weekly thereafter,and
2. Under one of the following options:
Option A;21 payment plan (Gross annual salarydivided by 21 will be paid each pay period).
Option B: 25 payment plan (Gross annual salarydivided by 25 will be paid each pay period withthe exception of the last pay period in June. Theemployee shall receive five twenty-fifths (5/25)of their gross annual salary on that pay date.
3. If an individual elects to change from Option Ato Option B, notification shall be sent, in writing,to the office of the Superintendent or designee byJune 30 of the preceding year. The Superintendentshall notify the staff of this option by June 1. Theforms to be used to change salary payment planswill be provided by the District.
4. Members of the INU new to the District will benotified in writing of the availability of these pay-roll options and will have a reasonable time toselect an option.
5. Itinerant substitute teachers will be paid on atleast a bi-weekly basis. Substitute service renderedup to three (3) days prior to a scheduled pay datewiII be compensated on the scheduled pay date(excluding the first pay period in September).Substitute service rendered during the three (3)days prior to a scheduled pay period will be com-pensated for on the next scheduled pay date.
6. Pay dates will be issued as soon as practicableafter adoption of the school calendar and will pro-vide for 21 pay dates, the first of which will be onthe second Friday that school is in session and
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bi-weekly thereafter. Excluded under this sub-sec-tion are payments for new graduate credits,extra-curricular activities, intramurals and inter-scholastic activities.
7. Newly Earned Graduate Credit Payments -a. Credit will be given effective September 1 forall graduate hours earned during the springsemester and the summer. Payment will bemade by the second pay date after receipt ofofficial notice from the teacher. A formal tran-script wiIJ be given to the District by October 1.
b. Credit for courses completed during the fallsemester will be given effective with the paydate following the completion of the graduatecourses. Payment will be made by the secondpay date after receipt of formal notice from the
teacher. A formal transcript will be given to theDistrict within one (1) month of completion ofcourse work, or by March 1, whichever comesfirst
8. Payment for Extra-Curricular, Intramural andInterscholastic Activities -
a. Athletic Coach - payment will be madebi-weekly.
b. Year-Long Assignments - One-half paymentat end of first semester, one-half at end of year.
c. Semester Assignments - One-half at middleof semester, one-half at end.
d. Single Event Assignments - One-halfduringmiddle of activity, one-half at end of activity.
e. Intramural Assignments - Via special claimapproved by principal and processed by directorof athletics.
D. Teacher's Work Soace. Telephone. Each teacherwill have an office, room or assigned space. Telephoneswill be located in restricted areas for the use of teachersmaking confidential calls related to their assignedduties when such restricted area is available withoutstructural changes in the building as follows:
Middle Schools - 3 per building
Elementary Schools - 2 per building
E. Availabilitv of Materials. Available educationalmaterials and instructional equipment, maintained in
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working condition, will be readily accessible to allteachers within confines of repair schedules.
F. Qnoortunitv for Particination. The Superintendentagrees to maintain staff participation in innovation.Consequently, the instructional staff is and shall con-tinue to be a major source of development, innovationand selection of materials in improving and continuingthe level of quality education carried on in the Districtschools. It is important for the instructional staff to par-ticipate in the overall coordination, improvement, andimplementation of existing programs. It is equallyimportant for instructional staff to work toward devis-ing, testing, and introducing new programs and towardresearch in pertinent educational and related areas.
1. The Superintendent of Schools will continue toseek the advice and comments of and provideopportunity for participation by members of theINU concerning changes in the existing schoolfacilities, additions or new facilities within theDistrict Whenever the District establishes a com-mittee or task force to study and/or makerecommendations regarding such changes, INUmembers shall be appointed by the EGTA. The'members of such committee or task force will bedetermined by the Superintendent and EGTAPresident
2. Prior to changing the duties of existing posi-tions or the establishment of new. positions, theSuperintendent will request that three (3) advisorsbe provided by the EGTA President to advisehimlher prior to the Superintendent making anysuch changes. The advisors may, if they so desire,file a written opinion with the Superintendent
3. a. Whenever a review/revision of an existingprogram or introduction of a new or pilotcourse of study and/or instructional program isinitiated by the District, the Superintendentwill request the EGTA President to provide aspecified number of representatives, withrights of equal participation, to the Committeefor Curriculum Study or other body responsi-ble for making recommendations/decisionsregarding such courses of study or programs.
b. Whenever such a review or revisions arereferred to the Committee for CurriculumStudy or other body by the Superintendent, theCommittee for Curriculum Study or other body
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shall, within a three-year period of the start ofa new or pilot program, recommend to theSuperintendent who shall have the responsibil-ity of transmitting the Committee's finalrecommendation to the Board that such pro-gram be accepted, modified, or terminated.
4. a. The EGTA President and one designatedBuilding Representative for each building shaUbe maHed notice of any and all teaching vacan-cies for the following school year. The noticeshall sta~e the effective date of the opening, thenature of the assignment, description of educa-tional qualifications required, salary range, andthe probable date of appointment The EGTAPresident shall provide to the Superintendentby the first day of school a list designating thename of a Building Representative for eachschool building for the purpose of this provi-sion.
b. In conformance with the concept ofschool-based management, the following pro-cedures shall be those by which candidates forvacancies and openings for specific buildingswill be interviewed.
(i) The posting of teaching vacancies in each
building required by Article II(L)(2)(c) shallconstitute notice to the EGTA BuildingRepresentative in th~t building of hislheropportunity to request a meeting with theBuilding Administrator to discuss the com-position of the Building InterviewCommittee for that vacancy or opening. TheBuilding Administrator shall schedule ameeting with the Building Representativewithin three (3) school days of receipt of therequest for a meeting. The timing of therequest of the Building Representative shallbe such that the meeting will not be sched-uled beyond the ten (10) day posting periodreferred to in Article II (L)(2)(c);
(ii) Following the above meeting, the EGTA
President or designee may appoint two (2)INU members from that building to theBuilding Interview Committee. Suchappointment must be made and presentedto the Building Administrator prior to theexpiration of the ten (10) day posting periodreferred to in Article II (L)(2)(c);
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(iii) The Superintendent or designee willappoint all remaining members to theBuilding Interview Committee. TheSuperintendent or designee shall select andappoint as many other members to theBuilding Interview Committee as he/shedeems necessary. The Superintendent ordesignee may appoint other INU members,administrators, supervisors, and membersof central administration to the BuildingInterview Committee;
{iv}The Superintendent or designee and/or theEGTAPresident or designee may also eachappoint one building parent to the BuildingInterview Committee from a list of interest-ed parents mutually agreed upon by theBuilding Administrator and the EGTAPresident or designee. Such list will be ini-tiated prior to the commencement of anybuilding interview activities in each schoolyear.
c. The Building Interview Committee will makeits recommendations to the Superintendent inwriting. The final decision as to which appli-cant shall be recommended to the Board ofEducation rests with the Superintendent
d. Committee' to meet with candidates foradministrative positions below the level ofCentral Office Staff.
It is understood that the instructional staff hasan interest in the background, training, andexperience of the administrative staff of theschool to which said staff members areassigned. In this regard, the Superintendentwill form a committee of five staff members,two of whom shall be appointed by the EGTA.to meet with administrative candidates belowthe level of central office staff for an informaldiscussion. Staff members so involved will begiven the opportunity to share their reactionsto the discussion with the Superintendent orhis designee.
5. Each school-based planning team shall have theresponsibility for school-based decision makingwithin the teams' guidelines as established byDistrict policy. In carrying out the shared deci-sion-making process at the school-based level, the
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following considerations shall apply in addition tothe requirements and provisions set forth in theDistrict's "Guidelines for Teams.":
a. The appropriate administrator will meet withand mutually develop clear objectives for theteam as may be related to any assignment givento the team.
b. All members of the team shall be encouragedto freely debate any team assignment and pro-vide input.
c. The team shall have authority to gatherinformation relevant to any assignment consis-tent with District policy, contractualrequirements and the law.
d. Upon completion of an assignment, theschool-based planning teams' recommenda-tions shall be presented to the Superintendentconsistent with the "Guideline for Teams."Where the assignment and recommendationsdeal with issues at the building level only andare not designated by policy for an advisory rec-ommendation, any team recommendationshould be implemented where it is in the inter-est of the District, students, and staff to do so.
G. School Calendar - Development. It is agreed thatthe Superintendent of Schools and two (2) representa-tives of the EGTA will consult with each other in thedevelopment of the school calendar. Such calendar will
. be mutually developed by both parties and presented tothe Board of Education for final approval.
H. Review of Personnel File. Ea'ch member of the INUshall have the right, upon adequate advance request, toreview the contents of their personnel file. The EGTAaffirms the right of the Board and the Administration toremove from the files, prior to teacher review, onlythose letters of reference originating from outside theDistrict which are determined to be of confidentialnature. At the member's request they may be accompa-nied to the review of their personnel file by anindividual of their own choosing. No material shall beplaced in the teacher's file unless a copy of the same hasbeen given to the teacher. The teacher shall have theright to place a statement in the personnel file regard-ing any information placed within it. Letters ofreference originating from outside the District may beseen by the teacher if they obtain a release from thesource(s).
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The original copy and the INU member's copy ofthose personnel file items originating in the building(s)where the INU member works will be initialed and datedby said member prior to those items being place in thefile.
For those personnel file items that originate outsideof the building(s) where the INU member works, themember's copy will be sent in a sealed envelope with anenclosed receipt which indicates what the item is about,the date the item was written, and the source of theitem. The receipt, once initialed and dated by the INUmember, will be attached to the original in the file.
The initialing and dating.procedure as outlined aboveis merely to indicate that the INU member has seen andreceived a copy of the material and will not be construedas agreement with what the material states.
I. Personnel File - Statements. Whenever any officialstatement, charge, complaint or allegation is madeagainst any teacher concerning personal conduct,including evaluation of teaching competence, saidstatement, charge, complaint or allegation is to bereduced to writing and a copy given to the teacher. If aconference is to be held concerning said statement, thewritten notice shall contain the time, date and locationof such conference. At all times the teacher shall havethe right to request a conference about the above. Inany conference, the teacher has the right to representa-tion. Copies of the statement will be furnished to theAssociation upon the request of the teacher.
1. Fair Dismissal. Aprobationary teacher having com-pleted two (2) full years of employment in the District(one (1] full year of employment in the case of a teacherappointed to a two [2] year probationary appointment)whose services are not to be continued will be so noti-fied by the Superintendent no later than one hundredtwenty (120) calendar days prior to the end of saidteacher's probationary appointment as set forth in saidteacher's notice of probationary appointment Suchnotification shall include the District's reason(s) for thediscontinuation of said teacher's services.
The concerned teacher may, within fifteen (15) cal-endar days of the receipt of notice, request, in writing, aprivate hearing before the Board. Such meeting will beconvened at a mutually agreed upon date within ten(10) calendar days. The teacher may be represented at
this hearing and may have witnesses present providingsuch representatives and witnesses are identified in
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writing prior to the hearing. The results of such hearingshall not be grievable and shaH be rendered within ten(10) caJendar days.
K. Academic Freedom. The purpose of this statementis to promote public understanding and support of aca-demic freedom and to ensure academic freedom in theEast Greenbush School District.
1. The teacher is entitled to freedom in their class-room in discussing their subject, but they must becareful not to introduce controversial matterswithout an attempt to present aH sides of theissues.
2. Teachers are citizens and representatives of aneducational system. When teachers write or speakas citizens, they shaH be free from institutionalcensorship or discipline.
When writing or speaking as representatives of theeducational institution, they shaH be aware thatthe public may judge the profession and the insti-tution by their utterances. Hence, teachers shouldat all times be accurate, exercise appropriaterestraint, and allow others to eXpress their opin-ions.
L. Teacher Transfer or Reassianment.
1. Definitions of terminology as used in thisArticle:
a. "Transfer" refers to lateral movement fromone job position to another, accompanied by achange in assignment: with respect to building(except traveling special area teachers); tenurearea; certification field and a move from thepresent elementary grade level within the samebuilding.
b. "Voluntary transfer~ refers to a transfersought by a teacher to fill a vacancy or new jobposition in the bargaining unit. INU membersshall be given first consideration for all vacan-cies and new job positions for which there arealso applicants from outside the bargainingunit. "First Consideration" shall mean thatwhere all other factors are substantially equal,the INU member seeking to transfer will prevailover an applicant from outside the bargainingunit. Teachers with less than three years teach-ing experience may only voluntarily transfer ifpermitted to do so by the Superintendent.
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c."Involuntary Transfer" refers to a transfer notrequested by the teacher.
d. A "Term Transfer" occurs when an INU mem-ber voluntarily seeks and accepts anassignment of fixed duration resulting fromany leave of absence of a second INU member.The assignment of fIxed duration shall coincidewith the term of the leave granted to the sec-ond INU member. The second INU member,upon returning from leave, shall be entitled toa position within his/her tenure and certifIca-tion area. The District shall make a reasonableeffort to return the second lNU member to thebuilding to which (s)he was assigned at thetime (s)he was granted the leave of absence.
2. Voluntary Transfer.
a. Teachers who desire a transfer may inquire atany time to ascertain the possibility of such avacancy in the following year and may fIle awritten statement of such desire with theSuperintendent.
b. The following criteria shall be considered ineffecting transfer of teachers:
(1) Instructional requirements.
(2) Individual qualifications (including a
teacher's area of competence, major and/orminor fields of study, certification, and qual-ity of teacher performance).
(3) Staff availability.
(4) Length of service in the East Greenbush
Central School District, preference wherethe foregoing factors are substantially equalbeing given to the transfer applicant withthe greatest number of years of teachingexperience in the District.
(5) The conveniences "and wishes of the teacherapplicant.
c. The Superintendent shall cause to be postedperiodically in each building during the periodfrom September 1 through June 1 those teach-ing vacancies "existing for the following schoolyear. Any teacher wishing to transfer to one ofsuch vacancies should notify the Superin-tendent in writing ten (10) school days afterposting such notifIcation to indicate the posi-
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tion desired. The District may solicit applica-tions from individuals.
3. Involuntary Transfer.
a. Involuntary transfers will be made only whennecessary and in the best interest of the SchoolDistrict.
b. Teachers being involuntarily transferredshall be notified of positions available in theirtenure area, if more than one exists. Suchteachers may request the positions in order ofpreference to which they desire to be trans-ferred, and such preference will be one of thefactors considered in making the transfer.
c. When involuntary transfers are necessary, ateacher's area of competence, major and/orminor fields of study, certification, quality ofteaching performance, and length of service inthe East Greenbush Central School District willbe considered, together with instructionalrequirements and staff availability in determin-ing which teacher is transferred.
d. Any involuntary transfer will be made onlyafter a meeting between the teacher and theSuperintendent, or designee, at which time theteacher will be notified of the reason(s) for theproposed transfer. In the event that a teacherobjects to the transfer at this time, the teacherand a representative of the Association mayrequest a subsequent meeting. to discuss theproposed transfer. If the teacher is unavailablefor a meeting during the summer, theSuperintendent will communicate by mail withthe teacher and the Association regarding thenature of the involuntary transfer.
4. Temporary Transfers.
Involuntary transfers made after the commence-ment of classes for teaching during that schoolyear shall be desigriated temporary transfers andshall be in effect for only the duration of that year.Such temporary transfers shall be made onlyunder unusual and extraordinary circumstanceswhich include unforeseen enrollment fluctua-tions. A temporary transfer in a given school yearshall not alter the provisions of the involuntarytransfer procedure specified herein. A teacher'sstatus at the end of a temporary transfer shall be
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the same as it would have been had the teacher notbeen the subject of a temporary transfer.
Teachers involved in temporary transfers (whethervoluntary or involuntary) which involved a changein grade level shall be compensated in the amountof $450.00 in consideration of the extra prepara-tion involved.
M. Bud~et Information. The District will provide theEGTAwith budgetary information appropriate to nego-tiations when requested by the Association.
N. Bud~et Meetin~. The Superintendent will makeavailable to members of the INU copies of the prelimi-nary budget for the District by having such copiesavailable in the central office and by sending three (3)copies of the preliminary budget to each school buildinglocated in the District to be maintained in the adminis-trative. office of that building for review by members ofthe IND.
The Superintendent, upon receipt of a writtenrequest from the President of the EGTA, shall provide aforum, not later than March 1, wherein the budgetaryissues can be discussed by the Board, administrationand members of the lNU.
The Superintendent, upon receipt of a writtenrequest from the President of the EGTA, agrees toschedule a special meeting with teachers of the Districtwithin two (2) weeks of receipt of such a requeslAttendance at this meeting will be voluntary. Prior tothe date scheduled for this meeting, the Superintendentshall provide a copy of the condensed budget to eachmember of the IND.
O. Eoual ODDortunitv Emolover. The East GreenbushCentral School District is an equal opportunity employ-er with regard to race, color, sex, creed, religion,national origin, age, disability, marital status, sexualorientation or Association membership.
Any benefit provided to or for spouses of INU mem-bers under the terms and conditions of this collectivebargaining agreement between the District and theAssociation shall only be extended to individuals recog-nized as the member's lawful spouse under the laws ofthe State of New York.
P. Benefit Trust - VOTE/COPE. Effective July 1, 1988,payroll deduction shall be available for those membersof the bargaining unit who elect to participate in theNYSUT Benefit Trust and/or VOTE-COPE.
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Q. Monthlv Meetin~. The Superintendent of Schools
and representatives of the East Greenbush TeachersAssociation shall meet regularly on at least a monthlybasis to discuss matters of mutual concern.
ARTICLE III:
RIGHTS AND RESPONSIBILITIES
A. Lesson Plans All teachers shall prepare and havereadily available in advance plans for classes in accor-dance with procedures cooperatively developed by theprincipal and the staff in each building. Such plans shallbe available to supervisors and to substitute teachersand may be reviewed by the teacher's supervisors as ameans of assisting in and improving classroom prac-tices and to review the teacher's programs.
B. Tentative Teachins! Assis!nments. The Superin-tendent of Schools, or designee, shall notify in writingmembers of the INU of their employment status for thefollowing year by April 15.
1. A written statement of teaching assignments(school, grade level, and subjects) and a tentativeteaching schedule for the coming year shall besubmitted to the teachers no later than May 15 forgrades K-12. The principal will consult with eachteacher concerning the teacher's assignment asthe principal develops the master schedule. Anyassignment changes made after this date, regard-ing school,' grade level, subjects and schedule willbe made in consultation with the teachersinvolved.
2. Transfers are subject to conditions set forth inArticle II.
3. Teachers shall be provided with appropriate cur-riculum materials and texts.
C. Oualified Teachers. The Superintendent of Schoolsshall provide a qualified teacher for every subject and/orclass.
D. Shared Teacher Schedules. Where a teacher isshared between buildings, the principals of the build-ings involved shall consult with the teacher and witheach other prior to the teacher's schedule being fullydetennined. In developing the shared teacher's sched-ule, the principals shall consider and make reasonableprovision for travel and preparation time.
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E. Extra-Curricular Activitv Particioation. All partici-pation in extra-curricular activities shall be voluntaryexcept as stipulated by the Education Law.
F. Use of School Facilities. The Association will con-tinue to be permitted to use without charge the buildingsand facilities of the District for Association meetingsunder existing policies concerning the use of schoolfacilities for evening activities or as per written regula-tions existing in the school to be used.
G. Personal Prooertv Loss or Dama~e. TheSuperintendent of Schools agrees that the District willreimburse (or replace for) members of the INU for theloss or damage done to items worn on their person orfor personal items brought into a building. Such reim-bursement or replacement is subject to the followingconditions:
1. Items brought into the building were to be useddirectly in the instructional program or otherauthorized activities and were not immediatelyavailable in the building.
2. A reasonable effort was made by the owner toprevent the damage or loss of the item for whichclaim is made.
3. Items for instruction brought in have theapproval of the Building Principal.
4. Items brought into the building for instructionalpurposes are to be registered in and out of thebuilding on forms provided by the District.
5. Items for which claim is made are not coveredby the individual's own personal insurance.
6. That a limit of $650.00 applies to each loss oroccurrence.
7. Excluded from coverage by this article is normalwear and tear of clothing damaged during the dis-charge of instructional duties.
H. Transfer of Tenured Teachers. Tenured teacherstransferring to a new building or grade level as a resultof a change in the District's organizational pattern shallbe continued on tenure as stipulated by Education Law.Note: Teacher transfers are governed by Article Ii(L).
I. Student Welfare and Disciolinarv Po1icv. Membersof the INU acknowledge their responsibility for the edu-cation, discipline, and general welfare of students intheir immediate charge. Such responsibility does not
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extend to students who, legally or illegally, absent them-selves from the teacher's supervision. Where reasonablemeasures are taken by INU members to discipline stu-dents while in the discharge of hislher duties within thescope of hislher employment, the District shaH employor comply with all contractual, statutory, and/or regula-tory requirements, including but not limited toSections 3028, 3023, and 3811 of the Education Law,concerning the defense and indemnification of teachers..
J. Academic Assessment of Students. It is theteacher's duty to assess the academic performance ofthose students in their c1ass(es); no one may change agrade assigned by the responsible teacher without con-sulting with said teacher unless it is a matter forgraduation.
K. Lenllth of School Dav. The length of the work dayfor teachers shall be 7 hours. Effective 9/112002 theseven hour work day at the High School and the MiddleSchool may be extended by up to 15 minutes for studentinstruction. The teacher day at the High School shallend at least 17 minutes after student dismissal. Theteacher day at the Middle School shall end at least 8minutes after student dismissal.
Should the district be unable to accommodate anextension of the student day by up to and includingthese 15 minutes teachers shall not be required to workthat portion of this 15 minutes that the district is notable to schedule.
L. Lenllth of Work Year. In 2001-2002 there shall bea 180 day teacher work year, three days of which will beSuperintendent Conference Days, consistent withCommissioner of Education Regulations regarding thelength of the year. .
In 2002-2003 there shall be a 181 day teacher workyear, three days of which will be SuperintendentConference Days, consistent with Commissioner ofEducation Regulations regarding the length of the year,and one of which shall be a professional developmentday.
In 2003-2004 there shall be a 182 day teacher workyear, three days of which will be SuperintendentConference Days, consistent with Commissioner ofEducation Regulations regarding the length of the year,and two of which shall be professional developmentdays.
IS
$20.00$30.00$34.00$36.00$37.00$38.00$40.00$42.00
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M. Job Securitv. In the event the regular assignmentfor any INU member is not available due to positionelimination, the Superintendent will assign the INUmember to a vacant teaching position or assignment forwhich the INU member has certification or is eligiblefor provisional certification. The District shall reim-burse the INU member for tuition costs, if any, forprofessional or content courses the teacher is requiredby the District to take in connection with a new teach-ing assignment. Upon receipt of a transcript evidencingthe foregoing, the INU members shall be reimbursedtuition costs.
When a position in the INU member's original assign-ment becomes available, said INU member shall beoffered their original position prior to the posting ofsuch a vacancy.
N. Use of Substitutes. Teachers may file with thePrincipal of their respective building a list of substituteteachers that they consider as having the potential ofmaintaining the continuity of instruction and the learn-ing environment in their particular subject. This wouldbe one area of criteria that the principals will considerwhen selecting substitutes from the District lists.
ARTICLE IV:
COMPENSATION AND REMUNERATION
FOR SERVICES
The salaries of members of the INU for the 2001-2002, 2002-2003, and 2003-2004 school years shall bethose included in Appendix "A" or "B" as applicable.Appropriate supplementation shall be as noted below oras included in Appendices C, D, and F.
A. Aooroved Graduate Studv.
1. Payment for approved graduate hours shall be asfollows:
Up to June 30, 1981July 1, 1981 to June 30, 1985July 1, 1985 to June 30, 1991July 1, 1991 to June 30, 1997July 1, 1997 to June 30, 1998July 1, 1998 to June 30, 1999July 1, 1999 to June 30, 2000July 1, 2000 and thereafter
Graduate hours originally compensated after7/1/2001shall be paid at the rate of $45 (7/1/2001-
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613012002), $48 (71112002-613012003), and at $52
(71112003-613012004) .
to a maximum of:
(a) Bachelor's degree plus 66 hours for the first
year of this agreement; 72 hours for the secondyear; and 78 hours for the third year for thosenot earning a Master's degree;
(b) Master's degree plus 36 hours for the firstyear of his agreement; 42 hours for the secondyear of this agreement; and 48 hours for thethird year of this agreement; and
(c) Payment for approved graduate hours above
the Bachelor's degree plus 60 hours and theMaster's degree plus 30 hours as provided forabove in (a) and (b) shall only apply to thosegraduate hours earned and approved after July1 of each year of this agreement up to the max-imum for the year in which payment isrequested.
(d) Stipends for Doctoral Degrees and Teacher
Certifications
Effective July 1, 2001, all lNU members whohold one District approved Doctoral degree inthe field of the member's assignment shallreceive an annual stipend of $1,000. EffectiveJuly 1,2001, lNU members who complete therequirements and receive National TeacherCertification shall receive an annual stipend of$1,000, and for those teachers who completethe requirements and receive New York StateEducation Department Peer Review ProgramCertification shall receive an annual stipend of$750. These stipends shall be retained for theperiod of certification and any recertificationthereafter.
2. Credit for ten (10) hours in-service study ineach thirty (30) graduate hours will be allowedupon the approval of the Superintendent. Suchcredit will be permitted under the same standardsof evaluation as' used by the Division of HigherEducation of the State Education Department forcollege courses and study groups. However, forin-service study hours earned after July 1, 1984,the District will only provide payment for suchhours for the three consecutive years after theircompletion.
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3. Credit hours are payable in blocks of three (3) forthose earning a Master's degree or up to 36 hours forthose not earning a Master's degree. Beyond aBachelor's degree plus 36 hours or a Master's degree,payment shall be made as credit hours are earned.
B. Psvcholo~ist Salarv/Steo. The salary scale for theposition of School Psychologist shall be that included inAppendix "B". Newly hired psychologists shall notreceive prior service credit for teaching experiencewhen placed on Schedule "B".
C. Salarv Steo/Aoorooriate. All members of the INUnot on the appropriate salary step shall be placed on theappropriate salary step to which they are entitled, basedon recognized years of experience and graduate credit
Prior service credit shall be granted to newly hiredemployees according to the following formula, provid-ing their experience is in the field of assignment
1-6 years of experience: 1 for 17-12 years of experience: 3 for 1Over 12 years of experience: 4 for 1
Any person hired into the INU on or after January 1,2002 shall be granted all prior service credit consistentwith the three (3) year compression of the appropriatesalary schedule provided that their experience is in thefield of assignment For the duration of the agreement,
. newly hired INU members will be given prior servicecredit consistent with the three year compression of theappropriate salary schedule as negotiated.
D. Part-Time Teachers. All part-time teachers includ-ing those formerly on an hourly rate, will beremunerated on a FiE basis, as related to the appropriateteachers' salary schedule. Furthermore, these teacherswill receive a proration of a 40-minute daily planningperiod and a proration of a 30-minute daily lunch periodfor those employees employed half-time or longer.
E. Use of Personal Vehicles. Members of the INU whoare authorized to use their personal vehicles on SchoolDistrict business will be reimbursed at the IRS approvedrate per mile. In the event this rate goes up during thelife of the contract, the District will raise its ratesaccordingly. All members of the INU who are authorizedto use their personal vehicles for school business mustcarry at least the minimum insurance coveragerequired by New York State Law. Supplemental insur-ance coverage will be provided by the District throughits Special Multi-Peril Insurance Policy.
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F.Homebound Instruction. Members of the INU whoprovide instruction to the homebound shall be paid$32.00 per hour for 2001-2002, $32.50 for 2002-2003,and $35.00 for 2003-2004.
G. Premiums.
1. Health Insurance. Premiums for health insur-ance will be collected by payroll deductions. Thehealth insurance offered to all INU members shallbe the benefits stipulated in the Blue Shield ofNortheastern New York Par Plus with MajorMedical Plan as developed for the East GreenbushCentral School District in July, 1991. Copies of thepolicies stipulating the benefits to the aforemen-tioned plan shall be signed by each of the parties,and a copy of each shall be retained by each party.
This plan shall be offered to all retirees of the IND,and shall continue to be offered to such retirees aslong as participation of retirees is mandated forthe Statewide Plan (formerly offered to the INU)under civil service law, Article XI, and amend-ments thereto.
The District agrees to pay 95% of the premiumcost for all IND members who have single coverageand 90% of the premium cost for employees withdependent coverage. Effective January 1,2002, theDistrict agrees to pay 90% of the premium cost forall INU members who have single, 2-person orfamily health insurance coverage. This contribu-tion rate applies to any District plan which may beselected by the INU member. The District's level ofcontribution for retirees shall be 100% for retireesand 50% for dependents. To qualify for this benefitthe retiring employee must have served a mini-mum of ten (10) years of service with the District,and must be in the service of the District at thetime of retiremenl
2. Dental Care. The District shall continue to pro-vide dental care as stipulated by the Traveler'sInsurance Plan established by the 1981-84Agreemenl The District agrees to pay 95% of thepremium cost for all INU members who have onlysingle coverage. The district agrees to pay 90% ofthe full premium cost for employees with dependentcoverage. Effective January 1, 2002, the Districtagrees to pay 90% of the premium cost for all lNUmembers who have single coverage, 2-person orfamily dental coverage under the Dental Care Plan.
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H. IRS 125 Plan. Effective January 1, 1996, theDistrict shall offer an Internal Revenue Code Section125 Plan to which INU members can contribute to coverthe cost of health insurance, disability and life insur-ance premiums consistent with applicable law andregulation. Effective February 1, 1996 INU membersshall also be eligible to contribute toward the cost ofunreimbursed medical expenses and dependent careconsistent with applicable law and regulation.
I. Remuneration Bevond Calendar. The work year forteachers shall be as determined by the school calendaras approved by the Board of Education. Following thetermination of the school year for students, members ofthe INU will be excused if work relating to their regularschool year assignment is complete. The school calen-dar may be modified if required to make up lost snow"dayssufficient to meet minimum requirements for stateaid. It is the intent of the District that remuneration forcurriculum development projects will be determined bythe Superintendent after consultation with the individ-uals directly involved." Other existing practices forpayment of staff for extra services rendered beyond thescope delineated above shall continue. Teachers will becompensated at a rate of 11200th of their annual salaryfor each day beyond the approved school calendar whichthey are required to work, excluding summer work.
1. Remuneration, Summer Programs. All summerschool programs shall be paid at the followingrates:
J. Substitute Teachers.
1. The Superintendent will continue to make everyeffort to provide a qualified substitute teacherwhen a special teacher is absent or out on leave.
2. Should a school day be cut short for any reason,substitute teachers shall be paid for that day's serv-ice on the basis of the anticipated amount ofservice expected when assigned.
3. A substitute teacher who serves more than ten(10) consecutive days but for less than ninety (90)
consecutive days as a substitute for the sameteacher shall automatically be placed on their cor-rect salary step on the applicable salary scheduleincorporated in Appendix "A", beginning the 11th
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day and continuing through the duration of theconsecutive period of substitute teaching service.
4. A substitute teacher who has served more thanninety (90) consecutive days as a substitute for thesame teacher shall, in addition to being placed onthe correct salary step as set forth in Paragraph (5)of this Section, receive health and dental insur-ance benefits for each day thereafter on which(s)he serves as a substitute for said teacher.
K. Retirement Incentive Pro~ram.
1. Eligible employees will be entitled to the earlyretirement incentive payable during the month ofJune when retirement occurs in the amount equalto accrued and unused sick and personal leave days(combined maximum of 280 days) times $90 perday (maximum retirement incentive payable equalto $25,200). To receive this incentive, the employ-ee must comply with all conditions set forth below.
2. The employee must be minimum age requiredby the New York State Teachers' RetirementSystem at which the employee can retire withoutreduction of retirement benefit, and must havecompleted fifteen (15) years of actual service in theEast Greenbush Central School District on orbefore September 1, and retire on or before June30 preceding the September 1 date on which he orshe first meets these eligibility requirements.
3. Employees shall be entitled to the incentive inthe first or second year of retirement eligibility asdefined above (a two-year window of eligibility forthe incentive). Thereafter, the employee will nolonger be eligible for the incentive.
4. During the period July 1,2001 through June 30,2004, employees who are employed by the Districtand who are beyond the minimum age required bythe New York State Teachers' Retirement System.for retirement without loss of benefits will be eli-gible to elect this incentive under all of the otherterms and conditions expressed above and applica-ble to employees who will otherwise becomeeligible for it during this period of time or in thefuture.
5. Employees who have completed twenty (20)years of actual service with the East GreenbushCentral School District on or before September 1and who retire in that year with retirement bene-
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fits as of July 1 shall also be eligible for this incen-tive regardless of the benefits they may receivefrom the New York State Teachers' RetirementSystem.
6. To be eligible for this early retirement incentiveemployees must submit their resignation for pur-poses of retirement on or before February I in theschool year at the end of which their retirement isto become effective.
7. Employees who may be eligible for more thanone retirement incentive may not elect this incen-tive if another is selected.
8. The estate of any bargaining unit member whodies while employed by the District without havingbecome eligible to receive the retirement incen-tive described in the preceding paragraphs shallreceive 100% of the benefit as set forth in para-graph "I" of this section within sixty (60) days ofthe death of the bargaining unit member.
L. Part-Time Emolovees. Effective July 1, 1991, amember of the bargaining unit who is employed by theDistrict for the first time, in a part-time capacity shallreceive pro-rated health, dental and paid leave benefits,e.g., a new bargaining unit member hired after June 30,1991 as a .7 FTE would receive 70% of hislher healthinsurance paid by the District, 70% of his/her dentalinsurance paid by the District, and would accrue sickleave at 70% of the rate for 1.0 FTE bargaining unitmembers, and would receive personal leave at 70% ofthe rate for 1.0 FTE bargaining unit members.
For bargaining unit members who were originallyhired prior to July I, 1991 on a half-time (.5 FTE) ormore basis and who are at any time after July 1, 1991employed half-time (.5 FTE) or more, the District shallcontinue to pay 100% of the cost of individual healthinsurance and 95% of the premium cost for dependentsand shall further provide full dental and paid leave ben-efits through December 31, 1995. Effective January 1,1996, the District agrees to pay 95% of the premiumcost for these INU members who have only single cov-erage under the Health and Dental Insurance plans. TheDistrict agrees to pay 90% of the full premium cost forthese employees with .dependents coverage under theHealth and Dental Insurance plans. These contributionrates apply to any District plan which may be selected bythese INU members. For bargaining unit membershired prior to July 1, 1991 who are employed less than
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half-time (less than .5 FTE), the District shall providepro-orated health, dental and paid leave benefits.
M. ~. Teachers, with the approval of the Super-intendent of Schools (or hislher designee), may applyfor grant funds. Upon successful receipt of a grant awardthe teacher shall receive a stipend up to 10% of thevalue of the grant provided the following criteria are met
1. The Superintendent (or hislher designee)approves the terms for the awarding of the grant
2. The teacher(s) involved successfully completethose requirements for the grant that are teacherspecific to the grant
3. The teacher(s) must be the grant writer andmust become the manager/administrator of thegrant All paperwork and the submission of finalreports will be the responsibility of the teacher(s).The stipend must be identified in the grant as partof the cost associated with the grant application.No funds for grants will become part of a generalfund allocation. Any grant which requires Districtadministrative oversight will not qualify unlessapproved by the Superintendent
4. The District shall assume financial oversight forthe grant upon its award.
Where teachers jointly applied for the grant, theyshall share in equal proportions the grant stipend.The teacher(s) involved shall receive 1/2 the grantstipend upon the District's receipt of the grantfunds and the remaining 1/2 of the grant stipendupon successful completion of the grant.
Where the District identifies a grant, no teachershall receive the stipend.
ARTICLE V:
LEAVES OF ABSENCE
AND OTHER AUTHORIZED LEAVES
A. Sick Leave. All members of the INU may accruesick leave at the rate of one and one-half (11/2) days permonth for the employment year. A member of the INUmay "borrow" against credits to be earned that year.Should the employee leave the District during the yearand "owe" such leave credits, the value of leave "owed"shall be deducted from any compensation due.
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1. a. A pool of days shall be established whichshall not exceed two (2) times the number ofpersons in the negotiating unit The purpose ofthe bank is to provide additional sick leave foran extended illness after the exhaustion of allpersonally earned leavecredits.
b. Members of the INUshall contribute one (1)day from their existing sick leave credits tomaintain the pool if the total in the pool fallsbelowthe number of days equivalent to one (1)times the number of persons in the IND.Noticeof assessment will be made by the trustees.INU members whose sick leave credits fallbelow 15 days shall not be required to con-tribute to the pool.
c. The Superintendent and the President of theAssociation, or their designees, shall act astrustees of the Sick Bank. All decisions of thetrustees shall be binding and non-grievable.However,an applicant who is dissatisfied withthe decision of the trustees may appeal to aReview Board comprised of two (2) membersappointed by the Superintendent, two (2)members appointed by the President of theAssociation, and one (1) representative fromthe Community chosen by the Superintendentand the Association President Decisions ofthe AppealBoard are final, binding, and non-grievable.
The Trustees are empowered and required toestablish general guidelines and rules of proce-dure to cover, among other things, the numberof days of eligibility based upon service to theDistrict, under what circumstances an appli-cant would be approved for usage in more thanone school year, the application procedure, andthe appeals procedure. The Appeals
Board must operate within these guidelinesand rules.
2. Sick leave shall be cumulative to 250 daysexcept as noted in Section (B)(3) of this Article asset forth below. Members of the INU shall receivewritten notice of accumulated sick leave byJanuary 31 and June 30.
3. A member of the INU may annually use up tofive (5) days of sick leave provided for in ArticleV(A) for illness in the immediate family without
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loss of pay. Members of the INU requiring addi-tional time shaH present a written request for suchuse to the Superintendent or designee. The grant-ing of such leave is subject to the prior approval ofthe Superintendent or designee. The immediatefamily is defined as the employee's spouse, chil-dren, parents, siblings, parents-in-law, guardian,spouse's guardian, grandparents, or any perma-nent member of the immediate household.
B. Personal Leave. The Superintendent of Schoolswill grant up to three (3) days of personal leave per yearwithout financial loss. The intent of personal leave is toallow the members of the INU to take care of mattersthat cannot be taken care of other than during the reg-ular school day. Such leave is not subject to priorapproval, except, as noted below:
1. Members of the INU who anticipate need for useof personal time immediately prior to or followinga vacation or holiday period may present a requestto the Superintendent, or designee. The grantingof such leave is subject to the prior approval of theSuperintendent, or designee.
2. Members of the INU anticipating the need foruse of personal leave for a consecutive period ofthree (3) or more days shaH present a writtenrequest for such use to the Superintendent, ordesignee. The granting of such leave is subject tothe prior approval of the Superintendent, ordesignee. An INU member who has used hislherthree (3) personal leave days may apply to theSuperintendent for (an) additional day(s). Whensuch additional leave is granted by theSuperintendent, each such day(s) so granted shaHbe withdrawn from accumulated sick leavedescribed in Paragraph (3) below.
3. Unused personal leave will be permitted toaccrue as additional sick leave to an amount not toexceed thirty (30) days. Accrual of personal leavetime first became effective on July 1, 1972.
4. Members of the INU shall receive written noticeof their personal leave balance by January 31 andJune 30.
C. Leave for Death in Familv. Five (5) days of leavewithout financial loss will be aHowed for each occur-rence of death in the immediate family. The immediatefamily is defined as the employee's spouse, children,parents, siblings, parents-in-law, guardian, spouse's
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guardian, grandparents, spouse's grandparents, or anypermanent member of the immediate household
Requests for leave for death in the immediate familybeyond the limits described above may be granted inaccordance with Board Policy 9530.3, Leaves ofAbsence.
D. Pre~nancv/Child CareJFamilv Care.
1. Pregnancy-Related Disability Leave.
a. A teacher may use her accumulated sickleave during the period of pregnancy-relateddisability as certified by her physician. In addi-tion, it is expected that the teacher will:
(i)Notifythe Superintendent in writing at leastfour (4) months prior to the expecteddate ofbirth; and
(ii) Provide the Superintendent with a state-ment from her physician indicating theteacher's inability to continue performingthe full duties and responsibilities of theteacher's position.
b. If a teacher has no accumulated sick leave,has exhausted her accumulated sick leave dur-ing the period of pregnancy-related disability,or chooses not to use her accumulated sickleave, she may request unpaid disability leaveuntil she is no longer disabled and is able toreturn to work as certified by her physician.
2. Child Care Leave.
a. A teacher may request a child care leave ofabsence without pay for a period of not morethan two years for the purpose of caring for anewborn child or, in the case of adoption, anewly adopted child. Such leave may beextended by the Board at its discretion. Ateacher may not return to work prior to theapproved termination of such leave without theSuperintendent's approval.
b. A teacher who desires child care leave shallmake a written request for such leave to theSuperintendent at least five (5) months prior tothe requested commencement of such leaveand must specify the expected commencementand termination dates. In the event that ateacher adopts a child, the five-month notifica-tion requirement for requesting child care
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leave shall be waived, and the teacher shallmake a written request for such leave withinthirty (30) days of such adoption.
c. Teachers on child care leave shall be privi-leged to continue to participate in the Districthealth and/or dental insurance plan for theperiod of the child care leave. The teacher shallpay 100% of the cost of any insurance premi-
ums due as a result of such participation. Noother supplements to salary or benefits of anykind other than those contained in the subsec-tions above shall accrue or be paid during theperiod of child care leave.
d. Upon the teacher's return to work, all bene-fits to which (s)he was entitled at thecommencement of such leave shall be restored.
e. For probationary teachers, child care leaveshall be an interruption of the probationaryperiod and shall not be counted toward thecompletion of hislher probationary period.
3. Lef1lJefor Family Care.
A member of the INU may request from theSuperintendent an unpaid leave of absence of up toone (1) year for the care of (an) immediate familymember(s). Such leave may be granted in cases ofserious illness and/or disability of an immediatefamily member or other special extraordinary fam-ily circumstances. Should the INU member whohas been granted such leave need more than oneyear, he/she may request an extension from theSuperintendent at least three (3) months prior tothe end of the leave. A teacher may not return. towork prior to the approved termination of suchleave without the Superintendent's approval.
a. Teachers on family care leave shall be privi-leged to continue to participate in the Districthealth and/or dental insurance plan for theperiod of the family care leave. The teachershall pay 100% of the cost of any insurance pre-miums due as a result of such participation. Noother supplements to salary or benefits of anykind other than those contained in the subsec-tions above shall accrue or be paid during theperiod of family care leave.
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b. Upon the teacher's return to work, all bene-fits to which (s)he was entitled at thecommencement of such leave shall be restored.
c. For probationary teachers, family care leaveshall be an interruption of the probationaryperiod and shall not be counted toward thecompletion of his/her probationary period.
E. Association Leave. The Superintendent of Schoolsagrees to continue to grant leave for members of theEast Greenbush Teachers Association to attend profes-sional meetings or workshops. Such leave will not bededucted from the teacher's personal leave. Suchrequests will be made through the President of the EastGreenbush Teachers Association and authorized by theSuperintendent of Schools. Such Association Leave willbe limited to a maximum of twenty (20) days, ten (10) ofwhich may be used for Association business within theDistrict.
For the term of this Agreement, the AssociationPresident shall be relieved of all Non-Instructionalduties. Beginning with the 1999-2000 school year, theAssociation may also request on or before July 1 that forthe following school year the Association President begranted an additional .2 release time each school day toconduct Association business. Any such request shall begranted and the Association will reimburse the District.2 of the President's salary and fringe benefit costs, suchpayment being made in two installments, the first ofwhich shall be on or before September 1, and the secondon or before February 1 of the school year in which thisadditional release time is received.
F. Disabilitv Leave. Effective March 20, 1991, theDistrict shall provide the benefits set forth hereinbelowfor eligible INU members afflicted with a debilitating ill-ness. A "debilitating illness" is defined as illness which,in the opinion of a District selected medical doctor,arose subsequent to the INU member's employment bythe District and renders the INU member completelyunable to perform his/her assigned duties or any otherduties within hislher area of professional certification.An eligible INU member is one who:
1. is a full-time employee (1.0 FTE) who beganrendering services to the District prior to July 1,1991 and
a. who has, at the time the debilitating illness isdetermined to exist, accumulated an average ofat least 12 leave days per year for each year (or
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part thereoO of employment pursuant toArticle V of this Agreement, or
b. who has accumulated at least 180 days pur-suant to Article V of this Agreement, or
c. who was afflicted with a debilitating illness asof March 1, 1991, and who had accumulated180 days of leave pursuant to Article V of thisAgreement at the time the debilitating illnesswas determined to exist, or
d. who was afflicted with a debilitating illness asof March 1, 1991, and who had accumulated anaverage of at least 12 leave days per year foreach year (or part thereoO of employment pur-suant to Article V of this Agreement; or
2. is a full-time employee (1.0 FTE) who beganrendering services to the District subsequent toJuly 1, 1991 and who has, at the time the debili-tating illness is determined to exist, accumulatedan average of at least 12 leave days per year foreach year (or part thereoO of employment pur-suant to Article V of this Agreement
For purposes of accumulating sick leave pursuant tothis Section only, an absent employee will be deemedpresent for each day that (s)he provides the District witha written medical excuse for such absence or absences.
For the purpose of this Section only, the 280 day"cap" on accumulated leave as provided for in Article Vshall be increased to 300 days. The number of daysbetween 280 and 300 must be accumulated subsequentto July 1, 1991.
Any employee 'who becomes seriously ill and whowishes to apply for the benefits of this Section 'shallimmediately notify the District upon learning of theserious illness and thereafter submit to a medical exam-ination by a District-selected medical doctor. TheDistrict-selected medical doctor shall consult with theempJoyee's medical doctor.
In the event of the occurrence of a debilitating ill-ness, the afflicted employee shall continue to be paidhislher salary schedule salary (which excludes all payexcept for salary pursuant to Schedules "A"and "B") andall fringe benefits for a period of 180 work days from thedate that the employee first began using leave days as aresult of the debilitating illness. Should the employeehave more than 180 accumulated leave days, then suchsalary and fringe benefits shall continue until all such
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accumulated leave days have been exhausted.Employees who have accumulated less than 180 leavedays shall be entitled to withdraw the differencebetween 180 and their number of accumulated leavedays from the sick leave bank (see Article VAl of thisAgreement).
Upon the expiration of the 180 day (or greater) peri-od, the District will provide a disability payment to theafflicted employee. The "disability payment" shall bedefined as an amount of money equal to 60% of thesalary schedule salary of the afflicted employee at thetime such employee was determined to be sufferingfrom the debilitating illness, plus whatever health careinsurance and/or dental care insurance the District pro-vides to full-time members of the bargaining unitpursuant to this Agreement. Any employee contribu-tions for such insurance provided for in this Agreementshall be deducted from the disability payment.
The disability payment shall continue until the agewhen the afflicted employee would have been first eligi-ble for Social Security benefits had (s)he not beenafflicted with a debilitating illness, recovers (as deter-mined by a District selected medical doctor), or dies,whichever occurs first. The employee shall retire forNew York State Teacher Retirement System purposes assoon as (s)he is eligible for disability or other retire-ment. (S)he shall also apply for social security, worker'scompensation, medicare, and medicaid benefits as soonas (s)he becomes eligible. The sole exception (except forworkers compensation) to these obligations will be dur-ing the 180 day (or greater) period referred tohereinabove. Any retirement benefits, social securitybenefits, medicaid benefits, medicare benefits or anyother employer provided income benefits received bythe "employee during the period of the disability pay-ment shall reduce the District's disability payment bythe amount received. (Example: 60% of the employee'ssalary schedule salary at the time the debilitating illnesswas determined is $30,000.00 per year; the employeereceives $15,000.00 per year from benefits as describedhereinabove; the District's annual disability payment is$15,000.00). "
No disability payment or payments will be made to anemployee who fails to respond to a District request fordocumentation which will demonstrate the annual orother periodic amount of employer or government pro-vided income benefits being received by the employee.Nor will any disability payment or payments be made to
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an employee who fails to respond to a District request toprovide the District with his/her medical records relat-ing to the debilitating illness.
Any disagreement concerning the benefits providedfor herein shall be resolved by a three member Panel.One Panel member shall be selected by theSuperintendent, a second Panel member shall be select-ed by the EGTA president, and the third Panel membershall be selected by the first two Panel members.
The District will not deduct either federal or statetaxes from this payment. Any tax responsibility shall bethat of the employee. Should the District becomeresponsible for the payment of these taxes through thefailure of the employee to meet hislher tax obligations,the employee shall be liable to the District for theamount of the tax, plus any interest and/or penalty.
The reduction in the District's disability paymentresulting from the employee's Social Security benefitsshall be limited to the periodic payment provided bySocial Security at the time the employee first begins toreceive Social Security payments pursuant to thisSection. Thus, the employee would be allowed to retainany cost of living increase over and above the periodicamount provided by Social Security during the first yearof the debilitating illness.
G. Familv and Medical Leave. In accordance with theFamily and Medical Leave Act of 1993 and Board ofEducation Policy, the District will grant family andmedical leave for a total of twelve (12) weeks per twelve(12) month period to eligible employees for the follow-ing reasons:
1. The birth, adoption, or acceptance for fostercare purposes of a child by the employee and thecare of the child; or
2. To care for a spouse, child, or parent of theemployee if such immediate family member has aserious health condition; or
3. The employee's own serious health conditionmakes the employee unable to perform the func-tions of hislher position.
Leave time beyond the twelve (12) weeks providedherein shall only be limited by the provisions of ArticleV and any other applicable law.
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ARTICLE VI:
PROFESSIONAL DEVELOPMENT
The Superintendent and EGTA endorse the conceptof continuing professional development of all INU mem-bers. INU members are encouraged to participate inprofessional activities both within and outside of theschool year. In order to assist INU members in the areaof professional development, the following opportuni-ties are offered consistent with the availability of funds.
A. Suoerintendent Conferences and Earlv Dismissal12m.
Early dismissal days, as established by the SchoolCalendar, shall be cooperatively planned as in the pastfor the following activities:
1. Teacher Planned Meetings;2. Department Meetings;3. Team Meeting;4. Instructional Workshops; and5. Parent Teacher Conferences.
Full-day Superintendent Conferences, workshops,and/or activities shall be planned and developed by theSuperintendent of Schools or designee.
Conferences, workshops and/or activities scheduledsubsequent to the adoption of the School Calendar shallalso be cooperatively planned as in the pasl
B. Snecial Grants.
1. The District will provide $15,000 in the first yearof the Agreement, $16,000 in the second year ofthe Agreement and $18,000 in the third year of theAgreement for funding of Special Grants as areawarded in accordance with the following proce-dures. The purpose and intent of a Special Grant isto provide a personal educational experience forINU members. which will enrich and enhance theclassroom teacher's expertise in hislher discipline.
2. Special Grants are awarded to underwrite trav-eVstudy, training, and study programs in whichthe professional staff member proposes to partici-pate. The following criteria apply:
a. Such programs must be pertinent to theteacher's assignment, or the area(s) of specialtyin the teacher's discipline;
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b. These grants are not to be used to fund anyproposal which has as its primary purpose thewriting of a new curriculum or the revising ofexisting curriculum;
c. Graduate study funded under this programmust be for credits to be earned beyond perma-nent certification; and
d. Individuals awarded extended professionalleave are ineligible for Special Grants.
3. The Special Grants Committee shall solicitapplications for Special Grants. Applications shallbe submitted in accordance with the processschedule adopted and announced by the SpecialGrants Committee, but in no event shall thisprocess begin later than April 1st Applicationswhich are approved shall be funded after July 1 ofthe immediately subsequent school year. TheSpecial Grants Committee wiH make its recom-mendations to the Superintendent no later thanMay 1st
4. The Special Grants Committee shall be com-prised of three (3) INU members appointed by theEGTA President, two (2) Administrators appointedby the Superintendent or designee, and a member
of the Board of Education. .
5. Mer the Board of Education has rendered itsdecision on the award of Special Grants, theCommittee wiH publish a list of all Special GrantAwards and the amount of excess funds remaining,if any. Such excess funds, if any, will be used tofund additional grants throughout the next schoolyear. Any applications for a Special Grant fromsuch excess funds will be reviewed by the SpecialGrants Committee in a timely fashion.
C. Professional Leave. The Superintendent of Schoolswill continue to grant leave for the members of theinstructional staff to attend academic conferences andworkshops. Such leaves, when authorized by theSuperintendent of Schools, wiH not be deducted fromthe member's personal leave. Reimbursement for suchleaves shall be made within the limits of the approvedappropriation therefore and upon the authorization ofthe Superintendent
o Sabbatical Leave.
1. The policy of granting sabbatical leaves formembers of the INU wiH continue.
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2. Such leave will be granted to either one mem-ber of the INU for orie year, one member for onesemester or two members for one semester each. Aqualified substitute teacher should be availablebefore a leave shall be granted. The final decisionto grant a sabbatical leave will rest with the Boardof Education.
3. To be eligible for a sabbatical leave, a member ofthe INU shall have been employed for seven (7)continuous years within the District
4. A member of the INU granted a full year sabbat-icalleave shall receive the full year's salary. An INUmember who is granted a ? year sabbatical leaveshall be paid in full for the time of the leave grant-ed. The frequency of salary payments will be thatagreed upon by the INU member and theSuperintendent If requested by the INU member,salary will be paid at the regularly scheduled dates.
5. Criteria to be used for selection of candidatesand the procedure for applying for a sabbaticalleave shall be those outlined in Appendix "E" tothis Agreement
6. Any INU member who has completed a one yearsabbatical leave shall be obligated to either returnto the District at the end of the leave for a periodof two years, or to pay the District the salaryearned dunng the leave. Any INU member who hascompleted a half year sabbatical leave shall be obli-gated to either return to the District at the end ofthe leave for one year, or to pay the District thesalary earned during the leave. The obligations torepay the District the salary earned shall not existif there are extenuating circumstances limiting orpreventing the member from. returning. Suchextenuating circumstances and any waiver ofrepayment shall be within the Board ofEducation's sole discretion. In cases where a mem-ber is able to return for part of the obligation, andleave without such extenuating circumstances, theamount to be paid back to the District shall be pro-rated for the length of time the employeereturned.
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ARTICLE VII:
TEACHING CONDmONS
A. Class Size.
1. Class size shall be no larger than the following:Kindergarten, 25 students; Pre-Primary, 17 stu-dents; Grades 1-6,28 students. When the Districtmoves to K-5 building alignments or in three years(whichever comes first), class size shall become:Kindergarten, 25 students; Pre-Primary, 17 stu-dents; Grades 1-5,27 students.
2. All Classes 7-12 shall be designated Regents (R)or Honors (H).
3. When the District moves to a grade 6-8 middleschool configuration, classroom teachers shallhave a maximum student load of 128 students. Theritaximum class size for any single class in grades6-8 shall not exceed 28 students.
4. The maximum class load for teachers in. Columbia High School shall not exceed 135 stu-
dents. Beginning with the 1998-99 school year theclass load of teachers shall be a maximum of 130.The maximum class size in CHS shall be 30.
5. The District agrees that reasonable efforts willbe made to balance class sizes and load limitsestablished herein.
6. The above standards shall not apply to choruses,study halls, remedial programs, and others of asimilar nature, e.g. physical education, where it isoften educationaHy necessary or practical toexceed these class limits. The class load of teacherswho have laboratory assignments shall be deter-mined by including the average of such laboratoryassignments as part of the total class size. Theapplication of this article will not prohibit innova-tion and/or educational experimentation in schoolprograms which may require larger class sizes orclass loads. It is understood that the District willmake comprehensive and responsible efforts with-in the confines of budgets to maintain class sizesand class loads herein stipulated.
7. The District may exceed any class size or classload number set forth in this article by no morethan 10% for up to ninety (90) consecutive calen-dar days without voucher compensation for anyone or more of the following reasons:
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a. A lack of physical space.
b. An unanticipated increase in enrollment.
c. An administrative decision to transfer one ormore students made in the best interests of thestudent upon consultation with the teacher.
d. A catastrophic event, such as, but not limit-ed to: fire, severe vandalism or flood.
8. Whenever a teacher's class load or an individualclass size exceeds the limits stipulated in #1, 3, or4 above, a compensatory voucher shall be providedto the affected teacher as set forth in #9 below.
9. Whenever the District exceeds the class size orclass load provisions herein stated, the teachershall be provided an educational voucher in theamount of $200.00 per month (or a proratedamount for each part thereof) for each student inexcess of the class size or load limits stipulated forgrades K-I2. For grades 6-12, the payment shall be$40.00 per month (or a prorated amount for eachpart thereof) per student in excess of class size lim-its established for these grades. In the event thatboth class load and class size limits are exceededfor the same teacher, payment shall be made onlyfor class load overages as stipulated above. In nocase shall a teacher be eligible for a compensatoryvoucher on the basis of both class size and classload overages. Teachers eligible for compensationvouchers shall have a right to expend the voucheramount on either classroom materials or profes-sional development as mutually agreed upon bythe teacher and appropriate department chair orPrincipal. For the purpose of this article, profes-sional development shall include, but not belimited to, expenses associated with approvedcourse work, approved conferences, study pro-grams and professional activities directly relatedto the teacher's teaching assignment.
B. Remedial Classes. The Superintendent of Schoolsagrees to continue to provide remedial classes/instruc-tion consistent with the number of children identifiedand consistent with legal requirements.
c. Classroom Preoarations. Every reasonable effortshall be made to insure that secondary teachers shouldhave no more than (3) distinct classroom preparationsat anyone time.
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D. Elementarv Teachers Particination in Soecial~. The presence of any elementary teacher withtheir class while a special teacher is il)Structing is notmandatory.
E. Plannin~ Time.
1. All full-time teachers in the elementary schoolswill be provided with a minimum of 200 minutesof planning time per week. A minimum of 40 con-secutive minutes of planning time per day will beprovided for all District teachers where schoolschedules permit A building principal and/orsupervisor may schedule a meeting with a teacherduring a teacher's planning time with the consentof the teacher. In the event a teacher cannot meetduring hislher planning period, mutual time tomeet will be agreed upon.
2. All full-time teachers shall receive a duty-freelunch period of at least thirty (30) consecutive.minutes.
F. Auxiliarv Clerical Personnel. The policy of provid-ing auxiliary personnel to assist in relieving members ofthe lNU of routine clerical duties will be continued.Auxiliary personnel are employed for the benefit of theDistrict It is recognized, however, that one of the majorobjectives of auxiliary personnel is to assist in relievingstaff of routine clerical tasks.
Work will be allocated on the following priority:
(a) Individual teacher requests.
(b) Department requests.
(c) Other work assigned by the building principals.
There shall be a minimum of one person designatedin each school building to assist in relieving staff of rou-tine clerical tasks.
G. Soectator Buses. It is agreed that teachers will notbe required to supervise students on spectator buses.(See Appendix "D").
H. Attendance at Meetin~.
1. INU members ought to attend all meetings inwhich their professional services may be useful tothe School District Effective 9/112001 INU mem-bers may be required to attend two building levelmeetings of no more than one hour each and threeother meetings of no more than one hour and ahalf each per year. Effective 9/112002 lNU mem-
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bers may be required to attend two building levelmeetings of no more than one hour each per year.
2. INU members shall be given at least one (1)week notice of any required meeting.
3. In addition to the meetings referred to above,INU members may be required by theSuperintendent or designee to attend up to two (2)parent/teacher conferences after school hours,including evenings, each school year. In the eventthat any such parent/teacher conference is sched-uled for an evening, it shall normally be heldbetween the hours of 6:00 p.m. and 9:00 p.m. onan otherwise regularly scheduled work day duringthe school year.
I. SDecial Area Teachers Schedules. Special areateachers shall have their schedules so arranged thatthere will be no conflict between their regular dutiesand any extra-curricular programs.
J. Suoolementarv School Personnel. The District mayassign supplementary school personnel to the class-room teacher(s) to provide for increased instructionaleffectivenessby assisting the classroom teacher(s) inroutine instructional and non-instructional duties.Responsibility for student learning and performanceremains with the classroom teacher.
ARTICLE VIII:
GRIEVANCE PROCEDURE
A Declaration of Pumose. It is the purpose of thisprocedure to secure, at the lowest possible administra-tive level, equitable resolution of alleged wrongsthrough procedures under which parties may presentgrievances free from coercion, restraint or reprisal.However, every effort shall be made to resolve differ-ences concerning working conditions or conditions ofemployment on an informal basis before the differencesbecome a grievance. This procedure is not intended toimpair, in any way, the use of normal channels of super-vision and administration for suggestions to improvethe school system or for the informal resolution of dis-agreements between an individual and their supervisorabout matters influencing their working conditions.Nothing contained herein shall be construed as limitingthe right of any member of the INU having a grievanceto proceed independently of this grievance procedure.
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B. Definitions.
l."Association" shall mean the East GreenbushTeachers Association.
2. "Board" or "Board of Education" shall mean theBoard of Education of the East Greenbush CentralSchool District
3. "Day" shall mean any day that school is legallyin session from September 1 until June 30 and cal-endar day exclusive of Saturday, Sunday andHolidays from July 1 until August 31.
4. "Grievance" shall mean a written allegation bythe employee, group of INU employees or the INUthat there has been a violation, misinterpretation,or inequitable application of any of the provisionsof this agreement
5. "Complaint" shall mean an objection by ateacher or group of teachers concerning a matteraffecting himlher which is not a grievance asdefined herein and may be processed by the com-plainant up through Level 3 of Section E, .below.Except as stipulated herein (B-5), all references toGrievance/Grievant shall apply equally to com-plaint/complainant
6. "Grievant" shall mean any individual or groupfiling a grievance or the Association filing a griev-ance in its own name.
7. "Party-in-Interest" shall mean any party namedin the grievance, except the grievant, or who shallbe permitted to become a party to the grievance.
8. "Principal" shall mean the principal havingsupervisory responsibility over the grievant, ordesignee, in the resolution of a grievance.
9. "Representative" shall mean any person desig-nated by the Association to represent the grievantin the grievance procedure.
IO."Superintendent" shall mean theSuperintendent of Schools, or designee, in the res-olution of a grievance.
c. Ri~hts of the Grievant
1. Only the Association shall have the right to rep-resent a grievant in the grievance procedure.
2. The Grievant is entitled to a hearing at any levelin this procedure upon written request submitted
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as part of the grievance or appeal. The absence ofsuch a request will be deemed a waiver of this rightbut will in no way limit the power to convene ahearing on the initiative of the individual desig-nated to render a decision. The hearing officer willbe named by the individual designated to render adecision on the grievance or appeal.
3. The rights of the grievant in any hearing shallinclude the right to:
a. Reasonable notice of the date, time and placeof the hearing;
b. Give testimony;
c. Hear all testimony;
d. Call witnesses;
e. Question all witnesses;
f. Determine whether at level one or two he/shehas an open or closed hearing;
g. A copy of any document offered in evidencethat is not generally available;
h. A copy of any written summary or the hear-ing;
i. Attach a statement to the official record of.thehearing indicating any disagreement there-with.
4. The Grievant shall have access to written state-ments, records, and materials pertaining tohislher grievance, excluding confidential materialand the District personnel files. The Grievant shallbe supplied with a copy of any decision renderedunder this procedure including a copy of sum-maries of oral statements and/or documents usedas a basis for any decision and not otherwiserecorded.
5. All documents, communications, and recordsdealing with the processing of a grievance shall befiled separately from the personnel files of the par-ticipants.
6. If a grievance is submitted by any individual notunder the direct supervision of a principal, it shallbe submitted at Level 2.
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D. Ri~hts of the AssociationIDistrict.
1. The Association shall receive a copy of anygrievance, including supporting materials, andof any decision rendered pursuant to thisArticle.
2. The Association may submit a grievance atLevel 2 in its own name where the issueinvolved is District-wide in nature and/oraffects a group.
3. Nothing in this procedure shall be construedas limiting the Association and theSuperintendent from mutually agreeing tobypass any of the foregoing levels.
E. Procedure.
1. Levell - Principal.
a. The Grievant will submit to the Principal awritten grievance containing the followinginformation:
(1) The name(s) of the Grievant;
(2) The law, Board policy, Administrative policy,
regulation, procedure, order, work rule orarticle of this contract allegedly violated,misinterpreted, or inequitably applied;
(3) The act, omission, or condition forming.the
basis for the grievance and all known factsincluding the date, relating thereto perti-nent to the grievance;
(4) The redress sought;
(5) Any request for a hearing.
b. The Principal will conduct an investigationand/or hearing on the grievance. A hearingshall be held if requested by the Grievant.
c. The Principal shall render a written decisioncontaining the following:
(1) Responses to all issues raised in the
Grievance;
(2) Findings of fact and/or reasoning and con-
clusions on issues;
(3) Redress to be granted, if any;
(4) In the absence of a hearing, copies of docu-
ments, and/or summaries of oral statements
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used as a basis for the decision and not oth-erwise recorded;
(5) Notification of the right of the grievant to
appeal the decision and of the date on which
- this right expires under these procedures.
2. Level 2 - Superintendent.
The association may appeal the Principal's deci-sion to the Superintendenl It shall contain:
(1) The basis for the appeal. No appeal may be
based solely on the absence of a hearingwhen the right to a hearing was waived.
(2) The names of any representative(s) author-
ized to act in behalf of the Grievanl
(3) Any request for a hearing.
b. The Superintendent will conduct an investi-gation and/or hearing and render a decision onthe merits of the appeal containing all of theelements specified in Section E-1-c above.
3. Level 3 - Board of Education.
a. The Association may appeal the decision ofthe Superintendent to the Board of Education.The appeal shall contain all elements specifiedin Section E-1-a above.
b. The Board, or a committee thereof, will con-duct an investigation and/or hearing todetermine the merits of the appeal. The griev-ant may request either an open or closedhearing on the appeal; however, should theBoard determine that the issues are of overrid-ing public concern, an open hearing at Level 3'shall be held.
c. The Board will render a written decision con-taining:
(1) A response to all issues raised,
(2) Redress to be granted, if any,
4. Level 4 - Arbitration.
a. Should the grievance not be resolved at level3 the Association shall have the right to submitthe matter to arbitration under the rules andprocedures of the American ArbitrationAssociation.
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b. The arbitrator will hear the matter promptlyand will issue a written decision. The duty ofthe arbitrator shall be to determine whether ornot the terms and conditions of the Agreementhave been violated, misinterpreted and/orinequitably applied. The arbitrator shall haveno power or authority to make any decisionwhich modifies, alters or amends any term ofthis Agreement or which requires the commis-sion of an act prohibited by law or which isviolative of the terms of this Agreement Thedecision will set forth the arbitrator's findingsof fact and his reasoning and conclusions of theissues involved. The decision of the arbitratorwill be final and binding upon all the partiesinvolved.
c. The cost of arbitration shall be shared equal-ly by the Association and the Board.
d. The Superintendent may; under extenuatingcircumstances, when deemed necessary, take amatter to arbitration as noted above. In such acircumstance, the entire cost will be assumedby the District
F. Miscellaneous Provisions.
1. Time Limits.
a. Both parties agree to expedite this procedure.
b. All rights under this article shall be deemedwaived if no written grievance has been sub-mitted within thirty (30) days after theindividual knew or should have known of theact, omission, or condition giving rise to thealleged wrong.
c. Any hearing shall be initiated not later thanthe following times after the submission of agrievance or appeal:
Levell - 5 daysLevel2 - 10 daysLevel3 - 15 daysLevel4 -Arbitration proceeding to be set inmotion within 10 days.
d. A written decision shall be issued not laterthan the following time after the conclusion ofa hearing or, if no hearing is held, after the sub-mission of the grievance or appeal:
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Level i - 5 days
Level 2 - 10 days
Level 3 - 10 days
Level 4 - No longer than 30 days.
e. Failure to meet the time limits in Sections cor d shall be a basis for appeal to the next high-er level in this procedure.
f. The association may appeal any decisionunder this procedure not later than ten (10)days after the receipt of the decision or fifteen(15) days after the decision is mailed to theassociation at its address of record, whicheveris the lesser. Failure to appeal within these timelimits shall be deemed acceptance of the deci-sion and a waiver of further rights under thisprocedure.
g. These time limits may be extended by writtenagreement of the grievant and the individuai(s)authorized to render a decision on the grievance.
2. Official Record. The Superintendent will main-tain an Official Record of all proceedings underthis Article. This record will be available forinspection and/or copying by the grievant, theAssociation, and any party-in-interest The recordwill be maintained sepa:rately from other Districtrecords and shall be a public record.
3. Trme of Processing. The preparation and pro-cessing of a grievance, insofar as practicable, shallbe conducted at the convenience of all parties. Everyreasonable effort will be made to avoid interrup-tion of classroom activity and to avoid involvementof students in any phase of this procedure.
4. Effective July 1, 1976, all information requiredin E.!. Levell wHl be required to be submitted atthe entry level of the grievance.
ARTICLE IX:
MISaLlANEOUS PROVISIONS
A. Alteration of Mreement This Agreement shallconstitute the complete commitment between both par-ties and may be altered, changed, added to, deleted fromor modified only through the voluntary mutual consentof the parties in a written and signed amendment to thisAgreement
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B. Sunersedes Contrarv Rules. This Agreement shall.supersede any rules, regulations or policies of the Boardof Education which shall be contrary to or inconsistentwith its terms.
C. Individual Arranllements Etc. Any individualarrangement, agreement or contract hereafter executedwith members of the Instructional Negotiating UnitshaH be expressly made subject to and consistent withthe terms of this Agreement and/or its amendments. Ifan individual arrangement, agreement or contract con-tains any language inconsistent with this Agreement,this Agreement, during its duration, shall be control-ling.
D. ~alitv of Provisions. If any provisions of thisAgreement or any application of this Agreement to anyteacher or group of teachers shall be found contrary tolaw, then such provision or application shall be deemedvalid only to the extent permitted by law, but all otherprovisions or applications shall continue in fuH forceand effect.
E. Imnlementation of Mreement IT IS AGREED BYAND BE1WEEN THE PARTIES THATANYPROVISIONSOF THIS AGREEMENT REQUIRING LEGISLATIVEACTION TO PERMIT ITS IMPLEMENTATION BYAMENDMENT OF LAWOR BY PROVIDING THE ADDI-TIONAL FUNDS THEREFOR, SHALL NOT BECOMEEFFECTIVE UNTIL THE APPROPRIATE LEGISLATIVEBODY HAS GIVEN APPROVAL.
F. Printinll of Mreement. Copies of this Agreementshall be printed at the expense of the East GreenbushSchool District
G. Side Mreements. The parties recognize that thereexists a number of so-called "side agreements" betweenthem. The parties agree that, to the extent possible, allof these agreements should be held in a single place.Thus, the Superintendent will begin to collect an offi-cial file of all letters of agreement, expressions ofpersonal intent, interpretations of the agreement, etc.This file will be available for inspection and/or copyingby the President of the EGTA or his/her designee. This
file will be maintained separately from other Districtrecords and shall be a public record. No matters of a pri-vate or confidential nature shall be included. TheSuperintendent and Association President shall meetfor the purpose of identifying such agreements andincluding them in the aforementioned title.
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APPENDIX"A"
SALARY FOR INSTRUCTIONAL PERSONNELBA
Step
1234567891011121314151617181920
2001-02
$33,532$35,264$36,995$38,727$40,458$42,190$43,921$45,653$47,384$49,116$50,847$52,579$54,310$56,042$57,773$59,505$61,236$62,968$64,699$66,430
2002-03
$34,347$36,121$37,894$39,668$41,441$43,215$44,989$46,762$48,536$50,309$52,083$53,856$55,630$57,403$59,177$60,951$62,724$64,498$66,271$68,045
2003-04
$35,227$37,045$38,864$40,683$42,502$44,321$46,140$47,959$49,778$51,597$53,416$55,235$57,054$58,873$60,692$62,511$64,330$66,149$67,968$69,787
Important notes in addition to as well as part of thissalary schedule:
1. Effective January 1, 1998 each full-time INUmember upon entering the 30th year of payrollcredited service with the District shall receive alongevity stipend of $1,000, which shall be contin-ued for subsequent years of service with theDistrict. This $1,000 longevity stipend will remainat this dollar amount for the term of this agree-ment. Payroll credited service for the purpose ofthis stipend shall include an prior service creditgranted at the time of employment and all servicewith the District less any leaves of absence thatreduce the INU member's payron credited service.
2. The District agrees that the EGTA may, at anytime during the lifeof this agreement and thereafter,reduce this salary schedule by a maximum of 2%per step for the purpose of funding a benefit trust.
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APPENDIXU An
SALARY FOR INSTRUCTIONAL PERSONNELMA
Step
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2001-02
$35,973$37,673$39,372$41,072$42,772$44,472$46,172$47,872$49,571$51,271$52,971$54,671$56,371$58,071$59,770$61,470$63,170$64,870$66,570$69,107
2002-03
$36,765$38,501$40,239$41,976$43,713
.$45,450$47,188$48,925$50,662$52,399$54,136$55,874$57,611$59,348$61,085$62,823$64,560$66,297$68,034$71,007
2003-04
$37,610$39,387$41,164$42,941$44,718$46,496$48,273$50,050$51,827$53,604$55,382$57,159$58,936$60,713$62,490$64,267$66,045$67,822$69,599$72,960
Important notes in addition to as well as part of thissalary schedule:
1. Effective January 1, 1998 each full-time INUmember upon entering the 30th year of payrollcredited service with the District shall receive alongevity stipend of $1,000, which shall be contin-ued for subsequent years of service with theDistrict This $1,000 longevity stipend will remainat this dollar amount for the term of this agree-ment. Payroll credited service for the purpose ofthis stipend shall include all prior service creditgranted at the time of employment and all servicewith the District less any leaves of absence thatreduce the INU member's payroll credited service.
2. The District agrees that the EGTA may, at anytime during the life of this agreement and thereafter,reduce this salary schedule by a maximum of 2%per step for the purpose of funding a benefit trust
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APPENDIX usn
SALARY FOR SCHOOL PSYCHOLOGIST
(11 MONTH POSITION)
SALARY WITH A MASTER'S DEGREE
Step
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2001-02
$42,380$43,260$44,158$45,074$46,007$48,070$50,135$52,203$55,193$56,332$58,396$60,461$62,528$64,595$66,648$66,648$71,999$71,999$71,999$73,304$73,304$76,315
2002-03
$42,622$43,507$44,410$45,331$46,270$48,344
. $50,421$52,500$55,508$56,653$58,729$60,805$62,885$64,963$67,028$67,028$72,409$72,409$72,409$73,722$73,722$76,750
2003-G4
$43,794$44,703$45,631$46,577$47,542$49,674$51,807$53,944$57,034$58,211$60,344$62,477$64,614$66,750$68,871$68,871$74,401$74,401$74,401$75,749$75,749$78,860
Important notes in addition to as well as part of thissalary schedule:
1. Effective January 1, 1998 each full-time INUmember upon entering the 30th year of payrollcredited service with the District shall receive alongevity stipend of $1,000, which shall be contin-ued for subsequent years of service with theDistrict. This $1,000 longevity stipend will remainat this dollar amount for the term of this agree-ment Payroll credited service for the purpose ofthis stipend shall include all prior service creditgranted at the time of employment and all servicewith the District less any leaves of absence thatreduce the INU member's payroll credited service.
2. The District agrees that the EGTA may, at anytime during the life of this agreement and thereafter,reduce this salary schedule by a maximum of 2%per step for the purpose of funding a benefit trust
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APPENDIX IICn
COMPENSATION FOR
ATHLmC COACHING PosmONS
NOTE: All proposed changes/additions to this sched-ule shall be submitted to a committee of four (4). TheEGTA shall appoint two of the members; the Districtshall appoint the other two. Neither the District nor theAssociation shall appoint individuals to serve on thecommittee who at the same time are sponsoring a pro-posal for its recommendation. The committee shalt'have 90 days to reach agreemenL In the event that itcannot, provisions of the Taylor Law shall be imple-mented.
A. The objective is to provide salary stipends based oncriteria that include:
(1) Formulae to serve as a continuing and perma-
nent basis for compensation.
(2) Longevity increments for experience.
(3) Parity, where applicable, with male and female
athletics.
B. The formula for determining compensation shallinclude the following criteria:
(1) Organizational complexity and responsibility
(practices and/or meetings)
(2) Student participation (numbers involved)
(3) Time commitment (length of season)
a. School calendar (school in session)
b. Vacation periods
(4) Interscholastic events (number of scheduledgames)
a. Regular (Suburban Council and non-league)
b. Sectionals, post-season tournaments, openrestricted invitationals
(5) Staff Responsibility (evaluation of other staff
and community participation)
(6) Complexity of production, equipment, mate-
rial control, and/or maintenance.
C. Longevity formula: Prior credit for coaching willbe given for in-District or out-of-District service (service
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must be in same sport - men's or women's or a combi-nation of both) for:
(1) Interscholastic Athletics
(2) Intercollegiate Athletics
(3) Professional Athletics
D. An salary figures contained on pages 78-84 shall beincreased by 5.5% for the period July 1,2001 to June 30,2002.
A committee, established for the length of the 2001-2004 Agreement only, composed of the AthleticDirector, one coach for each of the salary groupsappointed by the EGTA, a District-wide administratorand a High School and Middle School administratorshall make a recommendation to the EGTA ExecutiveCommittee and the Board of Education by June 1,2002for Appendix C stipends for the 2002-2003 and 2003-2004 school years. The amount of monies spent onAppendix C positions in 2001-2002 shall increase by1.05% for a pool of money to be distributed to the 2001-2002 Appendix C positions for 2002-2003. The amountof monies spent on Appendix C positions in 2002-2003shall increase by 1.05% for a pool of money to be dis-tributed to the 2002-2003 Appendix C positions for2003-2004.
E. Extended Season Remuneration
There shall be a $5000 fund in each year of this agree-ment for the purpose of compensating varsity headcoaches, varsity assistant coaches, and N head coachesfor work done occasioned by "extended seasons;" such"extended seasons" being defined as seasons lengthenedfor sectional play beyond the first round. One personappointed bythe EGTA and one person appointed by theDistrict shall determine the distribution of this fund forcoaches, as defined above, for work incurred as a resultof extended seasons.
F. All courses required by the District to maintaincoaching certification shall be eligible for in-servicecredit if the cost is not underwritten by the District. TheDistrict will provide payment for such hours only forthree consecutive years after their completion.
G. As governed by Section 135.4 (c)(7)(i)(c)(1 & 2) ofthe Rules of the Commissioner of Education, the schooldistrict may appoint individuals to serve as coaches ofschool athletic teams who meet the following condi-tions:
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1. Members of the INU will be given first consider-ation to athletic coaching positions.
2. Applicants must hold appropriate coaching cer-tificates of qualification and have completededucation programs for coaching.
3. Experience in the sport will be given preferencewhere other factors are substantially equal.
4. Members of the INU who have completedsuccessful service through annual evaluation inthe same sport will be given priority over otherapplicants.
H. At the conclusion of a season and/or activity thehead coach shall provide a written report ("AnnualReport") to the Athletic Director outlining the sportsprogram's performance and needs for the next schoolyear or season.
I. No individual employed in an Appendix C positionshall be discharged from said position during the termof hislher appointment thereto without prorated pay-ment to the point of discharge and a written explanationfor such discharge.
An INU member who holds an Appendix C position inone school year, and applies for the same position forthe next school year, and who is denied such position,shall be provided, upon request, a written statement set-ting forth the reasons for such denial.
The EGTA President shall be given copies of allnotices of di.scharge or denial required by this section,absent the reasons set forth in the written statement tothe teacher, and the INU member so discharged ordenied shall have the right of union representation.
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"'Salaries fOT2002-03 and 2003-04to be determined by committe£ II
HEAD COACH
Group 1 Basketball MF 3652 II100% FootballWrestling 8
Group2 2922Baseball II80% LacrosseSoccer MF .SoftballTrackIndoor MFTrackOutdoor MF .
Group3 .Cross Country MF 219160% Field HockeyTennis MF ..Volleyball MF
Group4 1826 .Golf50% Bowling .Cheerleading
LONGEVITY APPUCATION .Group 1 Additional after 5 years 270
100% Additional after 10 years 677 .Group 2 Additional after 5 years 270
80% Additional after 10 years 677 IIGroup 3 Additional after 5 years 270
60% Additional after 10 years 677 .Group 4 Additional after 5 years 270
50% Additional after 10 years 677 .The followingpercent will "becalculated on the base
salary of the head coach for each sport (excludes .longevity).
Varsity Assistant 85% .Jr. Varsity Head 85%Jr. Varsity Assistant 75% .Freshman Head 70%Freshman Assistant 65%Modified Head 65% IIModified Assistant 60%
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II 85%Group1 3105Group2 2483
II Group3 1863Group4 1553
II 80%Group1 2922
II Group2 2338Group3 1753
IIGroup4 1461
75%
II Group1 2740Group2 2191Group3 1644
II Group4 1369
70%II Group1 2557
Group2 2046
.. Group3 1534Group4 1279
II 65%Group1 2375
.. Group2 1899Group3 1424Group4 1187.. 60%.Group1 2191
II Group2 1753Group3 1315
II Group4 1096
50%
.. Group1 1826Group2 1461
IIGroup3 1096Group4 914
II GROUP 1 -100% 2001-02"'Salaries fOT 2002-03 and 2003-04
IIto be determined by committee
BASKETBALL (Female)
IIVarsity Head 3652Jr. Varsity Head 3105Freshman Head 2557. Modified Head 2375
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Varsity 3652Jr. Varsity Head 3105 IIFreshman Head 2557Modified Head 2375 II
FOOTBALLVarsity Head 3652 IIJr. Varsity Head 3105Varsity Assistant (1) 3105Jr. Varsity Assistant (2) 2740 IIFreshman Head 2557Freshman Assistant 2375 IIModified Head 2375Modified Assistant 2191
IIWRESTLINGVarsity Head 3652 .Jr. Varsity Head 3105Freshman Head 2557Freshman Assistant 2375 II
GROUP2-80% 2001-02 .*Salaries for 2002-03 and 2003-04to be determined by committee
BASEBALL .Varsity Head 2922Jr. Varsity Head 2483 .Freshman Head 2046Modified Head 1899 .
LACROSSE (Female)Varsity Head 2922 IIJr. Varsity Head 2483Modified 1899
LACROSSE (Male) IIVarsity Head 2922Jr. Varsity Head 2483 IIFreshman Head 2046
SOCCER(Female) IIVarsity Head 2922Varsity Assistant 2483 IIJr. Varsity Head 2483Freshman Head 2046 IIModified Head 1899
SOCCER (Male) IIVarsityHead. 2922Varsity Assistant 2483Jr. Varsity Head 2483 II
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II SOFiBALLVarsity Head 2922
8 Jr. Varsity Head 2483Freshman Head 2046
II Modified Head 1899
TRACK INDOOR (Female)
II Varsity Head 2922Varsity Assistant (2) 2483
II TRACK INDOOR (Male)Varsity Head 2922
II Varsity Assistant (2) 2483
TRACK OUTDOOR (Female). Varsity Head -2922Varsity Assistant (2) 2483
II TRACK OUTDOOR (Male)Varsity Head 2922. Varsity Assistant (2) 2483
GROUP3-60% 2001~. *Salaries for 2002-03 and 2003-04
to be determined by committee
II CROSS COUNTRY (Girls)Varsity Head 2191Varsity Assistant (1) 1863. CROSS COUNTRY (Boys)
IIVarsitY Head 2191
FIELD HOCKEY
IIVarsity Head 2191Jr.Varsity Head 1863Freshman Head 1534
II TENNIS(Female)Varsity Head 2191
II Jr. Varsity Head 1863
TENNIS (Male)
II Varsity Head 2191Jr. Varsity Head 1863
II VOLLEYBALL(Female)Varsity Head 2191
II Jr. Varsity Head 1863Freshman Head 1534
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Jr. Varsity Head
GROUP 4 - SO%
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to be determined by committee
GOLF (Co-ed)Varsity Head
BOWLING (Co-ed)
Varsity Head
CHEERLEADING - FootballVarsityJunior Varsity (.60)
CHEERLEADING- BasketballVarsityJunior Varsity
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APPENDIX UD"
COMPENSATION FORCO-CURRICULAR SUPERVISION
Co-curricular activities support and augment theregular instructional program by providing intellectuaJ,social, political and practical experiences for students.These activities. include, but are not limited to experi-ences in theater, performance, clubs, publications,support, debate, decision making and citizenship.
NOTE: All proposed changes/additions to this sched-ule shall be submitted to a committee of four (4). TheEGTA shall appoint two of the members; the Districtshall appoint the other two. Neither the District nor theAssociation shall appoint individuals to serve on thecommittee who at the same time are sponsoring a pro-posal for recommendation. The committee shall have90 days to reach agreement In the event that it cannot,provisions of the Taylor Law shall be implemented.
A. The objective is to provide salary stipends based oncriteria that include:
(1) Formulae to serve as a continuing. and perma-
nent basis for compensation.
(2) Longevity increments for experience.
(3) Parity, where applicable, with athletic extra-
curricular activities.
B. The formula for determining compensation shallinclude the following criteria:
(1) Organizational complexity and responsibility(meetings, practices or rehearsals)
(2) Student participation (numbers involved)
(3) Time commitment (duration and frequency of
activi ties)
(4) Events, performances and/or productions
(activities, outcomes, publications, etc.)
(5) Staff Responsibility (evaluation of other staff
and community participation)
(6) Fund-raising responsibilities (activities, trans-
portation costs, proms, etc.)
(7) Complexity of production, equipment, materi-
al control, and/or maintenance.
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C. Longevity formula: Prior credit will be given forDistrict service. Service must be in the same activityand need not be continuous.
D. All salary figures in Appendix D shall increase by5.5% effective 7/1/2001, 5% effective 7/1/2002, and 5%effective 7/1/2003.
There shall be a $2000 fund in each year of thisAgreement for the purpose of compensating advisors ofextracurricular activities for work done occasioned byextensions oftheir activities by advancement to State orNational competition. One person appointed by theEGTA and one person appointed by the District shalldetermine the distribution of this fund.
E. As governed by the Rules of the Commissioner ofEducation, the school district may appoint individualsto serve as advisors of school clubs and activities underthe following conditions:
1. Members of the lNU will be given first consider-ation to co-curricular supervisory positions.
2. Experience in the activity will be given prefer-ence where other factors are substantially equal.
3. Members of the INU who have completed suc-cessful service through annual evaluation in thesame activity will be given priority over otherapplicants.
F. At the conclusion of an activity a written report("Annual Report") will be provided to the appropriatebuilding principal outlining the co-curricular activities'performance and needs for the next school year or sea-son.
G. No individual employed in an Appendix D positionshall be discharged from said position during the termof his/her appointment thereto without prorated pay-ment to the point of discharge and a written explanationfor such discharge.
An lNU member who holds an Appendix D position inone school year, and applies for the same position forthe next school year, and who is denied such position,shall be provided, upon request, a written statement set-ting forth the reasons for such denial.
The EGTA President shall be given copies of allnotices of discharge or denial required by this section,absent the reasons set forth in the written statement tothe teacher, and the lNU member so discharged ordenied shall have the right of union representation.
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II 2001-02 '02-03
~ADVISORSHIPS-GENERAL-{Columbia)
II 1. Student Newspaper Ed. Advisor(1) 2589 2718 28542. Student Newspaper Fin. Advisor 366 384 403
II 3. Labyrinth Editorial Advisor 729 765 8034. Labyrinth Financial Advisor 366 384 4035. Columbian Yearbook Advisor(1) 2589 2718 2854
II 6. Columbian Financial Advisor 366 384 4037. Student Council Advisor (1) 3574 3753 3941
II 8. Honor Society 2262 2375 24949. Amnesty International 1605 1685 1769
II10. Peer Leadership 1459 1532 160911. Science Olympiad 1623 1704 1789
11a. Science Olympiad Assistant
.. 12. Students for EnvironmentalAction (S.EA) 1605 1685 1769
II 13. Computer Club 1605 1685 176914. Students AgainstDrunk Driving(SADD) 1605 1685 1769
8 15.Ethnic Student Coalition 1605 1685 176916. Mock Trial
II 17. Gennan Club18. Art Club - Columbia 729 765 803
II19.KeyClub- Columbia 1751 1839 193120. Dramatic Play - Columbia 1532 1609 168921. Musical- Columbia
II a) Director 3319 3485 3659b) Music Director 1751 1839 1931
IIc) Chorat"Director 1751 1839 1931
22. Model Congress 1788 1877 197123. Community Action Club.' CLASS ADVISORS - COLUMBIA
24. Senior (2 advisors) 2262 2375 2494
II 25. Junior (2 advisors) 1677 1761 184926. Sophomore (2 advisors) 1057 1110 1166
II 27. Freshman (2 advisors) 1057 1110 1166
MUSIC- COLUMBIA. 28. Concert Band 1459 1532 160929. Symphonic Band 1569 1647 1729
II30. StageBand 912 958 100631. Orchestra 1459 1532 160932.Chorus 1459 1532 1609. 33. SelectChorus 803 843 885
CLUBS, PLAYS, MUSIC - GOFF
18 34. ConcertBand- 8th 1459 1532 160935. ConcertBand- 7th 1459 1532 1609
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II36. St1ge Band 729 765 803 II37. Orchestra 1569 1647 172938. Mixed Chorus 1459 1532 1609 II39. Student Council 1423 1494 156940. Science Olympiad 1623 1704 1789
II41.Musicala) Director 3319 3485 3659b)Assistant 1459 1532 1609 IIc) Assistant 1459 1532 160942. Computer Club 729 765 803 II43. Art Club- Goff 729 765 80343 YeMbook 729 765 803
II44. Math Counts 729 765 80345. Students Against Drunk
Driving (SAD D) 1204 1264 1327 ..46. Defenders of Mother Earth(DOME) 1204 1264 1327 .47. Peer Leadership (2 @ 50%)
48. Homework Hotline
MUSIC- CLUBS - ELEMENTARY .47. Orchestra 595 607 62248. 5th Grade Band 728 742 761 II49. 6th Grade Band 728 742 76150. 5th Grade Chorus 562 573 587 II51. 6th Grade Chorus 595 607 62252. 4th GradeChorus
853. Drama Club-Red Mill54. After School Scholar-DPS55. Computer Club-Bell Top II56. Morning Scholar-Red Mill57. Yearbook-Red Mill
IIAUDIO-VISUALDIRECTORS58. Columbia 2050 2091 2144 .59.Goff 1489 1518 155660.Genet 1323 1349 1383ACTMTIES-OTHER .61. Spectator Buses
II(per Supervisor) 44.97 45.87 47.0262. Intramurals 18.00 18.3618.82Non-athletic longevitypayments for seroicein same .adiuity - service does not hQ1Jeto be continuous.Longevitypayments will be applicablefor all non-ath- .[etic adiuities"except bus superoision.
BASE - Group 1 Athletics - 100% 1998-99 199-00 10CH)1 .After 5 years - additional 245 250 256After 10 years - additional 614 626 642
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~II 1 84% 44 24%2 12% 45 39%
II3 24% 46 39%4 12% 47 47%
85 84% 48 39%6 12% 49 21%7 116% 50 26%
II 8 74% 51 26%9 52% 52 20%. 10 47% 53 21%11 52% 54 12%11a 37% 55 37%
II 12 52% 56 37%13 52% 57 37%. 14 52% 58 37%15 52% 59 24%16 37% 60 74%. 17 37% 61 53%18 24% 62 47%
II 19 33%20 50%. 21a 108%21b 57%21c 57%
II 22 58%23 24%. 24 74%25 55%26 34%
III' 27 34%28 47%. 29 51%30 30%
II31 47%32 47%33 26%
8 34 47%35 47%
II 36 24%37 51%38 47%
II 39 46%40 53%
II 41a 108%41b 47%
II41c 47%42 24%43 24%
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APPENDIX UE"
PROCEDURE FOR SABBAnCAl LEAVE
AND JOR SPECIAL GRANTS .FOR
RESEARCH AND DEVELOPMENT
1. Criteria for selection of candidates and grantingextended professional leave, in accordance with ArticleVI, Section D, are as follows.No priority is assigned toa-lor 1-2, criterion "a" shall have priority over criteri-on "b".
a. 1. Study, research, travel, and/or participationon committees and/or commissions directlyrelated to any work done within the INU.Approval in this area would be contingent uponevidence submitted by the applicant, with con-currence by the Administration, that suchstudy, research, travel, and/or membership wasbeneficial to the District
2. Graduate study at a college or university.. This mayor may not be in a planned programleading to an advanced degree or diploma. Itwould be designed to meet the needs, interests,and professional development of the individual.
b. Other reasons - not specifically defined. It isimpossible to predetermine all situations whichmight result in the desire of a teacher to request,and a District to grant, an extended professionalleave. To provide for this contingency, it is a part ofthis criteria that the Administration will submitand make recommendation to the Board concern-ing such requests on an indivjdual basis.
2. AoDlication Drocedures - All persons who desire to
be considered for an Extended Professional Leave are tosubmit applications in the following manner:
a. An application for leave is to be submitted to thePrincipal on or before February 1st prior to theacademic year for which the grant is to be award-ed.
b. Upon receipt of the application, the Principalwill evaluate the request based upon the policiesoutlined in the agreement and the criteria hereinestablished. It shall be the responsibility of thePrincipal to submit a recommendation to theSuperintendent, indicating approval or rejection.These recommendations are to be submitted in
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writing within five (5) days from the date therequest is received by the Principal.
A copy of the recommendation is to be submittedto the applicant
c. The Superintendent shall render a decision as towhether the request is approved or denied on orbefore February 12. The applicant will have theopportunity to appeal the recommendation of thePrincipal before February 12, in the event such-recommendation indicates denial of the request
d. The decision of the Superintendent shall be sub-mitted to the applicant in writing with copies tothe Board of Education and the Principal.
e. The Applicant, upon receipt of theSuperintendent's decision, shall have ten (10) daysto appeal such decision to the Board of Education.The final decision will rest with the Board ofEducation.
f. In the event satisfaction is not achieved in themanner prescribed in (e) above, the applicant shallhave the right to appeal the decision, as providedby the established grievance procedure.
3. Miscellaneous Provisions.
a. In the event that the number of applicationswithin the priorities listed exceeds the stipulatedlimit, the Superintendent will recommendapproval on the basis of ultimate benefit to theSchool District In no way will this prejudice theapplicants who do not receive approval from apply-ing for Extended Professional Leave in subsequentyears.
b. All applications are to be submitted on formsprepared by the Superintendent of Schools.
c. All persons granted such leave will be required,upon their return, to submit a written report onforms provided by the School District
4. Financial Provisions. In addition to the financialprovisions outlined in the Agreement, personnel whoare granted Extended Professional Leave will be entitledto the following:
a. The individual win be placed upon the next stepof the established salary schedule.
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IIb. Allfringe benefitswhich are provided to person- IInel would apply to the individualgranted anExtendedProfessionalLeave. II
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APPENDIX UF"
DEPARTMENT CHAIRS ANDBUILDING CURRICULUM SPECIAUSTS
All salary figures on pages 97-98 shall increase by5.5% effective July I, 2001, 5% effective July I, 2002,and 5% effectiveJuly 1,2003.
DEPARTMENT OIAIRS
Positioa 2001-02 '02-03 '03-04 Releases-rT_ Wed
Math (~I2) .2 3 daysSocialStudies (~I2) .2 3 daysEnglishlLang.Arts (~12) .2 3 daysScience (~I2) .2 3 daysForeign Language (~I2) .2 3 daysTechJOcc.Ed. (~I2) .2 3 daysArt (K-I2) .2Music(K-12) .2Guidance(K-I2) .2
Release time will be authorized bythe Assistant Superintendent for Curriculum
and Instruction (J$needed.
Positin
Elementary:
2001-02 '02-03 '03-04 Release s-rTile Work
Asper need.with CCS
Integrated Lang. Arts(lLA)/SWESocial Studies/SWEMathematics/SWESciencelSWESpecial EducationInstructional Resource Specialist
Goff Middle School:Integrated Language ArtsMathScienceSocial StudiesSchoolwide EnrichmentSpecial EducationInstructional Resource Specialist
Columbia High School:ScienceSocial StudiesMathEnglishSpecial EducationInstructional Resource Specialist
6S
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A pool of 60 days (per school year) for release timewill be provided to work with the committee on cur-riculum studies in support of the foregoing positions.The release time will be at the discretion of the AssistantSuperintendent for Curriculum and Instruction.
Job Descriptions, Terms of Appointment,
and Hiring Processes for an Positions
Estabbshed under Appendix F.
1. Job Descriptions for Districtwide DepartmentChairs, Building Curriculum Specialists, BuildingDepartment Chairs, Goff School EnrichmentSpecialists, and Columbia High School InstructionalResource Specialist have been developed in a mutuallyagreed upon process between the District andAssociation. The specific job descriptions for the abovementioned positions are under a Memorandum ofAgreement between the District and Association.
2. Allpositions shall be for a term of two years. K-12Department Chair positions shall be evaluated annuallyfor continuation in the position. The Superintendentshall have the authority to remove any incumbent ofone or more of the foregoing positions during the termof said incumbent's appointment Upon so removingany such incumbent, the Superintendent shall providethe reasons for removal either orally or in writing, atthe request of the person so removed. The administra-tion shan post all vacancies in each of the buildings asthey occur.
3. The followingDepartment Chair positions will befilled by application to the Superintendent
1. EngJisM.anguage Arts 6-122. Social Studies 6-123. Mathematics 6-124. Science 6-12
4. The remaining Department Chairs shall be filledbynomination from the respective departments with theapproval of the Superintendent These include:
1. Art K-122. Foreign Language 6-123. Music K-124. Technology/OccupationalEd. 6-125. Guidance K-12
5. Building Curriculum Specialists K-8 shall beappointed through nominations from the respectivebuildings. These nominations shall be overseen by
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EGTA Building Representatives for the respective build-ings and through the office of the AssistantSuperintendent for Curriculum and Instruction.
6. The positions of Instructional Resource Specialistfor buildings K-8 shall be filled by application to theCommittee for Curriculum Study (CCS) through theAssistant Superintendent for Curriculum andInstruction. Proposals should have the endorsement ofthe respective buildings. All proposals are submitted tothe Ad Hoc committee of CCS which shall make thefinal recommendation to the Superintendent Proposalsmust conform to the criteria set forth in the job descrip-tions in order to qualify for recommendation.
7. Columbia High School Building CurriculumSpecialists/Building Department Chairs shall beappointed by nomination of the respective departments.These nominations shall be supervised by the K-12chair of the respective subject area in consultation withthe Superintendent
8. The position of Instructional Resource Specialistfor Columbia High School shall be filled by applicationto the Superintendent This position shall be dedicatedto program evaluation in accordance with understand-ings reached by the District and the Associationregarding the administration of student surveys. A sep-arate job description is established for this position.
9. The position of Chairperson(s) to the Committeefor Curriculum Study (CCS) shall be appointed throughprocedures established by CCS in consultation with theAssistant Superintendent for Curriculum andInstruction.
10. Upon appropriate request, submitted in accor-dance with the annual budget instructions booklet,each K-12 Department Chair (as identified in sections 3and 4 above) shall be provided an annual budget of$500.00 each. These funds are to be used for, but notlimited to, journals, periodicals, instructional materials,conference reimbursements and items applicable totheir K-12 position.
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II. INDEX II
Academic assessment of students 15 IIAcademic freedom 9Alteration of Agreement 44
IIAppendixA Salary scale BA 46A Salary scale MA 47 IIB. Psychologist 48C. AthletidCoaching 49 IID. Co-Curricular activities 57E. Sabbatical Leave Procedure 62
IIF. Department Chairs andBuilding Curriculum Specialists 65
Attendance at Meetings 37 IIAuxiliary Clerical Personnel 37Availability of Materials 3
IIBenefit Trust - VOTE/COPE 12Budget Information 12Budget Meeting 12 IIClass Size 35Classroom Preparations 36 IICommittee for Curriculum Study 4Compensation and Remuneration For Services 16Dental Care 19 IIDoctoral Degree - Stipend 17Dues Deductions 1 IIDuties, Change of 4Early Dismissal Days 32
IIEducational Materials 3Elementary Teachers Participation in
Special Classes 37 IIEqual Opportunity Employer 12Extended Season - Athletics 50 IIExtracurricular Activity Participation 14Extracurricular Payment Schedule 3Fair Dismissal 8 IIFamily and Medical Leave 31Graduate Credit Payments 3 IIGraduate Study 16Grants 22
IIGrievance Procedure:Declaration 38Definitions 39 IILevell 41Level 2 42
IILevel 3 42Level 4 42Notification of Decision 43 IIOfficial Record 44Rights: Association 44
II
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Rights: District 44Rights: Grievant 44Rights: Parties-in-Interest 44Time Limits 44Time of Processing 44
Guidelines for Teams 7Health Insurance 19Homebound Instruction 19Implementation of Agreement 45Individual and Association Rights 1Individual Arrangements 45Interscholastic Payments 3Interview Committee 6Intramural Payments 3Job Security 16Leavesof Absence and Other Authorized Leaves: 23
Association 28Child Care 26Death in Family 26Disability 28Family Care 27Family and Medical Leave 31Personal 25Pregnancy-Related 26Professional 33Sabbatical 33Sick Leave 23
Legalityof Provisions 45Length of School Day 15Length of Work Year 15Lesson Plans 13Miscellaneous ProVisions 44Monthly Meetings 13National Board Certification 17Part-Time Employees 22Part-Time Teachers 18Participation, Elementary Teachers in
Special ClassesParticipation, Opportunity forPayroll DatesPersonal Property, LosslDamagePersonal Vehicles,Use ofPersonnel File - ReviewPersonnel File - StatementsPersonalLeave .
Planning TimePreamblePremiums, HealthlDentalPrinting of AgreementProfessional Development
3742
141878
2537iv194532
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Psychologist Salary/StepQualified TeachersReassignmentRemedial ClassesRemuneration Beyond CalendarRepresentationRetirement Incentive ProgramRights and ResponsibilitiesSalary OptionsSalary Step/AppropriateScheduling: Shared Teachers
Special Area TeachersSchool Calendar:
DevelopmentRemuneration BeyondSummer Program
School DaySick BankSick LeaveSick Leave AccumulationSide AgreementsSpecial GrantSpectator BusesStudent WeJfare/DisciplineSubstitute Teachers:Pay Schedule.
Use ofSummer School PaySuperintendent Conferences and Early
Dismissal DaysSupersedes Contrary RulesSupplementary School PersonnelTask ForceTax Sheltered AnnuitiesTax - IRS 125 PlanTeacher Transfer or Reassignment
DefinitionsInvoluntaryTemporaryTenured TeachersTermVoluntary
Teaching ConditionsTelephoneTentative Teaching AssignmentsUse of School FaciHtiesVacancies, Posting ofVOTE/COPEWork Space
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18139
3620
121132
181338
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