Grievance
Academic Freedom Committee Investigation Timeline — Committee shall make investigation and written report within 10 school days
The committee shall within 10 school days make a careful investigation and written report, which shall be sent immediately to the Board for a decision by the Board.
Grievance
Academic Freedom Complaint Timeline — Written objections reviewed within 5 school days by committee
The written objections and complaints will be reviewed within 5 school days by a committee composed of 3 teachers, appointed by the Union president, one administrator and one parent appointed by the PTA president.
Workday
Additional Planning Collaboration Time — Additional 45 minutes per week for planning and collaboration effective 2013-2014 school year
Effective the 2013-2014 school year, teachers will report for an additional 45 minutes per week for planning and collaboration. Each school will develop their own options for scheduling the additional 45 minutes per week.
Compensation
Additional Planning Time Compensation — Teachers may voluntarily teach a portion of planning time for entire school year; compensated on pro rata hourly basis of per diem salary
Upon approval of the Superintendent, a teacher may voluntarily teach a portion of their planning time for the entire school year. A teacher shall be compensated on a pro rata hourly basis of their per diem salary.
Compensation
Additional Prep Period Pro Rata Hourly — Teacher teaching additional period in place of prep period compensated on pro rata hourly basis of per diem salary
If the principal and a teacher agree that, in order to facilitate scheduling, the teacher will, for the trimester, teach an additional period in place of their preparation period, the teacher shall be compensated on a pro rata hourly basis of their per diem salary.
Other
Agreement Duration End — June 30, 2030
This agreement shall be effective on the date of ratification and approval and shall remain in force and effect until June 30, 2030.
Other
Agreement Duration Start — date of ratification and approval
This agreement shall be effective on the date of ratification and approval and shall remain in force and effect until June 30, 2030.
Other
Agreement Printing — Agreement printed by union printer; costs shared equally by union and board
The Agreement shall be printed by a Union printer as soon as possible after the date of ratification by both parties. A joint Union-Board committee shall determine the form and style of the Agreement. All teachers shall receive a copy. The cost of printing shall be shared equally by the Union and the Board.
Grievance
Arbitration Binding — Arbitration decision is final and binding
The decision of the arbitrator shall be final and binding on the parties and faculty members and shall be immediately implemented.
Rif
Auxiliary Seniority Definition — Auxiliary seniority is continuous length of service as auxiliary personnel in District
Auxiliary seniority shall be defined as the continuous length of service as auxiliary personnel in the District.
Compensation
Ba Max Salary — Custodial maximum rate of pay $36.00 per hour 2025-2026
Custodial maximum rate of pay shall be: 2025-2026 $36.00 per hour
Compensation
Ba Min Salary — Custodial minimum rate of pay $20.00 per hour 2025-2026
Custodial minimum rate of pay shall be: 2025-2026 $20.00 per hour
Compensation
Base Salary Increase Yr1 — $3.00 per hour annual increase
For the 2025-2026 year Custodial and Maintenance employees shall receive a $3.00 per hour annual increase.
Compensation
Base Salary Increase Yr2 — $1.00 per hour annual increase
For the remaining four years of the agreement Custodial and Maintenance employees shall receive $1.00 per hour annual increase until they reach the maximum hourly rate.
Compensation
Base Salary Increase Yr3 — 4.5% annual increase for 2026-2027
Current employees will receive an annual percentage increase as follows: 2026-2027: 4.5%
Leave
Bereavement Days — Up to 3 days paid leave for death in immediate family
Employees who lose time on days on which they are scheduled to work due to a death in their immediate family shall be granted up to 3 days paid leave for time lost as a result of such death.
Other
Board Policy — Agreement constitutes Board policy of record
The provisions of this Agreement shall constitute Board policy of record for the duration hereof or until changed by mutual consent in writing.
Leave
Building Custodian On Duty Week Requirement — One building custodian must be on duty each week of the summer (so that each school has one custodian on duty each week during the summer). Vacations would be granted by district seniority in each building.
One building custodian must be on duty each week of the summer (so that each school has one custodian on duty each week during the summer). Vacations would be granted by district seniority in each building.
Rif
Building Seniority Definition — Building seniority is length of service as teacher in specific building, whether or not continuous
Building seniority is defined as the length of service as teachers in a specific building, whether or not continuous.
Compensation
Cafeteria Plan — Teachers who annually waive health insurance benefits shall receive compensation equal to $2,231.40 annually.
Teacher who elect to annually waive their health insurance benefits shall receive compensation equal to $2,231.40 annually for the term of the Agreement. All such amounts shall be paid to eligible teachers as of July 1 of the year in which such election is made.
Insurance
Cafeteria Plan Waive Health Annual Compensation — Teacher who annually waives health insurance receives $2,231.40 compensation
Teacher who elect to annually waive their health insurance benefits shall receive compensation equal to $2,231.40 annually for the term of the Agreement.
Workday
Committees Building Assignment Max — No teacher shall be assigned to more than one committee/function per year
No teacher shall be assigned by the principal to more than one committee/function per year.
Workday
Committees Building Max — A principal may establish not more than 6 Building-level committees/functions
A principal may establish not more than 6 Building-level committees/functions in which, where there are insufficient volunteers, such committees/functions shall be assigned by the principal on a least senior basis.
Workday
Contract Days Annual — Work year – 12 months (52 weeks): 260 days/2080 hours
Work year – 12 months (52 weeks): 260 days/2080 hours.
Workday
Contract Days Teacher — Work year – 12 months (52 weeks): 260 days/2080 hours
Work year – 12 months (52 weeks): 260 days/2080 hours. The standard work-week shall consist of forty (40) hours.
Other
Cope Checkoff — Upon receipt of a payroll deduction authorization card signed by the employee, the employer shall deduct from wages the amount specified as regular contributions to SEIU COPE.
The Employer, upon receipt of a payroll deduction authorization card signed by the employee, shall deduct from the wages of such employee the amount specified on the card as regular contributions to SEIU COPE.
Rif
District Seniority Definition — District seniority is continuous length of service as teacher in District
District seniority is defined as the continuous length of service as teachers in the District.
Leave
Election Day Floating Holiday — Election Days that are designated as a State or Federal holiday will be considered a holiday. Employees who have to work on these days will be granted a floating holiday.
Election Days that are designated as a State or Federal holiday will be considered a holiday. Employees who have to work on these days will be granted a floating holiday.
Workday
Emergency Callback Guarantee — Emergency call back of two (2) hours guaranteed. Overtime rate 1½ times hourly rate and Sunday/holidays are double time.
Emergency call back of two (2) hours guaranteed (Overtime rate 1½ times hourly rate and Sunday/holidays are double time [Board approved school waiver days are not considered holidays for holiday pay rate]).
Insurance
Employee Premium Share Pct — Employees hired beginning with the 2010-2011 school year and thereafter shall receive the single HMO at no cost or pay the following single premium of either the PPO Plan 1 or PPO Plan 2
Employees hired beginning with the 2010-2011 school year and thereafter shall receive the single HMO at no cost or pay the following single premium of either the PPO Plan 1 or PPO Plan 2: 2025-2026 $75.00 per month
Other
Equal Benefits — Benefits apply equally to all bargaining unit members regardless of union membership
The benefits and terms of this Agreement shall apply equally to all teachers without regard to their membership or lack of membership in any teacher organization.
Other
Equal Representation — Union represents all bargaining unit members equally
The Union agrees to represent equally and without prejudice all members of the bargaining unit for purposes of negotiations with the Board concerning terms and conditions to their employment and the settlement of grievances.
Evaluation
Evaluation Conference Timeline — Formal conference must be held within 7 school days of classroom visitation
A formal conference shall be held by the principal with the teacher within 7 school days of the formal classroom visitation to discuss the overall evaluation of the teacher at that time.
Evaluation
Evaluation Cycle Years — All members shall be formally evaluated by their administrator before the last day of school annually
All members shall be formally evaluated by their administrator, before the last day of school.
Evaluation
Evaluation No Mechanical Recording — No photographic or mechanical recording of classroom proceedings without written permission
In the evaluation process, the Administration shall not, by photographic or other mechanical means, observe, listen to or record classroom proceedings or other activities conducted with students or other persons, unless the teacher has given written permission to do so.
Evaluation
Evaluation Process Formal Visits — At least 2 formal classroom visits for non-tenure teachers prior to March; at least 1 formal and 1 informal prior to May 15 for tenure teachers
There shall be at least 2 formal classroom visits and at least 1 informal classroom visit prior to March for non-tenure teachers and at least 1 formal classroom visit and at least 1 informal classroom visit prior to May 15 for tenure teachers.
Compensation
Extended Service Positions — Vacant extended service positions posted at each school office as vacancies occur; filled on basis of building seniority if equally qualified applicants exceed number of vacant positions.
A list of all vacant extended service positions shall be posted on the bulletin board of each school office, as vacancies occur. Interested teachers shall apply for such positions to the Superintendent or their designees. When vacant extended service positions are to be filled during the summer, all teachers shall be notified of these openings.
Compensation
Extended Service Positions Building Seniority — Vacant extended service positions filled on basis of building seniority when equally qualified applicants exceed vacancies
when the Administration finds that the number of equally qualified applicants exceeds the number of vacant extended service positions, the vacant positions shall be filled on the basis of building seniority.
Other
Faculty Lists — Faculty lists with addresses and phone numbers provided to union by August 1 and monthly
Faculty lists including home addresses and telephone numbers and a list of new teachers hired shall be given to the Union by August 1 of each year and names and addresses of persons employed after that date shall be made available on a monthly basis.
Leave
Floating Holiday For Student Attendance Day — If a holiday listed above is a student attendance day the employee shall receive a floating holiday in exchange for the holiday unless the student attendance day has been created because it is making up a non-attendance day from an emergency school closing in which employees did not work but received compensation.
If a holiday listed above is a student attendance day the employee shall receive a floating holiday in exchange for the holiday unless the student attendance day has been created because it is making up a non-attendance day from an emergency school closing in which employees did not work but received compensation.
Leave
Fmla Coverage — FMLA provides up to 12 workweeks per 12-month period for qualified reasons
An eligible employee's FMLA leave entitlement is limited to a total of 12 workweeks of leave during any 12-month period for any one, or more, of the following reasons
Evaluation
Formal Visit Notice Requirement — Prior notice the day before required for formal classroom visits
A formal classroom visitation, as provided in Section 5.11 below, shall only be made after prior notice the day before to the teacher.
Other
Freedom To Join — Teachers free to join or not join organizations without interference
Teachers shall be free to join any organization without interference or penalty. They shall not be encouraged to join nor discouraged from joining any organization by supervisors, administrators or other representatives of the Board.
Leave
General Leave Of Absence Up To 1 Year — Upon Board approval, teacher may take up to one year's leave of absence without pay
Upon approval of the Board, a teacher shall be granted up to one year's leave of absence without pay when such absence is deemed beneficial to both the teacher and the school
Workday
Grade Level Transfer Protection — Teachers in same grade category for 3 years cannot transfer to different category without consent
Tenured teachers who have taught in the same category of grade level for at least 3 years shall not be transferred to a different category of grade level without their written consent.
Grievance
Grievance Arbitration Costs Split — Arbitrator fees divided equally between Board and Union; other expenses borne by incurring party
The fees of the arbitrator shall be divided equally between the Board and the Union. All other expenses shall be borne by the party incurring them.
Grievance
Grievance Arbitration Decision Timeline — Arbitrator submits written decision within 30 days following close of hearing or submission of briefs
The arbitrator shall submit in writing their decision within 30 days following close of the hearing or submission of briefs by the parties, whichever is later.
Grievance
Grievance Arbitration Scope — Arbitrator interprets Agreement; cannot amend, modify, nullify, ignore, add to, or subtract from provisions; bound by law
The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this Agreement. He/she shall consider and decide only the specific issues submitted to him/her in writing and shall have no authority to make any decision or recommendation on any other issue not so submitted to him/her. The arbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the applicable laws and
Grievance
Grievance Definition — Grievance is alleged violation, misinterpretation or misapplication of Agreement
A "grievance" is any alleged violation, misinterpretation or misapplication of this Agreement.
Grievance
Grievance Documents Separate Personnel File — All grievance documents, communications, or records filed separately from personnel files
All documents, communications, or records dealing with a grievance shall be filed separately from the personnel files of the participants.
Grievance
Grievance Level1 Timeline — Level 1: Grievance filed with principal within 10 days; decision within 5 days after receipt
An aggrieved person shall file their grievance in writing with their building principal, or designee, within 10 days after receiving an answer at Level 1. The building principal, or designee, shall confer with the grievant and appropriate persons in an attempt to resolve the grievance. A decision, in writing, shall be rendered to the aggrieved within 5 days.
Grievance
Grievance Level2 Timeline — Level 2: Appeal to Superintendent within 10 days; conference within 10 days; decision within 5 days
If a satisfactory agreement is not reached at Level 1, the aggrieved may appeal to the Superintendent, or their designee, in writing, within 10 school days after they have received the decision of the building principal, or their designee. The Superintendent, or their designee, shall hold a conference within 10 school days after the filing of the appeal and a written decision shall be rendered by him/her, or their designee, within 5 school days after holding the said conference.
Grievance
Grievance Level3 Timeline — Level 3: Appeal to Board within 5 days of Level 2 decision; hearing within 10 days; decision within 5 days
If the grievant is not satisfied with the decision in Level 2, the aggrieved may appeal to the Board within 5 school days after having received the written decision of the Superintendent. The appeal shall be in writing, citing all of the pertinent information, with 10 copies sent to the Board through the Superintendent. The Board shall set a hearing date at its next regular Board meeting and will hear the grievance within 10 school days following said Board meeting.
Grievance
Grievance Level4 Arbitration — Level 4: Union or Board (not teacher) may arbitrate within 10 days of Level 3 decision; arbitrator binding
In the event the aggrieved person is not satisfied with the disposition of their grievance at Level 3, the grievance may be submitted by the Union (but not a teacher) to arbitration within 10 school days after receipt of the Board's answer in Level 3.
Grievance
Grievance No Other Representation — No teacher may be represented by any organization other than Union in grievance procedure
No teacher may be represented by any organization other than the Union in any grievance procedure initiated pursuant to this Agreement.
Grievance
Grievance Purpose Confidentiality — Secure solutions at lowest possible level; proceedings kept confidential at each level
The purpose of this procedure is to secure, at the lowest possible level, solutions to claims of the aggrieved person. Both parties agree that these proceedings shall be kept confidential at each level of the procedure.
Grievance
Grievance Steps — Five-level grievance procedure: Level 1 informal with supervisor, Level 2 written with Chief of Maintenance, Level 3 Superintendent, Level 4 Board, Level 5 Arbitration
Level 1: An aggrieved person shall first meet with his immediate supervisor (Chief of Maintenance) and orally and informally discuss the grievance. Levels 2-5 progress through Chief of Maintenance, Superintendent, Board, and Arbitration.
Grievance
Grievance Teacher Protection No Retaliation — Teacher participating in grievance procedure free from disciplinary action, reprisal or recrimination
A teacher who participates in the grievance procedure shall be free from disciplinary action, reprisal or recrimination because of such participation.
Grievance
Grievance Timeline 10 Days — Grievance must be submitted within 10 school days after last asserted violation
No grievance shall be entertained or processed unless it is submitted within 10 school days after the grievant had knowledge or should have had knowledge of the last asserted violation of the Agreement giving rise to the grievance.
Grievance
Grievance Withdrawal No Prejudice — Grievance may be withdrawn by written notification at any level without prejudice or record
A grievance may be withdrawn by written notification to concerned parties at any level without prejudice or record.