Compensation
Annualized Pay Allowed — Employees scheduled >5.75 hours/day may elect annualized pay
Employees regularly scheduled to work more than 5.75 hours per day may elect to annualize their pay. All such elections shall remain in place for an entire school year, but may be changed upon not less than 30 days' notice prior to the next school year.
Grievance
Arbitration Binding — Final and binding arbitration through American Arbitration Association
If Association not satisfied at step three, may submit grievance to final and binding arbitration through American Arbitration Association.
Compensation
Ba Min Salary — Beginning teacher salary with BA degree in 2024-2025
Beginning with the 2024-2025 school year and going through the 2026-2027 school year, newly hired teacher with no previous experience, will receive the following starting salary: 2024-2025 BA $39,000
Compensation
Base Salary Increase Yr1 — Salary increase for teachers with 1-5 years experience in first year
Total Teaching Experience 1-5 Years: 7%, 7%, 6%
Compensation
Base Salary Increase Yr2 — Salary increase for teachers with 1-5 years experience in second year
Total Teaching Experience 1-5 Years: 7%, 7%, 6%
Compensation
Base Salary Increase Yr3 — Salary increase for teachers with 1-5 years experience in third year
Total Teaching Experience 1-5 Years: 7%, 7%, 6%
Compensation
Base Salary Yr1 — Base Salary 2024-2025
Base Salary: 2024-2025 $36,000
Leave
Bereavement Days — 2 bereavement days per year without loss of pay
Any employee who needs to attend a funeral is entitled to use bereavement days without loss of pay. No employee will be allowed to use more than two (2) bereavement days per year.
Leave
Bereavement Leave — Bereavement leave covered in Article 17, Section 17.3
Article 17 covers Leave provisions including Section 17.3 Bereavement Leave.
Workday
Classroom Coverage — Class period coverage duty limited to 50 minutes
An employee may be directed by the building Principal or Administrative designee to cover individual class periods during their respective lunch period or within their 15-minute break periods. For the purposes of this section, a 'class period' shall be any single period of time not longer than (50) minutes.
Compensation
Compensation — Summer school, tutoring, and committee work compensation rate
Teachers shall be compensated for summer school, tutoring, and administratively assigned committee work, at the rate of $25 per hour.
Workday
Contract Days Teacher — Certified personnel should be in buildings 20 minutes prior to class opening and 20 minutes after last class
Certified personnel should be in their respective buildings twenty (20) minutes prior to the scheduled opening of classes and twenty (20) minutes following the last class of the day with exception of scheduled early release days
Other
Contract Effective Date End — last day immediately preceding the first day of the 2026-2027 school year
This Agreement shall be effective the first teacher employment day of the 2024-2025 school year, and shall continue in effect until the last day immediately preceding the first day of the 2026-2027 school year.
Other
Contract Effective Date Start — first teacher employment day of 2024-2025 school year
This Agreement shall be effective the first teacher employment day of the 2024-2025 school year, and shall continue in effect until the last day immediately preceding the first day of the 2026-2027 school year.
Other
Corrective Direction Right — Teachers and other supervisors have right to issue corrective direction to employees to address matters of student safety or well-being.
Teachers and other supervisors shall have the right to issue corrective direction to employees, to address matters of student safety or well-being.
Compensation
Direct Deposit Required — All employees must use direct deposit for payroll
All Employees must use direct deposit for payroll. Employees regularly scheduled to work more than 5.75 hours per day may elect to annualize their pay.
Other
Disciplinary Cause Requirement — No non-probationary employee shall be dismissed, suspended, reprimanded, or reassigned for disciplinary reasons without cause and written notice stating reasons and effective date. Copy given to Association President.
No non-probationary employee shall be dismissed, suspended, reprimanded, or reassigned for disciplinary reasons without cause and unless there is served upon the employee a written notice of dismissal, suspension, reprimand, or disciplinary reassignment stating the reasons for the action.
Other
Disciplinary Criminal Conduct — Criminal, immoral, or wrongful conduct includes: felony conviction, arrest for crime involving child, possession/delivery/influence of alcohol on District property, possession/use of illegal drugs on duty, negligent damage to public property, safety violations, District policy violations, actions dangerous to employees/students.
Such conduct shall include, but not be limited to, (a) conviction of a felony, (b) arrest for any crime involving a child, (c) possession, consumption, delivery, or being under the influence of alcoholic beverages on District property, (d) possession, consumption, delivery, or being under the influence of illegal drugs while on duty.
Other
Disciplinary Dishonesty — Dishonesty includes material misrepresentation on employment application or provision of false reason for obtaining excuse for absence.
Such dishonesty shall include, but not be limited to, (a) a material misrepresentation on an employment application or (b) provision of a false reason for obtaining an excuse for an absence.
Other
Disciplinary Hearing Representation — Employee covered by Agreement has right to Association representation at any disciplinary meeting. Employee may have up to 48 hours to arrange representation; administration may require immediate action if situation warrants.
Upon request, an employee covered by this Agreement shall have the right to be represented by the Association during any meeting with the administration that may result in any disciplinary action. The employee may have up to 48 hours to arrange for representation.
Other
Disciplinary Progressive — District recognizes progressive discipline but reserves right to skip steps where appropriate. Measures may include oral reprimand, written reprimand, suspension, or discharge.
The District recognizes the use of progressive discipline, but reserves the right to skip steps where appropriate. Disciplinary action or measures may include, subject to the policies of the District, any or all of the following: A. Oral reprimand; B. Written reprimand; C. Suspension; or D. Discharge.
Other
Disciplinary Reprimand Delivery — Reprimand normally delivered privately to avoid embarrassment before other employees or public. Employee may request to move discussion to private area.
If a Supervisor has reason to reprimand an employee, the reprimand shall normally be done in a manner that will not embarrass the employee before other employees or the public. In turn, an employee will cooperate without escalating a situation when requested to move from a public to a more private area.
Other
Disciplinary Unauthorized Absence — Three consecutive unauthorized workday absences constitutes resignation by employee.
Unless an employee is unable, because of a mental, physical, or medical incapacitation, to report his or her absence, the District shall be entitled to consider any three consecutive unauthorized workday absences a resignation by the employee.
Other
Disciplinary Unsatisfactory Performance — Employee's performance may be considered unsatisfactory if insubordinate after supervisor direction, demonstrates incompetency or inefficiency or neglects duties.
An employee's performance may be considered unsatisfactory and may warrant consideration for discipline if the employee is insubordinate or if the employee, after being directed by a supervisor not to repeat such conduct, demonstrates incompetency.
Insurance
Employee Premium Share Pct — Employee pays difference between Board contribution and actual premium, not to exceed $150/month
Employees will pay the difference between the Board's monthly contribution and the actual monthly premium, not to exceed $150 a month.
Evaluation
Evaluation Cycle — Evaluation cycle and process covered in Article 20, Sections 20.2-20.5
Article 20 covers evaluation orientation, process, pre-evaluation procedure, and exclusions.
Evaluation
Evaluation Cycle Years — Non-tenured full-time employees evaluated yearly; tenured employees every two years
Non-tenured full-time employees shall be formally evaluated no less than once in each school year. Tenured employees shall be formally evaluated at least once in the course of every two school years.
Evaluation
Evaluation Purpose — Employee evaluations conducted; purposes defined in Article 20, Section 20.1
Article 20 Employee Evaluation covers purpose and process.
Compensation
Event Related Duties Hourly — Event-related duties paid at $17.50 per hour
Employees performing event-related duties, outside of their normal work duties, shall be paid $17.50 per hour for the duration of this contract.
Compensation
Event Related Overtime Multiplier — Time and one-half of hourly rate if event duty exceeds 40 hours
However, if an event-related duty causes the employee to work more than forty (40) hours, he or she shall be paid the event-related duty amount of time one and one-half of his or her hourly rate, whichever is more.
Compensation
Extracurricular Stipend Base Tier1 — TIER I (32% OF BASE) HS ACTIVITIES/ATHLETIC DIRECTOR
TIER I (32% OF BASE) HS ACTIVITIES/ATHLETIC DIRECTOR. Base Salary: 2024-2025 $36,000
Compensation
Extracurricular Stipend Tier2 — TIER II (16% OF BASE) VARSITY FOOTBALL, VARSITY GIRLS BASKETBALL, VARSITY BOYS BASKETBALL
TIER II (16% OF BASE) VARSITY FOOTBALL VARSITY GIRLS BASKETBALL VARSITY BOYS BASKETBALL
Compensation
Extracurricular Stipend Tier3 — TIER III (14% OF BASE) VARSITY VOLLEYBALL, VARSITY WRESTLING, VARSITY BASEBALL, VARSITY SOFTBALL
TIER III (14% OF BASE) VARSITY VOLLEYBALL VARSITY WRESTLING VARSITY BASEBALL VARSITY SOFTBALL
Compensation
Extracurricular Stipend Tier4 — TIER IV (12% OF BASE) GIRLS SWIMMING, BOYS SWIMMING, HS BOYS TRACK, HS GIRLS TRACK, INSTRUMENTAL MUSIC (6-12)
TIER IV (12% OF BASE) GIRLS SWIMMING BOYS SWIMMING HS BOYS TRACK HS GIRLS TRACK INSTRUMENTAL MUSIC (6-12)
Compensation
Extracurricular Stipend Tier5 — TIER V (10% OF BASE) HS GOLF, HS CROSS COUNTRY, F/S VOLLEYBALL, F/S GIRLS BASKETBALL, F/S BOYS BASKETBALL, ASSISTANT HS WRESTLING, F/S BASEBALL, F/S SOFTBALL, VOCAL MUSIC (6-12)
TIER V (10% OF BASE) HS GOLF HS CROSS COUNTRY F/S VOLLEYBALL F/S GIRLS BASKETBALL F/S BOYS BASKETBALL ASSISTANT HS WRESTLING F/S BASEBALL F/S SOFTBALL VOCAL MUSIC (6-12)
Compensation
Extracurricular Stipend Tier6 — TIER VI (9% OF BASE) ASSISTANT FOOTBALL (4), HS CHEERS, PONS
TIER VI (9% OF BASE) ASSISTANT FOOTBALL (4) HS CHEERS PONS
Compensation
Extracurricular Stipend Tier7 — TIER VII (8% OF BASE) 8TH GRADE VOLLEYBALL, 8TH GRADE BOYS BASKETBALL, 8TH GRADE GIRLS BASKETBALL, 8TH GRADE TRACK, 7TH GRADE VOLLEYBALL, 7TH GRADE BOYS BASKETBALL, 7TH GRADE GIRLS BASKETBALL, 7TH GRADE TRACK, HS ASSISTANT TRACK (2), JH HEAD WRESTLING, HS QUIZ BOWL, HS MUSICAL, HS PLAY
TIER VII (8% OF BASE) 8TH GRADE VOLLEYBALL, 8TH GRADE BOYS BASKETBALL, 8TH GRADE GIRLS BASKETBALL, 8TH GRADE TRACK, 7TH GRADE VOLLEYBALL, 7TH GRADE BOYS BASKETBALL, 7TH GRADE GIRLS BASKETBALL, 7TH GRADE TRACK, HS ASSISTANT TRACK (2), JH HEAD WRESTLING, HS QUIZ BOWL, HS MUSICAL, HS PLAY
Compensation
Extracurricular Stipend Tier8 — TIER VIII (6% OF BASE) ASSISTANT JH WRESTLING, JH SWIMMING (2), 5TH/6TH GRADE VOLLEYBALL, 5TH/6TH GRADE BOYS BASKETBALL, 5TH/6TH GRADE GIRLS BASKETBALL, HS STUDENT COUNCIL (2), JH QUIZ BOWL, ELA/MATH TEACHER LEADER (8)
TIER VIII (6% OF BASE) ASSISTANT JH WRESTLING JH SWIMMING (2) 5TH/6TH GRADE VOLLEYBALL 5TH/6TH GRADE BOYS BASKETBALL 5TH/6TH GRADE GIRLS BASKETBALL HS STUDENT COUNCIL (2) JH QUIZ BOWL ELA/MATH TEACHER LEADER (8)
Leave
Family Medical Leave — Family and medical leave covered in Article 17, Section 17.7
Article 17 covers Leave provisions including Section 17.7 Family and Medical Leave.
Grievance
Grievance Bypass Steps — Association and Superintendent may agree to bypass Step 1 and/or Step 2. Class grievances involving multiple supervisors and administrator-level grievances may be filed at Step 2. Suspension/discharge grievances may be initiated at Step 3.
Provided the Association and the Superintendent agree, Step 1 and/or Step 2 of the grievance procedure may be bypassed and the grievance brought directly to the next Step. Class grievances involving more than one supervisor and grievances involving an administrator above the building level may be filed by the Association at Step 2.
Grievance
Grievance Content Requirements — Written grievance must include: 1) description of specific grounds with names, dates, places; 2) listing of Agreement provisions alleged violated; 3) listing of specific actions requested to remedy.
The written information contained in a filed grievance shall include: 1) a description of the specific grounds of the grievance, including names, dates, and places necessary for a complete understanding of the grievance; 2) a listing of the provisions of this Agreement that are alleged to have been violated or misapplied; and 3) a listing of specific actions requested of the administration to remedy the grievance.
Grievance
Grievance Definition — Grievance is allegation of violation, misapplication, or misinterpretation of Agreement provisions
A grievance is defined as an allegation by an employee that there has been a violation, misapplication, or misinterpretation of the provisions of this Agreement.
Grievance
Grievance Filing Deadline — Grievance must be filed within 15 days of alleged incident or within 15 days from when employee could have known through due diligence.
A grievance must be filed within fifteen (15) days of alleged incident (e.g. District action or occurrence of an event complained of) or within fifteen (15) days from the time the Employee or Association could have through the exercise of due diligence reasonably expected to have knowledge thereof.
Grievance
Grievance Hearing Scheduling — Grievance hearings may be held during regular school hours by mutual agreement at time affording fair opportunity for grievant and witnesses. Association provides substitute or bears cost.
Grievance hearings may be held during regular school hours by mutual agreement (e.g. lunch or plan period) at a time and place that affords fair and reasonable opportunity for grievant and witnesses entitled to be present to attend. The Association shall provide a substitute employee or bear the cost.
Grievance
Grievance Informal Resolution — Agreement acknowledges most desirable to resolve through free informal communication. Nothing limits employee's right to discuss grievance informally with supervisor and adjust without Association intervention. Building representative may assist if requested.
The parties acknowledge that it is usually most desirable for an employee and his/her immediately involved supervisor to resolve problems through free and informal communications. Nothing in this Agreement will be construed as limiting the right of any employee to discuss a grievance informally with the member's supervisor.
Grievance
Grievance Investigation Cooperation — District and administration cooperate with Association in grievance investigation and furnish reasonable information requested as pertains to grievance.
The District and the administration will cooperate with the Association in its investigation of any grievance and will furnish the Association with such reasonable information as is requested for the processing of any grievance.
Grievance
Grievance Procedure Exists — Grievance procedure provided in Article 19
Article 19 covers Grievances & Arbitration with specific procedures.
Grievance
Grievance Representative Building — Upon Association selection and certification, District recognizes grievance representative in each building. At least one representative present at all grievance meetings, hearings, appeals, or proceedings formally presented.
Upon selection and certification by the Association, the District shall recognize a grievance representative in each building. At least one Association representative shall be present for all meetings, hearings, appeals, or other proceedings relating to a grievance that has been formally presented.
Grievance
Grievance School Days Definition — School days for grievance procedure means days for which classes in District generally are in session. During summer recess, all week days count so matter resolved before next school year opening.
School days for purposes of the grievance procedure shall mean those days for which classes in the District generally are in session. During the summer recess, the time limits shall consist of all week days so that the matter may be resolved before the opening of the next school year.
Grievance
Grievance Step 1 Timeline — Step 1: Supervisor arranges meeting within 10 days after written grievance receipt. Supervisor provides written answer within 10 days of meeting.
Step 1: The immediately involved supervisor shall arrange for a meeting to take place within ten (10) days after receipt of the written grievance. The supervisor must provide the aggrieved employee and the Association with a written answer on the grievance within ten (10) days after the meeting.
Grievance
Grievance Step 2 Timeline — Step 2: If unresolved at Step 1, grievant refers to Superintendent within 10 days. Superintendent arranges meeting within 10 days, provides written decision within 10 days.
Step 2: If the grievance is not resolved at Step 1, the grievant shall in writing refer the grievance to the Superintendent or official designee within ten (10) days after receiving the Step 1 decision. The Superintendent shall arrange a meeting within ten (10) days of his receipt of the appeal.
Grievance
Grievance Step 3 Timeline — Step 3: Board of Education holds hearing within 20 days of appeal. Board issues decision within 10 days after conclusion of hearing.
Step 3: If the Association or employee is not satisfied with the decision at Step 2, he/she may file an appeal in writing to the Board of Education within ten (10) days after receiving the Step 2 decision. Within twenty (20) days after receipt of an appeal, the Board of Education shall hold a hearing on the grievance.
Grievance
Grievance Steps — 3-step grievance procedure before arbitration
An attempt shall be made to resolve any grievance in informal, verbal discussion. If unresolved, filed in writing. If not resolved at second step, filed with Superintendent at third step.
Grievance
Grievance Withdrawal — Grievance may be withdrawn at any step without establishing precedent.
A grievance may be withdrawn at any step without establishing precedent.
Insurance
Health Single Premium — Board contributes monthly toward any current plans offered
The Board agrees to make the following monthly contributions towards any of the current plans offered: 2024-2025: $900; 2025-2026: $1000; 2026-2027: $1100
Workday
Instructional Minutes Day — 300 minutes average prep time per week for junior and senior high teachers
All full-time junior high and high school teachers shall be given one (1) full period of prep time each school day, with an average of three hundred (300) minutes per week.
Leave
Jury Duty — Jury duty covered in Article 17, Section 17.6
Article 17 covers Leave provisions including Section 17.6 Jury Duty.
Compensation
Ma Min Salary — Beginning teacher salary with MA degree in 2024-2025
2024-2025 MA $43,500
Leave
Military Leave — Military leave covered in Article 17, Section 17.5
Article 17 covers Leave provisions including Section 17.5 Military Leave.
Other
No Reprisals — No reprisals against employees for grievance participation
No reprisals of any kind will be taken by the Board of Education or the school administration against an employee covered by this Agreement because of his/her participation in this grievance procedure.