Grievance
Arbitration Binding — Binding arbitration required at Step 3
If the grievance is not resolved satisfactorily at Step 2, the Association may advance the grievance to binding arbitration. The Federal Mediation and Conciliation Service (FMCS) will act as the administrator of the proceedings.
Other
Association Dues Deduction — Board deducts Association dues from pay of employees with authorization; dues remitted within 21 days
The Board will deduct the current dues of the Association from the pay of any Employee who has executed an annual authorization for dues deduction... All dues deducted by the Board will be remitted to the Association within twenty-one (21) days of that deduction.
Other
Association Leave — Association President or designee granted up to 10 days/year paid leave for Association business
The Association President or President's Designee(s) will be granted up to ten (10) days a year of paid leave for Association business.
Leave
Association Leave Days — Association President granted average one day per month (10 days per school year) for Association business
The Association President will be granted an average of one day of Association Leave per month (10 days per school year) for Association business. In the event that the Association desires to send delegates to attend the Representative Assembly, up to four (4) Association leave days may be approved.
Other
Association Time At Meetings — Upon request, Association allocated at least 10 minutes at regularly scheduled District-wide meetings with employees for Association business
Upon request by the Association President, the Board will allocate time for Association business at each regularly scheduled District-wide meeting with Employees. Such time will include at least ten (10) minutes at such meetings.
Compensation
Ba Max Salary — $16.50 starting rate for Building Secretary and Central Office positions
Starting rates of pay: Building Secretary Middle School, Building Secretary, Central Office Administrative Assistant: Curriculum and Instruction $16.50.
Compensation
Ba Min Salary — Category A starting wage: $22.50/hour for District Office Administrative Assistants, Facility Supervisors, Purchasing Agents, Maintenance Couriers (effective July 1, 2024)
Category A = $22.50/hour. Includes: District Office Administrative Assistants. Facility Supervisors. Purchasing Agent. Maintenance Courier.
Compensation
Base Salary Increase Yr1 — 2% salary increase for 2024-2025
2024-2025 2%. Pay retroactive to July 1, 2024. Wages will be calculated as follows: STEP ONE. Calculations for wages of existing Employees will be based upon the new base rate of pay or the Employee's 2023-24 rate of pay, whichever is higher.
Compensation
Base Salary Increase Yr2 — 3.25% salary increase for 2025-2026
2025-2026 3.25%
Compensation
Base Salary Increase Yr3 — 3% salary increase for 2026-2027
2026-2027 3%
Leave
Bereavement Days — Up to 3 bereavement days per occurrence for immediate family death
An Employee shall be allowed, at his/her option, up to three (3) bereavement days per occurrence without loss of pay for an absence due to death in the immediate family or an individual sharing the Employee's residence on a permanent basis.
Other
Board Collection Fair Share Fees — If employee does not execute authorization or pay fair share fee within 30 days, Board deducts equal fair share payments from salary
In the event that the Employee does not execute an authorization or does not pay his/her fair share fee directly to the Association by thirty (30) days following the commencement of employment, the Board shall deduct the fair share fee in equal payments from the regular salary check of the Employee.
Other
Bulletin Board At Worksite — Board designates a bulletin board at each work site for Association use
The Board will designate a bulletin board at each work site for Association use.
Other
Bulletin Board Designation — Board will designate a bulletin board at each work site for Association use
The Board will designate a bulletin board at each work site for Association use.
Leave
Catastrophic Leave — Additional sick days granted after depletion of own sick/personal days for prolonged serious illness with medical documentation and superintendent approval
In the event of a catastrophic illness and upon written application to the Superintendent, Employees may use additional sick days after the depletion of their own sick and personal sick days which are granted by the Board of Education.
Compensation
Category B C Min Salary — Category B and C starting wage: $21.00/hour for BTA, Custodian, Secretary
Category B and C = $21/hour. Includes: BTA. Custodian. Secretary.
Compensation
Category D Min Salary — Category D starting wage: $19.50/hour for Clerical Assistants, Kids' Corner Supervisors
Category D = $19.50/hour. Includes: Clerical Assistants. Kids' Corner Supervisors.
Compensation
Category E Min Salary — Category E starting wage: $18.70/hour for Kids' Corner Assistants
Category E = $18.70/hour (Kids' Corner Assistants)
Compensation
Category F Min Salary — Category F starting wage: $18.80/hour for Instructional Assistants and Health Assistant
Category F = $18.80/hour (Instructional Assistants and Health Assistant)
Compensation
Category G Min Salary — Category G starting wage: $30.00/hour for Building Nurse (1,295 FTE hrs/yr) and District Nurse (1,387.5 FTE hrs/yr)
Category G = $30/hour. 1,295 FTE hrs/yr for Building Nurse. 1,387.5 FTE hrs/yr for District Nurse.
Compensation
Category H Min Salary — Category H starting wage: $61.19/hour (1,281 FTE hrs/yr for OT, PT & BCBA). BCBA starting wage 2024-25: $60/hour
Category H = $61.19/hour (1,281 FTE hrs/yr for OT, PT & BCBA). Starting wages for the BCBA in 2024-25 will be $60/hour. In 2025-26 the BCBA starting wages will be the same as for all Employees in this category.
Compensation
Classroom Subbing Rate — Employees who are directed by an administrator to substitute teach will be paid at the rate of $36/hour to be paid in 15-minute increments by time sheet
Employees who are directed by an administrator to substitute teach will be paid at the rate of $36/hour to be paid in 15-minute increments by time sheet.
Other
Communications Council — Superintendent and Association President conduct monthly communication meetings when possible to maintain ongoing communications and discuss issues affecting employees
The Superintendent and Association President will conduct monthly communication meetings, when possible, for the purpose of maintaining ongoing communications and discussing issues that affect Employees.
Other
Conference Representation Exclusion — Evaluation meetings and conferences not considered disciplinary; Association representative not entitled
Evaluation meetings and/or conferences are not considered disciplinary in nature and Employees are not entitled to an Association representative at these meetings.
Compensation
Continuing Education Professionals — Only Occupational Therapists, Physical Therapists, Nurses, and Board Certified Behavior Analysts (BCBA) are eligible to receive District funding for continuing education reimbursement
Only Occupational Therapists, Physical Therapists, Nurses, and Board Certified Behavior Analysts (BCBA) are eligible to receive District funding for continuing education reimbursement.
Workday
Contract Days Teacher — See Appendix A
See Appendix A.
Compensation
Custodial Uniforms — Custodial Maintenance Employees are eligible to receive five (5) complete uniforms consisting of shirts and pants each fiscal year
Custodial Maintenance Employees are eligible to receive five (5) complete uniforms consisting of shirts and pants each fiscal year (July 1 to June 30).
Other
Custodian Stipend — Lead Night Custodian stipend: $2,000 annually
A stipend of $2,000 will be paid annually to the Custodian designated to be a middle school Lead Night Custodian. The assignment of Lead Night Custodian will be assigned at the discretion of the Superintendent and is not subject to the grievance procedure.
Insurance
Dental Coverage — Dental coverage included in health insurance plan
The District will provide health insurance and other insurance benefits as set forth in this Article 9-5 for Employees who are employed by the District thirty (30) hours or more per week, which will include a medical, dental, and prescription drug plan.
Other
Disciplinary Steps — Progressive discipline: verbal warning/written reprimand; suspension without pay; discharge
Employee discipline will, in the usual case, follow progressive discipline concepts, with the disciplinary steps being: 1. Verbal warning and/or written reprimand, depending on the severity of the incident as determined by the administration 2. Suspension without pay 3. Discharge
Other
Discipline Context Determination — Disciplinary steps may be used at appropriate level based on incident severity; only suspension without pay and discharge subject to grievance
The disciplinary steps may be used and initiated at the appropriate level within the context of any initiating incident or set of behaviors deemed inappropriate. As related to Employee discipline, only suspension without pay and discharge are subject to the Grievance Procedure in Article VIII.
Other
Discipline Just Cause — Suspension without pay and dismissal for disciplinary reasons require just cause; does not apply to non-disciplinary dismissals like reduction in force
Suspension without pay and dismissal from employment for disciplinary reasons will be for just cause. This provision does not apply to dismissal or changes in employment status which occur for non-disciplinary reasons, such as a reduction in force.
Compensation
District Nurse Travel Stipend — The District Nurse shall receive $255 annually as a travel stipend
The District Nurse shall receive $255 annually as a travel stipend.
Compensation
Emergency Call In Minimum — If an Employee is called into work on-site for emergency reasons at a time other than their normal workday, they shall be guaranteed a minimum of three (3) hours pay at 1.5 times their regular rate
If an Employee is called into work on-site for emergency reasons at a time other than their normal workday, they shall be guaranteed a minimum of three (3) hours pay at 1.5 times their regular rate of pay.
Other
Emergency Closure 12month Not Required — 12-month employees not required to report during emergency closure paid normal day's work
Twelve-month Employees who are not required to report to work on-site will be paid for a normal day's work.
Other
Emergency Closure 12month Required Onsite — 12-month employees required to report during emergency closure due to dangerous winter weather paid at 1.5x normal rate
Twelve-month Employees who are required to report to work on-site during an emergency closing due to dangerous winter weather will be paid at 1.5 times their normal rate of pay.
Other
Emergency Closure 12month Unable Report — 12-month employee unable to report during emergency closing may use personal or vacation days to avoid docked pay
In the event a twelve-month Employee is required to report to work on-site during an emergency closing and is unable to report to work, the Employee may use personal days or vacation leave to avoid being "docked" pay for the day.
Workday
Emergency Closure Pay — 12-month employees required to report receive normal pay; others may use personal/vacation days or face makeup day
If the Superintendent or designee closes the school due to an emergency, the Superintendent or designee will determine which Employees are required to report to work. Twelve (12) month Employees who are required to report will be paid for a normal days work.
Other
Employee Handbook Distribution — Employee Handbook distributed to each employee at beginning of 2013-2014 school year; thereafter given to new employees with updates distributed to all
A copy of the Employee Handbook will be distributed to each Employee at the beginning of the 2013-2014 school year. Thereafter, the Employee Handbook will be given to all new Employees and updates and modifications will be distributed to all Employees.
Insurance
Employee Premium Share Pct — single coverage continues to be covered at 90% by district per contract
Single coverage will continue to be covered at 90% by the district per the contract.
Other
Evaluation Based On Feedback — Evaluation is continuing process of identifying and monitoring behaviors related to successful performance; administrator, supervisor, and employee work cooperatively
Evaluation is a continuing process of identifying and monitoring behaviors which are related to successful performance. Throughout the evaluation process, the administrator, immediate supervisor and Employee will work together in a cooperative relationship and will focus on opportunities for improvement.
Evaluation
Evaluation Cycle Years — Evaluation at least once every two years
Every Employee will be evaluated at least once every two (2) years. Such evaluation will be completed by May 15.
Other
Evaluation Instrument Change Process — District meets with Association for agreement prior to implementing changes to evaluation process; content subject to District discretion with Association input
The District will meet with the Association for agreement prior to the implementation of any changes to the above evaluation process. The content of the evaluation instrument shall be subject to the discretion of the District with input from the Association.
Other
Evaluation No Hearsay — Hearsay, unsubstantiated claims, or anonymous communications shall not be part of evaluation process
Hearsay, unsubstantiated claims, or anonymous communications shall not be part of the evaluation process.
Other
Evaluation Not Grievable — Employee evaluations are not subject to grievance procedure
Employee evaluations are not subject to the Grievance Procedure in Article VIII.
Compensation
Extra Duty Assignment Posting — District will post open extra duty stipend assignments internally for five (5) working days
Once certified staff have been given right of first refusal for extra duty stipend assignments, the District will post open extra duty stipend assignments internally for five (5) working days.
Workday
Extra Duty Stipend — Once certified staff given right of first refusal, Board posts open assignments internally for 5 working days then may assign any
Once certified staff have been given right of first refusal for extra duty stipend assignments, the Board will post open extra duty stipend assignments internally for five (5) working days. The Board reserves the right to assign any and all extra duty stipend assignments.
Other
Fair Share Definition — Non-member employees execute authorization for proportionate share of collective bargaining cost or pay directly if not joining within 30 days
If an Employee does not join the Association within thirty (30) days of commencement of his/her duties, the Employee will execute an authorization for deduction of proportionate share of bargaining process cost or pay directly to Association.
Other
Fair Share Effective Date — Fair share implemented October 1, 2014 if Association demonstrates 65% membership by September 15, 2014
The parties agree to implement fair share on October 1, 2014, if the Association can demonstrate that sixty-five percent (65%) of the Employees in the bargaining unit are also dues paying members of the Association by September 15, 2014.
Other
Fair Share Hold Harmless — Association indemnifies Board, members, officers, agents from claims arising from Board compliance with fair share provisions
The Association shall indemnify and hold harmless the Association, its members, officers, agents and Employees from claims arising from Board compliance with fair share provisions or reliance on lists, certifications furnished under such provisions.
Grievance
Grievance Definition — Complaint based on alleged violation, misinterpretation, or misapplication of Agreement
A grievance is defined as a complaint by any Employee in the bargaining unit based on an event or condition that is claimed to be or considered a violation, misinterpretation, or misapplication of this Agreement.
Grievance
Grievance Steps — 3-step grievance procedure: Step 1 to supervising administrator, Step 2 to Superintendent, Step 3 to binding arbitration
Step 1: written statement to supervising administrator within 15 days. Step 2: appeal to Superintendent within 10 days. Step 3: binding arbitration with FMCS or AAA.
Other
Handbook Annual Review — Employee Handbook reviewed yearly with Board and Association
The Employee Handbook will be reviewed yearly with the Board and the Association.
Other
Handbook Not Grievable — Items in Employee Handbook not subject to grievance procedure; modifications to handbook affecting terms of employment trigger notification and right to bargain
Items contained in the Employee Handbook are not subject to the grievance procedure. However, if the Board makes any modification to the Employee Handbook that affects a term or condition of employment within the meaning of the IELRA, the Association will first be notified in writing and will be given the opportunity to bargain.
Other
Handbook Online Posting — Employee Handbook posted on-line
The Employee Handbook will be posted on-line.
Other
Handbook Review Deadline — Board and Association review and consult on handbook updates no later than May 1 of each year
The Board and the Association will review and consult regarding updates to the Employee Handbook no later than May 1st of each year.
Compensation
Hard To Staff Increase — Hard to staff positions: District may increase starting salary by 1% per year of experience, up to maximum 5%
Hard to Staff Positions: After first consulting with the Association, the District may increase a new Employee's starting salary in the amount of 1% per year of experience up to a maximum of 5%.
Insurance
Health Family Premium — district covers up to 60% of family insurance premium
A High Deductible Health Plan (HDHP) will be offered to eligible staff members. This would be in addition to the plans currently offered to staff. Per the contract language (5-2), the district will cover up to 60% of the premium for family insurance.
Insurance
Health Single Premium — MPEA health insurance plan(s) and rates equivalent to MPEA CBA; coverage includes medical, dental, and prescription drug plan
The District will provide health insurance and other insurance benefits for Employees employed by the District thirty (30) hours or more per week, which will include a medical, dental, and prescription drug plan. The terms and conditions of the plan(s) and the contribution rates shall be equivalent to those set forth in the MPEA CBA.
Other
High Needs Personal Care Stipend — High Needs/Personal Care stipend: $1.50/hour beyond base rate
Employees will receive the high needs/personal care stipend of an additional $1.50/hour beyond the Employee's base rate of pay.