Other
Agreement Duration — Agreement effective July 1, 2023 through June 30, 2026; automatically extends until replaced by successor agreement
The Board and the Association agree that this Agreement shall be effective as of July 1, 2023 and shall continue in effect until June 30, 2026. Furthermore, this Agreement shall automatically extend until replaced by successor Agreement.
Other
Agreement Term Duration — Effective day after contract execution until 11:59 p.m. on 30 June 2022; automatically renewed year to year
This Agreement shall be effective as of the day after the contract is executed by both parties and shall remain in full force and effect until 11:59 p.m. on the 30th day of June, 2022.
Grievance
Arbitration Binding — Binding arbitration available at Level 6 through Public Employment Relations Board under Delaware Code Section 4013
If the issue is not resolved, the grievant, through the Association, may within 10 days of the hearing, submit a demand for arbitration to the Public Employment Relations Board. Section 4013 [c] Title 14 of the Delaware Code shall control the arbitration proceeding.
Other
Association Release Time Days — Association President and/or designee(s) shall have a combined total of ten (10) out of district days per year, with additional days if approved upon request, release time to conduct Association business.
The Association President and/or designee(s) shall have a combined total of ten (10) out of district days per year, (with additional days if approved upon request), "release time" to conduct Association business, as determined by the Association.
Compensation
Ba Max Salary — $20.06
New Hire Starting Wage Category C High: $20.06 for 7/1/2022 - 6/30/2027
Compensation
Ba Min Salary — Aquatics Director (HS): $6,876.00 yearly; Band Director (HS): $5,292.00 yearly
Aquatics Director (HS) 573 monthly stipend, 12 months, $6,876.00 total yearly. Band Director (HS) 441 monthly stipend, 12 months, $5,292.00 total yearly.
Compensation
Base Salary Increase Yr1 — Tuition reimbursement for eligible employees (25+ hours/week) with pre-approved courses up to annual maximum and program limits
Upon proof of successful course/program completion, eligible employees may be reimbursed the cost of tuition for pre-approved courses/program at the lesser of actual tuition paid or the Wilmington University rate per credit hour.
Compensation
Base Salary Increase Yr2 — All employees receive a 3% increase
All employees receive a 3% increase
Compensation
Base Salary Increase Yr3 — All employees receive an increase equal to CPI-U (ending Dec 31, 2023) with minimum 2.5% and maximum 5%
All employees receive an increase equal to CPI-U (ending Dec 31, 2023 with a minimum increase of 2.5% and a maximum increase of 5%
Leave
Bereavement Days — Vacation requests must be submitted 4 days in advance except in emergencies; vacation during peak periods prioritized by seniority
All vacation requests should be submitted at least four (4) days in advance, except in case of emergency, and approved by the immediate administrative supervisor(s). Vacation time may not be denied either capriciously or arbitrarily.
Workday
Bus Lunch Supervisory Duty — Bus and/or lunch room supervisory duties outside regular hours paid at $12.00 per hour stipend
The assignment of an employee to bus and/or lunch room supervisory duties outside of an employee's regular hours of work shall be voluntary as long as there are sufficient volunteers. Time spent on such duties outside of an employee's regular hours of work shall be paid at a stipend of $12.00 per hour.
Compensation
Callback Minimum Pay — Minimum 3 hours paid for call back outside normal hours
An employee who is called back or called in to work outside the employee's normal hours of work will be paid 1-1/2 times the employee's regular straight-time hourly rate of pay for a minimum of three (3) hours or for all hours worked outside the employee's normal hours of work, whichever is greater.
Compensation
Callback Pay Rate — 1-1/2 times regular straight-time hourly rate for call back
An employee who is called back or called in to work outside the employee's normal hours of work will be paid 1-1/2 times the employee's regular straight-time hourly rate of pay for a minimum of three (3) hours.
Compensation
Callback Pay Sunday Holiday — Double time for Sundays and holidays
For the purpose of this section, Sundays and holidays will be double time.
Workday
Communication Chain Of Command — The Association and administration recognize importance of effective and timely communication through proper chain of command; all efforts made to have two-way communication within reasonable time
The Association and the administration recognize the importance of effective and timely communication through the proper chain of command all efforts will be made to have two-way communication within a reasonable time.
Compensation
Compensatory Time Max — Maximum 40 hours of accrued compensatory time
The maximum amount of accrued compensatory time shall be forty (40) hours.
Other
Consolidation Expansion Facilities — District agrees to meet with Union to negotiate regarding impact on bargaining unit members of consolidation and/or expansion of school facilities during agreement term
The District agrees that, upon written request, it shall meet with the Union to negotiate regarding the impact on bargaining unit members of the consolidation and/or expansion of school facilities, which occurs during the term of this Agreement.
Other
Construction Stipend — Bargaining unit personnel assigned additional responsibilities due to major construction projects receive stipend amount determined by labor/management committee prior to project completion
Bargaining unit personnel assigned to perform responsibilities which are additional to their normally assigned duties as a result of major construction projects shall be paid a stipend in an amount to be determined by a labor/management committee prior to the completion of the project.
Other
Contract Continuation Notice Period — 10 days written notice
This Agreement shall remain in full force and effect after the expiration date and until a new agreement is reached unless either party gives at least ten (10) days' written notice of its desire to terminate this Agreement.
Workday
Contract Days Teacher — Holidays listed for 12-month employees including New Year's Day, MLK Jr. Day, Presidents' Day, Good Friday, Columbus Day, Memorial Day, Juneteenth, Independence Day, Labor Day, General Election Day, Veterans Day, Thanksgiving, Christmas
All twelve-month employees shall be entitled to receive the following holidays: New Year's Day, Martin Luther King Jr. Day, Presidents' Day, Good Friday, Columbus Day, Memorial Day, Juneteenth, Independence Day, Labor Day, General Election Day, Veterans Day, Thanksgiving Day, Day After Thanksgiving, Christmas Day.
Other
Contract Distribution — Within 60 days after Agreement signed and after agreement on format, Agreement shall be distributed electronically to all employees, posted on district website, and provided to each administrator and LFEA Representative Assembly members
Within sixty (60) days after this Agreement is signed and after agreement by both parties on format, the Agreement shall be distributed electronically to all employees. The Agreement shall be posted on the district website and subsequent Memos of Understanding shall be posted. A copy of this Agreement shall be provided by the Board to each administrator and members of LFEA Representative Assembly.
Leave
Custodian Lunch Period — thirty (30) minute duty-free lunch/dinner period
This includes a thirty (30) minute duty-free lunch/dinner period and two (2) fifteen (15) minute break periods per day.
Workday
Custodian Workday — eight (8) hours per day for full-time custodians/maintenance personnel
The workday for full-time custodians/maintenance personnel in the District shall be eight (8) hours per day and seven and one-half (7.5) hours per day for Tech Service Engineers.
Grievance
Decision Timeline Days — The decision of the Board shall be submitted in writing to the employee within fifteen (15) calendar days following the conclusion of the hearing
The decision of the Board shall be submitted in writing to the employee within fifteen (15) calendar days following the conclusion of the hearing;
Insurance
Dental Coverage — Extended benefits of $20/month can be used toward state-approved dental and vision insurance
In addition, this benefit shall be allowed for all employees to use towards purchasing state approved dental and vision insurance.
Other
Direct Deposit Required — All salaries and compensations shall be by direct deposit pay system only
All salaries and compensations shall be by the direct deposit pay system only.
Other
Dress Code Advisory — Employees should dress appropriately; if administrator considers attire inappropriate, employee advised by administrator. Discussion shall not be reflected in evaluations or result in discipline unless behavior persists, then meeting required with employee, administrator, HR Director, and Association Representative
It is agreed that it is important for employees to model appropriate dress in order to establish a professional environment in our schools that is conducive to learning and to promoting the expectation of good behavior... should an employee wear what is considered by his administrator to be inappropriate attire, that he shall be so advised by the administrator. Such discussion shall not be reflected in evaluations nor result in any discipline, unless the behavior persists, at which time a
Compensation
Education Advancement Pay — District pays at rate of double the employee's straight time pay for classes taken outside regular working hours for job-related education advancement
The District agrees to pay employees for the time they spend taking classes (authorized for reimbursement by the District under Section 14.5 b) outside of their regular working hours at the rate of double the employee's straight time pay.
Workday
Elearning Day Work — E-Learning Day: if not required to work but requested, paid double time; if not eligible for remote work, report to work or use paid time
If any District employees are not required to work due to inclement weather, those employees requested to work will be paid double time.
Insurance
Employee Premium Share Pct — HMO Single: Board 95%, Employee 5%
HMO Single Board 95% Employee 5%
Other
Employee Representation Right — Employee has right to be accompanied by Union Steward or Representative at conferences where disciplinary action is contemplated.
If an employee is required to attend a conference at which it is contemplated that disciplinary action against the employee will be taken, the employee shall be advised in advance and the employee shall have the right to be accompanied at such conference by a Union Steward or Representative.
Evaluation
Evaluation Cycle Years — Teachers responsible for instruction and lesson plan preparation; changes to lesson plans require District and Association agreement
Teachers are responsible for the instruction of students and will prepare lesson plans as an essential part of their responsibilities. Lesson plans shall meet the requirement of the current evaluation system approved by DOE and Board policies.
Evaluation
Evaluation Frequency — Each nonprobationary bargaining unit employee evaluated at least once each fiscal year; probationary employees evaluated within first 6 months
Each nonprobationary bargaining unit employee shall be evaluated at least once each fiscal year. If there are serious performance problems with an employee, such performance problem shall be brought to the attention of the employee as soon as practical. In addition, new probationary employees will be evaluated within the first six (6) months of employment.
Leave
Family Medical Leave Act — FMLA leave unpaid unless accumulated sick, personal, or vacation leave used. Max 12 weeks per 12 months.
Employees are eligible for medical and/or family leave in accordance with FMLA of 1993 and Board policy. Leave is unpaid unless accumulated sick leave, personal leave, or vacation leave is available. Total FMLA leave cannot exceed twelve (12) weeks during any twelve (12) month period.
Grievance
Grievance Steps — Six-level grievance procedure: Level 1 informal meeting with immediate supervisor (15 days to request, 5 days to meet), Level 2 written grievance to supervisor (5 days to submit, 5 days decision), Level 3 appeal to Superintendent (10 days to appeal, 5 days hearing, 10 days decision), Level 4 mediation via FMCS (10 days to request), Level 5 Board hearing (10 days to request, 5 days notice, 10 days decision), Level 6 arbitration to PERB
23.D.1 through 23.D.6 establish six-level grievance procedure: Level 1 informal supervisor meeting (15 days request, 5 days meet); Level 2 written form to supervisor (5 days submit, 5 days decision); Level 3 appeal to Superintendent (10 days appeal, 5 days hearing, 10 days decision); Level 4 FMCS mediation (10 days request); Level 5 Board hearing (10 days request); Level 6 arbitration per Delaware Code Section 4013
Insurance
Health Family Premium — PPO 750 Family: Board 69%, Employee 31%
PPO 750 Family Board 69% Employee 31%
Insurance
Health Insurance Retiree — Board pays $2,500 per year toward single group hospital and medical insurance coverage for 10 years or until retiree eligible for Medicare
The Board shall pay on the member's behalf $2,500 per year toward the cost of single group hospital and medical insurance coverage (not on the District's plan) for ten (10) years or until the retiree is eligible for Medicare, whichever occurs first.
Insurance
Health Insurance Retiree 12 Years — For employee with 12+ years service (10 consecutive), Board pays $2,250 per year toward single group hospitalization medical insurance for 10 years or until eligible for Medicare
For a full-time employee who has at least twelve (12) years of service in District 67, the last ten (10) of which are consecutive, and who submits to the board written notice to retire during the term of this Agreement, the Board shall pay on the member's behalf $2,250 per year toward the cost of single group hospitalization medical insurance coverage for ten (10) years of until the retiree is eligible for Medicare, whichever occurs first.
Other
Health Safety Committee — SEIU included as active committee members (minimum 2) on any established district health and safety committee
SEIU will be included as active committee members (minimum of 2) on any established district health and safety committee.
Insurance
Health Single Premium — Board pays up to $20/month for extended benefits on individual state-approved group health insurance
The Board shall pay for the extended benefits, up twenty (20) dollars limit per month on each member's individual, state approved group health insurance.
Grievance
Hearing Notice Days — Board shall give notice in writing of time and place of hearing at least fifteen (15) calendar days in advance
The Board shall give the employee at least fifteen (15) calendar days' notice in writing of the time and place of the hearing.
Workday
Instructional Minutes Day — Maximum 50 minutes per week pulled for coverage, IEP, or 504 meetings, not more than 2 times per week
A certified employee shall only be pulled for a maximum of 50-minutes per week and not to exceed two (2) times per week for coverage, IEP, and/or 504 meetings.
Other
Job Descriptions — One job description per bargaining unit position maintained and reviewed/updated annually by Job Description Committee with District and Union representatives
One job description for each position in the bargaining unit shall be maintained by the District. The descriptions shall be reviewed and updated annually by a Job Description Committee composed of representatives of the District and the Union. Amendments to job descriptions must be approved by the Job Description Committee.
Leave
Jury Leave — Employee signs over court compensation to District; receives regular District pay
Any employee called to serve on a jury shall sign over their compensation from the court to the District. The District will reimburse travel and meal expenses. The employee will receive their regular pay from the District.
Other
Labor Management Committee — Local Union President and Superintendent meet at least quarterly; written agenda required 7 days prior; attended employees paid during regular hours with Superintendent approval
At the request of either party, the Local Union President and the Superintendent or their designees shall meet at least quarterly to discuss matters of mutual concern. The party requesting the meeting shall submit a written agenda of the items it wishes to discuss at least seven (7) days prior to the date of the meeting.
Compensation
Lane Advancement Allowed — Out-of-district coaching experience credited as one year for each two years if from educational institution, same sport at equal or higher athletic level. Burden of proof on employee.
Personnel coming from out-of-district and acquiring a coaching position shall be given one year of credit for each two years coached if that experience is: From an educational institution. From the same sport, and at an equal or higher athletic level.
Rif
Layoff Seniority Tiebreaker — Tiebreakers for seniority determination: Total length of service in district; Total length of service in public and private schools in Delaware; Total length of service; Lottery
Should there be a tie in seniority, the following criteria shall be used in the order enumerated as tiebreakers: 1. Total length of service in the district 2. Total length of service in public and private schools in Delaware; 3. Total length of service; and 4. Lottery.
Leave
Lunch Period Minutes — duty-free lunch period of at least thirty (30) consecutive minutes
All regular full-time teachers shall be scheduled a daily duty-free lunch period, or equivalent, of at least thirty (30) consecutive minutes, which shall be included within their work day.
Workday
Lunch Period Unpaid — Unpaid, duty-free lunch period provided to all bargaining unit employees scheduled to work 6 or more hours per day
An unpaid, duty-free, lunch period shall be provided to all bargaining unit employees scheduled to work six (6) or more hours per day.
Compensation
Ma Max Salary — Category D new hire starting wage high
New hire starting wage: D High $22.42
Compensation
Ma Min Salary — Category D new hire starting wage low
New hire starting wage: D Low $20.34
Other
Management Rights — District retains exclusive right to make operational and management decisions including planning, directing, controlling operations, establishing employment qualifications, scheduling work, establishing productivity standards, assigning overtime, transferring employees, determining methods and operations, determining services provided, maintaining discipline, making rules and policies, testing for drugs/alcohol, establishing/eliminating job classifications, evaluating/disciplining employees, and carrying out district mission
Except as specifically modified by other articles of this Agreement, the Union recognizes the exclusive right of the District to make and implement decisions with respect to the operation and management of its operations in all respects...Such rights include but are not limited to: to plan, direct, control and determine all the operations and services of the District; to supervise and direct the working forces...
Compensation
Mandatory Overtime Emergency Only — No mandatory overtime except in cases of emergency where no qualified employees volunteered. Snowplowing considered emergency.
There shall be no mandatory overtime except in cases of emergency where no qualified employee(s) has volunteered to work the overtime. Snowplowing, for the purpose of section 7.6, shall be considered an emergency.
Compensation
Mandatory Overtime Pay Mandatory Only — In event overtime is mandated by employer, all paid leave shall be used when calculating hours worked in excess of forty hours
In the event that overtime is mandated by the employer, all paid leave shall be used when calculating hours worked in excess of forty (40) hours.
Compensation
Mileage Reimbursement — Employees required to use personal automobile for school business reimbursed at applicable IRS mileage reimbursement rate
An employee who is required to use his/her own personal automobile when on school business shall be reimbursed by the District at the applicable IRS mileage reimbursement rate.
Other
New Employee Orientation — Union President or designee permitted to have 1 hour meeting with each newly hired bargaining unit employee during work day, subject to supervisor approval.
The Union President or her/his designee shall be permitted to have a 1 hour meeting with each newly hired bargaining unit employee during the work day provided that the scheduling for such meeting is approved by the President's immediate supervisor and the new employee's immediate supervisor.
Other
No Lockout Clause — District will not lock out any employees during the term of this Agreement as a result of a labor dispute with the Union.
The District will not lock out any employees during the term of this Agreement as a result of a labor dispute with the Union.
Other
No Pyramiding — Compensation shall not be paid more than once for the same hours under any provision of Article or Agreement
Compensation shall not be paid more than once for the same hours under any provision of this Article or Agreement.
Other
No Strike Clause — Neither the Union nor any officers, agents or employees covered by this Agreement will instigate, promote, sponsor, or engage in any strike, sympathy strike, slowdown, sitdown, or any other concerted stoppage of work.
Neither the Union nor any officers, agents or employees covered by this Agreement will instigate, promote, sponsor, or engage in any strike, sympathy strike, slowdown, sitdown, or any other concerted stoppage of work or interference with District operations.
Other
No Strike No Lockout — No strike, no lockout provisions
ARTICLE 6 NO STRIKE-NO LOCKOUT. Section 6.1. No Strike. Section 6.2. No Lockout. Section 6.3. Judicial Restraint.