CONTRACTUAL AGREEMENT Between The Syracuse City School .
CONTRACTUAL AGREEMENTbetween theSyracuse City School DistrictSyracuse, New Yorkand theSYRACUSE ASSOCIATION OF ADMINISTRATORSrepresentingUNIT 2Effective July 1, 2016toJune 30, 2019
TABLE OF CONTENTSPageARTICLE 1 – RECOGNITION AND REPRESENTATION . 41.11.21.31.41.5Nature and Terms . 4No Strike Clause . 4Definitions. 4New Titles . 5Vacancies . 5ARTICLE 2 – ASSOCIATION RIGHTS . 62.12.22.32.42.5Professional Rights and Responsibilities . 6Payroll Deduction . 7Agency Fee . 7Use of School Facilities . 7School Calendar . 7ARTICLE 3 – APPOINTMENT/EVALUATION/TRANSFER . 73.13.23.33.4Appointment/Evaluation . 7Transfer . 8Tenure Rights . 8Committee on Evaluations . 8ARTICLE 4 – ADMINISTRATION OF OTHER CONTRACTS AND AGREEMENTS . 84.14.2Responsibility . 8Contract Conflicts . 9ARTICLE 5 – BUILDING MANAGEMENT RESPONSIBILITIES . 95.15.25.35.45.5Management Rights . 9Assignment of Personnel . 9Supervision of Personnel . 10Secretarial Assistance . 10Teacher Aides/Assistants . 10ARTICLE 6 – SUPERVISION AND EVALUATION OF PERSONNEL . 106.16.26.36.4Responsibility . 10In-Service Programs and Mentors . 11Substitution . 11Department Chairperson . 111
ARTICLE 7 – LEGAL COUNSEL AND REPRESENTATION . 117.17.27.3Disciplinary Action Against Students . 11Performance Appraisal Report, etc. . 12Legal Limitations . 12ARTICLE 8 – WORK YEAR . 128.18.28.38.48.5Uniform Work Year . 12Summer Responsibilities . 12Additional Pay for Additional Work. 13Vacation . 13Vacation Day Rollover . 13ARTICLE 9 – COMPENSATION . 149.19.29.39.49.59.69.7General Salary Increases . 14New Employees Promotion . 14Acting Administrator . 14New Salary . 15Transfer to Lower Salaried Position . 15Administrative Intern Salary . 15Administrative Intern Retirement Benefits . 15ARTICLE 10 – ADDITIONAL COMPENSATION . 1510.110.210.310.410.510.610.7In-Service/Advanced Study . 15Degree Credits . 16Longevity . 16Month Stipend and Tenure Stipend . 16Excellence Awards. 16Sick Leave Buy Back . 17Committee on Career Ladder . 17ARTICLE 11 – LEAVES OF ABSENCE . .12Request for Leave of Absence . 17Sick Leave . 17Death or Serious Illness in Immediate Family . 18Religious Days . 18Compensation Cases . 18Supplemental Sick Leave . 19Personal Leave . 20Graduation Awards . 21Jury Duty. 21Absence for other Judicial Proceedings . 21Temporary Military Leave . 21Professional Improvement . 212
11.13 Emergency Closings . 22ARTICLE 12 – SPECIALIZED LEAVES OF ABSENCE . 2212.112.212.312.412.512.612.712.812.9Guidelines . 22Continuing Education . 23Personal Reasons . 25Extended Personal Illness . 25Pregnancy. 25Child Care . 26Military . 26Illness in Immediate Family. 26Public Office . 27ARTICLE 13 – BENEFITS. 2713.113.213.313.413.513.613.713.8Health and Dental Insurance . 27Personal Loss . 30Lunch . 30Mileage . 30Physical Exam . 30School Passes . 30Retirement . 31Free Tuition in District for Children of Employees . 31ARTICLE 14 – PARTICIPATION IN CURRICULUM, TEXTBOOK INNOVATIONAND GRANT PROPOSALS . 31ARTICLE 15 – GRIEVANCE PROCEDURE . 3215.115.215.315.415.515.615.715.8Definitions. 32Purpose. 32Structure . 32Procedure . 33Stage One . 33Stage Two . 33Stage Three . 34Rights of Administrators to Representation . 35ARTICLE 16 – DURATION . 36APPENDIX A – SALARY SCHEDULES .37APPENDIX B – SUMMER SCHOOL COMPENSATION .39APPENDIX C – HEALTH INSURANCE RATE CHART .40APPENDIX D – CAREER LADDER .413
ARTICLE 1ARTICLE 2RECOGNITION AND REPRESENTATIONNature and Terms1.The Board of Education of the Syracuse City School District, having determinedthat the Syracuse Association of Administrators (hereinafter “SAAS” or “Association”) issupported by a majority of the employees in Unit 2 as defined in the Recognition Resolution datedMarch 21, 1972, hereby recognizes the Syracuse Association of Administrators as the exclusiverepresentative of all employees in the Unit, for the maximum period allowed by law, and extendsto the Syracuse Association of Administrators the following rights:A.to exclusively represent members of the Unit in negotiations regardingwages, hours, and terms and conditions of employment;B.to represent members of the Unit in the settlement of grievances;C.to membership dues deduction, upon presentation of dues deductionauthorization cards signed by individual employees.2.During the period of recognition hereunder, or under any renewal of suchrecognition, the District agrees not to negotiate in any way with any other organizationrepresenting or claiming to represent employees in the negotiating Unit represented by theAssociation.3.In the event any competing employee organization claims the right to represent theemployees in said Unit, the selection of the employee representative shall be determined by theSchool District Employment Relations Council.No Strike Clause4.The Association agrees and affirms that it does not have, and will not assert, theright to strike against the District, to assist or participate in any such strike, or to impose anobligation to conduct, assist, or participate in such a strike.Definitions1.The term “administrator,” as used in this Agreement, shall include the followingpositions (and other titles as may, from time to time, be added to this Agreement):Assistant DirectorAdministrator for . . .CoordinatorDirectorDirector of English Language ArtsDirector for Early Childhood EducationSpecialistPrincipalSupervisor and Supervising DirectorVice PrincipalDirector of Mathematics4
2.The term “supervisor,” as used in this Agreement, is used in the generic sense andis intended to refer to any of the positions listed above except “principal” and “vice principal.”New Titles5.In the event the District adds any new title(s) to those listed above, the salary forsuch title(s) shall be a matter of negotiation between the District and the Association. Should theconfiguration of schools change from Elementary, Middle, K-8 and High School during the termof this Agreement, or should there be any new positions created (as distinguished from merelyincreasing existing positions), the parties agree to negotiate the salary for said new positions. Thisprovision, however, shall in no way restrict or limit the right of the Superintendent to revise,restructure, or reorganize the administrative organization of the District in a manner consistentwith the terms of this Agreement.6.Any tenured Unit member placed in a new tenure area as a principal shall have aprobationary period consistent with Education Law. Any tenured Unit member placed in a newtenure area as a principal shall have a probationary period consistent with Education Law. AnyTenured Unit member placed in a new tenure area other than a principal shall have a probationaryperiod of two (2) years.Vacancies7.All administrative and supervisory vacancies, or newly created positions in thiscategory, shall be advertised in the weekly administrative bulletin as soon as the Superintendent isprepared to receive applications for these vacancies. An administrator who applies for an existingvacancy shall receive confirmation of such application in the form of a receipt issued by theDistrict.8.There shall be representation from the Association, in an advisory capacity, on anyscreening committee for all appointments to Unit 2.9.In case of a summer vacancy, written notice shall be provided to the President ofSAAS as soon as official notification of the opening has been given by the Superintendent. TheDistrict will provide mailing labels and assistance in the distribution of the notice to members ofthe Unit.10.The Executive Committee of SAAS will be consulted before future titles areassigned to the Unit.11.The District guarantees at least one permanent District level administrative positionwill be created. Such positions shall be permanent with its incumbent, who will be on temporaryassignment from other duties for a period of up to two years. The District also reserves the optionto add or subsequently delete additional positions. The job responsibilities of such position(s) willbe determined after consultation with SAAS. Building principals with five (5) or more years ofbuilding experience are eligible for these positions. The object of this experience will be for anindividual to utilize their talents and contribute to the District in new ways.5
12.The District and Association will establish a panel of two (2) administratorsappointed by the Association and two (2) members appointed by the Superintendent.The panel will be charged to provide a non-binding recommendation to the Superintendentin regards to the study of methods/process of interviewing prospective members.ARTICLE 3ASSOCIATION RIGHTSProfessional Rights and Responsibilities1.Officers of the Association shall be empowered to meet informally with theSuperintendent, or his/her designee, on all matters of professional rights and responsibilitiesconcerning members of the Unit.2.Any member of the Unit is entitled to, and may request, representation by theAssociation at meetings with the Superintendent and/or his/her assistants, on matters pertaining toprofessional performance or the welfare of the individual member.3.When a complaint against a member of the Unit requires the intervention of theSuperintendent, or his/her designee, the member of the Unit may have a representative of SAASand/or SAANYS present at the meeting.4.In the event an administrator becomes directly involved in a grievance filed underthe terms and conditions of the District Collective Bargaining Agreement with the STA, and suchgrievance alleges an improper application of either District policy or the STA contract, the Directorof Personnel Services, or his/her designee, shall meet with the administrator in question to reviewthe facts of the situation. Upon receipt of such a grievance the administrator involved willpromptly contact the Personnel Office to confirm the complaint constitutes a grievance within theterms of the appropriate collective bargaining agreement, which will be determined by thePersonnel Department with the assistance of counsel, if necessary. Training sessions will beconducted for all newly designated Hearing Officers, but in no instance will the Hearing Officerfor such grievances which reach the hearing stage level be a member of Unit 2. It shall be theresponsibility of the Personnel Department to represent the position of the District and prepare forthe case, together with the administrator(s) involved. When such grievances are filed, andprocessed, the Personnel Department will utilize its best efforts to protect the rights ofadministrators.A SAAS representative may be present at the grievance meeting conducted at theStage 2 level of the Teachers’ contract. Such representative shall have the opportunity to be heardin support of the individual administrator,
tenure area as a principal shall have a probationary period consistent with Education Law. Any Tenured Unit member placed in a new tenure area other than a principal shall have a probationary period of two (2) years. Vacancies 7. All administrative and supervisory vacancies, or newly created positions in this
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