AGREEMENT Between The BELLBROOK-SUGARCREEK BOARD OF EDUCATION . - Ohio

1y ago
24 Views
1 Downloads
926.41 KB
72 Pages
Last View : 2d ago
Last Download : 5m ago
Upload by : Halle Mcleod
Transcription

een theBELLBROOK-SUGARCREEK BOARD OF EDUCATIONand theSUGARCREEK EDUCATION ASSOCIATION(S.E.A.)OEA/NEAEffectiveJUNE 1, 2017throughMAY 31, 2020i

TABLE OF CONTENTSPageARTICLE IRECOGNITION1.011.02ARTICLE IIDefinitionsTime LimitsRepresentationGeneral ProvisionsGrievance Procedure23334Recognition of Board RightsBoard Functions66ASSOCIATION RIGHTS5.065.075.08ARTICLE VI2222BOARD RIGHTS4.014.02ARTICLE VScope of NegotiationsTimetable for NegotiationsNegotiation SessionsRight to StrikeGRIEVANCE PROCEDURE3.013.023.033.043.05ARTICLE IV11NEGOTIATION PROCEDURE2.012.022.032.04ARTICLE IIIExcluded From RecognitionRecognition ClauseAssociation DaysPayroll DeductionsAdvisory Committee889COMPENSATION AND Salary ScheduleSupplemental Duty ScheduleSeverance PayMileage ReimbursementPayroll ProceduresAttendance at Professional Meetingsii9101014151617

6.086.096.106.116.126.136.146.156.16ARTICLE VIILife InsuranceHospitalization, Surgical and Major MedicalHealth Insurance Co-PayPrescription Drug Co-PayVision and Dental InsuranceDisability Leave ProvisionsCoordination of BenefitsType of PlanSection 68.078.088.09ARTICLE .067.077.087.09ARTICLE VIIITuition ReimbursementPay for Internal SubstitutionPerfect Attendance Incentive ReimbursementTuition/Free AttendanceStep AdvancementRetirement IncentiveHome TutoringLPDCRe-employment of Retired TeachersSick LeavePersonal LeaveUnpaid Maternity/Paternity LeaveUnpaid Sabbatical LeaveUnpaid Leaves of AbsenceAssault LeaveJury and Witness Duty LeaveFamily Medical LeaveAdoption Leave232526272828292929INDIVIDUAL RIGHTS9.019.029.039.049.059.069.07Regular Teaching ContractsSupplemental ContractsNonrenewal and Termination ofContractPersonnel Record FileVacancies, Transfers andReassignmentsComplaints Against TeachersParent Conferencesiii30313132333536

ARTICLE XWORK YEAR AND WORK DAY10.0110.0210.0310.0410.0510.0610.07ARTICLE XIClass SizeEvaluationsInclusionOccupational Health and SafetyBlood-borne PathogensSexual Harassment ProcedureBullying and HarassmentOnline Compliance Training3738394040404142REDUCTION IN FORCE12.0112.0212.0312.0412.0512.0612.07ARTICLE XIII36363637373737WORKING ARTICLE XIITeacher YearCalamity DaysWork DayMeetingsSchool CalendarUninterrupted LunchReport CardsReasons for Reduction in ForceProcedureSeniority DefinedBumping RightsRecall RightsExclusionGroup Insurance Option42424344454546LOCAL PROFESSIONAL DEVELOPMENTCOMMITTEE4613.01 Resident Educator Program47ARTICLE XIVSHARED STAFFING48ARTICLE XVEFFECTS OF CONTRACT15.0115.0215.0315.0415.05Provision Contrary to LawAmendmentsCopies of AgreementNon-DiscriminationAcademic Distress Commissioniv4848484949

ARTICLE XVIDURATION OF AGREEMENT50APPENDIX AGrievance Report51APPENDIX BTuition Reimbursement Form52APPENDIX CApplication for Approval of HoursNot in Current Teaching Field53APPENDIX DBellbrook-Sugarcreek Sick Leave Fund Donation54APPENDIX EApplication for Use of Sick Leave Fund55APPENDIX GSummary of Family Medical Leave Act56APPENDIX HSugarcreek Education Association, et al vs.Sugarcreek Board of Education58APPENDIX ISummary of Health Care Benefits61APPENDIX JSummary of Vision Benefits63APPENDIX KCobra Rights64ADDENDUM LSalary Schedules65v

ARTICLE I1.00RECOGNITION1.01Excluded From RecognitionThe Sugarcreek Education Association, affiliated with the Ohio EducationAssociation and the National Education Association, is hereby recognized as thesole and exclusive bargaining agent for the full-time and regular part-time certifiedteachers. The following are excluded from recognition hereunder:1.02A.Central Office AdministratorsB.Building Administrators, including Principals and Assistant PrincipalsC.Managerial and confidential teachersD.SupervisorsE.Substitute teachers, non-teaching personnel who hold supplemental orcoaching contracts, volunteers who are qualified to teach but do so withoutcompensationRecognition ClauseTeachers as used herein shall mean those certified teachers who are:A.Classroom teachersB.Department Coordinators and ChairpersonsC.CounselorsD.Librarians/Certified Media SpecialistE.Art, music, physical education, and special education teachersF.School NurseG.Alternative Education1

ARTICLE II2.00NEGOTIATION PROCEDURE2.01Scope of NegotiationsAll matters pertaining to wages, hours, or terms and other conditions ofemployment.2.02Timetable for NegotiationsIf either the Board or the Association desires to commence bargaining, they shallprovide notice as provided in Article XVI, DURATION. Notification in writingfrom the Association shall be directed to the Superintendent and the Board shall bedirected to the President of the Association.2.03Negotiation SessionsNegotiations shall proceed according to O.R.C. Chapter 4117 excluding “factfinding”.2.04Right To StrikeNothing contained herein shall restrict the rights of the Association as set forth inSection 4117.14(D)(2), O.R.C., provided the Association has given the Board andSERB a prior ten (10) day written notice of its intent to strike on or after theexpiration date of this Agreement. Such notice shall contain the day and time thatthe action will commence, provided, however, the parties may extend such date andtime by written agreement.ARTICLE III3.00GRIEVANCE PROCEDURE3.01Definitions“Grievance” – a claim by a teacher or the Association that there has been aviolation, misrepresentation, or misapplication of the negotiated agreement.“Grievant” or “Aggrieved” – the terms shall include all personnel in the unitrepresented by the Association, any group of members acting as a class, or theAssociation acting on behalf of itself or for any member or group of members.“Days” shall mean actual working days called for in the official Board adoptedcalendar except that week days (exclusive of holidays) shall be used during thesummer vacation period only.2

“Bargaining Unit” shall mean the unit of representation which is defined in ArticleI.3.02Time Limits3.021 The number of days indicated at each step is considered a maximum. Thetime limits specified may, however, be extended by a written agreement ofthe parties of interest.3.022 If a teacher does not start the informal grievance procedure in writing withinfifteen (15) days after he/she knows or should have known of the act orconditions on which the grievance is based, then the grievance shall beconsidered waived.3.023 If a decision on a grievance is not appealed within the time limits specifiedat any step of the procedure, the grievance will be deemed settled on thebasis of the disposition at that step and further appeal shall be barred.3.024 Failure at any step of this procedure to communicate the disposition of agrievance within the time limits provided shall grant the grievant the rightto proceed to the next step.3.025 All notices of hearings and dispositions of grievances shall be by personalservice or by certified mail, return receipt requested, with the date ofmailing, and a postmark and date of receipt recorded thereon. If any of thewithin are transmitted by personal service, the receiver of said documentshall record the date received thereon and initial same with an email copiedto grievant(s) and Association President.3.03RepresentationA grievant may appear on his/her own behalf or may be represented by theAssociation, or by counsel (except at the informal level), or by any other person ofhis/her choice, except that he/she may not be represented by an officer or employeeof any teachers’ organization other than the recognized Association.3.04General Provisions3.041 The Association shall receive notice of the time each grievance meeting isto be held (except at the informal step). The Association and grievant shallbe given a copy of any written disposition.3.042 The fact that a teacher files a grievance shall not be recorded in his/herpersonnel file or in any file used in the transfer, assignment, or promotionprocess; nor shall such fact be used in any recommendation for reemployment or recommendation for other employment; nor shall thegrievant, the Association or its officers be placed in jeopardy or be thesubject for reprisal or discrimination for having followed this grievanceprocedure.3

3.043 If a grievance appears to arise from the actions of an authority higher thanthe Principal of a school and affects a group or class of teachers, or isconcerned with a system-wide policy, it may be submitted at Step IIdescribed below. Also, a grievance may be filed against a party from whomrelief may be granted.3.044 The purpose of these procedures is to secure, at the lowest possibleadministrative level, equitable solutions to grievances. All parties agree thatproceedings shall be kept confidential as is appropriate.3.05Grievance ProcedureA.Informal ProcedureIf a teacher believes there is a basis for a grievance, he/she may first requesta meeting in writing to discuss the matter with his/her Principal in an effortto resolve the problem informally. The teacher has the right to beaccompanied and/or represented by the Association representative.If a teacher does not start the informal grievance procedure in writing withinfifteen (15) days after he/she knows or should have known of the act orconditions on which the grievance is based, then the grievance shall beconsidered waived.Grievances may be adjusted informally provided the adjustment is notinconsistent with the contract, and the Association representative has beengiven the opportunity to be present at the meeting and to state theAssociation views on the grievance. The teacher or representative shallclearly state that this discussion is the informal step of the grievanceprocedure.B.Step 1If the informal grievance is not resolved within ten (10) days of suchinformal meeting, or if the teacher has elected not to use the informalprocedure, he/she may present his/her formal claim by submitting acompleted Grievance Report Form, Step 1, which form is set forth inAppendix A. Copies of this form showing the date of the occurrence, astatement of the nature of the grievance and provision of policies and/orrules allegedly violated, and the relief sought shall be submitted by theteacher to the Association representative, the Superintendent, and thePrincipal. Within five (5) days of receipt of the Grievance Report Form,the Principal shall meet with the teacher and/or his/her Associationrepresentative in an effort to resolve the grievance. The Principal shallindicate his/her disposition of the grievance within five (5) days after suchmeeting by completing Step 1 of the Grievance Report Form and returningit to the teacher and representative. The Association and the Superintendentshall both be notified in writing as to such disposition of the grievance.4

C.Step 2If the teacher is not satisfied with the disposition of the grievance in Step 1,or if no disposition has been made within the above time limits, the grievantand/or the Association shall complete the Grievance Report Form, Step 2,and submit the grievance to the Superintendent, and within ten (10) days ofreceipt, the Superintendent and/or his designated representative shall meetat a mutually convenient time with the grievant and/or his/her Associationrepresentative. Within five (5) days of this meeting, the Superintendentshall indicate in writing his disposition of the grievance by completing hisportion of Step 2 and forwarding it to the teacher. The Association and thePrincipal shall be notified in writing of said disposition.If the Grievance Report Form is not forwarded by either the grievant or theAssociation to the Superintendent within ten (10) days after the receipt ofthe disposition in Step 1, the grievance shall be considered waived andfurther action barred.D.Step 3If the aggrieved, with concurrence of the bargaining agent, is not satisfiedwith the disposition of the grievance at Step 2, the Association may withinten (10) days, file the grievance to the American Arbitration Association,whose rules and regulations shall likewise govern the proceedings. Failureto timely submit the grievance to arbitration shall bar arbitration.The Association shall submit the grievance to arbitration by means ofrequesting an arbitration panel from the American Arbitration Association(AAA) consisting of seven (7) arbitrators from which the parties may, usingthe voluntary rules of AAA, select an arbitrator from any list(s) provided byAAA. The AAA shall not have the authority to independently designate anarbitrator, but shall furnish the parties additional lists until an arbitrator canbe selected. Each party shall strike those names unacceptable to them andreturn the list to the AAA. Any arbitrator appearing on the list of acceptablearbitrators from both parties shall be designated as the assigned arbitrator.The arbitrator may not add to, alter, or delete from the terms of Board Policyor terms of the negotiated items. The arbitrator shall have all power andremedies within lawful statutes to render an award which shall be final andbinding on both parties. In cases where the procedural arbitrability of anissue is questioned, the matter of arbitrability shall be ruled upon by thearbitrator in an expedited fashion prior to a ruling by the arbitrator on themerits of the issue. The cost for the services of the arbitrator will be borneequally by the Board and the Association.In the event the arbitrator conducts a hearing during a grievant’s regularwork hours, the grievant and any district employed witnesses will bepermitted released time.5

E.The time limits at any step may be extended by mutual agreement of theparties involved in that particular step. Such extension shall be in writing.ARTICLE IV4.00BOARD RIGHTSMANAGEMENT RIGHTS CLAUSE4.01Recognition of Board RightsThe Association recognizes the right of the Board and the Superintendent ofSchools to operate and manage the affairs of the Bellbrook-Sugarcreek SchoolDistrict in Greene County, Ohio, in accordance with its responsibilities under law.The Board and the Superintendent shall have all powers, rights, authority, dutiesand responsibilities conferred upon them and invested in them by the laws and theConstitution of the State of Ohio.4.02Board FunctionsThe Board possesses the sole right and responsibility to operate the school systemand all management rights repose in it, subject to the express provisions of thisAgreement and Chapter 4117.08 O.R.C. These rights include, but are not limitedto, the following:4.021 The right to determine location of the schools, other facilities of the schoolsystem, including the right to establish new facilities and to relocate or closeold facilities.4.022 The determination of the financial policies of the School District, includingthe general accounting procedures, inventory of supplies and equipmentprocedures and public relations.4.023 The determination of the management, supervisory or administrativeorganization of each school or facility in the system and the selection ofteachers for promotion to supervisory, management or administrativepositions.4.024 The maintenance of discipline and control of use of the school systemproperty and facilities.4.025 The determination of safety, health and property protection measures wherelegal responsibility of the Board or other governmental unit is involved.4.026 The right to enforce the rules and regulations now in effect and to establish,revise, and delete rules and regulations from time to time not in conflictwith this Agreement and with Chapter 4117 and 3319 O.R.C.6

4.027 The direction and arrangement of all the working forces in the system,including the right to hire, suspend, discharge or discipline, or transferteachers now given by statute, and not in conflict with this Agreement andChapter 4117 and 3319 O.R.C.4.028 The determination of the layout and the equipment to be used and the rightto plan, direct and control school activities. The determination of theprocesses, techniques, methods and means of school operations.4.029 The right to establish hours of employment, to schedule classes and assignworkloads consistent with this Agreement, and to select textbooks, teachingaids and materials.4.030 The right to make assignments for all programs of an extracurricular nature,consistent with this Agreement.4.031 The right to contract or subcontract for goods or services that are deemeddesirable by the Board or the Superintendent of Schools.4.032 The right to take whatever action is necessary to carry out the functions ofthe Board in situations of emergency.ARTICLE V5.00ASSOCIATION RIGHTS5.01Representatives of the Association may make announcements during school facultymeetings and shall have the right to reasonable use of school in-district mail,including teacher mailboxes.5.02The Association building representative will have permission to use individualschool equipment, copiers, computers, and all types of audio-visual equipmentwhen such equipment is not otherwise in use. Association use of school buildingswill be permitted provided that:A.Request is made and use arranged for in advance.B.Supplies in connection with such equipment used will be furnished or paidfor by the Association.5.03The building representative of the Association in each individual school will havethe use of a bulletin board designated for Association business.5.04Five (5) copies of the Board Policy changes or amendments shall be delivered tothe Association president. Changes or amendments to the Board Policy Manualshall be posted on the school website.7

5.05The Association President shall receive, prior to each Board meeting, a copy of allrelevant public data pertaining to said Board meeting with a copy of the meetingagenda, Superintendent’s recommendations, and financial report.Each Board meeting agenda shall be posted in each building no later than the dayof the meeting except if such meeting is an emergency session as prescribed for inSection 121.22 O.R.C.5.065.07Association DaysA.The Board shall grant up to a maximum of six (6) total days of absencewithout loss of pay per school year to bargaining unit members elected torepresent the Association or chosen to serve on programs or in officialrepresentative capacity at Association N.E.A., O.E.A., or W.O.E.A.meetings, conferences, or conventions. The six (6) total days shall be themaximum total days available for such programs. Such leave may not beused for meetings, conferences, or conventions of any other teacherorganization. To be valid, a request for use of this leave must be submittedby the President of the Association to the Superintendent or his/her designeeten (10) work days in advance if possible.B.All meeting expenses will be paid by the Association. The Board will payfor the cost of the substitute for the first three (3) days, and the Associationwill pay the cost of the substitute for the last three (3) days.Payroll DeductionsDues for the United Teaching Profession (SEA, WOEA, OEA and NEA) shall bewithheld for those individuals authorizing such dues deducted from twenty (20)consecutive pay periods, beginning with the second pay check of October of anyschool year. Authorization for those dues deductions which may be continuingfrom year-to-year must be presented to the Treasurer of the District two (2) weeksprior to the first scheduled deduction.Any new member signing after the second week in October, the Treasurer of theDistrict will commence deductions beginning within two (2) weeks after receivingthe Association's authorization for pro-rated dues deductions. If a member or feepayer leaves the employment of the Board during the school term, the schoolTreasurer will deduct the remaining dues from the teacher’s last payroll check. Anyconcerns by members regarding dues deductions shall be directed first to theAssociation.The Treasurer, upon authorization by the teacher, shall deduct in a continuingmanner donations for The OEA Fund for Children and Public Education, if legal.The Association shall hold the Treasurer harmless from making such deductions.8

5.08Advisory Committee1.A communication committee shall be established in each buildingfor the purpose of presenting suggestions and discussing concerns.2.Each committee shall be composed of not more than five (5) nor lessthan three (3) Association members elected by the Associationwithin their building. The building Principal or his/her designeefrom the building shall also be on the committee.3.This committee shall meet at least once a month unless it is mutuallyagreed otherwise. It shall be the purpose of this committee to buildand maintain a climate of mutual understanding and respect in thesolution of common concerns.4.Building level advisory committee shall be chaired alternatively bya member of the teachers’ committee and the Principal or his/herdesignee.ARTICLE VI6.00COMPENSATION AND REIMBURSEMENT6.0lLongevity6.011 Placement on this salary schedule shall be pursuant to 3317.13 O.R.C. to amaximum of ten (10) years. Retired teachers returning to teach will receivea maximum of ten (10) years’ experience on the salary schedule at the dateof hire. Experience credit consideration may be given for educatorsentering the teaching profession as a second career of up to five (5) years’experience for non-teaching experience. Prior career experience must bedirectly related to the area of teaching for which the teacher has been hired(ex: research scientist teaching high school physics).6.012 BA column shall mean any earned Baccalaureate Degree.6.013 B/150 shall mean any Baccalaureate Degree with at least 150 semesterhours.6.014 MA shall mean any earned Master’s Degree.6.015 MA 15 shall mean any Master’s Degree with 15 semester graduate hoursearned after the issuance of the Master’s Degree.6.016 MA 30 shall mean any Master’s Degree with at least 30 semester graduatehours earned after the issuance of the Master’s Degree.9

6.017 Steps 16, 18, 21, 24, 27, 30 and 33 shall be longevity steps and personshaving taught those respective years shall be placed accordingly.6.018 A teacher shall advance to the next step beyond the step, if any, to whichthe teacher would otherwise advance at the beginning of the school yearnext following receipt by the teacher of National Certification; providedhowever, such teacher, in the following school year, shall be placed at thestep such teacher would merit by reason of longevity and training withoutconsideration of the step at which such teacher was compensated in theprevious year.6.02Salary Schedule – See Addendum L2% increase to the base of the contract with experience step for the 2017-2018,2018-2019, and 2019-2020 contract years.6.021 Effective all three (3) years of the contract (2017, 2018, 2019), a meritpayment of 1% of current salary will be awarded to all teachers in years 1,2 and 3 if the district is rated A/B on the ODE State Report Card orequivalent new state rating. This stipend will be made the first pay inDecember.6.03Supplemental Duty ScheduleSupplemental PositionsIncrements for experience will be given to all positions on the Supplemental DutySchedule except for Muse Machine, outdoor camp advisor, clubs, and equipmentperson. Only experience in the same sport or activity will entitle a person to receivestep increments. The duties of each position may be divided among two (2) or moreindividuals. Positions will be filled on an as-needed basis. Supplemental dutycontracts will be paid via direct deposit.All starting positions indexed to B.A.- ‘0’ StepOne year experience indexed to B.A.- ‘1’ StepTwo years’ experience indexed to B.A.- ‘2’ StepThree years’ experience indexed to B.A.- ‘3’ StepFour years’ experience indexed to B.A.- ‘4’ StepFive years or more indexed to B.A.- ‘5’ step10

6.031:POSITIONQTY. PLANNEDINDEXFall SportsHS Head Football(1)HS Asst. Football Coach(5)Freshman Football Coach(2)MS Asst. Football Coach(4)HS Head Volleyball Coach(1)HS Asst. Volleyball Coach(2)HS Freshman (Reserve B) Volleyball Coach (1)MS Asst. Volleyball Coach(2).148.111.096.096.114.086.074.074Boys Varsity Soccer CoachBoys Asst. Soccer CoachBoys Reserve Soccer CoachBoys Freshman (Reserve B) Soccer CoachGirls Varsity Soccer CoachGirls Asst. Soccer CoachGirls Reserve Soccer CoachGirls Freshman (Reserve B) Soccer CoachGirls/Boys Soccer Goalkeeper 14.086.086.074.074HS Boys Cross Country CoachHS Girls Cross Country CoachHS Boys/Girls Asst. Cross Country CoachMS Asst. Cross Country Coach(1)(1)(2)(2).114.114.074.074Golf CoachGolf Asst./Reserve CoachGirls Tennis CoachGirls Asst. Tennis CoachHS Cheerleader AdvisorHS Asst Cheerleader AdvisorMS Cheerleader AdvisorFootball Equipment Manager (non-stepping)Ticket ManagerFall Site .045.073.055.047.024.047.074HS Head Boys Basketball CoachHS Asst. Boys Basketball CoachJV Asst. Boys Basketball CoachFreshman Boys Basketball Coach(1)(1)(1)(1).148.111.111.096HS Head Girls Basketball CoachHS Asst. Girls Basketball CoachJV Asst. Girls Basketball Coach(1)(1)(1).148.111.111Winter Sports11

Freshman Girls Basketball CoachEighth Grade Boys Basketball CoachSeventh Grade Boys Basketball CoachEighth Grade Girls Basketball CoachSeventh Grade Girls Basketball Coach(1)(1)(1)(1)(1).096.096.096.096.096HS Bowling Coach(1).014HS Head Wrestling CoachHS Asst. Wrestling CoachHS Reserve Wrestling CoachMS Asst. Wrestling Coach(1)(1)(2)(2).148.111.111.096HS Head Swimming & Diving CoachHS Asst Swimming & Diving Coach(1)(3).073.045HS Cheerleader AdvisorHS Competition Cheerleader AdvisorHS Asst Cheerleader AdvisorMS Cheerleader Adv/Competition Adv(1)(1)(2)(1).073.055.055.055Winter Site Managers(2).033HS Head Baseball CoachHS Reserve Baseball CoachHS Asst. Baseball CoachHS Freshman Baseball CoachMS Asst. Baseball Coach(1)(1)(2)(1)(2).114.086.086.074.074HS Head Softball CoachHS Reserve Softball CoachHS Asst. Softball CoachMS Asst. Softball Coach(1)(1)(2)(2).114.086.086.074HS Head Boys Track CoachHS Asst. Boys Track CoachMS Asst. Boys Track Coach(1)(2)(2).114.086.074HS Head Girls Track CoachHS Asst. Girls Track CoachMS Asst. Girls Track Coach(1)(2)(2).114.086.074Boys Tennis CoachBoys Asst. Tennis Coach(1)(2).073.045HS Asst. Athletic DirectorMS Asst. Athletic Director(1)(1).114.074Spring Sports12

HS Weight Training AdvisorHS Asst. Weight Training Advisor(1)(1).057.043Boys Head Lacrosse CoachBoys Asst Lacrosse CoachBoys Reserve Lacrosse CoachGirls Head Lacrosse CoachGirls Asst Lacrosse CoachGirls Reserve Lacrosse ing Site Managers(2).033Theater Director(1).114HS Productions Assistant/Site Mgr(5).033Choral DirectorBand DirectorAsst. Band DirectorHS Jazz/Pep Band DirectorHS Percussion InstructorColor Guard AdvisorWinterguard AdvisorWinter PercussionAFJROTC Color GuardAFJROTC Fitness & Model ClubHS English ChairpersonHS Math ChairpersonHS Science ChairpersonHS Social Studies ChairpersonHS Foreign Language ChairpersonHS Special Education ChairpersonK-5 Grade Level ChairpersonGuidance 47.047.047.047.047.047.047.047.047HS Intramural AdvisorMS Intramurals AdvisorHS Yearbook AdvisorMS Yearbook Advisor(1)(1)(1)(1).041.041.073.037HS Student Council AdvisorMS Student Council Advisor3/4/5 Grade Elem. Student Council AdvisorClass Advisor (Senior)Class Advisor (Junior)Class Advisor (Sophomore)Class Advisor 7.024.024Co-Curricular(Fall Play and Spring Musical)HS Diversity Advisor13(1).024

HS Key Club Advisor(1).024National Honor Society AdvisorJunior Honor Society Advisor(1)(1).024.016Speech Team AdvisorHS Tech/STEM AdvisorAcademic Team Advisors (HS, MS, BC, SB)MS Tech/STEM Advisor(1)(1)(8)(1).024.024.024.024MS Camp Advisor (non-stepping)MS Productions AdvisorHS PE/Fine Arts ChairpersonHS STEM/Business/ROTC ChairpersonMS Drama DirectorElementary Productions AdvisorHS Science OlympiadHS Science FairMS Science FairPower of the Pen Advisor/Golden QuillMS Science OlympiadMS Muse Machine (non-stepping)(10)(2)(1)(1)(2)(1 per 6.037.016.016.016.037.037Model UN/Mock TrialHS Eagle ExcellenceMS Academic Leader(1)(2)(4).024.024.047Newspaper Advisor (HS)Newspaper Advisor (MS)6.0326.04(1)(1).024.024Guidelines: All Assistant Coaching salaries are to be 75% of the varsitycoaches' salary index in that sport. The middle school coaches' salaryindexes are to be 65% of the varsity coaches' salary index in that sport.Severance Pay6.041 Any teacher who has ten (10) years of service credit with the District or hasattained age fifty (50), and who retires through the State Teachers’Retirement System (STRS) shall be granted severance pay according to thefollowing formula:6.042 One-fourth (l/4th) times the number of accrued sick leave days multipliedby the daily rate of salary, excluding supplemental duty pay, at the time ofseverance or retirement.6.043 The maximum number of paid severance days shall not exceed eighty-five(85) days.14

6.044 To be eligible, the teacher must apply within ninety (90) days followingseverance or retirement.6.045 Severance pay shall be a lump sum payment and will cancel out all sickleave days.6.046 At the time of retirement from active service with an agency of stategovernment and with ten (10) or more years of service with the state or anyof its political subdivisions, the teacher is paid in cash for one-fourth (l/4th)of the value of his/her accrued but unused sick leave credit.Such payment shall be based on the teacher’s rate of pay at the time ofretirement. Payment for sick leave on this basis shall be considered toeliminate all sick leave credit accrued by the teacher at that time. Suchpayment shall be made only onc

8.01 Sick Leave 23 . 8.02 Personal Leave 25 . 8.03 Unpaid Maternity/Paternity Leave 26 . 8.04 Unpaid Sabbatical Leave 27 . 8.05 Unpaid Leaves of Absence 28 . 8.06 Assault Leave 28 . 8.07 Jury and Witness Duty Leave 29 . 8.08 Family Medical Leave 29 . 8.09 Adoption Leave 29 . ARTICLE IX INDIVIDUAL RIGHTS . 9.01 Regular Teaching Contracts 30

Related Documents:

May 02, 2018 · D. Program Evaluation ͟The organization has provided a description of the framework for how each program will be evaluated. The framework should include all the elements below: ͟The evaluation methods are cost-effective for the organization ͟Quantitative and qualitative data is being collected (at Basics tier, data collection must have begun)

Silat is a combative art of self-defense and survival rooted from Matay archipelago. It was traced at thé early of Langkasuka Kingdom (2nd century CE) till thé reign of Melaka (Malaysia) Sultanate era (13th century). Silat has now evolved to become part of social culture and tradition with thé appearance of a fine physical and spiritual .

̶The leading indicator of employee engagement is based on the quality of the relationship between employee and supervisor Empower your managers! ̶Help them understand the impact on the organization ̶Share important changes, plan options, tasks, and deadlines ̶Provide key messages and talking points ̶Prepare them to answer employee questions

On an exceptional basis, Member States may request UNESCO to provide thé candidates with access to thé platform so they can complète thé form by themselves. Thèse requests must be addressed to esd rize unesco. or by 15 A ril 2021 UNESCO will provide thé nomineewith accessto thé platform via their émail address.

Dr. Sunita Bharatwal** Dr. Pawan Garga*** Abstract Customer satisfaction is derived from thè functionalities and values, a product or Service can provide. The current study aims to segregate thè dimensions of ordine Service quality and gather insights on its impact on web shopping. The trends of purchases have

Chính Văn.- Còn đức Thế tôn thì tuệ giác cực kỳ trong sạch 8: hiện hành bất nhị 9, đạt đến vô tướng 10, đứng vào chỗ đứng của các đức Thế tôn 11, thể hiện tính bình đẳng của các Ngài, đến chỗ không còn chướng ngại 12, giáo pháp không thể khuynh đảo, tâm thức không bị cản trở, cái được

Turning It Up. They have been hailed as the Motley Crue of country and their high energy show has been described as a mix of Tom Petty, Lynyrd Skynyrd and Joe Walsh. If you like country and rock music you will enjoy their mix of original and cover tunes. This program is a partnership between

Anatomy is the study of the structure of living things. b. Physiology is the science of the functioning of living organisms and their component parts. SELF-ASSESSMENT EXERCISE 2 i. Factors that determine divisions in anatomy are: a. Degree of structural detail under consideration 5. HEM 604 BASIC ANATOMY AND PHYSIOLOGY OF HUMAN BODY b. Specific processes c. Medical application ii. The analysis .