Salary Compensation As salary compensation for Employee's services hereunder and all the rights granted hereunder by Employee to the Company, the Company shall pay Employee a gross salary of not less than $175,000 during the term of this Agreement. Employee's salary shall be payable in bi-weekly increments in accordance with the Company's payroll practices for salaried employees, upon the condition that Employee fully and faithfully performs Employee's services hereunder in accordance with the terms and conditions of this Agreement. The Company shall deduct and withhold from the compensation payable to Employee hereunder any and all amounts required to be deducted or withheld by the Company under the provisions of any statute, regulation, ordinance, or order and any and all amendments hereinafter enacted requiring the withholding or deducting from compensation payable to employees.
Extra Duty Compensation A. This schedule is based on time devoted by the unit member beyond the regular at-school duty hours. A unit member will not receive extra duty compensation for more than two assignments unless approved by the Board. 2 Athletic Directors $2448 $2564 $2696 2 Head Football Coaches 5342 5459 5588 6 Asst. Football Coaches 3684 3766 3852 4 Head Basketball Coaches ▇▇▇▇ ▇▇▇▇ ▇▇▇▇ 8 Asst. Basketball Coaches 1758 1836 1922 2 Wrestling Head Coaches 2170 2274 2383 2 Asst. Wrestling Coaches 1386 1489 1597 2 Baseball Coaches 2021 2119 2213 2 Asst. Baseball Coaches 1386 1489 1597 2 Band Directors 5342 5459 5588 3 Asst. Band Directors 3740 3820 3909 2 Varsity Cheerleader Advisor 1649 1723 1810 2 Asst. Varsity Cheerleader Adv. 1154 1203 1267 2 Volleyball Coaches 2108 2203 2308 2 Asst. Volleyball Coaches 1386 1489 1597 3 Mock Trail Directors 1067 1117 1170 2 Drama Coaches 1067 1117 1170 2 Golf Coaches 1067 1117 1170 2 Softball Coaches 1810 1894 1980 2 Asst. Softball Coaches 1386 1489 1597 4 Head Track Coaches 2021 2119 2213 4 Asst. Track Coaches 1386 1489 1597 4 Tennis Coaches 1067 1117 1170 2 Unified Tennis Coaches 1100 1150 1176 4 Cross Country Coaches 1067 1117 1170 4 Soccer Head Coaches 2108 2203 2308 4 Asst. Soccer Coaches 1386 1489 1597 2 VICA Advisors 1067 1117 1170 1 Co-Wide Student Council Adv. 1067 1117 1170 2 Junior Class Advisor 1067 1117 1170 2 Senior Class Advisor 1067 1117 1170 2 Bowling Coaches 1067 1117 1170 2 Indoor Track Coaches 1067 1117 1170 1 Unified Track SH Coach 1100 1150 1176 Funding will be provided by Special Olympics 1 Aquatics Head Coach $660 $688 $704 1 Aquatics Asst. Coach 440 462 472 2 Bocce Head Coaches 660 688 704 2 Bocce Asst. Coaches 440 462 472 1 Track & Field Coach 660 688 704 Maximum number of positions are shown. Actual number of positions shall be determined on a per season basis; however, under no condition will the total number of positions be fewer than sixty-two (62).
B. Extra duty compensation will be paid in one payment upon completion of activity except for full year activities which will be paid one-half of the amount each semester. Each unit member involved shall be responsible for submitting the proper form.
C. Extra duty assignment forms shall be provided the unit members for the following year and are due within 30 calendar days following the ratification date of the negotiated agreement. Such forms shall include compensation for such activity.
D. All unit members beginning an extra duty or transferring to a different assignment will be placed on the first step.
E. A representative of the Association will serve as an ex-officio member of the School Activities Review/ Evaluation Committee and shall be given two (2) weeks’ notice of regular meetings. A twenty-four hours notice will be given for emergency meetings.
Extra Compensation The Board shall pay no fees, other than described above, to the PA/E unless authorized by the Board as follows:
A. If the scope of the Project or site is changed, the Board and the PA/E shall negotiate a reasonable fee based upon the probable estimated construction cost in changing the scope of the work and the approximate percentage of the estimated construction cost which was used to negotiate this Agreement if, and, as such may be applicable.
B. If the DOE or Board requires the PA/E to make major or costly changes to the Schematic, Preliminary or Construction Document Phase submittals, which changes are not caused by architectural or engineering error or oversight, the PA/E shall be paid to redesign for additional expenses in an amount agreed to by the parties. Under no circumstances will the principals of the PA/E and the principals of his consultants be paid a fee in excess of $125 per hour.
Additional Compensation Notwithstanding anything in this Memorandum of Understanding to the contrary when in the judgment of the Board, it becomes necessary or desirable to utilize the services of County employees in capacities other than those for which they are regularly employed, the Board may authorize and, if appropriate, fix an additional rate of compensation for such employees.
PROFESSIONAL COMPENSATION A. The basic salaries of employees covered by this Agreement are set forth in Schedule A which is attached to and incorporated in this Agreement. Teachers shall have the option of receiving their salary in 21 or 26 equal increments and shall elect their option by July 1 for salary disbursements in the succeeding year. The Board agrees to adhere to the salaries set forth in Schedules A, B, & C (except as provided in section D below) and any deviation shall be immediately adjusted upon being brought to the attention of the Board.
B. An Employee shall be placed on the salary schedule step which gives credit for educational preparation and the number of full years of experience as allowed by this paragraph for placement on the salary schedule. All experience credited shall be added together, except as noted below.
1. Experience credit shall be awarded for K-12 teaching experience in either public or non-public schools governed by the provisions of a state teacher certification code. To be credited on the salary schedule for experience, the teacher shall have been a certified teacher during the time of their teaching employment. Experience credit shall not be awarded for practice (student) teaching, day-to- day substitute teaching, private nursery school (day care) teaching, intern teaching (other than in Brighton schools), or graduate assistant or fellowship teaching at colleges or universities whether or not the teacher was certified, or other similar experience. New hire experienced employees may be placed on the salary schedule step of the Board of Education's choosing; however, they shall not be placed on a step that exceeds their total experience. Less than full-time employees shall be notified that they have no rights to a full- time position. Teachers recalled from layoff who have gained additional teaching experience in accordance with the provision contained herein (B.1) shall receive salary increment steps provided they agree in writing to have their yearly salary reduced by the gross dollar amount they received in unemployment compensation while laid off.
2. To the extent allowed by law, employees hired previously shall advance to the next step on the salary schedule on the first day of each school year. To the extent allowed by law, employees newly hired will advance according to the following:
a. Employees hired before November 1 shall advance to the next step, and subsequent steps, on the first day of the next school year.
b. Employees hired after October 31 and before April 1 shall advance to the next step at the beginning of the second semester of the following school year (paid at a rate halfway between the two steps) and subsequent years (unless hired from a similar position in another educational institution and then they shall advance on the first day of the next school year).
c. Employees hired after March 31 shall remain on the same pay step for the next school year only and shall advance to the next pay step and subsequent steps on the first day of the following year unless hired from a similar position in another educational institution and then they shall advance on the first day of the next school year).
3. Shared and/or abbreviated teaching schedules (see Article 11.C) may at times be beneficial both to the Board and the individual employee. Employees placed on abbreviated schedules shall receive one full year experience step.
4. To the extent allowed by law, an employee advancing from one salary track to another will be placed on the advanced salary track as follows (retroactive if new level is completed prior to start of the semester and verification is submitted by the required date): Beginning of the year – Proof is submitted by November 1 First day second semester – Proof is submitted by March 1 5. Criteria for MA+30:
a. No duplication of classes previously taken.
b. Course must be:
1) related to current or future teaching assignments
2) minor or major program 3) transcript from an accredited university
c. Does not have to be a graduate level course. (It is the intent to have teachers show some relevance to current teaching assignments or potential future teacher assignment.)
d. It is recommended that MA+30 program classes be discussed with the Assistant Superintendent for Human Resources.
e. Credits for MA+30 must be earned after the BA/BS.
C. The salary schedule is based upon the regular school year calendar as set forth in Schedule A and the normal teaching assignment as defined in the Agreement. Any teacher who accepts an additional class for the school year over and above the normal teaching load shall receive a prorated increase (e.g. - 1/5 for a five-hour teaching day or 1/6 for a six-hour teaching day) in their annual base teaching salary or fraction thereof. There shall be a prorating of additional salary for additional class assignments when such additional assignments are fulfilled on a regular basis for less than a full year.
D. Employees appointed to extra duty assignments set forth in Schedule B which are attached to and incorporated in this Agreement, shall be compensated in accordance with the provisions of this Agreement without deviation. In the event no qualified bargaining unit member applies for a Schedule B assignment and the board hires a non- bargaining unit applicant, the level of compensation may be equal to or less than the salary established in Schedule B.
E. Schedule C positions are those teaching assignments that involve work responsibilities beyond contract time and are not optional. Additional compensation for such work shall be paid in accordance with Schedule C.
F. Current and active job descriptions for Schedule B and Schedule C positions will be on file with both the Association and the Administration. These job descriptions will also be accessible on their respective websites.
G. Employees required in the course of their work to drive personal automobiles from one school building to another shall receive a reimbursement equal to the current IRS approved mileage rate. The same reimbursement shall be given for use of personal cars for approved field trips or other approved business of the district. Appropriate requests for payment of mileage and other expenses shall be turned in to the principal/director on a monthly basis, but at least once each marking period.
▇. Any employee resigning before the completion of the school year has the professional and legal obligation to reimburse the Board for all over-paid monies.
I. Longevity – Employees having the following years of experience employed with Brighton Area Schools shall receive longevity payments in annual amounts as set forth below. By July 1, employees will elect whether to receive their longevity in their first October paycheck or their TSA (October). If the payroll department is not contacted by July 1, the employee’s longevity stipend will be paid out into their first October paycheck. J. Tuition reimbursement/PD/Conference cost reimbursement for required courses (to maintain certification) will be $85,000 annual pool, to be paid out in accordance with the conditions outlined in the tuition reimbursement form included in Appendix A. After all required course reimbursements are paid out, reimbursements for administratively approved professional development (e.g., flex PD, conferences, etc.) may be submitted and will be paid out in the order they were received, until the annual pool is exhausted. Only conference registration fees will be reimbursed.