PROFESSIONAL COMPENSATION. A. The salaries of teachers covered by the Agreement are set forth in Appendix D, which is attached to, and incorporated in, this Agreement. Such salary schedules shall remain in effect from the first teacher report day of the next school year. B. Traveling teachers shall be compensated for driving between schools or other required points of work at the rate allowable by IRS. Mileage will be computed from the mutually agreed upon table. Payment will be made at the end of each semester in a separate check. C. Teachers shall have the option of a twenty-one (21) or twenty-six (26) equal pay plan through the year. The pay plans shall be continuous every other week. Direct deposit is mandatory. D. The Board agrees to provide voluntary deductions as approved by the Board and the bargaining unit such as: annuities, charitable contributions, insurance. Such deductions, however, shall not be contrary to law. E. The Board recognizes that each teacher shall have 5 unassigned preparation periods per week. However, in the event that an unfilled position exists in the district, the following steps will be used to cover the absent teacher. ● Fill the position with substitutes within the building on their prep period. ● Fill the position within the building with a teacher, curriculum coach, or counselor who chooses to volunteer during his/her prep period. ● Call back staff on an inservice/conference to return to the district (if possible) At the beginning of the school year, the building administrator shall post a shared digital document of a rotation schedule to staff, which shall include load-bearing and certified non-loadbearing staff such as curriculum coaches, counselors, and administrators. Non-loadbearing staff shall have an assigned planning period for the purpose of subbing. Once all of the above options have been exhausted, the position will be filled by assigning a teacher, curriculum coach, counselor or administrator from the established schedule. The person assigned to sub will then move to the bottom of the rotation for the next occurrence during their prep hour. This process will be used to distribute the responsibilities of student coverage during a sub shortage so that the burden of coverage is shared among staff. If a substitute is not secured and a presently employed teacher substitutes during his preparation period, he will choose to be paid either $50 per hour or one comp hour in addition to his regular salary. Teachers can earn up to one full comp day each semester, with additional hours paid out at $50 per hour. F. Teachers may not earn comp time during their normal work day with the exception of when a teacher substitutes during his or her preparation period. In an inclusion classroom, a substitute teacher will be secured in the absence of the regular education or special education teacher. In the event that the teacher is choosing on their own not to have a substitute teacher in the room with the understanding that there will be no additional compensation provided. In addition, it should be noted that an inclusion course is NOT a special education course, but instead a regular education course in which special education students are attending with support from the inclusion teacher.
Appears in 2 contracts
Sources: Master Agreement, Master Agreement
PROFESSIONAL COMPENSATION. A. The basic salaries of teachers covered by the this Agreement are set forth in Appendix DSchedule B, which is attached to, to and incorporated in, in this Agreement. Such salary schedules schedule shall remain in effect from during the first teacher report day term of the next school yearthis Agreement.
B. Traveling All teachers, whether or not newly employed, may be given up to eight (8) years credit on the Salary Schedule for prior teaching experience.
C. A maximum of five (5) years of active service in the armed forces shall be considered equivalent to five (5) years of teaching in the ▇▇▇▇▇▇▇▇ Township Schools for salary purposes. In no instance shall the combined credit for teaching outside the ▇▇▇▇▇▇▇▇ Township Schools and service in the armed forces exceed eight (8) years.
D. Academic credit received by the teacher for the purpose of changing classification on the salary schedule must be toward a higher degree or credit in the field in which he is teaching or related areas. Prior approval for courses may be obtained from the Superintendent before enrolling in a class.
1. Evidence of credits shall be given to the principal of the school. The principal and Superintendent shall evaluate the credits and recommend to the Board those approved changes in the schedule.
2. If credits are disapproved, they shall be given to a committee composed of two (2) teachers, one (l) administrator, and two (2) Board members who shall judge credits and recommend to the Superintendent changes of classification for salary purposes. The Superintendent will then recommend to the Board of Education these changes.
3. Credits for change of classification submitted by a elementary school teacher shall be judged by a committee of two (2) elementary school teachers, one elementary school principal or supervisor and two (2) Board members.
4. Credits for a change of classification submitted by a high school teacher shall be judged by two (2) high school teachers, one high school principal or supervisor and two (2) Board members.
5. Credits for a change of classification submitted by a middle school teacher shall be judged by two (2) middle school teachers, one middle school principal or supervisor and two (2) Board members.
6. Teachers serving on this committee will be selected by the teachers of each group during the last month of school each school year and continue to serve until a successor is selected.
E. Any teacher who expects to move horizontally on the salary schedule must notify the Superintendent of Schools in writing prior to July l of the year in which he/she is to make the horizontal move. Credits must be evaluated and approved prior to payment. If notification is not made prior to July l, the teacher will not be entitled to make such a horizontal move during the first semester of that school year. If notification is not made prior to November 1, the teacher will not be entitled to make a horizontal move during the second semester of that school year. Credits taken for advancement on the salary schedule beyond the Master’s Degree must be taken during the academic year proceeding the awarding of the Master’s Degree or after. (This Master’s Degree language will take effect on November 2, 2002.)
F. Any teacher who wants to have his/her credits evaluated for the purpose of advancement on the salary schedule must notify the Superintendent in writing at least fifteen (l5) days before the beginning of each semester.
G. Teachers will be paid in a manner to conform to one of three options:
Option I: One twenty-sixth of the annual salary, less deductions. The final payment will be on the pay date following the end of the school year. Included with this last payment will be the total of withheld salary. Option II: One twentieth of the annual salary, less deductions. Option III: One twenty-sixth of the annual salary, less deductions. Pay dates will be every other Thursday. Teachers may elect any of the three options. A change may be made from Option I to Option III, or from Option III to Option I, provided that the change is made prior to June 1.
H. The Salary Schedule is based upon the regular school calendar as set forth in Schedule A and the normal teaching load as defined in this Agreement.
I. Teachers involved in extra duty assignments set forth in Schedules B, l and 2, which are attached to and incorporated in this Agreement, shall be compensated in accordance with the provisions thereof. All teachers shall be compensated for driving between schools or other required points in accordance with the provisions of work at this Article and the rate allowable by IRS. Mileage annexed Schedules without deviation.
J. All coaching assignments below the level of Head Coach will be computed from reviewed annually by a committee made up of the mutually agreed upon tableHigh School Principal, Athletic Director, and the Head Coach of the involved sport. Payment Transfers may be recommended within the coaching ranks of all sports to best utilize the talent of the coaching staff. The Board shall post any coaching positions annually which are filled by non-teaching personnel. However, the Board is not required to hire a teacher for these positions. All other vacancies will be made at filled by proper posting procedures with the end application being subject to the recommendation of each semester the said committee and in a separate check.
C. Teachers shall have compliance with the option express terms and conditions of a twenty-one (21) or twenty-six (26) equal pay plan through the year. The pay plans shall be continuous every other week. Direct deposit is mandatory.
D. The Board agrees to provide voluntary deductions as approved by the Board and the bargaining unit such as: annuities, charitable contributions, insurance. Such deductions, however, shall not be contrary to law.
E. The Board recognizes that each teacher shall have 5 unassigned preparation periods per weekthis Agreement. However, in such regard, Article 8, F., of this Agreement shall not be applicable. The recommendation of the Head Coach, Athletic Director, and Principal shall be forwarded to the Board for final approval.
K. Teachers required in the course of their work to drive personal automobiles from one school building to another shall receive a car allowance equal to the approved Internal Revenue Service Rate. The same allowance shall be given for use of personal cars for field trips or other business of the district. The Board shall provide property damage and liability insurance protection for teachers when their personal automobiles are used as provided in this section.
L. Any teacher teaching an extra class period shall be compensated at the rate of 1/7th of their salary step for the extra class. The salary shall be divided equally over the pay periods selected by the teacher at the option of the teacher.
M. Certified vocational and learning disability teachers shall be reimbursed $40.00 per annual class hour when teaching State approved vocational and learning disability courses.
N. In the event that an unfilled position exists in the district, the following steps will be used of a teacher being called to cover the absent teacher. ● Fill the position with substitutes within the building on their prep period. ● Fill the position within the building with a teacher, curriculum coach, or counselor who chooses to volunteer active military duty other than training during his/her prep period. ● Call back staff on an inservice/conference to return to the district (if possible) At the beginning of the school year, the building administrator shall post district will pay the difference between military pay and professional salary for a shared digital document maximum of a rotation schedule twenty (20) school days.
O. The Board agrees to staff, which shall include load-bearing make deductions each pay period and certified non-loadbearing staff such as curriculum coaches, counselors, and administratorsremit funds for tax deferred annuities each pay period beginning in September. Non-loadbearing staff shall have an assigned planning period for the purpose of subbing. Once all of the above options have been exhausted, the position There will be filled by assigning a teacher, curriculum coach, counselor or administrator from open enrollment until November l. A teacher may drop the established schedule. The person assigned to sub will then move to program at any time and/or change the bottom of dollar amount once during the rotation for the next occurrence during their prep hour. This process will be used to distribute the responsibilities of student coverage during a sub shortage so that the burden of coverage is shared among staff. If a substitute is not secured and a presently employed teacher substitutes during his preparation period, he will choose to be paid either $50 per hour or one comp hour in addition to his regular salary. Teachers can earn up to one full comp day each semester, with additional hours paid out at $50 per hourschool year.
F. Teachers may not earn comp time during their normal work day with the exception of when P. If a teacher substitutes during his or her free time or preparation period. In an inclusion classroomtime, a substitute teacher at the request of the Principal, he or she will be secured in the absence paid according to Schedule B-2.
Q. The social worker shall be paid at 100% of the regular education or special education teacherSchedule B Salary Schedule.
R. The extended year school nurse shall be paid at 65% of the BA-0 lane of the Schedule B Salary Schedule. In The work schedule consists of 7 hours per day for scheduled student days, plus an additional seven (7) days.
S. The school year nurse shall be paid at 96.3% of the event that the teacher is choosing on their own not extended year nurse schedule. The work schedule consists of 7 hours per day for scheduled student days.
T. Study Hall at Kingsford High School to have a substitute teacher in the room be staffed by certified personnel with the understanding that there salary to be at B.A. 0 lane with longevity steps in place but not horizontal lanes. The assignment would be seven (7) periods and lunch but no preps or professional hour. This assignment will be no additional compensation provided. In addition, it should be noted that an inclusion course is NOT accrue seniority at a special education course, but instead a regular education course in which special education students are attending with support from the inclusion teacherrate of 6 seniority points per school year.
Appears in 1 contract
Sources: Master Agreement
PROFESSIONAL COMPENSATION. A. The salaries of teachers covered by the this Agreement are set forth in Appendix DB- 1, which is attached to, to and incorporated in, in this Agreement. Such salary schedules schedule shall remain in effect during the designated periods.
B. The salary schedule is based upon a normal weekly teaching load, as herein defined by the accepted school calendar, including teacher meetings and parent- teacher conferences scheduled outside of the normal regular school hours. A teacher teaching beyond the normal weekly teaching load will be compensated by pro-rating his/her salary accordingly. Appendix H-1 will be used for pro-ration purposes.
C. Teachers who are under contract with the Board shall receive compensation for extra-curricular activities in accordance with this Agreement as stated in Appendix B-2.
D. All teachers may be given up to five (5) years of credit on the salary schedule for teaching experience outside of the Maple Valley Schools.
1. Credit for experience beyond five (5) years may be granted by the Board.
2. Two (2) years credit on the salary schedule shall be granted for active military service. Said credit may be included as part of the five (5) years allowance. Military service must be after a time when the teacher earned a Provisional Teaching Certificate and had been employed on a full time teaching basis for a minimum of one (1) year at Maple Valley.
E. Increments shall become effective at the beginning of each school year.
F. A teacher who acquires additional hours and/or degrees as designated in Appendix B-1 shall be advanced on the salary schedule at the beginning of each semester provided he has presented proper evidence of such additional hours and/or degrees at least one (1) week prior to the beginning of each semester. A college transcript or a letter from the first course instructor or the college registrar's office shall constitute proper evidence.
G. Teachers who are required in the course of their work to drive their personal automobiles on school business will be compensated at the IRS rate [or according to Board policy when the trip exceeds one-hundred twenty-five (125) miles from school.] A teacher report who prefers to drive his/her personal automobile when a school vehicle is available will not receive this car allowance. Approval of requests for such trips and use of the school vehicles shall be determined by the Superintendent or his/her representative. Whenever possible, arrangements should be made with teachers from area schools to travel together and share travel expenses. Only one (1) employee of the Maple Valley Schools shall be allowed mileage compensation for driving to a convention when more than one
(1) person from Maple Valley is in attendance.
H. Should a teacher assume an extra class period assignment or work during planning period, duty-free lunch or before/after normal school day, he/she shall receive additional compensation at the rate of twenty dollars ($20.00) per hour.
1. When a teacher substitutes for less than thirty (30) minutes, he/she shall be compensated at one-half (1/2) the rate specified above. When a teacher substitutes for thirty (30) minutes or more, he/she shall be compensated at the full rate. Pro-ration of extra class period/work compensation will apply to trimester/block scheduling, i.e., seventy five minutes class period will result in teacher being paid 1.25 times the extra class period rate.
2. Extra pay compensation accruing under this Article shall be remitted in the last paychecks of October, December, February, April, and June.
3. The option of earning compensatory time in lieu of pay for extra work within the school day will apply as follows:
a. A teacher must accumulate seven (7) hours of compensatory time to earn a day off.
b. A maximum accumulation of two (2) days per teacher at any one time.
c. A teacher with an accumulation of two (2) days will be paid according to H-1.
d. Unused earned compensatory time may carry over to the next school year.
B. Traveling teachers e. The granting of earned compensatory time will be according to Article X-G-2, 3, and 4 as with Personal Leave.
I. In appreciation for services to the Maple Valley School District, employees who have worked at least fifteen (15) years for the District shall be compensated paid for driving between schools or other required points his/her unused sick days upon leaving the District. Such rate of work compensation shall be twenty-five dollars ($25.00) for three-fourths of unused sick days.
J. Any employee who reaches the twelfth (12th) step of the salary schedule in 2007- 08 and the eleventh step in 2008-09 shall receive longevity pay at the rate allowable by IRS. Mileage will be computed from the mutually agreed upon table. Payment will be made at the end of each semester in a separate checktwo thousand seven hundred dollars ($2,700.00) and continues to receive longevity pay.
C. K. Compensation shall be delivered from Central Office in envelopes.
L. Teachers shall have the option of a receiving salary in twenty-one (21) or twenty- six (26) biweekly pays. Those selecting twenty-six (26) equal pay plan through pays may receive the yearbalance of contract salary in a single payment on the twenty-first (21st) pay. The pay plans shall be continuous every other week. Direct deposit Under new IRS rules this is mandatory.
D. The Board agrees to provide voluntary deductions as approved by the Board and the bargaining unit such as: annuities, charitable contributions, insurance. Such deductions, however, shall not be contrary to law.
E. The Board recognizes that each teacher shall have 5 unassigned preparation periods per week. However, in the event that an unfilled position exists in the district, the following steps will be used to cover the absent teacher. ● Fill the position with substitutes within the building on their prep period. ● Fill the position within the building with a teacher, curriculum coach, or counselor who chooses to volunteer during his/her prep period. ● Call back staff on an inservice/conference to return to the district (if possible) At one time only annual decision made at the beginning of each year.
M. The alternative education employees will now follow the school year, the building administrator shall post a shared digital document of a rotation schedule to staff, which shall include load-bearing and certified non-loadbearing staff such as curriculum coaches, counselors, and administrators. Non-loadbearing staff shall have an assigned planning period for the purpose of subbing. Once all of the above options have been exhausted, the position will be filled by assigning a teacher, curriculum coach, counselor or administrator from the established MVEA salary schedule. The person assigned to sub will then move to the bottom of the rotation for the next occurrence during their prep houralternative Ed. This process salary schedule is null and void. Alternative Ed. teachers will be used to distribute the responsibilities of student coverage during a sub shortage so that the burden of coverage is shared among staff. If a substitute is not secured and a presently employed teacher substitutes during his preparation period, he will choose to be paid either $50 per hour or one comp hour in addition to his regular salary. Teachers can earn up to one full comp day each semester, with additional hours paid out at $50 per hour.
F. Teachers may not earn comp time during their normal work day with the exception of when a teacher substitutes during his or her preparation period. In an inclusion classroom, a substitute teacher will be secured in the absence of the regular education or special education teacher. In the event that the teacher is choosing placed on steps based on their own not to have a substitute teacher in the room with the understanding that there will be no additional compensation provided. In addition, it should be noted that an inclusion course is NOT a special education course, but instead a regular education course in which special education students are attending with support from the inclusion teacherhire date.
Appears in 1 contract
Sources: Master Agreement
PROFESSIONAL COMPENSATION. Litchfield Education Association MEA/NEA September 1, 2020-August 31, 2024
A. The salaries of teachers covered by the this Agreement are set forth in Appendix D, Schedule A which is attached to, to and incorporated in, this in the Agreement. Such salary schedules shall remain in effect from the first teacher report day of the next school year.
B. Traveling teachers The salary schedule is based upon a normal full time teaching load, on a nine-and-one-half month’s (traditional, two-semester teaching year) basis as agreed upon in the calendar. For extra work the teacher shall be compensated entitled to appropriate additional professional compensation, as set forth in Schedule B. Teachers working less than a full schedule shall have their salary and benefits prorated as follows: The numerator of the proration factor shall be the number of teaching periods assigned and the denominator shall be one less than the number of periods scheduled for driving between schools or other required points students. (Example: students are scheduled into a seven period day, and a teacher is assigned to teach five classes --- the teacher shall receive 5/6 of work the salary at the rate allowable by IRS. Mileage will be computed from appropriate step and lane, and 5/6 of the mutually agreed upon table. Payment will be made at cost of the end of each semester in a separate checkselected benefits package.)
C. Teachers shall have A teacher engaged during the option school day in negotiating on behalf of a twenty-one (21) the Association with any representative of the Board or twenty-six (26) equal pay plan through participating in the year. The pay plans formal grievance procedure of this Agreement shall be continuous every other week. Direct deposit is mandatoryreleased from regular duties without loss of salary.
D. The Board agrees Subject to provide voluntary deductions the annuity provider’s ability to gain provider status, at the request of an employee and as approved by part of the compensation arrangement, the Board and the bargaining unit such as: annuitieswill purchase a tax-sheltered annuity contract, charitable contributions, insurance. Such deductions, however, shall not be contrary to law.
E. The Board recognizes that each teacher shall have 5 unassigned preparation periods per week. However, in the event that an unfilled position exists in the district, the following steps will be used to cover the absent teacher. ● Fill the position with substitutes within the building on their prep period. ● Fill the position within the building with a teacher, curriculum coach, or counselor who chooses to volunteer during his/her prep period. ● Call back staff on an inservice/conference to return to the district (if possible) At the beginning as provided under section 403b of the school yearcurrent Federal Internal Revenue Code, for the building administrator shall post a shared digital document of a rotation schedule to staff, which shall include load-bearing employee and certified non-loadbearing staff make payroll allocations in accordance with such as curriculum coaches, counselors, and administrators. Non-loadbearing staff shall have an assigned planning period arrangement for the purpose of subbingpaying the entire premium due and to become due under the annuity contract. Once all Acceptance of a provider is in no way to be construed as an endorsement of that provider by the Board. The Board shall have no liability thereunder because of its purchase of any such annuity contracts.
E. Upon appropriate written authorization from an employee, the Board shall make regular deductions from the salary of the above options have been exhausted, employee and remit said amount to the position bank or credit union of the employee’s choice. Such deductions shall be forwarded to the institution not later than the current pay day.
▇. ▇▇▇▇▇▇▇▇▇ benefits will be filled by assigning a teacher, curriculum coach, counselor or administrator from paid to the established scheduleteacher who has completed step 12 and eleven (11) years of service to the district. The person assigned to sub will then move to the bottom longevity dollar amounts are based upon Step 12 of the rotation for teacher’s proper salary column. Litchfield Education Association MEA/NEA September 1, 2020-August 31, 2024 The longevity dollars are applied to Step 12 of either the next occurrence during their prep hour. This process will be used to distribute the responsibilities of student coverage during a sub shortage so that the burden of coverage is shared among staff. If a substitute is not secured and a presently employed teacher substitutes during his preparation periodBA, he will choose to be paid either $50 per hour BA+25, MA, MA+15, or one comp hour in addition to his regular salary. Teachers can earn up to one full comp day each semester, with additional hours paid out at $50 per hourMA+30 salary step.
F. Teachers may not earn comp time during their normal work day with the exception of when a teacher substitutes during his or her preparation period. In an inclusion classroom, a substitute teacher will be secured in the absence of the regular education or special education teacher. In the event that the teacher is choosing on their own not to have a substitute teacher in the room with the understanding that there will be no additional compensation provided. In addition, it should be noted that an inclusion course is NOT a special education course, but instead a regular education course in which special education students are attending with support from the inclusion teacher.
Appears in 1 contract
Sources: Master Contract
PROFESSIONAL COMPENSATION. A. The salaries of teachers covered by the this Agreement are set forth in Appendix D, Schedule A which is attached to, to and incorporated in, this in the Agreement. Such salary schedules shall remain in effect from the first teacher report day of the next school year.
B. Traveling teachers The salary schedule is based upon a normal full time teaching load, on a nine-and-one-half month’s (traditional, two-semester teaching year) basis as agreed upon in the calendar. For extra work the teacher shall be compensated entitled to appropriate additional professional compensation, as set forth in Schedule B. Teachers working less than a full schedule shall have their salary and benefits prorated as follows: The numerator of the proration factor shall be the number of teaching periods assigned and the denominator shall be one less than the number of periods scheduled for driving between schools or other required points students. (Example: students are scheduled into a seven period day, and a teacher is assigned to teach five classes --- the teacher shall receive 5/6 of work the salary at the rate allowable by IRS. Mileage will be computed from appropriate step and lane, and 5/6 of the mutually agreed upon table. Payment will be made at cost of the end of each semester in a separate checkselected benefits package.)
C. Teachers shall have A teacher engaged during the option school day in negotiating on behalf of a twenty-one (21) the Association with any representative of the Board or twenty-six (26) equal pay plan through participating in the year. The pay plans formal grievance procedure of this Agreement shall be continuous every other week. Direct deposit is mandatoryreleased from regular duties without loss of salary.
D. The Board agrees Subject to provide voluntary deductions the annuity provider’s ability to gain provider status, at the request of an employee and as approved by part of the compensation arrangement, the Board and the bargaining unit such as: annuitieswill purchase a tax-sheltered annuity contract, charitable contributions, insurance. Such deductions, however, shall not be contrary to law.
E. The Board recognizes that each teacher shall have 5 unassigned preparation periods per week. However, in the event that an unfilled position exists in the district, the following steps will be used to cover the absent teacher. ● Fill the position with substitutes within the building on their prep period. ● Fill the position within the building with a teacher, curriculum coach, or counselor who chooses to volunteer during his/her prep period. ● Call back staff on an inservice/conference to return to the district (if possible) At the beginning as provided under section 403b of the school yearcurrent Federal Internal Revenue Code, for the building administrator shall post a shared digital document of a rotation schedule to staff, which shall include load-bearing employee and certified non-loadbearing staff make payroll allocations in accordance with such as curriculum coaches, counselors, and administrators. Non-loadbearing staff shall have an assigned planning period arrangement for the purpose of subbingpaying the entire premium due and to become due under the annuity contract. Once all Acceptance of a provider is in no way to be construed as an endorsement of that provider by the Board. The Board shall have no liability thereunder because of its purchase of any such annuity contracts.
E. Upon appropriate written authorization from an employee, the Board shall make regular deductions from the salary of the above options have been exhausted, employee and remit said amount to the position bank or credit union of the employee’s choice. Such deductions shall be forwarded to the institution not later than the current pay day.
▇. ▇▇▇▇▇▇▇▇▇ benefits will be filled by assigning a teacher, curriculum coach, counselor or administrator from paid to the established scheduleteacher who has completed step 12 and eleven (11) years of service to the district. The person assigned to sub will then move to the bottom longevity dollar amounts are based upon Step 12 of the rotation for teacher’s proper salary column. The longevity dollars are applied to Step 12 of either the next occurrence during their prep hour. This process will be used to distribute the responsibilities of student coverage during a sub shortage so that the burden of coverage is shared among staff. If a substitute is not secured and a presently employed teacher substitutes during his preparation periodBA, he will choose to be paid either $50 per hour BA+25, MA, MA+15, or one comp hour in addition to his regular salary. Teachers can earn up to one full comp day each semester, with additional hours paid out at $50 per hourMA+30 salary step.
F. Teachers may not earn comp time during their normal work day with the exception of when a teacher substitutes during his or her preparation period. In an inclusion classroom, a substitute teacher will be secured in the absence of the regular education or special education teacher. In the event that the teacher is choosing on their own not to have a substitute teacher in the room with the understanding that there will be no additional compensation provided. In addition, it should be noted that an inclusion course is NOT a special education course, but instead a regular education course in which special education students are attending with support from the inclusion teacher.
Appears in 1 contract
Sources: Employment Agreement
PROFESSIONAL COMPENSATION. A. The salaries of classroom teachers covered by the Agreement are set forth in Appendix D, Schedule A which is attached to, to and incorporated in, in this Agreement. Such The salary schedules shall remain in effect from schedule is based on the first assumption that the teacher report day of the next school yearwill perform more than just a normal teaching assignment during normal teaching hours.
B. Traveling teachers Schedule B positions are recognized as an integral part of Northport Public School. For extra responsibilities, as identified in Schedule B, the teacher shall be compensated as shown in Schedule B. Schedule B shall not be considered an all inclusive listing of responsibilities for driving between schools or which extra compensation may be granted. The Board reserves the right to establish additional positions of responsibilities other required points of work at than those listed in Schedule B and to establish the rate allowable of compensation for the work performed. However, if additional positions which are not in Schedule B should arise during the life of this Agreement, they shall be subject to negotiations between the Board and the Association to establish an equitable pay rate according to existing Schedule B positions. It is expressly understood that tenure status does not apply to Schedule B positions and that such positions may be filled by IRS. Mileage will be computed from the mutually agreed upon table. school employees other than bargaining unit members.
C. Payment of regular salary will be made at on alternate Friday’s beginning with the end first Friday in September. Bargaining members shall be notified in September of each semester in a separate check.
C. Teachers the date of the last pay for that school year. The bargaining unit member shall have the option designate his/her choice of a twenty-one (21) or twenty-six (26) equal pay plan through payments which shall remain in effect on a continuing basis unless changed in writing by the bargaining unit member prior to September 1 of any particular year. The pay plans shall be continuous every other week. Direct deposit is mandatoryRetiring teachers may elect to receive accrued salary on the last contract day.
D. The Board agrees Deductions of a mandatory nature shall include:
1. Withholding Tax – State and Federal
2. Social Security
3. MIP (retirement)
4. LTD Deductions of a voluntary nature (which shall be limited to provide no more than five (5) per teacher) shall include:
1. M.E.A. and N.E.A. and local association dues
2. Tax sheltered savings and retirement insurance
3. MESSA Insurance options 4. TBA Credit Union
5. Optional deduction AUTHORIZATION OF DEDUCTIONS
1. Deductions of a voluntary deductions as approved nature shall be authorized in writing by November 1 of the Board and the bargaining unit such as: annuities, charitable contributions, insurance. Such deductions, however, shall not be contrary to lawcontract year.
E. The computation of the teacher’s daily wage will be based on the annually agreed calendar days for the duration of this contract.
F. The school calendar shall be negotiated annually between the board and association, meeting the requirements of the State, by June 1st of each year.
G. Half-time or part-time teachers who are required to attend a full day shall be paid for a full day of work.
H. The Board recognizes that each teacher shall have 5 unassigned preparation periods per week. However, in the event that an unfilled position exists in the district, will provide the following steps will be used to cover the absent teacher. ● Fill the position with substitutes within the building on their prep period. ● Fill the position within the building with a teacher, curriculum coach, or counselor who chooses to volunteer during benefits for each full-time teacher and his/her prep periodeligible dependents (i.e. spouse and children). ● Call back staff on an inservice/conference to return The Board will pay up to the district (if possible) At the beginning hard cap health insurance payment of the school year$5,500 per year $458.33 per month for each single person subscriber, the building administrator shall post a shared digital document of a rotation schedule to staff, which shall include load-bearing and certified non-loadbearing staff such as curriculum coaches, counselors$11,000 per year $916.66 per month for each two person subscriber, and administrators$15,000 per year$1,250.00 per month for each full family subscriber eligible for and electing health insurance coverage. Non-loadbearing staff Teachers not electing Plan A Health Insurance will not be factored into the hard cap calculations for total employer paid health insurance contributions. Teachers employed part time shall have an assigned planning period health insurance benefits pro-rated on the same fractional basis as for the purpose of subbing. Once all of the above options have been exhausted, the position will be filled by assigning a teacher, curriculum coach, counselor or administrator from the established schedule. The person assigned to sub will then move to the bottom of the rotation for the next occurrence during their prep hour. This process will be used to distribute the responsibilities of student coverage during a sub shortage so that the burden of coverage is shared among staff. If a substitute is not secured and a presently employed teacher substitutes during his preparation period, he will choose to be paid either $50 per hour or one comp hour in addition to his regular salary. Teachers can earn up to one full comp day each semester, with additional hours paid out at $50 per hour.
F. Teachers may not earn comp time during their normal work day with the exception of when a teacher substitutes during his or her preparation period. In an inclusion classroom, a substitute teacher will be secured in the absence of the regular education or special education teacherwhich they are employed. In the event that someone resigns for medical reasons or dies, the teacher is choosing on their own not to have a substitute teacher insurance will be pro-rated. (Example: 60 of the 187 calendar days worked = 60/187 = 32% = 4 months insurance). Resigning for any other reason during the course of the school calendar year will result in the room with insurance being terminated at the understanding that there end of the last month of employment. Bargaining unit members will have the cost of negotiated Long Term Disability insurance coverage deducted from their pay. The amount deducted shall be determined by MESSA as part of a PAK benefit package. PLAN A: FOR EMPLOYEES NEEDING HEALTH INSURANCE Health: MESSA Plan A HSA Negotiated Life: $50,000 AD&D Vision: VSP 3 Plus Platinum Dental: 100X90/90-$1500 Class I, II, III 90 Class IV Lifetime maximum, two cleanings per year, sealants-yes, no additional compensation provided. In additionadult ortho Prescription Card Saver Rx LTD: 60% $5,000 monthly maximum 90 Calendar days – modified fill Maternity Coverage Pre-Existing condition waiver Freeze on offsets Alcohol/Drug Addiction – same as any other illness Mental/Nervous – same as any other illness PLAN B: FOR EMPLOYEES NOT ELECTING HEALTH INSURANCE Negotiated Life: $50,000 AD&D Vision: VSP 3 Plus Platinum Dental: 100X90/90-$1,500 Class I, it should be noted that an inclusion course is NOT a special education courseII, but instead a regular education course III 90 Class IV Lifetime maximum, two cleanings per year, sealants-yes, no adult ortho LTD: 60% $5,000 monthly maximum 90 Calendar days – modified fill Maternity Coverage Pre-Existing condition waiver Freeze on offsets Alcohol/Drug Addiction –same as any other illness Mental/Nervous – same as any other illness
I. Teachers not electing hospitalization coverage provided in which special education students are attending with support from Plan A may apply up to $5,500.00 per year $458.33 per month toward the inclusion teacher.following MESSA or Board Insurance Carrier options:
A. Short term/long term disability
B. Term Life Insurance
C. Survivor Income Insurance D. Dependent Life Insurance
Appears in 1 contract
Sources: Master Agreement
PROFESSIONAL COMPENSATION. A. The basic salaries of teachers covered for the 2016-2017 and 2017-2018 school year are listed on Salary Schedule A of the agreement. Teachers involved in voluntary extra duty assignments shall be compensated in accordance with Schedule B and Schedule C without deviation except by common consent of both Board and Association officers.
B. All teachers shall be given one (1) year credit on the Agreement are salary schedule set forth for each full year of outside teaching experience up to a maximum of five (5) years in Appendix D, which is attached to, and incorporated in, this Agreementany school district in the State of Michigan or other teaching experience in the school district accredited by a recognized accrediting agency. Such salary schedules No teacher shall remain in effect advance more than one (1) experience step from the first teacher report day of one school year to the next school year.
B. Traveling teachers shall be compensated . For salary schedule purposes, the longevity steps 15, 20 and 25 represent years of service in New ▇▇▇▇▇▇▇ Schools only. They do not include credit for driving between schools or other required points any years of work at service given outside of the rate allowable by IRS. Mileage will be computed from the mutually agreed upon table. Payment will be made at the end of each semester in a separate checkNew ▇▇▇▇▇▇▇ School System.
C. Provisions for ½ day teachers:
1. One-half day teachers will be allowed the following fringe benefits:
a. Allowance of one-half the sick, bereavement and personal business leave days.
b. A full year of teaching ½ days will allow on ½ step on the salary schedule.
c. Allowance of those mandated by law, such as Workmen's Compensation and School Employees Retirement.
d. The Board will pay for one-half (½) of the insurance program provided to other Employees. If the one-half (½) time teacher elects to participate in the program. The other one-half (½) will be deducted from the Employee's pay.
2. The ½ day schedule will be allowed only when another satisfactory teacher candidate is available to take the other one-half day.
D. Teachers required in the course of their work to drive personal automobiles from one school building to another shall have receive a car allowance consistent with the option of IRS per-mile reimbursement rate.
E. For a teacher to change their classification on the pay schedule, they must provide, at least fourteen (14) days prior to that payroll period, an official transcript or grade report demonstrating evidence for the movement to take place.
F. Teachers may select twenty-one (21) or twenty-six (26) equal pays [27 may be mutually agreed upon IF the calendar dictates 3 weeks or more between pays] with pay plan through beginning the yearsecond week of school. The pay plans shall be continuous every other week. Direct deposit is mandatory.
D. The When a payday falls during a vacation or the summer, the teacher may pick up his/her check or the Board agrees to provide voluntary deductions send the check postpaid to each teacher.
G. The time spent by teachers which is required by law (i.e., new teachers in professional development activities and with mentors; time associated with individual development plans; etc.) shall not require additional compensation.
▇. ▇▇▇▇▇▇▇▇▇ B and C shall only be paid upon completion of all responsibilities as approved determined by the direct supervisor and/or administrator prior to the school year and/or season. STEP B.A. B.A +18 M.A. M.A.+10 0 $36,829 37,230 38,966 39,367 $37,878 38,279 40,089 40,490 1 $38,927 39,328 41,212 41,613 $40,032 40,433 42,390 42,791 2 $41,136 41,537 43,568 43,969 $42,316 42,717 44,839 45,240 3 $43,495 43,896 46,110 46,511 $44,728 45,129 47,435 47,836 4 $45,961 46,362 48,760 49,161 $47,269 47,670 50,161 50,562 5 $48,577 48,978 51,561 51,962 $49,976 50,377 53,052 53,453 6 $51,375 51,776 54,543 54,944 $52,830 53,231 56,107 56,508 7 $54,285 54,686 57,671 58,072 $55,832 56,233 59,348 59,749 8 $57,379 57,780 61,024 61,425 $59,017 59,418 62,774 63,175 9 $60,656 61,057 64,524 64,925 $63,043 63,444 67,059 67,460 10 $65,429 65,830 69,594 69,995 $66,421 66,822 70,648 71,049 11 $68,424 68,831 72,777 73,185 Longevity - New ▇▇▇▇▇▇▇ Area Public School Years Only 1.50% increase for 2018-2019; 0.25% increase for student count (effective November 30, 2018) 15 69,108 69,515 74,289 74,696 20 70,558 70,965 75,737 76,144 25 72,003 72,410 77,185 77,592 Past compensation has been calculated using the following procedure as described in sections I-V. However, due to the upcoming budget concerns salary negotiations for Total Compensation (Salary and Insurance) will be arrived through “contract maintenance”. This maintenance would include, but not be limited to, restructuring the formula used from 2000-2002 to the mutual agreement of the Board and the bargaining unit such as: annuities, charitable contributions, insurance. Such deductions, however, shall not be contrary to lawNLEA.
E. The Board recognizes that each teacher shall have 5 unassigned preparation periods per weekI. Determine percentage of foundation grant for current year's Teacher's Total Cost of Employment Package.
A. Calculate the total state foundation grant. HoweverUsing the previous fiscal year's foundation, in multiply the event that an unfilled position exists in foundation times the district, number of students from the following steps will be used to cover the absent teacher. ● Fill the position with substitutes within the building on their prep period. ● Fill the position within the building with a teacher, curriculum coach, or counselor who chooses to volunteer during his/her prep period. ● Call back staff on an inservice/conference to return to the district (if possible) At the beginning of the previous school year's state September blended count (For the example, "Fiscal Year 1999 Foundation" and "State Aid Membership" came from the building administrator shall post a shared digital document 1998-1999 State Aid Financial Status Report, Payment: August 20, 1999 as shown in Appendix A on page 37). Ex. $5,462 x 838.60 = $4,580,433
B. Calculate the previous year's adjusted teachers' total cost of a rotation schedule to staffemployment.
1. Calculate the actual cost of teacher's compensation using all teaching staff members as of September 1 at their previous year's compensation levels (salary including Schedule B and Schedule C wages, which shall include loadannuity, life insurance, workers' compensation insurance, long-bearing and certified non-loadbearing staff such as curriculum coachesterm disability insurance, counselorsdental insurance, vision insurance, medical insurance, FICA, and administratorsretirement costs). Non-loadbearing Ex. $2,925.696 (See Salary Charts in Appendix B on page 38 and Appendix C on page 39)
2. Add the new teaching staff shall have an assigned planning period for member(s) as of September 1 at the purpose of subbing. Once all of the above options level they would have been exhaustedhad they been employed the previous year, the position will be filled by assigning a teacher, curriculum coach, counselor or administrator from the established schedule. The person assigned to sub will then move to the bottom of the rotation for the next occurrence during their prep hour. This process will be used to distribute the responsibilities of student coverage during a sub shortage so that the burden of coverage is shared among staff. If a substitute is not secured and a presently employed teacher substitutes during his preparation period, he will choose to be paid either $50 per hour or one comp hour in addition to his regular salary. Teachers can earn up to one full comp day each semester, with additional hours paid out at $50 per hourincluding all compensation.
F. Teachers may not earn comp time during their normal work day with the exception of when a teacher substitutes during his or her preparation period. In an inclusion classroom, a substitute teacher will be secured in the absence of the regular education or special education teacher. In the event that the teacher is choosing on their own not to have a substitute teacher in the room with the understanding that there will be no additional compensation provided. In addition, it should be noted that an inclusion course is NOT a special education course, but instead a regular education course in which special education students are attending with support from the inclusion teacher.
Appears in 1 contract
Sources: Master Agreement
PROFESSIONAL COMPENSATION. A. The salaries of teachers covered by the this Agreement are set forth in Appendix D, Schedule A which is attached to, to and incorporated in, this in the Agreement. Such salary schedules shall remain in effect from the first teacher report day of the next school year.
B. Traveling teachers The salary schedule is based upon a normal full time teaching load, on a nine-and-one-half month’s (traditional, two-semester teaching year) basis as agreed upon in the calendar. For extra work the teacher shall be compensated entitled to appropriate additional professional compensation, as set forth in Schedule B. Teachers working less than a full schedule shall have their salary and benefits prorated as follows: The numerator of the proration factor shall be the number of teaching periods assigned and the denominator shall be one less than the number of periods scheduled for driving between schools or other required points students. (Example: students are scheduled into a seven period day, and a teacher is assigned to teach five classes - -- the teacher shall receive 5/6 of work the salary at the rate allowable by IRS. Mileage will be computed from appropriate step and lane, and 5/6 of the mutually agreed upon table. Payment will be made at cost of the end of each semester in a separate checkselected benefits package.)
C. Teachers shall have A teacher engaged during the option school day in negotiating on behalf of a twenty-one (21) the Association with any representative of the Board or twenty-six (26) equal pay plan through participating in the year. The pay plans formal grievance procedure of this Agreement shall be continuous every other week. Direct deposit is mandatoryreleased from regular duties without loss of salary.
D. The Board agrees Subject to provide voluntary deductions the annuity provider’s ability to gain provider status, at the request of an employee and as approved by part of the compensation arrangement, the Board and the bargaining unit such as: annuitieswill purchase a tax-sheltered annuity contract, charitable contributions, insurance. Such deductions, however, shall not be contrary to law.
E. The Board recognizes that each teacher shall have 5 unassigned preparation periods per week. However, in the event that an unfilled position exists in the district, the following steps will be used to cover the absent teacher. ● Fill the position with substitutes within the building on their prep period. ● Fill the position within the building with a teacher, curriculum coach, or counselor who chooses to volunteer during his/her prep period. ● Call back staff on an inservice/conference to return to the district (if possible) At the beginning as provided under section 403b of the school yearcurrent Federal Internal Revenue Code, for the building administrator shall post a shared digital document of a rotation schedule to staff, which shall include load-bearing employee and certified non-loadbearing staff make payroll allocations in accordance with such as curriculum coaches, counselors, and administrators. Non-loadbearing staff shall have an assigned planning period arrangement for the purpose of subbingpaying the entire premium due and to become due under the annuity contract. Once all Acceptance of a provider is in no way to be construed as an endorsement of that provider by the Board. The Board shall have no liability thereunder because of its purchase of any such annuity contracts.
E. Upon appropriate written authorization from an employee, the Board shall make regular deductions from the salary of the above options have been exhausted, the position will be filled by assigning a teacher, curriculum coach, counselor or administrator from the established schedule. The person assigned to sub will then move employee and remit said amount to the bottom bank or credit union of the rotation for employee’s choice. Such Litchfield Education Association MEA/NEA September 1, 2024-August 31, 2027 deductions shall be forwarded to the next occurrence during their prep hour. This process will be used to distribute institution not later than the responsibilities of student coverage during a sub shortage so that the burden of coverage is shared among staff. If a substitute is not secured and a presently employed teacher substitutes during his preparation period, he will choose to be paid either $50 per hour or one comp hour in addition to his regular salary. Teachers can earn up to one full comp day each semester, with additional hours paid out at $50 per hourcurrent pay day.
F. Teachers may not earn comp time during their normal work day with the exception of when a teacher substitutes during his or her preparation period. In an inclusion classroom, a substitute teacher Longevity benefits will be secured in paid to the absence teacher who has completed step 12 and eleven (11) years of service to the district. The longevity dollar amounts are based upon Step 12 of the regular education teacher’s proper salary column. The longevity dollars are applied to Step 12 of either the BA, BA+25, MA, MA+15, or special education teacher. In the event that the teacher is choosing on their own not to have a substitute teacher in the room with the understanding that there will be no additional compensation provided. In addition, it should be noted that an inclusion course is NOT a special education course, but instead a regular education course in which special education students are attending with support from the inclusion teacherMA+30 salary step.
Appears in 1 contract
Sources: Master Contract
PROFESSIONAL COMPENSATION. A. The salaries of teachers covered by the this Agreement are set forth in Appendix D, A which is attached to, to and incorporated in, in this Agreement. Such salary schedules schedule shall remain in effect from during the first teacher report day term of the next school yearthis Agreement.
B. Traveling teachers Teachers shall not be compensated for driving between schools required to report more than one (1) day prior to the beginning of first semester classes or other required points of work at the rate allowable by IRS. Mileage will be computed from the mutually agreed upon table. Payment will be made to remain more than one (1) day after class sessions or examinations at the end of each semester the second semester, except for professional development as provided in a separate checkAppendix K, Section I. This, however, is not intended to preclude any arrangement to the contrary if mutually agreeable between teachers and administrators involved.
C. Teachers shall have The calendar governing the option operation of a twenty-one (21) or twenty-six (26) equal pay plan through the yearGrand Blanc Community Schools will be negotiated annually, subject to the following regulations:
1. The pay plans calendar as established annually shall become Appendix G of this contract.
2. If the calendar, as established, cannot be continuous every other week. Direct deposit is mandatorymet, the parties will negotiate any adjustments.
D. The Board agrees to provide voluntary deductions Daily Association business shall be conducted in such manner as approved by will not interrupt the Board and educational process, except that if it occurs that a teacher is engaged during the bargaining unit school day in negotiating in behalf of the Association with any designated representative of the Board, or participating in any professional grievance negotiation with said representative of the Board, including arbitration, providing arbitration is agreed to, such as: annuities, charitable contributions, insurance. Such deductions, however, teacher shall not be contrary to lawreleased from regular duties without loss of salary.
E. Any member of the Association who is involved in any multi-district, regional or state professional meeting, by virtue of position, which must be certified in advance to the Administration, such as local president, vice-president, representative assembly delegate, association representatives and state committee members will, if feasible from a practical standpoint, be excused to attend such meetings without loss of pay provided approved coverage for the teacher involved shall be furnished where needed by the Association and without cost to the Board. Reasons for any refusal shall be furnished upon request of the Association.
F. The Board recognizes that each may set the pay for new extra duty positions and will review them annually with the Association.
G. Any teacher shall have 5 unassigned preparation periods per week. However, in the event that an unfilled position exists in the district, the following steps will be used to cover the absent teacher. ● Fill the position with substitutes within the building on their prep period. ● Fill the position within the building with a teacher, curriculum coach, or counselor who chooses to volunteer assigned during his/her prep periodnormal preparation period will be reimbursed at the rate of $19.23 per hour in 2008/09. ● Call back staff on an inserviceNo teacher shall be directed to assume a teaching assignment during his/conference to return to the district (if possible) At the beginning of the school year, the building administrator shall post a shared digital document of a rotation schedule to staff, which shall include load-bearing and certified non-loadbearing staff such as curriculum coaches, counselors, and administrators. Non-loadbearing staff shall have an assigned planning her normal preparation period for the purpose of subbing. Once all of the above options have been exhausted, the position will be filled by assigning a teacher, curriculum coach, counselor or administrator from the established schedule. The person assigned to sub will then move to the bottom of the rotation for the next occurrence during their prep hour. This process will be used to distribute the responsibilities of student coverage during a sub shortage so that the burden of coverage is shared among staff. If a substitute is not secured and a presently employed teacher substitutes during his preparation period, he will choose to be paid either $50 per hour or one comp hour in addition to his regular salary. Teachers can earn up to one full comp day each semester, with additional hours paid out at $50 per hour.
F. Teachers may not earn comp time during their normal work day with the exception of when a teacher substitutes during his or her preparation period. In an inclusion classroom, a substitute teacher will be secured in the absence of the regular education or special education teacher. In the event that the teacher is choosing on their own not to have a substitute teacher in the room with the understanding that there will be no additional compensation provided. In addition, it should be noted that an inclusion course is NOT a special education course, but instead a regular education course in which special education students are attending with support from the inclusion teacher.more than five
Appears in 1 contract
Sources: Master Contract
PROFESSIONAL COMPENSATION. A. The basic salaries of teachers covered for the 2016-2017 and 2017-2018 school year are listed on Salary Schedule A of the agreement. Teachers involved in voluntary extra duty assignments shall be compensated in accordance with Schedule B and Schedule C without deviation except by common consent of both Board and Association officers.
B. All teachers shall be given one (1) year credit on the Agreement are salary schedule set forth for each full year of outside teaching experience up to a maximum of five (5) years in Appendix D, which is attached to, and incorporated in, this Agreementany school district in the State of Michigan or other teaching experience in the school district accredited by a recognized accrediting agency. Such salary schedules No teacher shall remain in effect advance more than one (1) experience step from the first teacher report day of one school year to the next school year.
B. Traveling teachers shall be compensated . For salary schedule purposes, the longevity steps 15, 20 and 25 represent years of service in New ▇▇▇▇▇▇▇ Schools only. They do not include credit for driving between schools or other required points any years of work at service given outside of the rate allowable by IRS. Mileage will be computed from the mutually agreed upon table. Payment will be made at the end of each semester in a separate checkNew ▇▇▇▇▇▇▇ School System.
C. Provisions for ½ day teachers:
1. One-half day teachers will be allowed the following fringe benefits:
a. Allowance of one-half the sick, bereavement and personal business leave days.
b. A full year of teaching ½ days will allow on ½ step on the salary schedule.
c. Allowance of those mandated by law, such as Workmen's Compensation and School Employees Retirement.
d. The Board will pay for one-half (½) of the insurance program provided to other Employees. If the one-half (½) time teacher elects to participate in the program. The other one-half (½) will be deducted from the Employee's pay.
2. The ½ day schedule will be allowed only when another satisfactory teacher candidate is available to take the other one-half day.
D. Teachers required in the course of their work to drive personal automobiles from one school building to another shall have receive a car allowance consistent with the option of IRS per-mile reimbursement rate.
E. For a teacher to change their classification on the pay schedule, they must provide, at least fourteen (14) days prior to that payroll period, an official transcript or grade report demonstrating evidence for the movement to take place.
F. Teachers may select twenty-one (21) or twenty-six (26) equal pays [27 may be mutually agreed upon IF the calendar dictates 3 weeks or more between pays] with pay plan through beginning the yearsecond week of school. The pay plans shall be continuous every other week. Direct deposit is mandatory.
D. The When a payday falls during a vacation or the summer, the teacher may pick up his/her check or the Board agrees to provide voluntary deductions send the check postpaid to each teacher.
G. The time spent by teachers which is required by law (i.e., new teachers in professional development activities and with mentors; time associated with individual development plans; etc.) shall not require additional compensation.
▇. ▇▇▇▇▇▇▇▇▇ B and C shall only be paid upon completion of all responsibilities as approved determined by the Board and the bargaining unit such as: annuities, charitable contributions, insurance. Such deductions, however, shall not be contrary to law.
E. The Board recognizes that each teacher shall have 5 unassigned preparation periods per week. However, in the event that an unfilled position exists in the district, the following steps will be used to cover the absent teacher. ● Fill the position with substitutes within the building on their prep period. ● Fill the position within the building with a teacher, curriculum coach, or counselor who chooses to volunteer during his/her prep period. ● Call back staff on an inservice/conference to return direct supervisor and/or administrator prior to the district (if possible) At the beginning of the school year, the building administrator shall post a shared digital document of a rotation schedule to staff, which shall include load-bearing and certified non-loadbearing staff such as curriculum coaches, counselors, and administratorsyear and/or season. Non-loadbearing staff shall have an assigned planning period for the purpose of subbing. Once all of the above options have been exhausted, the position will be filled by assigning a teacher, curriculum coach, counselor or administrator from the established schedule. The person assigned to sub will then move to the bottom of the rotation for the next occurrence during their prep hour. This process will be used to distribute the responsibilities of student coverage during a sub shortage so that the burden of coverage is shared among staff. If a substitute is not secured and a presently employed teacher substitutes during his preparation period, he will choose to be paid either STEP B.A. B.A +18 M.A. M.A.+10 0 $50 per hour or one comp hour in addition to his regular salary. Teachers can earn up to one full comp day each semester, with additional hours paid out at 37,198 37,603 39,357 39,762 $50 per hour.
F. Teachers may not earn comp time during their normal work day with the exception of when a teacher substitutes during his or her preparation period. In an inclusion classroom, a substitute teacher will be secured in the absence of the regular education or special education teacher. In the event that the teacher is choosing on their own not to have a substitute teacher in the room with the understanding that there will be no additional compensation provided. In addition, it should be noted that an inclusion course is NOT a special education course, but instead a regular education course in which special education students are attending with support from the inclusion teacher.38,257 38,662 40,490 40,895 1 $39,318 39,724 41,625 42,030 $40,433 40,838 42,815 43,220 2 $41,549 41,954 44,005 44,410 $42,741 43,146 45,288 45,693 3 $43,931 44,336 46,573 46,978 $45,177 45,582 47,910 48,315 4 $46,422 46,827 49,249 49,654 $47,743 48,148 50,664 51,069 5 $49,064 49,469 52,078 52,483 $50,477 50,882 53,584 53,989 6 $51,890 52,295 55,090 55,495 $53,359 53,764 56,670 57,075 7 $54,829 55,234 58,249 58,654 $56,392 56,797 59,943 60,348 8 $57,954 58,359 61,636 62,041 $59,609 60,014 63,403 63,808 9 $61,264 61,669 65,171 65,576 $63,675 64,080 67,731 68,136 10 $66,085 66,490 70,292 70,697 $67,087 67,492 71,356 71,761 11 $69,110 69,251 73,507 73,919 $70,600 71,020 75,092 75,513
Appears in 1 contract
Sources: Master Agreement
PROFESSIONAL COMPENSATION. A. The basic salaries of teachers professional unit members covered by the Agreement this agreement are set forth in Appendix DA, which is attached to, to and incorporated in, in this Agreementagreement. Such salary schedules schedule shall remain in effect from during the first teacher report day term of the next school yearthis agreement.
B. Traveling teachers Placement on the salary schedule shall be compensated in accordance with the years of experience, highest degree consistent with assignment, and the number of semester hours earned beyond said degree. The Association agrees to grant steps for driving between schools or other required points of relevant work experience at the rate allowable by IRSof one step for every two years of experience outside of teaching up to a maximum of six steps providing the individual has a bachelor’s degree or greater. Mileage Upon completion of three years of employment and attainment of a teaching certificate, the individual will be computed from granted additional steps for relevant work experience, in excess of the mutually agreed upon tableyears considered above, for up to an additional eight years non-teaching experience at a rate of one step per two years. Payment will The maximum number of steps to be made granted is a total of ten steps under this provision. This provision shall apply to existing staff similarly situated at the end start of each semester in the contract year. The Superintendent, or his/her designee, will consult with the President of the Association, or his/her designee, on the step placement of any new hire prior to the person being brought before the School Board and a separate checkcontract begin offered to him/her regarding step placement.
C. Teachers The salary schedule is based upon the regular school calendar as set forth in Appendix A, and the normal assignment of such non-teaching duties as, but not limited to, bus duty, recess, lunch, dances, and class activities. For teaching assignments in excess of the regular school calendar and contract, unit members shall have be paid their pro rata daily rate as defined in this article.
D. A unit member whose work is adjudged unsatisfactory may be retained at the option of a twenty-one (21) or twenty-six (26) equal pay plan through same salary step for the succeeding year. The pay plans unit member shall be continuous every other weekso notified in writing by April 15 and given the reasons for withholding same. Direct deposit Before written notice is mandatorygiven, the following administrative action must have occurred: administrative evaluations must have indicated the areas of unsatisfactory performance and indicated the expected correction. E. Placement on the B+15, B+30, or Masters track is dependent upon final approval of the Superintendent of Schools. All courses and accepted degree programs should be related to the unit member’s professional area of work.
D. F. The starting pay date for the 2009-2010 school year will be August 28, 2009. The District will no longer offer a double pay in the month of December. Each payment shall include a listing of all deductions for that pay period.
G. A unit member in the Northumberland School District will receive, in addition to the unit member’s regular contractual remuneration according to Appendix A of this agreement, an additional $15,000 during the final one, two or three years of service upon written notification to the Superintendent of Schools of the unit member’s intent to retire. At the unit member’s option, the total amount of the $15,000 may be taken in the final year of service or it may be divided into two $7,500 payments in each of the final two years of employment, or into three $5,000 payments in the final three years of service. The notification shall take place no later than November 1st during the school year in which the unit member intends to retire. Notwithstanding any other provisions in the Agreement, the amounts payable under retirement shall be reduced by such amount necessary to prevent the School District from being assessed y the New Hampshire Retirement System under RSA 100-A:16 III-a or other similar statutes or regulations. For unit members who choose to spread the payment over two or three years, the notice must be provided no later than November 1st during the school year in which the first payment will be made. Payments will be provided within 60 calendar days of the last day of school. The notification to the Superintendent of Schools of the intended retirement date will be final and binding upon the unit member. A unit member who intends to take advantage of this section must first meet the following qualifications:
1. The unit member must have accrued a minimum of ten (10) years of full-time teaching experience in the Northumberland School District by date of retirement, and:
2. Either of the following criteria must apply by the date of retirement:
a. The unit member must have fifteen (l5) years total full-time teaching experience, or:
b. The unit member must reach fifty-five (55) years of age. If a unit member chooses to withdraw his/her retirement request, he/she must do so no later than May 1st of the school year that they gave notice, if they planned to receive the lump sum payment. If they chose divided payments, the request must be approved before any payments are made. The Board agrees reserves the right to provide voluntary deductions as approved by the Board and deny any request.
H. Any member of the bargaining unit such as: annuities, charitable contributions, insurance. Such deductions, however, shall not be contrary to lawreceiving longevity benefits during the 2000-2001 contract year will receive the same amount for the balance of their years employed with the district.
E. I. The Board recognizes that each teacher shall Association has agreed to work with the Administration on developing an enhanced/compressed pay track (in addition to our current tracks) to recognize and encourage “Master Teacher” status. The Master Teacher standards established nationally and the ▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ domains of effective teaching are some of the references to be used in this study.
J. The District will provide a sick day buyback for bargaining members who have 5 unassigned preparation periods per weekaccumulated more than 100 days. However, in the event that an unfilled position exists in the district, the following steps The employee will be used to cover reimbursed for sick days that they have accumulated above the absent teacher100 day carry forward at the rate of $50.00 per day. ● Fill The payment will be after the position with substitutes within the building on their prep period. ● Fill the position within the building with a teacher, curriculum coach, or counselor who chooses to volunteer during his/her prep period. ● Call back staff on an inservice/conference to return to the district (if possible) At the beginning end of the school year, the building administrator shall post a shared digital document of a rotation schedule to staff, which shall include load-bearing and certified non-loadbearing staff such as curriculum coaches, counselors, and administrators. Non-loadbearing staff shall have an assigned planning period for the purpose of subbing. Once all of the above options have been exhausted, the position will be filled by assigning a teacher, curriculum coach, counselor or administrator from the established schedule. The person assigned to sub will then move to the bottom of the rotation for the next occurrence during their prep hour. This process will be used to distribute the responsibilities of student coverage during a sub shortage so that the burden of coverage is shared among staff. If a substitute is not secured and a presently employed teacher substitutes during his preparation period, he will choose to be paid either $50 per hour or one comp hour in addition to his regular salary. Teachers can earn up to one full comp day each semester, with additional hours paid out at $50 per hour.
F. Teachers may not earn comp time during their normal work day with the exception of when a teacher substitutes during his or her preparation period. In an inclusion classroom, a substitute teacher will be secured in the absence of the regular education or special education teacher. In the event that the teacher is choosing on their own not to have a substitute teacher in the room with the understanding that there will be no additional compensation provided. In addition, it should be noted that an inclusion course is NOT a special education course, but instead a regular education course in which special education students are attending with support from the inclusion teacher.
Appears in 1 contract
Sources: Collective Bargaining Agreement
PROFESSIONAL COMPENSATION. A. The basic salaries of teachers covered by the this Agreement are set forth in Appendix DSchedule B, which is attached to, to and incorporated in, in this Agreement. Such salary schedules schedule shall remain in effect from during the first teacher report day term of the next school yearthis Agreement.
B. Traveling All teachers, whether or not newly employed, may be given up to eight (8) years credit on the Salary Schedule for prior teaching experience.
C. A maximum of five (5) years of active service in the armed forces shall be considered equivalent to five (5) years of teaching in the ▇▇▇▇▇▇▇▇ Township Schools for salary purposes. In no instance shall the combined credit for teaching outside the ▇▇▇▇▇▇▇▇ Township Schools and service in the armed forces exceed eight (8) years.
D. Academic credit received by the teacher for the purpose of changing classification on the salary schedule must be toward a higher degree or credit in the field in which he is teaching or related areas. Prior approval for courses may be obtained from the Superintendent before enrolling in a class.
1. Evidence of credits shall be given to the principal of the school. The principal and Superintendent shall evaluate the credits and recommend to the Board those approved changes in the schedule.
2. If credits are disapproved, they shall be given to a committee composed of two (2) teachers, one (l) administrator, and two (2) Board members who shall judge credits and recommend to the Superintendent changes of classification for salary purposes. The Superintendent will then recommend to the Board of Education these changes.
3. Credits for change of classification submitted by a elementary school teacher shall be judged by a committee of two (2) elementary school teachers, one elementary school principal or supervisor and two (2) Board members.
4. Credits for a change of classification submitted by a high school teacher shall be judged by two (2) high school teachers, one high school principal or supervisor and two (2) Board members.
5. Credits for a change of classification submitted by a middle school teacher shall be judged by two (2) middle school teachers, one middle school principal or supervisor and two (2) Board members.
6. Teachers serving on this committee will be selected by the teachers of each group during the last month of school each school year and continue to serve until a successor is selected.
E. Any teacher who expects to move horizontally on the salary schedule must notify the Superintendent of Schools in writing prior to July l of the year in which he/she is to make the horizontal move. Credits must be evaluated and approved prior to payment. An official, non-duplicated transcript must be provided. If notification is not made prior to July l, the teacher will not be entitled to make such a horizontal move during the first semester of that school year. If notification is not made prior to November 1, the teacher will not be entitled to make a horizontal move during the second semester of that school year. Credits taken for advancement on the salary schedule beyond the Master’s Degree must be taken during the academic year proceeding the awarding of the Master’s Degree or after. (This Master’s Degree language will take effect on November 2, 2002.)
F. Any teacher who wants to have his/her credits evaluated for the purpose of advancement on the salary schedule must notify the Superintendent in writing at least fifteen (l5) days before the beginning of each semester.
G. Teachers will be paid in a manner to conform to one of three options:
Option I: One twenty-sixth of the annual salary, less deductions. The final payment will be on the pay date following the end of the school year. Included with this last payment will be the total of withheld salary. Option II: One twentieth of the annual salary, less deductions. Option III: One twenty-sixth of the annual salary, less deductions. Pay dates will be every other Thursday. Teachers may elect any of the three options. A change may be made from Option I to Option III, or from Option III to Option I, provided that the change is made prior to June 1.
H. The Salary Schedule is based upon the regular school calendar as set forth in Schedule A and the normal teaching load as defined in this Agreement.
I. Teachers involved in extra duty assignments set forth in Schedules B, l and 2, which are attached to and incorporated in this Agreement, shall be compensated in accordance with the provisions thereof. All teachers shall be compensated for driving between schools or other required points in accordance with the provisions of work at this Article and the rate allowable by IRSannexed Schedules without deviation.
▇. Mileage All coaching assignments below the level of Head Coach will be computed from reviewed annually by a committee made up of the mutually agreed upon tableHigh School Principal, Athletic Director and the Head Coach of the involved sport. Payment Transfers may be recommended within the coaching ranks of all sports to best utilize the talent of the coaching staff. The Board shall post any coaching positions annually which are filled by non-teaching personnel. However, the Board is not required to hire a teacher for these positions. All other vacancies will be made at filled by proper posting procedures with the end application being subject to the recommendation of each semester the said committee and in a separate check.
C. Teachers shall have compliance with the option express terms and conditions of a twenty-one (21) or twenty-six (26) equal pay plan through the year. The pay plans shall be continuous every other week. Direct deposit is mandatory.
D. The Board agrees to provide voluntary deductions as approved by the Board and the bargaining unit such as: annuities, charitable contributions, insurance. Such deductions, however, shall not be contrary to law.
E. The Board recognizes that each teacher shall have 5 unassigned preparation periods per weekthis Agreement. However, in such regard, Article 8, F., of this Agreement shall not be applicable. The recommendation of the Head Coach, Athletic Director, and Principal shall be forwarded to the Board for final approval.
K. Teachers required in the course of their work to drive personal automobiles from one school building to another shall receive a car allowance equal to the approved Internal Revenue Service Rate. The same allowance shall be given for use of personal cars for field trips or other business of the district. The Board shall provide property damage and liability insurance protection for teachers when their personal automobiles are used as provided in this section.
L. Any teacher teaching an extra class period shall be compensated at the rate of 1/7th of their salary step for the extra class. The salary shall be divided equally over the pay periods selected by the teacher at the option of the teacher.
M. Certified vocational and learning disability teachers shall be reimbursed $40.00 per annual class hour when teaching State approved vocational and learning disability courses.
N. In the event that an unfilled position exists in the district, the following steps will be used of a teacher being called to cover the absent teacher. ● Fill the position with substitutes within the building on their prep period. ● Fill the position within the building with a teacher, curriculum coach, or counselor who chooses to volunteer active military duty other than training during his/her prep period. ● Call back staff on an inservice/conference to return to the district (if possible) At the beginning of the school year, the building administrator shall post district will pay the difference between military pay and professional salary for a shared digital document maximum of a rotation schedule twenty (20) school days.
O. The Board agrees to staff, which shall include loadmake deductions each pay period and remit funds for tax-bearing and certified non-loadbearing staff such as curriculum coaches, counselors, and administratorsdeferred annuities each pay period beginning in September. Non-loadbearing staff shall have an assigned planning period for the purpose of subbing. Once all of the above options have been exhausted, the position There will be filled by assigning a teacher, curriculum coach, counselor or administrator from open enrollment until November 1. A teacher may drop the established schedule. The person assigned to sub will then move to program at any time and/or change the bottom of dollar amount once during the rotation for the next occurrence during their prep hour. This process will be used to distribute the responsibilities of student coverage during a sub shortage so that the burden of coverage is shared among staff. If a substitute is not secured and a presently employed teacher substitutes during his preparation period, he will choose to be paid either $50 per hour or one comp hour in addition to his regular salary. Teachers can earn up to one full comp day each semester, with additional hours paid out at $50 per hourschool year.
F. Teachers may not earn comp time during their normal work day with the exception of when P. If a teacher substitutes during his or her free time or preparation period. In an inclusion classroomtime, a substitute teacher at the request of the Principal, he or she will be secured in the absence paid according to Schedule B-2.
Q. The social worker shall be paid at 100% of the regular education or special education teacherSchedule B Salary Schedule.
R. The year school nurse(s) shall be paid at 70% of the BA-0 lane of the Schedule B Salary Schedule. In The work schedule consists of 7 hours per day for scheduled student days, plus an additional seven (7) days. The current school nurses ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ and ▇▇▇▇▇ ▇▇▇▇▇▇▇▇ shall be paid at 85% of the event that BA-0 lane of the teacher is choosing on Schedule B Salary Schedule. The work schedule consists of 7 hours per day for scheduled student days, plus an additional seven (7) days. The 85% of BA-0 will sunset and revert back to 70% for the nurse position upon their own not retirement.
S. Study Hall at Kingsford High School to have a substitute teacher in the room be staffed by certified personnel with the understanding that there salary to be at B.A. 0 lane with longevity steps in place but not horizontal lanes. The assignment would be seven (7) periods and lunch but no preps or professional hour. This assignment will accrue seniority at a rate of 6 seniority points per school year.
T. Effective July 1, 2011, all payroll information shall be provided electronically. Payroll information will be no additional compensation providedavailable on-line for employee viewing. In additionA hard copy distributed on regularly scheduled pay dates upon individual teacher request, it should be noted that an inclusion course is NOT a special education coursein writing, but instead a regular education course in which special education students are attending with support from to the inclusion teacherbusiness office.
U. The board reserves the right to provide signing bonus and or moving expense stipends to newly hired BTEA members.
Appears in 1 contract
Sources: Master Agreement
PROFESSIONAL COMPENSATION. A. The salaries of classroom teachers covered by the Agreement are set forth in Appendix D, Schedule A which is attached to, to and incorporated in, in this Agreement. Such The salary schedules schedule is based on the assumption that the teacher will perform more than just a normal teaching assignment during normal teaching hours.
B. Schedule B positions are recognized as an integral part of Northport Public School. For extra responsibilities, as identified in Schedule B, the teacher shall be compensated as shown in Schedule B. Schedule B shall not be considered an all inclusive listing of responsibilities for which extra compensation may be granted. The Board reserves the right to establish additional positions of responsibilities other than those listed in Schedule B and to establish the rate of compensation for the work performed. However, if additional positions which are not in Schedule B should arise during the life of this Agreement, they shall be subject to negotiations between the Board and the Association to establish an equitable pay rate according to existing Schedule B positions. It is expressly understood that tenure status does not apply to Schedule B positions and that such positions may be filled by school employees other than bargaining unit members.
C. Payment of regular salary will be made on alternate Friday’s beginning with the first Friday in September. Bargaining members shall be notified in September of the date of the last pay for that school year. The bargaining unit member shall designate his/her choice of twenty‐one (21) or twenty‐six (26) equal payments which shall remain in effect from on a continuing basis unless changed in writing by the first teacher report day bargaining unit member prior to September 1 of any particular year. Retiring teachers may elect to receive accrued salary on the last contract day.
D. Deductions of a mandatory nature shall include:
1. Withholding Tax – State and Federal
2. Social Security
3. MIP (retirement)
4. LTD Deductions of a voluntary nature (which shall be limited to no more than five (5) per teacher) shall include:
1. M.E.A. and N.E.A. and local association dues
2. Tax sheltered savings and retirement insurance
3. MESSA Insurance options 4. TBA Credit Union
5. Optional deduction AUTHORIZATION OF DEDUCTIONS
1. Deductions of a voluntary nature shall be authorized in writing by November 1 of the next school contract year.
B. Traveling teachers 2. Deduction of local, state, and national association dues may be made on a monthly basis. The Board assumes no liability to the local, state, or national association for dues payment in excess of the monthly deductions.
E. The computation of the teacher’s daily wage will be based on the annually agreed calendar days for the duration of this contract.
F. The school calendar shall be compensated negotiated annually between the board and association, meeting the requirements of the State, by June 1st of each year.
G. Half‐time or part‐time teachers who are required to attend a full day shall be paid for driving between schools a full day of work.
H. The Board will provide the following benefits for each full‐time teacher and his/her eligible dependents (i.e. spouse and children). Teachers employed part time shall have health insurance benefits pro‐rated on the same fractional basis as for which they are employed. However, each such employee shall receive no less than single subscriber coverage. In the event someone resigns for medical reasons or other required points of work at dies, the rate allowable by IRS. Mileage insurance will be computed from pro‐rated. (Example: 60 of the mutually agreed upon table187 calendar days worked = 60/187 = 32% = 4 months insurance). Payment Resigning for any other reason during the course of the school calendar year will be made result with the insurance being terminated at the end of each semester the last month of employment. Bargaining unit members will have the cost of negotiated Long Term Disability insurance coverage deducted from their pay. The amount deducted shall be determined by MESSA as part of a PAK benefit package. PLAN A: FOR EMPLOYEES NEEDING HEALTH INSURANCE Health: Super Care I w/Preventative Care Rider Negotiated Life: $50,000 AD&D Vision: VSP 3 Plus Platinum Dental: 100X90/90‐$1500 Class I, II, III 90 Class IV Lifetime maximum, two cleanings per year, sealants‐yes, no adult ortho Prescription Card ‐ $5.00 deductible LTD: 60% $5,000 monthly maximum 90 Calendar days – modified fill Maternity Coverage Pre‐Existing condition waiver Freeze on offsets Alcohol/Drug Addiction – same as any other illness Mental/Nervous – same as any other illness PLAN B: FOR EMPLOYEES NOT NEEDING HEALTH INSURANCE Negotiated Life: $50,000 AD&D Vision: VSP 3 Plus Platinum Dental: 100X90/90‐$1,500 Class I, II, III 90 Class IV Lifetime maximum, two cleanings per year, sealants‐yes, no adult ortho LTD: 60% $5,000 monthly maximum 90 Calendar days – modified fill Maternity Coverage Pre‐Existing condition waiver Freeze on offsets Alcohol/Drug Addiction –same as any other illness Mental/Nervous – same as any other illness
I. Teachers not electing hospitalization coverage provided in a separate checkPlan A may apply up to the amount of the single subscriber premium toward the following MESSA or Board Insurance Carrier options:
A. Short term/long term disability
B. Term Life Insurance
C. Survivor Income Insurance D. Dependent Life Insurance
E. Hospital Indemnity
F. Tax Deferred Annuities from Board approved companies Teachers shall pay their major medical deductibles. Teachers shall pay their prescription deductibles. The Board will pay up to 15% increase on premiums on an annual basis.
C. Teachers J. Any amount exceeding the Board subsidy shall have be payroll deducted. If a husband and wife are both members of this bargaining unit, no more than one shall elect health insurance coverage. An open enrollment period shall be provided from September 1 to October 1.
K. The counselor and the option of a twenty-one media specialist shall receive at least 2 (21two) or twenty-six (26) equal pay plan through the yearpaid days at their present daily rate to begin and end school obligations. The pay plans shall be continuous every other week. Direct deposit is mandatory.
D. The Board agrees to provide voluntary deductions as approved by the Board and the bargaining unit such as: annuities, charitable contributions, insurance. Such deductions, however, shall not be contrary to law.
E. The Board recognizes that each teacher shall have 5 unassigned preparation periods per week. However, in the event that an unfilled position exists in the district, the following steps Administration will be used to cover the absent teacher. ● Fill the position with substitutes within the building on their prep period. ● Fill the position within the building with a teacher, curriculum coach, or counselor who chooses to volunteer during his/her prep period. ● Call back staff on an inservice/conference to return to the district (if possible) At set one extra in‐service day at the beginning of each year for orientation of new teachers and may set one (1) extra day for probationary teachers. The dates will be mutually agreed upon by the school Administration and the Association by June 1 of each year. New and probationary teachers shall attend and be paid per diem for a full day and prorata for any day less than a full day.
L. Teachers may be granted an absence with pay for visitations to other schools or attending meetings or conferences of an educational nature. The number of teachers allowed to leave at any one time will be at the discretion of the Administration. Fees, the building administrator shall post a shared digital document of a rotation schedule to stafftravel, which shall include load-bearing and certified non-loadbearing staff such as curriculum coaches, counselors(IRS allowable rate), and administratorsother expenses will be paid to the extent that such expenses were given prior approval by the superintendent. Non-loadbearing staff Those teachers attending conferences at the official request of the Administration during evenings, weekends, or ▇▇▇▇▇▇▇ shall have an assigned planning period be paid one hundred fifty dollars ($150.00) or earn compensatory time per day. (See conference request form in appendices).
M. Each teacher may be allowed up to three (3) individual work days per year for the purpose of subbing. Once all of the above options have been exhausted, the position will be filled by assigning a teacher, curriculum coach, counselor or administrator from the established schedule. The person assigned to sub will then move to the bottom of the rotation for the next occurrence during their prep hour. This process will be used to distribute the responsibilities of student coverage during a sub shortage so that the burden of coverage is shared among staff. If a substitute is not secured and a presently employed teacher substitutes during his preparation period, he will choose to be paid either $50 per hour or one comp hour in addition to his regular salary. Teachers can earn up to one full comp day each semester, with additional hours paid out at $50 per hour.
F. Teachers may not earn comp time during their normal work day with the exception of when a teacher substitutes during his or her preparation period. In an inclusion classroom, a substitute teacher will be secured in the absence of the regular education or special education teacher. In the event that the teacher is choosing on their own not to have a substitute teacher in the room with the understanding that there will be no additional compensation provided. In addition, it should be noted that an inclusion course is NOT a special education course, but instead a regular education course in which special education students are attending with support from the inclusion teacher.research (i.
Appears in 1 contract
Sources: Collective Bargaining Agreement
PROFESSIONAL COMPENSATION. A. The salaries of teachers covered by the this Agreement are set forth in Appendix D, Schedule A which is attached to, to and incorporated in, this in the Agreement. Such salary schedules shall remain in effect from the first teacher report day of the next school year.
B. Traveling teachers The salary schedule is based upon a normal full time teaching load, on a nine-and-one-half month’s (traditional, two-semester teaching year) basis as agreed upon in the calendar. For extra work the teacher shall be compensated entitled to appropriate additional professional compensation, as set forth in Schedule B. Teachers working less than a full schedule shall have their salary and benefits prorated as follows: The numerator of the proration factor shall be the number of teaching periods assigned and the denominator shall be one less than the number of periods scheduled for driving between schools or other required points students. (Example: students are scheduled into a seven period day, and a teacher is assigned to teach five classes --- the teacher shall receive 5/6 of work the salary at the rate allowable by IRS. Mileage will be computed from appropriate step and lane, and 5/6 of the mutually agreed upon table. Payment will be made at cost of the end of each semester in a separate checkselected benefits package.)
C. Teachers shall have A teacher engaged during the option school day in negotiating on behalf of a twenty-one (21) the Association with any representative of the Board or twenty-six (26) equal pay plan through participating in the year. The pay plans formal grievance procedure of this Agreement shall be continuous every other week. Direct deposit is mandatoryreleased from regular duties without loss of salary.
D. The Board agrees Subject to provide voluntary deductions the annuity provider’s ability to gain provider status, at the request of an employee and as approved by part of the compensation arrangement, the Board and the bargaining unit such as: annuitieswill purchase a tax-sheltered annuity contract, charitable contributions, insurance. Such deductions, however, shall not be contrary to law.
E. The Board recognizes that each teacher shall have 5 unassigned preparation periods per week. However, in the event that an unfilled position exists in the district, the following steps will be used to cover the absent teacher. ● Fill the position with substitutes within the building on their prep period. ● Fill the position within the building with a teacher, curriculum coach, or counselor who chooses to volunteer during his/her prep period. ● Call back staff on an inservice/conference to return to the district (if possible) At the beginning as provided under section 403b of the school yearcurrent Federal Internal Revenue Code, for the building administrator shall post a shared digital document of a rotation schedule to staff, which shall include load-bearing employee and certified non-loadbearing staff make payroll allocations in accordance with such as curriculum coaches, counselors, and administrators. Non-loadbearing staff shall have an assigned planning period arrangement for the purpose of subbingpaying the entire premium due and to become due under the annuity contract. Once all Acceptance of a provider is in no way to be construed as an endorsement of that provider by the Board. The Board shall have no liability thereunder because of its purchase of any such annuity contracts.
E. Upon appropriate written authorization from an employee, the Board shall make regular deductions from the salary of the above options have been exhausted, employee and remit said amount to the position bank or credit union of the employee’s choice. Such deductions shall be forwarded to the institution not later than the current pay day.
▇. ▇▇▇▇▇▇▇▇▇ benefits will be filled by assigning a teacher, curriculum coach, counselor or administrator from paid to the established scheduleteacher who has completed step 12 and eleven (11) years of service to the district. The person assigned to sub will then move to the bottom longevity dollar amounts are based upon Step 12 of the rotation for teacher’s proper salary column. The longevity pay amounts, which are listed in Schedule A, are frozen at the next occurrence during their prep hour1997-1998 salary schedule longevity dollar amounts. This process will be used Longevity 1 12-15 years 1.5% Longevity 2 16-20 years 3.0% Longevity 3 21-25 years 6.0% Longevity 4 26-30 years 9.0% The longevity dollars are applied to distribute Step 12 of either the responsibilities of student coverage during a sub shortage so that the burden of coverage is shared among staff. If a substitute is not secured and a presently employed teacher substitutes during his preparation periodBA, he will choose to be paid either $50 per hour BA+25, MA, MA+15, or one comp hour in addition to his regular salary. Teachers can earn up to one full comp day each semester, with additional hours paid out at $50 per hourMA+30 salary step.
F. Teachers may not earn comp time during their normal work day with the exception of when a teacher substitutes during his or her preparation period. In an inclusion classroom, a substitute teacher will be secured in the absence of the regular education or special education teacher. In the event that the teacher is choosing on their own not to have a substitute teacher in the room with the understanding that there will be no additional compensation provided. In addition, it should be noted that an inclusion course is NOT a special education course, but instead a regular education course in which special education students are attending with support from the inclusion teacher.
Appears in 1 contract
Sources: Master Contract
PROFESSIONAL COMPENSATION. A. The basic salaries of teachers and others covered by the this Agreement are set forth in Appendix D, A which is attached to, to and incorporated in, in this Agreement. Such Teachers shall have the option of receiving their salary schedules in 21 or 26 equal increments and shall remain elect their option by July 1st for salary disbursements in effect the succeeding year, including any request for a lump-sum payout in June. The Board agrees to adhere to the salaries set forth in Appendices A, B (except as provided in section D below) and C and any deviation shall be immediately adjusted upon being brought to the attention of the Board.
B. A teacher 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 his/her 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 teachers 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. A teacher hired as a less than full-time employee 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. District administrators who are placed in the classroom shall be placed on the salary schedule in accordance with the provision of the Teacher Tenure Act.
2. A teacher shall advance to the next step of the salary schedule on the anniversary of his/her employment date with the district, except a teacher whose anniversary falls during the months of September or October shall be advanced earlier to the next step on the first teacher report day of each school year. New teachers shall advance to the next step on the salary schedule according to the following:
a. Teachers hired before November 1 shall advance to the next step, and subsequent steps, on the first day of the next school year.
B. Traveling b. Teachers 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, and subsequent years.
c. Teachers 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.
3. A teacher new to the Brighton Area Schools during the term of this Agreement who has accumulated a half year or more but less than a full year's experience in another school shall be placed on the salary schedule which represents a step prior to the one he/she will reach at the time he/she completes a full year of experience or an additional full year.
4. Shared and/or abbreviated teaching schedules (see Article 12-C) may at times be beneficial both to the Board and the individual teacher. Interest in a shared or abbreviated schedule position shall be submitted in writing annually on forms provided by the Board, with a copy to the Association, no later than March 1, for the following academic year. Should a shared or abbreviated teaching position become available, the teacher's pay, benefits and seniority shall be pro-rated in relation to the teacher's work day. Teachers placed on abbreviated schedules shall receive one full year experience step.
5. A teacher advancing from one salary track to another will be placed on the advanced salary track, beginning the first day of the semester next succeeding that in which proof of advancement has been verified and accepted by the Assistant Superintendent for Human Resources. The teacher must notify the Assistant Superintendent for Human Resources of his/her intent to complete the necessary requirements for advancement in writing by July 1 to qualify for the year, and during October to qualify for one-half (2) of the salary adjustment. For the purposes of this provision, ninety-three (93) contract days equals one semester.
6. 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 and may include C.E.U.'s approved by the Assistant Superintendent for Human Resources.
C. The salary schedule is based upon the regular school year calendar as set forth in Appendix 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 his/her 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. Teachers appointed to extra duty assignments set forth in Appendix 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 driving between schools an Appendix B assignment and the board hires a non-bargaining unit applicant, the level of compensation may be equal to or other required points of work at less than the rate allowable by IRS. Mileage will be computed from the mutually agreed upon table. Payment will be made at the end of each semester salary established in a separate check.
C. Teachers shall have the option of a twenty-one (21) or twenty-six (26) equal pay plan through the year. The pay plans shall be continuous every other week. Direct deposit is mandatory.
D. Appendix B. The Board agrees to provide voluntary deductions as approved prepare a job description for all jobs covered by Appendix B. Before such descriptions become part of Board policy, they shall be submitted to the Board Association for review and the bargaining unit such as: annuities, charitable contributions, insurance. Such deductions, however, shall not be contrary to lawopportunity for recommendation.
E. The Board recognizes that each teacher shall have 5 unassigned preparation periods per week. However, Employees required in the event that an unfilled position exists course of their work to drive personal automobiles from one school building to another shall receive a car allowance equal to the current IRS approved mileage rate. The same allowance 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 turned in to the Board offices before the third Monday of the month will be subject to Board approval by the fourth Thursday of the month.
F. 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.
G. In recognition of services to the school district, a terminal payment of 2/3 of one percent of the employee's current annual contracted salary shall be paid to the employee for each year of service in the district, provided the following steps will be used to cover employee shall have been employed in the absent teacherschool district for at least ten (10) years. ● Fill Beginning with the position with substitutes within the building on their prep period. ● Fill the position within the building with a teacher, curriculum coach, or counselor who chooses to volunteer during his/her prep period. ● Call back staff on an inservice/conference to return to the district (if possible) At the beginning of the 2003-2004 school year, the building administrator terminal pay shall post a shared digital document of a rotation schedule to staff, which shall include load-bearing be phased out and certified non-loadbearing staff such as curriculum coaches, counselors, and administratorsconverted into longevity pay. Non-loadbearing staff shall have an assigned planning period New teachers hired for the purpose of subbing2004-2005 year and after will receive longevity pay rather than terminal pay. Once all Longevity pay will be paid as follows:
1. . 67% times the top step of the above options have been exhausted, the position will be filled by assigning a teacher, curriculum coach, counselor or administrator 's salary lane from the established schedule. The person assigned to sub will then move 16th year through the 20th year of service to the bottom of the rotation for the next occurrence during their prep hour. This process will be used to distribute the responsibilities of student coverage during a sub shortage so that the burden of coverage is shared among staff. If a substitute is not secured and a presently employed teacher substitutes during his preparation period, he will choose to be paid either $50 per hour or one comp hour in addition to his regular salary. Teachers can earn up to one full comp day each semester, with additional hours paid out at $50 per hourDistrict.
F. Teachers may not earn comp time during their normal work day with the exception of when a teacher substitutes during his or her preparation period. In an inclusion classroom, a substitute teacher will be secured in the absence of the regular education or special education teacher. In the event that the teacher is choosing on their own not to have a substitute teacher in the room with the understanding that there will be no additional compensation provided. In addition, it should be noted that an inclusion course is NOT a special education course, but instead a regular education course in which special education students are attending with support from the inclusion teacher.
Appears in 1 contract
Sources: Professional Agreement
PROFESSIONAL COMPENSATION. A. The basic salaries of teachers covered for the 2011-2012 school year are listed on Salary Schedule A of the agreement. Teachers involved in voluntary extra duty assignments shall be compensated in accordance with Schedule B and Schedule C without deviation except by common consent of both Board and Association officers.
B. All teachers shall be given one (1) year credit on the Agreement are salary schedule set forth for each full year of outside teaching experience up to a maximum of five (5) years in Appendix D, which is attached to, and incorporated in, this Agreementany school district in the State of Michigan or other teaching experience in the school district accredited by a recognized accrediting agency. Such salary schedules No teacher shall remain in effect advance more than one (1) experience step from the first teacher report day of one school year to the next school year.
B. Traveling teachers shall be compensated . For salary schedule purposes, the longevity steps 15, 20 and 25 represent years of service in New ▇▇▇▇▇▇▇ Schools only. They do not include credit for driving between schools or other required points any years of work at service given outside of the rate allowable by IRS. Mileage will be computed from the mutually agreed upon table. Payment will be made at the end of each semester in a separate checkNew ▇▇▇▇▇▇▇ School System.
C. Provisions for ½ day teachers:
1. One-half day teachers will be allowed the following fringe benefits:
a. Allowance of one-half the sick, bereavement and personal business leave days.
b. A full year of teaching ½ days will allow on ½ step on the salary schedule.
c. Allowance of those mandated by law, such as Workmen's Compensation and School Employees Retirement.
d. The Board will pay for one-half (½) of the insurance program provided to other Employees. If the one-half (½) time teacher elects to participate in the program. The other one-half (½) will be deducted from the Employee's pay.
2. The ½ day schedule will be allowed only when another satisfactory teacher candidate is available to take the other one-half day.
D. Teachers required in the course of their work to drive personal automobiles from one school building to another shall have receive a car allowance consistent with the option of IRS per-mile reimbursement rate.
E. For a teacher to change their classification on the pay schedule, they must provide, at least fourteen (14) days prior to that payroll period, an official transcript or grade report demonstrating evidence for the movement to take place.
F. Teachers may select twenty-one (21) or twenty-six (26) equal pays [27 may be mutually agreed upon IF the calendar dictates 3 weeks or more between pays] with pay plan through beginning the yearsecond week of school. The pay plans shall be continuous every other week. Direct deposit is mandatory.
D. The When a payday falls during a vacation or the summer, the teacher may pick up his/her check or the Board agrees to provide voluntary deductions as approved send the check postpaid to each teacher.
G. The time spent by the Board teachers which is required by law (i.e., new teachers in professional development activities and the bargaining unit such as: annuities, charitable contributions, insurance. Such deductions, however, with mentors; time associated with individual development plans; etc.) shall not be contrary to lawrequire additional compensation.
E. The Board recognizes that each teacher ▇. ▇▇▇▇▇▇▇▇▇ B and C shall have 5 unassigned preparation periods per weekonly be paid upon completion of all responsibilities.
I. Determine percentage of foundation grant for current year's Teacher's Total Cost of Employment Package.
A. Calculate the total state foundation grant. HoweverUsing the previous fiscal year's foundation, in multiply the event that an unfilled position exists in foundation times the district, number of students from the following steps will be used to cover the absent teacher. ● Fill the position with substitutes within the building on their prep period. ● Fill the position within the building with a teacher, curriculum coach, or counselor who chooses to volunteer during his/her prep period. ● Call back staff on an inservice/conference to return to the district (if possible) At the beginning of the previous school year's state September blended count (For the example, "Fiscal Year 1999 Foundation" and "State Aid Membership" came from the building administrator shall post a shared digital document 1998-1999 State Aid Financial Status Report, Payment: August 20, 1999 as shown in Appendix A on page 37). Ex. $5,462 x 838.60 = $4,580,433
B. Calculate the previous year's adjusted teachers' total cost of a rotation schedule to staffemployment.
1. Calculate the actual cost of teacher's compensation using all teaching staff members as of September 1 at their previous year's compensation levels (salary including Schedule B and Schedule C wages, which shall include loadannuity, life insurance, workers' compensation insurance, long-bearing and certified non-loadbearing staff such as curriculum coachesterm disability insurance, counselorsdental insurance, vision insurance, medical insurance, FICA, and administratorsretirement costs). Non-loadbearing Ex. $2,925.696 (See Salary Charts in Appendix B on page 38 and Appendix C on page 39)
2. Add the new teaching staff shall have an assigned planning period for member(s) as of September 1 at the purpose of subbing. Once all of the above options level they would have been exhaustedhad they been employed the previous year, the position will be filled by assigning a teacher, curriculum coach, counselor or administrator from the established schedule. The person assigned to sub will then move to the bottom of the rotation for the next occurrence during their prep hour. This process will be used to distribute the responsibilities of student coverage during a sub shortage so that the burden of coverage is shared among staff. If a substitute is not secured and a presently employed teacher substitutes during his preparation period, he will choose to be paid either $50 per hour or one comp hour in addition to his regular salary. Teachers can earn up to one full comp day each semester, with additional hours paid out at $50 per hourincluding all compensation.
F. Teachers may not earn comp time during their normal work day with the exception of when a teacher substitutes during his or her preparation period. In an inclusion classroom, a substitute teacher will be secured in the absence of the regular education or special education teacher. In the event that the teacher is choosing on their own not to have a substitute teacher in the room with the understanding that there will be no additional compensation provided. In addition, it should be noted that an inclusion course is NOT a special education course, but instead a regular education course in which special education students are attending with support from the inclusion teacher.
Appears in 1 contract
Sources: Master Agreement
PROFESSIONAL COMPENSATION. A. The basic salaries of teachers covered by the this Agreement are set forth in Appendix D, Schedule A which is attached to, to and incorporated in, into this Agreement. Such salary schedules schedule shall remain in effect from during the first teacher report day term of the next school yearthis Agreement.
B. Traveling teachers The Board has the discretion to hire a teacher up to two steps above that teacher’s true years of verified teaching experience. (If a teacher is hired above their true total years of experience they will stay at that step until their true years of experience match thae step.) Applicants who come from non-traditional backgrounds; the Board has the discretion to determine years of experience.
C. A teacher's hourly rate shall be determined by dividing his/her annual salary by the number of work days, and then dividing the resulting quotient by 6.92.
D. Teachers involved in extra-duty assignments as set forth in Schedule B shall be compensated for driving between schools or other in accordance with the provisions therein. In the event said extra-duty activities are not administered through completion due to cancellation of the program, the compensation rates as provided in Schedule B shall be pro-rated. It is understood that assignment to Schedule B duties shall be in the sole discretion of the Board of Education, and shall be subject to annual reassignment by the Board of Education. If the Board of Education shall assign a person to a position on Schedule B, the pay shall be specified in Schedule B.
E. Teachers required points to drive their personal cars in the course of work at school affairs shall receive a car allowance equal to the rate allowable by IRSallowed IRS rate. Mileage Mileage, from the teacher's assigned building, will be computed from the mutually agreed upon table. Payment will be made at the end of each semester in a separate check.
C. Teachers shall have the option of a twentypaid for out-one (21) or twentyof-six (26) equal pay plan through the year. The pay plans shall be continuous every other week. Direct deposit is mandatory.
D. The Board agrees to provide voluntary deductions as district events approved by the Board and for mileage when a teacher is assigned to two or more buildings. The Board shall provide liability insurance protection for teachers when their personal cars are used as provided in this section.
F. Teachers will be paid every two weeks. Upon hire into the bargaining unit such as: annuitiesDistrict, charitable contributionsteachers will specify whether they will take their pay in 21 or 26 pay periods.
G. Transfer from one salary schedule to another, insurance. Such deductions, howeverbased upon completion of the appropriate credit hours and/or degree, shall not be contrary to law.
E. effective the beginning of semester after said credit hours and/or degree was earned. The Board recognizes that each teacher shall have 5 unassigned preparation periods per weekprovide the Superintendent of Schools certification of said award prior to being placed on the next schedule. However, in Further provided that the event that an unfilled position exists in the district, the following steps will be used to cover the absent teacher. ● Fill the position with substitutes within the building on their prep period. ● Fill the position within the building with a teacher, curriculum coach, or counselor who chooses to volunteer during his/her prep period. ● Call back staff on an inservice/conference to return to the district (if possible) At teacher shall never delay past 35 calendar days after the beginning of the school year, semester (according to the building administrator shall post a shared digital document of a rotation schedule School calendar) to staff, which shall include load-bearing and certified non-loadbearing staff such as curriculum coaches, counselors, and administrators. Non-loadbearing staff shall have an assigned planning period for obtain the purpose of subbing. Once all of the above options have been exhausted, the position will be filled by assigning a teacher, curriculum coach, counselor or administrator appropriate records from the established Institution before being placed on the next salary schedule.
H. Each teacher who earns additional hours of credit beyond the BA scale at a State-accredited college or university, shall be reimbursed the sum of $100.00 per credit hour for each additional hour earned after the 18 hour professional certification requirement has been met. The person assigned to sub will then move to the bottom of the rotation for the next occurrence during their prep hour. This process will be used to distribute the responsibilities of student coverage during a sub shortage so that the burden of coverage is shared among staff. If a substitute is not secured and a presently employed teacher substitutes during his preparation period, he will choose total sum to be paid either for extra credit hours shall not exceed $50 per hour or one comp hour in addition to his regular salary. Teachers can earn up to one full comp day each semester, with additional hours paid out at $50 per hour1,500.00.
F. Teachers may not earn comp time during their normal work day with I. Teaching Certificate renewal fees shall be reimbursed to the exception of when a teacher substitutes during his or her preparation period. In an inclusion classroom, a substitute teacher will be secured in employee by the absence of the regular education or special education teacher. In the event that the teacher is choosing on their own not to have a substitute teacher in the room with the understanding that there will be no additional compensation provided. In addition, it should be noted that an inclusion course is NOT a special education course, but instead a regular education course in which special education students are attending with support from the inclusion teacherdistrict.
Appears in 1 contract
Sources: Collective Bargaining Agreement
PROFESSIONAL COMPENSATION. A. The basic salaries of teachers covered for the 2015-2016 school year are listed on Salary Schedule A of the agreement. Teachers involved in voluntary extra duty assignments shall be compensated in accordance with Schedule B and Schedule C without deviation except by common consent of both Board and Association officers.
B. All teachers shall be given one (1) year credit on the Agreement are salary schedule set forth for each full year of outside teaching experience up to a maximum of five (5) years in Appendix D, which is attached to, and incorporated in, this Agreementany school district in the State of Michigan or other teaching experience in the school district accredited by a recognized accrediting agency. Such salary schedules No teacher shall remain in effect advance more than one (1) experience step from the first teacher report day of one school year to the next school year.
B. Traveling teachers shall be compensated . For salary schedule purposes, the longevity steps 15, 20 and 25 represent years of service in New ▇▇▇▇▇▇▇ Schools only. They do not include credit for driving between schools or other required points any years of work at service given outside of the rate allowable by IRS. Mileage will be computed from the mutually agreed upon table. Payment will be made at the end of each semester in a separate checkNew ▇▇▇▇▇▇▇ School System.
C. Provisions for ½ day teachers:
1. One-half day teachers will be allowed the following fringe benefits:
a. Allowance of one-half the sick, bereavement and personal business leave days.
b. A full year of teaching ½ days will allow on ½ step on the salary schedule.
c. Allowance of those mandated by law, such as Workmen's Compensation and School Employees Retirement.
d. The Board will pay for one-half (½) of the insurance program provided to other Employees. If the one-half (½) time teacher elects to participate in the program. The other one-half (½) will be deducted from the Employee's pay.
2. The ½ day schedule will be allowed only when another satisfactory teacher candidate is available to take the other one-half day.
D. Teachers required in the course of their work to drive personal automobiles from one school building to another shall have receive a car allowance consistent with the option of IRS per-mile reimbursement rate.
E. For a teacher to change their classification on the pay schedule, they must provide, at least fourteen (14) days prior to that payroll period, an official transcript or grade report demonstrating evidence for the movement to take place.
F. Teachers may select twenty-one (21) or twenty-six (26) equal pays [27 may be mutually agreed upon IF the calendar dictates 3 weeks or more between pays] with pay plan through beginning the yearsecond week of school. The pay plans shall be continuous every other week. Direct deposit is mandatory.
D. The When a payday falls during a vacation or the summer, the teacher may pick up his/her check or the Board agrees to provide voluntary deductions send the check postpaid to each teacher.
G. The time spent by teachers which is required by law (i.e., new teachers in professional development activities and with mentors; time associated with individual development plans; etc.) shall not require additional compensation.
▇. ▇▇▇▇▇▇▇▇▇ B and C shall only be paid upon completion of all responsibilities as approved determined by the direct supervisor and/or administrator prior to the school year and/or season. STEP INDEX B.A. B.A.+18 M.A. M.A.+10 0 1.020 $36,737 37,137 38,868 39,268 1 1.057 $38,830 39,230 41,109 41,509 2 1.117 $41,034 41,434 43,459 43,859 3 1.181 $43,386 43,786 45,995 46,395 4 1.248 $45,847 46,247 48,639 49,039 5 1.319 $48,456 48,856 51,432 51,832 6 1.395 $51,247 51,647 54,407 54,807 7 1.474 $54,150 54,550 57,528 57,928 8 1.558 $57,236 57,636 60,872 61,272 9 1.647 $60,505 60,905 64,363 64,763 10 1.759 $65,266 65,666 69,420 69,820 1% increase for 2015-2016 11 $65,919 66,319 70,114 70,514 Longevity - New ▇▇▇▇▇▇▇ Area Public School Years Only 15 $1,629 66,895 67,295 71,570 71,970 20 $3,026 68,292 68,692 72,965 73,365 25 $4,418 69,684 70,084 74,360 74,760 Past compensation has been calculated using the following procedure as described in sections I-V. However, due to the upcoming budget concerns salary negotiations for Total Compensation (Salary and Insurance) will be arrived through “contract maintenance”. This maintenance would include, but not be limited to, restructuring the formula used from 2000-2002 to the mutual agreement of the Board and the bargaining unit such as: annuities, charitable contributions, insurance. Such deductions, however, shall not be contrary to lawNLEA.
E. The Board recognizes that each teacher shall have 5 unassigned preparation periods per weekI. Determine percentage of foundation grant for current year's Teacher's Total Cost of Employment Package.
A. Calculate the total state foundation grant. HoweverUsing the previous fiscal year's foundation, in multiply the event that an unfilled position exists in foundation times the district, number of students from the following steps will be used to cover the absent teacher. ● Fill the position with substitutes within the building on their prep period. ● Fill the position within the building with a teacher, curriculum coach, or counselor who chooses to volunteer during his/her prep period. ● Call back staff on an inservice/conference to return to the district (if possible) At the beginning of the previous school year's state September blended count (For the example, "Fiscal Year 1999 Foundation" and "State Aid Membership" came from the building administrator shall post a shared digital document 1998-1999 State Aid Financial Status Report, Payment: August 20, 1999 as shown in Appendix A on page 37). Ex. $5,462 x 838.60 = $4,580,433
B. Calculate the previous year's adjusted teachers' total cost of a rotation schedule to staffemployment.
1. Calculate the actual cost of teacher's compensation using all teaching staff members as of September 1 at their previous year's compensation levels (salary including Schedule B and Schedule C wages, which shall include loadannuity, life insurance, workers' compensation insurance, long-bearing and certified non-loadbearing staff such as curriculum coachesterm disability insurance, counselorsdental insurance, vision insurance, medical insurance, FICA, and administratorsretirement costs). Non-loadbearing Ex. $2,925.696 (See Salary Charts in Appendix B on page 38 and Appendix C on page 39)
2. Add the new teaching staff shall have an assigned planning period for member(s) as of September 1 at the purpose of subbing. Once all of the above options level they would have been exhaustedhad they been employed the previous year, the position will be filled by assigning a teacher, curriculum coach, counselor or administrator from the established schedule. The person assigned to sub will then move to the bottom of the rotation for the next occurrence during their prep hour. This process will be used to distribute the responsibilities of student coverage during a sub shortage so that the burden of coverage is shared among staff. If a substitute is not secured and a presently employed teacher substitutes during his preparation period, he will choose to be paid either $50 per hour or one comp hour in addition to his regular salary. Teachers can earn up to one full comp day each semester, with additional hours paid out at $50 per hourincluding all compensation.
F. Teachers may not earn comp time during their normal work day with the exception of when a teacher substitutes during his or her preparation period. In an inclusion classroom, a substitute teacher will be secured in the absence of the regular education or special education teacher. In the event that the teacher is choosing on their own not to have a substitute teacher in the room with the understanding that there will be no additional compensation provided. In addition, it should be noted that an inclusion course is NOT a special education course, but instead a regular education course in which special education students are attending with support from the inclusion teacher.
Appears in 1 contract
Sources: Master Agreement
PROFESSIONAL COMPENSATION. A. The salaries of teachers covered by the Agreement are set forth in Appendix D, which is attached to, and incorporated in, this Agreement. Such salary schedules shall remain in effect from the first teacher report day of the next school year.
B. Traveling teachers shall be compensated for driving between schools or other required points of work at the rate allowable by IRS. Mileage will be computed from the mutually agreed upon table. Payment will be made at the end of each semester in a separate check.
C. Teachers shall have the option of a twenty-one (21) or twenty-six (26) equal pay plan through the year. The pay plans shall be continuous every other week. Direct deposit is mandatory.
D. The Board agrees to provide voluntary deductions as approved by the Board and the bargaining unit such as: annuities, charitable contributions, insurance. Such deductions, however, shall not be contrary to law.
E. The Board recognizes that each teacher shall have 5 unassigned preparation periods per week. However, in the event that an unfilled position exists in the district, the following steps will be used to cover the absent teacher. ● Fill the position with substitutes within the building on their prep period. ● Fill the position within the building with a teacher, curriculum coach, or counselor who chooses to volunteer during his/her prep period. ● Call back staff on an inservice/conference to return to the district (if possible) At the beginning of the school year, the building administrator shall post a shared digital document of a rotation schedule to staff, which shall include load-bearing and certified non-loadbearing staff such as curriculum coaches, counselors, and administrators. Non-loadbearing staff shall have an assigned planning period for the purpose of subbing. Once all of the above options have been exhausted, the position will be filled by assigning a teacher, curriculum coach, counselor or administrator from the established schedule. The person assigned to sub will then move to the bottom of the rotation for the next occurrence during their prep hour. This process will be used to distribute the responsibilities of student coverage during a sub shortage so that the burden of coverage is shared among staff. If a substitute is not secured and a presently employed teacher substitutes during his their preparation period, he they will choose to be paid either $50 per hour or one comp hour in addition to his their regular salary. Teachers can earn up to one full comp day each semester, with additional hours paid out at $50 per hour.
F. Teachers may not earn comp time during their normal work day with the exception of when a teacher substitutes during his or her preparation period. In an inclusion classroom, a substitute teacher will be secured in the absence of the regular education or special education teacher. In the event that the teacher is choosing on their own not to have a substitute teacher in the room with the understanding that there will be no additional compensation provided. In addition, it should be noted that an inclusion course is NOT a special education course, but instead a regular education course in which special education students are attending with support from the inclusion teacher.
Appears in 1 contract
Sources: Master Agreement
PROFESSIONAL COMPENSATION. A. The salaries of K-12 teachers covered by the this Agreement are set forth in Appendix D, A which is attached to, to and incorporated in, in this Agreement. Such salary schedules shall remain in effect from during the first teacher report day length of this Agreement, provided, however, that upon written notice to the other party between the 15th and 30th days of the next school yearmonth of January in the year of expiration of this Agreement either party may request, during this period, the re-opening of negotiations.
B. Traveling teachers shall be compensated The rates of compensation for driving between schools or other required points of work at the rate allowable by IRS. Mileage will be computed from the mutually agreed upon table. Payment will be made at the end of each semester Athletic/Recreation and Academic/Enrichment positions are set forth in a separate check.Appendix B.
C. Teachers shall have Except as otherwise contracted, K-12 teachers are required to report for duty according to the option of a twenty-one (21) or twenty-six (26) equal pay plan through the year. The pay plans shall be continuous every other week. Direct deposit is mandatory.agreed calendars which are attached in Appendix C.
D. The Board agrees to provide voluntary deductions as approved Insurance(s) provided by the Board and for K-12 teachers are set forth in Appendix D.
E. Presentation of current mandated certificate and/or transcripts of state mandated graduate level courses from an accredited university or college will move the bargaining unit such as: annuities, charitable contributions, insuranceteacher’s salary to the appropriate lane. Such deductions, howeverPresentation of transcripts showing successful completion of 15 semester hours in graduate level courses from an accredited university or college will move the teacher's salary to MA+15. Nothing in this section prohibits the Board from requiring verification of transcripts. All present employees who qualified under previous contracts for lane changes to date, shall be continued in the lane for which they previously qualified. All present employees who possess a permanent or life certificate who earn sufficient graduate credits to qualify for a lane change, but who do not be contrary to lawqualify for a continuing certificate, shall receive the appropriate lane change.
E. F. Merit Pay – The Board recognizes that each teacher shall have 5 unassigned preparation periods per weekbe in compliance with all regulations pertaining to Merit Pay. HoweverThe Board will implement procedures for awarding merit pay on the basis of student achievement, in the event that an unfilled position exists in the district, the following steps data and administrative determination of instructional effectiveness. The methods for determining eligibility for Merit Pay will be used defined by the Board using commonly accepted instruments and procedures in order to cover objectively determine the absent teachereffectiveness of instruction. ● Fill the position with substitutes within the building on their prep period. ● Fill the position within the building with a teacher, curriculum coach, or counselor who chooses to volunteer during his/her prep period. ● Call back staff on an inservice/conference to return to the district (if possible) At the beginning of the school year, the building administrator It is agreed that any merit pay shall post a shared digital document of a rotation schedule to staff, which shall include load-bearing and certified non-loadbearing staff such as curriculum coaches, counselors, and administrators. Non-loadbearing staff shall have an assigned planning period for the purpose of subbing. Once all of the above options have been exhausted, the position will be filled by assigning a teacher, curriculum coach, counselor or administrator from the established schedule. The person assigned to sub will then move to the bottom of the rotation for the next occurrence during their prep hour. This process will be used to distribute the responsibilities of student coverage during a sub shortage so that the burden of coverage is shared among staff. If a substitute is not secured and a presently employed teacher substitutes during his preparation period, he will choose to be paid either $50 per hour or one comp hour in addition to his regular salary. Teachers can earn up to one full comp day each semester, with additional hours paid out at $50 per hour.
F. Teachers may not earn comp time during their normal work day with the exception of when a teacher substitutes during his or her preparation period. In an inclusion classroom, a substitute teacher will be secured in the absence of the regular education or special education teacher. In the event that the teacher is choosing on their own not to have a substitute teacher in the room with the understanding that there will be no additional compensation provided. In addition, it should be noted that an inclusion course is NOT a special education course, but instead a regular education course in which special education students are attending with support from the inclusion teachersalary schedule.
Appears in 1 contract
Sources: Collective Bargaining Agreement
PROFESSIONAL COMPENSATION. A. Section 1: The salaries salary ranges of teachers covered by the this Agreement are shall be on a regular teacher contract year basis and is set forth in Appendix DA, which is attached to, to and incorporated in, into this Agreement. Such The Superintendent, or designee, will evaluate the training and experience of all applicants for certified positions. Experience will be evaluated as to its value to the School Corporation and credit may or may not be allowed for any or all prior teaching experience. Training will be established by an official transcript furnished by the teacher to the School Corporation. The Superintendent, or designee, will evaluate the experience of the teacher and determine where the teacher will be placed on the salary schedules range at the time of the initial hiring of the teacher. An earned Master’s degree will be recognized when the applicant’s salary is set. This determination will not be subject to review under the grievance procedure or otherwise. The teacher acknowledges that the initial determination as to the placement on the salary range shall continue to remain in effect place for all future years. The teacher acknowledges that there will be no future retroactive determination of actual experience for the purpose of advancing the teacher on the salary range.
Section 2: The schedule of additional teacher compensation for extra-curricular time and responsibilities is set forth in Appendix B, attached to and incorporated into this Agreement. With respect to Appendix B:
a. If two (2) or more teachers share additional time and responsibilities for the same position, the scheduled compensation shall be pro-rated between them unless otherwise indicated.
b. The cost of a temporary replacement in extra-curricular activities as provided in Appendix B shall be pro-rated and deducted from the first scheduled compensation of a teacher report day assigned an extra-curricular activity whenever a teacher must be replaced by a substitute because of temporary absence or incapacity. The substitute shall be approved and pro-rated pay authorized through the building principal. The compensation shall then be paid to the substitute on a pro-rated basis.
c. The Board is not obligated to appoint a teacher to any extra-curricular position listed. It is understood that the Board shall determine the number of positions in each designation on the extra-curricular schedule. The Board is not prevented from establishing extra-curricular duties not presently listed, provided compensation is comparable to other similar duties and is discussed with the SACTA President or his/her designee before the position is filled. Section 3: Adjustments in teacher pay, including any stipends, shall be made in accordance with the Compensation Model (Appendix C) as it may be adjusted from time to time by agreement of the next Superintendent and the SACTA Bargaining Team.
Section 4: It shall be the responsibility of the teacher to notify the Superintendent prior to July 1, if, through additional training, a change in salary is anticipated in the following school year.
B. Traveling teachers Section 5: Teachers are responsible for providing current and renewal licenses to the Board, and for providing it with appropriate records concerning teaching experience, military service, additional training, cumulative sick leave, and such other records as may be required to substantiate professional qualifications and entitlement to compensation. Failure to provide required records or to maintain current and renewal licenses may result in voiding of the teacher’s employment by the School District or denial of additional compensation.
Section 6: The first pay for the 2020-2021 school year will be on August 20, 2020. Teachers shall be compensated for driving between schools or other required points of work at the rate allowable by IRS. Mileage will be computed from the mutually agreed upon table. Payment will be made at the end of each semester paid in a separate check.
C. Teachers shall have the option of a twenty-one (21) or twenty-six (26) twenty (20) or (24) equal pay plan through installments commencing at the beginning of each school year. Teachers selecting the twenty-one (21) twenty (20) pay option must submit a written notice to the Business Office. The pay plans parties agree that as of the final installments paid under the 2019-2020 contract, all teachers shall be continuous every other weekpaid in twenty-four (24) bi-monthly pays (24) annually equal installments commencing at the beginning of each school year. Direct deposit Utilizing twenty-four (24) installments is mandatorythe parties’ agreed approach moving forward, was not bargained for the current contract term, and is included for informational purposes only.
D. Section 7: Teachers required or expressly authorized to use private automobiles in the conduct of school business shall be reimbursed at the rate recommended by the Internal Revenue Service at the time of travel. Reimbursements shall be made to such teachers in accordance with district procedures.
Section 8: The following items shall be deducted from teachers’ pay:
a. Federal/State/County Taxes.
b. FICA (Social Security). The following items shall be deducted from the teacher’s pay when authorized by the teacher:
a. Insurance premiums of Board approved carrier.
b. United Way.
c. Deductions for Section 125 benefits and concomitant administrative fees.
d. Tax-sheltered annuities. The Board agrees to shall provide voluntary deductions as approved by the Board and the bargaining unit such as: annuities, charitable contributions, insurance. Such deductions, however, shall not be contrary to law.
E. The Board recognizes that each teacher the opportunity to participate in a voluntary tax sheltered annuity program. Annuity payments shall have 5 unassigned preparation periods per week. Howevernormally be forwarded to the appropriate company on each scheduled pay date, in the event that an unfilled position exists in the district, and no later than the following steps will be used Tuesday after each scheduled pay date. Teachers may sign up for an annuity program or make changes to cover the absent teacher. ● Fill the position with substitutes within the building on their prep period. ● Fill the position within the building with a teacher, curriculum coach, or counselor who chooses to volunteer during his/her prep period. ● Call back staff on an inservice/conference to return existing annuities prior to the district (if possible) At start of the first semester to commence at the beginning of the school year. Teachers may discontinue their annuity deductions at any time.
e. Arts United.
Section 9: A teacher who is recommended by the Administration and who is contracted by the Board for approved district level curriculum development or as a district consultant/specialist, including teachers training teachers, beyond the building administrator normal school day or year, shall post a shared digital document of a rotation schedule to staff, which shall include load-bearing and certified non-loadbearing staff such as curriculum coaches, counselors, and administrators. Non-loadbearing staff shall have an assigned planning period for be paid at the purpose of subbing. Once all of the above options have been exhausted, the position will be filled by assigning a teacher, curriculum coach, counselor or administrator hourly rate calculated from the established schedule. The person assigned to sub will then move to the bottom of the rotation minimum base salary in Appendix A. Requests for the next occurrence during their prep hour. This process will be used to distribute the responsibilities of student coverage during a sub shortage so that the burden of coverage is shared among staff. If a substitute is not secured and a presently employed teacher substitutes during his preparation period, he will choose stipends for any work to be paid either $50 per hour completed outside designated curriculum meetings must be pre-approved by the Assistant Superintendent or one comp hour in addition to his regular salary. Teachers can earn up to one full comp day each semester, with additional hours paid out at $50 per hourdesignee.
F. Teachers may not earn comp time during their normal work day with Section 10: A teacher’s “per diem” salary shall be calculated using the exception of when a teacher substitutes during his or her preparation period. In an inclusion classroom, a substitute teacher will be secured in the absence of the regular education or special education teacher. In the event that the teacher is choosing on their own not to have a substitute teacher in the room with the understanding that there will be no additional compensation provided. In addition, it should be noted that an inclusion course is NOT a special education course, but instead a regular education course in which special education students are attending with support from the inclusion teacher’s base salary.
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Sources: Collective Bargaining Agreement