AGREEMENT Between Between THE BOARD OF EDUCATION THE BOARD OF EDUCATION of the of the MIFFLIN COUNTY SCHOOL DISTRICT MIFFLIN COUNTY SCHOOL DISTRICT and the and the ASSOCIATION OF MIFFLIN COUNTY EDUCATORS ASSOCIATION OF MIFFLIN COUNTY EDUCATORS covering the period covering the period JULY 1, 2005 TO JUNE 30, 2008 JULY 1, 2005 TO JUNE 30, 2008 Signed by: Signed by: President, Association of President, Board of School Directors Mifflin County Educators Date Date Vice Pres., Association of Secretary, Board of School Directors Mifflin County Educators Date Date Association of Mifflin County Educators Board of School Directors Mifflin County School District 201 Eighth Street, Highland Park Lewistown, PA 17044
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AGREEMENT
Between Between
THE BOARD OF EDUCATION THE BOARD OF EDUCATION
of the of the
MIFFLIN COUNTY SCHOOL DISTRICT MIFFLIN COUNTY SCHOOL DISTRICT
and the and the
ASSOCIATION OF MIFFLIN COUNTY EDUCATORS ASSOCIATION OF MIFFLIN COUNTY EDUCATORS
covering the period covering the period
JULY 1, 2005 TO JUNE 30, 2008 JULY 1, 2005 TO JUNE 30, 2008
Signed by: Signed by: President, Association of President, Board of School Directors Mifflin County Educators Date Date Vice Pres., Association of Secretary, Board of School Directors Mifflin County Educators Date Date Association of Mifflin County Educators Board of School Directors
Mifflin County School District 201 Eighth Street, Highland Park
Lewistown, PA 17044
CONTENTS ARTICLE SUBJECT PAGE(S)
1 RECOGNITION
1-1 Identification of Parties 1 1-2 Bargaining Unit 1
2 TERMS OF AGREEMENT
2-1 Length 1 2-2 No Strike - No Lock-out 1
3 PROFESSIONAL COMPENSATION
3-1 Salaries 1
Salary Schedules (Appendix A) Conversion Chart-Step & Years Service (Appendix B)
3-2 Medical Benefits/Blue Cross-Blue Shield 2 3-3 Visual Care 2-3 3-4 Dental Care 3-5 3-5 Life Insurance 6 3-6 Insurance Information Required 6 3-7 Severance Pay 6-7 3-8 Student Activities Compensation 7-9 3-9 Mileage Reimbursement 9-10 3-10 Employment Beyond Normal School Term 10 3-11 Professional Growth 11 3-12 Hourly Rate Schedule 11-12 3-13 Incentive Pay for Sick/Personal/Emergency Days 12
4 SALARY CLASSIFICATION AND METHODS OF PAYMENT 4-1 Academic Level Definitions 12-13 4-2 Methods of Payment 13 4-3 Pays Prior to Vacation 13
5 DEDUCTIONS FROM SALARY 5-1 Dues Deduction 14 5-2 Additional Payroll Deduction Options 15 5-3 Change in Paycheck, Notification 15
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6 RIGHTS OF PROFESSIONAL EMPLOYEES
6-1 Just Cause 15 6-2 Teacher Facilities 15 6-3 Copy of School Calendar 15 6-4 Policy Manual 15 6-5 Notification of Remaining Sick Leave 16 6-6 Teachers’ Lunch Periods 16 6-7 Itinerant Professional or Temporary
Professional Employees 16 6-8 Assignment in Addition to Workday 16 6-9 Personnel Files 16 6-10 Travel Time 16 6-11 Provision of Parking Spaces 17 6-12 Agenda Planning 17 6-13 Pupil Grading 17 6-14 Selection of Textbooks 18 6-15 Pupil Promotion Policies 18 6-16 Employment of Teacher Aides 18 6-17 Maintenance of Staff/Furlough Guidelines 18-19
7 PROFESSIONAL ASSIGNMENTS
7-1 Assignment During Normal Work Week 19-20 7-2 Workday 20 7-3 Notice of Teaching Assignment 20-21 7-4 Length of Teachers’ Work Year 21 7-5 Listing of Substitutes 21-22 7-6 Notification of Professional Vacancies 22 7-7 Returning from Approved Leave 22
8 ASSOCIATION RIGHTS
8-1 President’s Released Time 22 8-2 Association Representatives’ Leave 22 8-3 Interschool Mail 22 8-4 Use of District’s Equipment 23 8-5 Use of Bulletin Boards 23 8-6 Association Right to Speak 23
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9 LEAVES OF ABSENCES (PAID OR UNPAID) 9-1 Anticipated Disability Leave Including Childbearing Leave 23-24 9-1A Childrearing Leave 24-25 9-2A Emergency Leave 25 9-2B Personal Leave 25-26
9-3 Temporary Military 26 9-4 Good Cause 26 9-5 Sick Leave Bank 26 9-6 International and Federal Programs 27 9-7 Professional Study 27 9-8 Regular Military 27 9-9 Bereavement Leave 27-28 9-10 Legal Leave 28 9-11 Professional Development Leave/Sabbatical
13-1 Waiver 38 13-2 Separability 38 13-3 Compliance Between Individual Contract and
Master Agreement 38 13-4 Statutory Savings 38 13-5 Management Functions 38 13-6 Duplication of Agreement 39 13-7 Induction Program 39
APPENDICES A – 2005-2008 Salary Schedule 40-42 B – Conversion Chart-Step & Years Service 43 C – Health Benefits Chart 44-50 D – Memorandum of Understanding 51 E – Extra Curricular Activities 52 F – Athletic Coaches Salary Schedule 53
1-1 Identification of Parties: This contract is between the Mifflin County School 4 District (hereinafter called the Board) and the Association of Mifflin County Educators (hereinafter called the Association).
1-2 The Board hereby recognizes the Association as the exclusive and sole 8
bargaining representative for all personnel included in the bargaining unit (Classroom Teachers, Guidance Counselors, Nurses, Librarians, and Speech Therapists) as certified in PERA Order No. PERA-R-19-C and dated November 10, 1970, and any succeeding amendments.
ARTICLE 2 TERMS OF AGREEMENT
2-1 The term of this agreement shall begin on July 1, 2005, and shall continue in full
force and effect until June 30, 2008, or until such later date as the two parties may hereinafter agree in writing.
2-2 Both parties agree to faithfully abide by the provisions of the Pennsylvania
Public Employees Relations Act (Act 195). As a condition of the various provisions of this Agreement to which the parties have agreed, the Association pledges that members of the Association will not engage in a strike (as that term is defined in Act 195) during the term of this Agreement (July 1, 2005, to June 30, 2008) and the Board pledges that it will not conduct, or cause to be conducted a lock-out during the term of this Agreement (July 1, 2005, to June 30, 2008).
ARTICLE 3 PROFESSIONAL COMPENSATION
3-1 Salaries 35
36 37 38 39 40 41 42 43 44
Professional employees shall be compensated according to the schedules appended hereto and so labeled. The following appendices shall apply to the years noted: Appendix A – 2005-2008 Salary Schedule Appendix B – Conversion Chart – Step & Years Service
Appendix E – Extra Curricular Activities Appendix F – Athletic Coaches Salary Schedule
1
3-2 Medical Benefits 45 46
47 48 49 50 51 52 53 54 55 56 57 58 59 60
The Board shall provide Blue Cross-Pennsylvania Blue Shield Custom Blue Plan to members of the Bargaining Unit and their dependents, or any equivalent health insurance program or any equivalent prescription drug program which may be adopted by the Board, for all employees in the Bargaining Unit. A synopsis of the Plan is attached as Appendix C. Complete Plan Booklets shall be distributed when available from Blue Cross/Blue Shield.
DEPENDENTS – Members of the Bargaining Unit’s spouse, unmarried children under 19 years of age, and unmarried dependent children age 19-23 who are enrolled as full-time students in a college or university, and handicapped children of any age who are incapable of self-support, shall be included as dependents (“children” includes stepchildren and legally adopted children).
The Board shall provide visual benefits coverage from Visual Benefits of America, or any equivalent visual care program which may be adopted by the Board, for all employees in the Bargaining Unit, and the Board shall pay the premium for individual coverage only for each employee. However, the employee has the option to provide for family coverage at the employee’s own expense and the Board agrees to be the collection agent by payroll deduction therefore if such family coverage is feasible and available without any additional action or expenditure on the part of the Board. 1. VISION EXAMINATION: You will receive a complete eye examination
which will indicate whether or not you need glasses as well as reveal other vision problems.
2. LENSES: The VBA Panel Doctor will order the proper lenses. The
program provides the finest quality lenses fabricated to exacting standards. The doctor also verifies the accuracy of the finished lenses.
3. FRAMES: The plan offers a wide selection of frames, however if you
select a frame which costs more than the amount allowed by your plan there will be an additional charge.
4. CONTACT LENSES: Contact lenses are furnished under the VBA Plan
when the VBA Panel Doctor secures prior approval for the following conditions: a) following cataract surgery, b) to correct extreme visual acuity problems that cannot be corrected with spectacle lenses, c)
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Anisometropia, d) Keratoconus. When VBA Panel Doctors receive approval for such cases, they are fully covered by VBA.
88 89 90 91 92 93 94 95 96 97 98 99
100 101 102 103 104 105 106 107 108
When patients choose contact lenses for other reasons, VBA will make an allowance toward their cost in lieu of all other benefits for that eligibility period.
5. MEDICALLY REQUIRED: Vision analysis and lenses when medically
required are available to individuals prior to the eligibility date providing the procedure outlined below is followed: a) secure a statement from your medical doctor indicating the medical reason another vision analysis is required, (b) submit doctor’s statement along with the claim request card to VBA.
6. Payment for eye examination and refraction services will be made on the
basis of 100% of the usual customary and reasonable allowance or the amount charged (whichever is less).
7. Payment for post-refractive services is made on the basis of the indemnity
schedule allowance or the amount charged (whichever is less):
The Board shall provide Delta Dental of PA (Plan A) with Surgical Periodontic Dental Care Insurance Coverage, or any equivalent dental care program which may be adopted by the Board, for all employees in the Bargaining unit, and the Board shall pay the premium for Individual and Family Coverage. The coverage will include the following:
EMPLOYEE COVERED BENEFITS
1. DIAGNOSTIC – Procedures to assist Dentists to evaluate existing conditions and dental care required – to include visits, exams, diagnosis, and x-rays.
2. PREVENTIVE – Prophylaxis (cleaning), space maintainers
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3. BASIC RESTORATIVE – Amalgam, synthetic porcelain and plastic fillings.
Diagnostic 100% 0% Preventive 100% 0% Basic Restorative 100 % 0% Major Restorative 75% 25% Oral Surgery 100% 0% Endodontic 100% 0% Periodontic 100% 0% Prosthodontics 75% 25% The above covered percentages are payable to participating dentists or subscribers and subject to limitations and exclusion as specified in the Group Dental Service Contract. NOTE: Maximum benefit $1,000.00 per person based on a contract year. The contract year is from July 1 of a given year to June 30 of the following year.
1. DIAGNOSTIC – Procedures to assist Dentists to evaluate existing
conditions and dental care required to include visits, exams, diagnosis, and x-rays.
2. PREVENTIVE – Prophylaxis (cleaning), fluoride treatments (limited to age
19), space maintainers
3. BASIC RESTORATIVE – Amalgam, Synthetic porcelain and plastic fillings.
4. ORAL SURGERY – Extraction and oral surgery procedures, including pre-
and post-operative care.
5. ENDODONTIC – Procedures for pulpal therapy and root canal filling.
6. PERIODONTIC – Surgical and nonsurgical procedures for treatment of gums and supporting structures of teeth.
NOTE: Orthodontic (straightening of teeth), Prosthodontics (replacement of missing teeth) and Major Restorative (crowns, inlays, onlays) services are not included above and are not covered for dependents under this contract. PAYMENT SCHEDULE BENEFIT PAID BY DDP PAID BY SUBSCRIBER 201
Diagnostic 75% 25% Preventive 75% 25% Basic Restorative 50% 50% Oral Surgery 75% 25% Endodontic 50% 50% Periodontic 75% 25% The above covered percentages are payable to participating Dentists or subscribers and subject to limitations and exclusions as specified in the Group Dental Service Contract. NOTE: Maximum benefit $750.00 per person based on a contract year. The contract year is from July 1 of a given year to June 30 of the following year.
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3-5 Life Insurance 220 221
222 223 224
226 227 228
230 231 232 233
235 236 237 238
The Board shall provide life insurance for each employee in the amount of $40,000 for each year of the contract.
3-5.1 It shall be the employee’s responsibility to complete any forms required by the 225 Life Insurance Company; it shall be the Business Manager’s responsibility to inform all employees of any requirement for filing such applications.
3-5.2 Members of the Bargaining Unit may purchase additional coverage at the 229 employee’s expense, provided that such purchases are made with the approval of the insurance carrier. Payroll deductions shall be made available for those employees purchasing additional life insurance coverage.
3-5.3 Coverage of new employees shall be effective on the first day of the month 234
following the date of employment. The date of employment shall be that date on which the employee reports for work and assumes his/her duties and responsibilities.
3-6 INSURANCE INFORMATION REQUIRED 239 240
242 243 244
246 247 248 249
251 252 253 254 255 256 257
3-6.1 It shall be the employee’s responsibility to provide the Office of the Business 241 Manager with all necessary and accurate information on a timely basis in order to receive full coverage.
3-6.2 In case of changes, it shall be the employee’s responsibility to complete two 245 copies of an Application for Change in Contract, A-19R, or successor, and present both to the Business Office. The Business Office will initial and date and return one copy to the employee.
3-6.3 New employees shall be covered only when they have completed and presented 250
to the Business Office Information Card F-1R, or successor, and such coverage shall be effective on the first day of the month following the date of employment and upon the completion of the Information Card F-1R, or successor. The date of employment shall be the date on which the employee reports for work and assumes his/her duties and responsibilities. Required form and instruction shall be provided by the Business Office to allow compliance with this section.
3-7 Severance Pay 258 259
260 261 262
After 10 years of service in the Mifflin County School District or its predecessor, the Board agrees to pay all unused sick leave upon retirement or death (beneficiary to be as shown on Public School Employee Retirement Form). The
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rate to be $50.00 per day commencing upon ratification of this contract by both parties hereto.
263 264 265
3-8 Student Activities Compensation 266 267
268 269 270
The compensation plan shall be divided into three categories: (A) Extracurricular Activities, (B) Athletics, and (C) Intramurals.
(1) The compensation plan for directors, editors, managers, and/or advisors of extracurricular activities shall be determined by two factors: (a) the SALARY BASE AMOUNT multiplied by (b) the ACTIVITY VALUE FACTOR (see appendix E).
(2) The SALARY BASE AMOUNT shall be:
2005-2008 $900
(3) Example: Stage Crew Advisor for 2005-2006 with a base of $900. Stage Crew Advisor ACTIVITY VALUE
FACTOR = 0.7 (See Appendix E) Salary = SALARY BASE AMOUNT x A.V.F. Salary = $900 x 0.7 = $630.
(4) The procedure for establishing an ACTIVITY VALUE
FACTOR for any newly established extracurricular activity during the life of the contract shall be as follows: (a) A committee consisting of two (2) Administrators or
two (2) Board members or any combination thereof appointed by the President of the Board and two (2) members of the Bargaining Unit appointed by the President of the Association shall meet to establish the ACTIVITY VALUE FACTOR of said activity. The guiding principle to establish the ACTIVITY VALUE FACTOR shall be to make it commensurate with existing positions of similar responsibilities and demands.
(b) After the ACTIVITY VALUE FACTOR is established, the activity will be advertised as per the procedure outlined in Section 7-6 of this agreement.
(c) The newly established extracurricular activity shall be included in Appendix E (or its replacement equivalent) of any successor agreement.
(1) The compensation plan for athletic directors, coaches, and assistant coaches shall be determined by three factors: (a) the SALARY BASE AMOUNT multiplied by (b) THE ACTIVITY VALUE FACTOR (See Appendix F) plus (c) the EXPERIENCE FACTOR.
(2) The SALARY BASE AMOUNT shall be the same as that set
forth in paragraph (A) (2) above.
(3) The EXPERIENCE FACTOR shall be determined as follows: For each year of experience a director or coach has in that particular position his/her EXPERIENCE FACTOR will be determined by the number of years of experience multiplied by 0.1 multiplied by the SALARY BASE AMOUNT for that year. Assistant coaches’ experience factor shall be capped at fifteen (15) years. However, no assistant coach shall be paid less than his/her previous year’s salary. The EXPERIENCE FACTOR for the athletic director will be determined by using the maximum number of years in any prior coaching position or previous years of athletic director, whichever is greater.
(4) EXAMPLE: Athletic Director with 14 years of experience in
2005-2006 with a base of $900. 330 331 332 333 334 335 336 337 338 339 340 341 342 343 344 345 346 347 348 349 350
SALARY BASE AMOUNT (SBA) = $900 ACTIVITY VALUE FACTOR (AVF) = 3.5 (See Appendix F) EXPERIENCE FACTOR = Years x 0.1 x SBA Salary = (SBA x AVF) + Years x 0.1 x SBA) = ($900 x 3.5) + (14 x 0.1 x 900) =$3,150 + $1,260 = $4,410.
(5) Years of coaching experience at any public secondary school are to be computed in EXPERIENCE FACTOR.
(6) Any coach who moves from one coaching position to
another within the same sport shall be given full credit for prior experience in determining the EXPERIENCE FACTOR.
(7) No bonuses, premiums or compensation of any kind or in
any amount are to be paid to any coach involved in any extended season play-offs, or District, Regional, or State Tournaments, or any other season-extending activity
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sponsored by the Pennsylvania Interscholastic Athletics Association.
351 352 353 354 355 356 357 358
(8) The procedure for establishing the ACTIVITY VALUE
FACTOR for any newly established director or coaching position during the life of the contract shall be the same as the procedure outlined in paragraph (A) (4) above.
3-9.1 All members of the Bargaining Unit who use their own automobiles for official
school business when traveling within the District or attending official school functions outside of the District shall be reimbursed at the IRS mileage reimbursement rate. The District will update the rate on the first day of the month following the announced change by the IRS.
3-9.2 Mileage forms shall be submitted to his/her supervising principal within five (5)
days following the end of each calendar month. Reimbursement shall be made within thirty (30) days of the receipt of this form.
3-9.3 All itinerant teachers shall be assigned a home base school to store supplies
and/or materials. Mileage reimbursement shall be calculated round trip from the home base school to the schools in the District to which each employee is assigned to perform his/her duties.
3-9.4 Nonetheless, if an itinerant teacher must travel or is directed by one having
supervisory authority over him/her to travel to a school other than his/her home base school for his/her first assignment of the day and he/she does not have to travel first to the home base school to pick up supplies or materials, to attend meetings or to report to his/her principal, then mileage reimbursement to
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the said first assignment school is void. The same reasoning shall apply for each school mileage if the itinerant teacher does not return to the home base school at day’s end to return or pick up supplies or materials, to attend meetings or to report to his/her principal. In other words, in this case, mileage to his/her home shall also be voided. In any case, all mileage reimbursed after said first assignment school or prior to the last assignment school shall be equal to that actually traveled by said teacher.
3-9.5 Mileage reimbursement for teachers attending approved functions outside the
District shall be calculated round trip from the teacher’s home base school. 3-9.6 In no case whatsoever shall a teacher receive reimbursement for any mileage in
excess of that actually traveled by said teacher. 3-10 Employment Beyond the Normal School Term 409
3-10.1 Any professional employee employed beyond the normal school term shall be
paid at his/her prorated per diem rate, unless the employee agrees in writing to accept the hourly rate outlined in Section 3-12.
3-10.2 Guidance Counselors employed at Indian Valley High School and Lewistown
Area High School, or any successor or successors of any one or more of the high schools, shall be employed for a minimum of twenty (20) additional days beyond the normal school term at his/her prorated per diem rate, and it shall be understood that after-school counselor-parent conferences, counselor-student conferences, counselor-principal conferences, career conferences and faculty meetings may extend beyond the normal departure time.
3-10.3 Librarians shall be employed for a minimum of five (5) additional days beyond
the normal school term and shall be paid at his/her prorated per diem rate. 3-10.4 Guidance Counselors employed in the other schools of the District may be
required by the District in its sole discretion, to be employed for up to twenty (20) additional days beyond the normal school term at his/her prorated per diem rate, and it shall be understood that after-school counselor-parent conferences, counselor-student conferences, counselor-principal conferences, career conferences and faculty meetings may extend beyond the normal departure time.
3-10.5 The District shall inform the Guidance Counselor referred to in above paragraph
not less than ten (10) calendar days before budget submission date for the next school year of the number of days when the said Guidance Counselor referred to in paragraph above shall be employed.
Professional employees shall receive tuition reimbursement toward cost of graduate courses acquired at accredited institutions or programs approved by PDE in the amount of actual cost of credits or the graduate per credit rate charged at P.S.U., whichever is less, subject to the following restrictions: A. The course to be taken is one offered by a recognized institution of higher
learning or an Intermediate Unit in the Commonwealth of Pennsylvania and has prior approval of the District Superintendent or his designee, and the condition for approval shall be met by one of the following:
(1) The course is in one of the member’s areas of certification or
(2) The course is in the general field of education including the areas of
school administration and educational methods.
(3) Application shall be made to the Superintendent
B. Reimbursement shall be as follows:
(1) Credits shall be reimbursed within a period not to exceed sixty (60) calendar days from date of evidence submission.
(2) Employees will forfeit tuition reimbursement at the time of
resignation if they voluntarily do not return to the employ of the District the following year. A furlough will not result in forfeiture of tuition reimbursement.
(3) No more than twenty-four (24) credits shall be reimbursed in one
year (July 1 – June 30). Reimbursement shall be made for no more than eight (8) inservice credits from an Intermediate Unit in any one year. This limit shall not apply to individuals on education sabbatical.
3-12 Hourly Rate Schedule 474
475 476 477 478 479 480 481 482
Hours shall be voluntary and compensated for at the rates indicated below for the years in question. Supplemental pay sheets will be forwarded to Principal by the fourth workday of the month following. Payment will be made on second pay period of the month.
3-12.1 Non-teaching Professional Assignments (Including, but not limited to Curriculum Writing, Long Range Plan Development, Curriculum Development,
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Monitoring Textbook Selection, Professional Staff Development Committee and Inservice).
483 484 485 486 487 488 489 490 491 492
494 495 496
2005-2008 $20.00
3-12.2 Supervisory, Evaluation and Professional Instructional Assignments involving Students Approved Beyond Normal Assignment (including Summer School Teaching Assignments)
2005-2008 $21.00 3-12.3 Monitoring duty for bus loading or other assignments, which normally would 493
not require professional training. Compensation shall be payable at an hourly rate of $10.00 per hour.
3-13 Incentive Pay for Sick/Personal/Emergency Days 497
498 499 500 501 502 503 504 505 506 507 508
A one-time salary payment of $300 will be paid to a member of the bargaining unit who does not use any sick leave or personal/emergency leave days during the entire school term. It shall be paid the last payday in June. This does not apply to long-term substitutes employed for less than a full school year. This incentive will be available each year of the contract.
ARTICLE 4 SALARY CLASSIFICATION AND METHODS OF PAYMENT
4-1 Academic Level Definitions 509 510
511 512 513 514
516 517
519 520
522 523 524
526
4-1.1 Bachelor’s Degree: A holder of an earned Bachelor’s Degree from an accredited college or university. Teachers who hold a Standard Certificate, for salary purposes, shall be placed on the Bachelor’s level.
4-1.2 Bachelor + 15: Holder of an earned Bachelor’s Degree plus fifteen (15) additional 515
credits earned subsequent to the granting of the Degree. 4-1.3 Bachelor + 24: Holder of an earned Bachelor’s Degree plus twenty-four (24) 518
additional credits earned subsequent to the granting of the Degree. 4-1.4 Master’s Degree: Holder of an earned Master’s Degree granted by an accredited 521
college or university or Master’s Equivalency granted by Department of Education.
4-1.5 Earned Master’s + 15: Holder of total credits which would amount to a Master’s 525
Degree plus fifteen (15) credits earned subsequent to the granting of the Degree.
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4-1.6 Earned Master’s +30: Holder of total credits which would amount to a Master’s 527 Degree plus thirty (30) credits earned subsequent to the granting of the Degree. 528
529
531 532 533
535 536
538 539 540 541 542
4-1.7 Earned Master’s + 45: Holder of total credits which would amount to a Master’s 530
Degree plus forty-five (45) credits earned subsequent to the granting of the Degree.
4-1.8 Earned Master’s + 60: Holder of total credits which would amount to a Master’s 534
Degree plus sixty (60) credits earned subsequent to the granting of the Degree. 4-1.9 Earned Doctorate Degree: Holder of an earned academic doctorate granted by 537
an accredited college or university. NOTE: For Articles 4-1.5 to 4-1.8, Masters Equivalency must have been earned by September 1992 to continue horizontally on scale. 4-2 Methods of Payment 543
A. Each employee covered by the provisions of this Agreement shall receive
his/her salary in either twenty-two or twenty-six equal payments as declared by him/her, in writing, on a form provided by August 1 of each year. New or returning employees shall be given the choice of twenty-two or twenty-six equal payments before the first pay period of the school year in which they begin/resume their employment in the District. The lists of the pay dates shall be distributed by the end of May for the next school year and shall be determined by:
(1) Biweekly pay periods. (2) The first Friday following the opening of school.
B. New employees effective July 1, 2005, must use direct deposit.
4-3 Pays Prior to Vacation 559
560 561 562 563 564 565 566 567 568 569 570
In the case of a payday coming during a vacation, payment shall be made on the last day of school prior to the beginning of vacation.
The Board agrees to deduct dues from the salaries of the members of the AMCE, the PSEA, and NEA, with the written consent of each member. The employee shall have the option of selecting from two to twenty deductions as said employee individually and voluntarily authorizes the Board to deduct. Said dues shall be transmitted by the Business Office of the Mifflin County School District to the Association within one month of collection no later than September fifteenth (15) of each year, the Association will provide the Board with a list of those employees who have authorized the Board to deduct dues for the Association in the first paragraph above. The Board will honor such authorization cards pursuant to the maintenance of the membership agreement.
Association of Mifflin County Educators Payroll Authorization Form
I hereby authorize the Business Manager’s office to deduct Professional Association dues (AMCE, PSEA, NEA) from my paychecks as agreed upon between the District and the Association. The authorization shall be valid while I remain employed by this District – unless I notify the Association officers and the Business Manager’s Office, in writing, that this authorization is revoked. Such notice of revocation shall be given during a period of fifteen (15) days prior to the expiration of this Agreement. I also agree that upon termination of employment or termination of membership in the Association, the District Business Office shall deduct any remaining amount of unpaid dues for the current school year. 605
606 607
Signature 608
609 610
Name (Typed or Printed) 611
612 613 614
Date
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5-2 Additional Payroll Deduction Options 615 616
617 618 619 620 621 622 623 624 625
Payroll deductions shall be available for Credit Union, Life Insurance (as specified in Section 3-5.2), United Way, Tax Sheltered Annuities, income protection and any other mutually agreed upon deductions. As of January 21, 1986, additional providers of “Tax Sheltered Annuities” are required to meet the requirements as outlined and approved by the Board of School Directors of the Mifflin County School District on January 20, 1986, and subject to future revisions of said approved criteria.
5-3 Change in Paycheck, Notification 626 627
628 629 630 631 632 633 634 635
If at any time there is a change or adjustment of any kind in a professional employee’s paycheck, the employee shall receive a written explanation of said change or adjustment accompanying his/her paycheck.
ARTICLE 6 RIGHTS OF PROFESSIONAL EMPLOYEES
6-1 Just Cause 636 637
638 639 640
No professional employee shall be disciplined or reprimanded in writing or reduced in rank or compensation without just cause.
6-2 Teacher Facilities 641 642
643 644 645 646
Whenever it is possible, separate lunchrooms, rest rooms and faculty rooms will be made available for all professional employees. In these faculty rooms there will be included at least one worktable and a typewriter.
6-3 Copy of School Calendar 647 648
649 650 651
All professional employees shall receive a copy of the adopted school calendar five (5) days following the regular board meeting in May.
6-4 Policy Manual 652 653
654 655 656 657 658
The Policy Manual shall be kept up-to-date via loose-leaf additions to or revisions of existing policy. A revised and updated copy will be available in each library and main office. A revised and updated copy will be given to the current President of the Association.
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6-5 Notification of Remaining Sick Leave 659 660
661 662 663 664
All members of the Bargaining Unit shall be notified at the beginning of each school year of the total number of unused sick leave days. This number does not include the current school year.
6-6 Teacher’s Lunch Periods 665 666
All professional employees shall be granted an open 30 minutes duty free lunch period every day.
667 668 669
6-7 Itinerant Professional or Temporary Professional Employees 670 671
672 673 674 675 676
Itinerant professional or temporary professional employees shall be accorded the same rights and responsibilities and be subject to the same regulations as other personnel engaged in daily classroom instruction, except as such may be prohibited by any applicable federal or state law, regulation or guideline.
6-8 Assignments in Addition to Work Day 677 678
679 680 681
Any assignments in addition to the normal workday during the regular school year shall not be obligatory, but shall be with the written consent of the teacher.
6-9 Personnel Files 682 683
684 685 686 687 688 689 690 691
The professional employee shall have the right consistent with current law to review with written notice with or without Association representation his/her personnel file. Any confidential material relating to the initial employment of the employee shall have been removed from the file, and a designated representative of the Administration may be present during the review. The employee shall acknowledge by signature that he/she has reviewed the material and may add to the file a rebuttal to any portion thereof.
6-10 Travel Time 692 693
694 695 696 697 698 699 700 701 702
When planning schedules for any member of the Bargaining Unit who must travel within the District to complete his/her daily assignment, each member’s respective area/building principal shall allow appropriate time in the member’s daily schedule to do the traveling.
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6-11 Provision of Parking Spaces 703 704
705 706 707 708
Wherever possible, the building principal shall provide adequate parking space for the traveling teacher. It shall be the responsibility of the traveling teacher to consult with the building principal concerning parking problems as they arise.
6-12 Agenda Planning 709 710
711 712 713 714 715 716
In each secondary building and in each elementary area there shall be a volunteer committee appointed jointly by the AMCE and the principal to assist in planning the agenda for faculty meetings. Faculty meetings shall have a two (2) day advance notice and be planned by this committee (except in case of emergency).
The following shall be applicable with regard to pupil grading: 1. Each teacher shall maintain the right and responsibility to determine
grades and other evaluations of his/her students and shall notify the Administration in writing of any changes in grades and other evaluations of his/her students.
2. No grade or evaluation shall be changed by anyone other than the teacher
without direct consultation with the teacher. 3. Two exceptions to the direct consultation requirement shall exist:
(a) The teacher resigns his/her position with the School District; or,
(b) The teacher is unreachable for an extended period of time after the
grade or evaluation is assigned to the student.
“Extended Period of Time” shall be defined as greater than seven (7) days.
4. If the student’s grade is changed by someone other than the teacher, the teacher shall be notified in writing of the change, including the date and reason for the change.
5. The teacher may note in the student’s file any disagreement with a grade
or evaluation change.
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6-14 Selection of Textbooks 747 748
749 750 751 752 753 754 755 756
The selection of basic textbooks shall be made upon consideration of the recommendations of a majority of those teachers actively participating in the selection process. It is understood that as many teachers as possible shall participate in this process. The District’s Curriculum Committee, which includes teachers, among others, shall provide leadership and organization in the selection process. The final decision on all textbook recommendations shall be made by the Board.
6-15 Pupil Promotion Policies 757 758
759 760 761
The pupil promotion policies for the elementary and secondary schools shall be adhered to by the teachers and administrators.
(b) If so requested, an assessment of the need shall be made by a committee consisting of a guidance counselor assigned to the students of the teacher in question, the principal, the requesting teacher and the superintendent.
(c) If after committee assessment, the superintendent, in his discretion, has
found merit in the request, attempt shall be made to secure a teacher aide within twenty (20) working days of the committee assessment, the hiring of the teacher aide at all times being contingent upon final Board approval.
(d) If the need ceases in the discretion of the superintendent, the teacher aide
shall be withdrawn. This determination by the superintendent shall be made after reassessment by the aforesaid committee and shall also be subject to final Board approval.
6-17 Maintenance of Staff/Furlough Guidelines 781 782
783 784 785 786 787 788 789 790
(1) The Board will create, maintain and distribute to the Association one copy of a semi-annually updated seniority list. The Board shall provide by May 1 and November 1 of each year the updated and revised copy of the seniority list, including newly elected employees through February and September, respectively. It shall be the Association’s responsibility to make the list available to its members. The list will include the initial date of employment, continuous length of service, and areas of professional certification.
(2) In the event a reduction in the work force becomes necessary, the Board agrees to make a reasonable effort to reduce through attrition. If reductions through attrition are not possible, professional and temporary professional employees shall be suspended in the manner specified in Act 97 of 1979, specifically that portion of Act 97 which is Section 1125.1 of the School Code, except as hereinafter noted.
(3) (a) Employees who have been furloughed may continue, at their option
and expense, fringe benefits available to the members of the Bargaining Unit, except as stated herein, so long as they remain available for recall.
(b) Payments for said fringe benefits shall be made, in advance, on a quarterly basis to the District Business Office. (c) The District shall establish, in its discretion, from time to time, the exact dates on which said advance quarterly payments are due in the Business Office. (d) Notwithstanding the aforesaid, there shall be no continuation of said fringe benefits if the District is no longer reasonably able to obtain insurance coverage for said benefits for a person on furloughed status. Furthermore, there shall be no continuation of benefits if overall cost of the benefits is increased by the said inclusion of the furloughed employee. (e) Additionally, the right to prepay the fringe benefits aforesaid shall not, in any case, extend beyond five (5) years from date of furlough.
(4) Any professional employee in the Bargaining Unit who is to be furloughed shall receive tentative notification of furlough the day following the regularly scheduled May Board Meeting. No later than the Superintendent’s Workshop in May, Association representatives appointed by the President of the Association shall receive notification of those employees to be tentatively furloughed.
ARTICLE 7 PROFESSIONAL ASSIGNEMENTS
7-1 Assignment During Normal Work Week 830 831
832 833 834
Every member of the Bargaining Unit shall be assigned not less than five (5) planning periods per week during the 2005-2008 school years. Every member of the bargaining unit shall have not less than one plan period per day. In grades 6-
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12 no more than thirty (30) teaching periods per week shall be assigned without the teacher’s written consent.
Planning periods shall not be used as study halls, traveling time, lunchtime, recesses or duties which involve the supervision of students in any manner. Planning periods shall be used for preparation for work assignments. The Board, at its discretion, may implement an eight (8) period day in Grades 6 through 12 provided that teachers assigned 25 teaching periods per week will have five (5) scheduled planning periods per week, and teachers assigned 30 teaching periods per week will have six (6) scheduled planning periods per week unless teachers give written consent for an alteration.
7-2 Workday 848 849
850 851 852 853 854 855 856 857 858
860
862 863 864 865 866
868 869 870 871 872 873
7-2.1 The normal workday for the members of the Bargaining Unit shall be seven (7) hours and thirty (30) minutes, commencing no earlier than 8:00 AM, and ending no later than 4:00 PM. It shall be understood that any after-school prearranged teacher-parent conferences, teacher-student conferences, or faculty meetings may exceed the established departure time, and therefore all professional employees will be available for said conference or meetings. An augmented schedule outside a building’s normal bell schedule and within the 8:00 AM to 4:00 PM parameters shall be by employee option only.
7-2.2 In-service days shall start at 8:00 AM and conclude at 3:30 PM. 859 7-2.3 In the event of a delayed start a member’s workday shall commence at the 861
delayed start time and end at the building’s normal dismissal time. Any member working an augmented schedule would be required to start work at the same time all other member’s begin, however, it shall be understood that he or she shall remain on the job until his or her usual dismissal time.
7-2.4 In the event of an early dismissal due to weather conditions or unforeseen 867
emergencies, it shall be understood that all members of the bargaining unit shall be dismissed fifteen minutes following the dismissal time of the member’s buildings. It shall be understood that some members may need to stay longer due to busing issues. This includes all members even those working an augmented schedule.
7-3 Notice of Teaching Assignment 874 875
876 877 878
The right of professional work assignments rests with the School Board and the Administration. However, professional employees shall not be transferred indiscriminately and in the absence of justifiable reason.
Each teacher will receive, in writing, a notification by June 1 of the current year as to the next year’s tentative teaching assignment. This notification shall include: 1. Subject(s) to be taught; 2. Grade(s) to be taught; 3. Any special or unusual classes that teachers will be asked to teach, and; 4. The building assignment of the individual teacher.
Any change after June 1 shall be made in consultation with the teacher concerned, if said teacher is reasonably available. It is the teacher’s responsibility to be reasonably available. “Reasonably available” means that if the teacher desires to be consulted, he/she must be promptly reachable at a designated telephone number. Long distance calls to the teacher, if any, shall be made “collect”. It is the teacher’s responsibility to supply the Board and the Administration with the telephone number.
(b) There shall be two (2) teacher workdays – the first of which shall be the day preceding the first pupil day and the second of which shall be the day following the last pupil day.
(c) There shall be an additional two (2) teacher workdays to be utilized for
staff development/in-service. (d) All employees must attend an Open House, if scheduled and a Back-to-
School Night, if scheduled. If one or both is not attended, which must be approved by the Principal in advance, then two (2) hours of in-service provider by the district or by an approved PDE (Act 48) provided must be completed for each scheduled Open House or Back-to-School Night missed at no extra pay or the two (2) hours may be made up writing IEP’s.
7-5 Listing of Substitutes 915 916
917 918 919 920 921 922
A list of substitute teachers and nurses – stating their qualifications – shall be given to all professional employees so that they may familiarize themselves with the availability of substitute teachers and nurses. This list shall be distributed on October 1 of the school year. Any substitute teacher recommended by the professional employee for whom the substitute teacher is being employed shall receive primary consideration in the selection of said substitute teacher.
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923 924 925
This list shall be revised and provided on October 1 and February 1 of each year.
7-6 Notification of Professional Vacancies 926 927
928 929 930 931 932 933 934 935 936 937
All professional positions (including coaching positions) shall be open to all professional employees whose qualifications are satisfactory. Job titles shall be made known to all professional employees in advance of scheduled elections in order to allow sufficient time for the filing of applications. During June, July, and August, job titles shall be made known by posting in the Administration Building, posting on all office bulletin boards in buildings which house a full-time principal or supervisor and by sending a copy to the Association. Any teacher who wishes to receive copies of notifications of professional vacancies may do so by acquiring them at the District office.
7-7 Returning From Approved Leave 938 939
940 941 942 943 944 945 946 947 948
On returning to service from any approved leave, the employee shall be returned to the same or substantially the same position the employee occupied prior to the leave. If that position no longer exists, the employee shall be given another position for which the employee is properly certified.
ARTICLE 8 ASSOCIATION RIGHTS
8-1 President’s Released Time 949 950
951 952 953 954
Released time, as needed, for the President of the Association, will be arranged by the President of the Association, the Superintendent, and the Principal of the building concerned.
8-2 Association Representatives’ Leave 955 956 957 958 959 960
Elected representatives from the AMCE shall be granted days of leave without pay for official Association business. However, if approved by the Board for District educational needs, the days will be granted with pay. (See Appendix D)
8-3 Interschool Mail 961
962 963 964 965 966
The Association shall be permitted to use the interschool mail system. All items must be signed. Any distribution of Association mail shall be the responsibility of the Association membership. Clerical personnel employed by the District shall not assist in this function.
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967 8-4 Use of District’s Equipment 968 969
970 971 972 973
The Association shall be permitted by arrangement with the Building Principal, to use the District’s reproduction equipment for Association purposes. Costs of paper and other materials shall be borne by the AMCE.
8-5 Use of Bulletin Boards 974 975
976 977 978 979
The Association shall have in each school building, the common use of a bulletin board in each faculty lounge and all items related to AMCE, PSEA and NEA shall be posted on that bulletin board.
8-6 Association Right to Speak 980 981 982 983 984 985 986 987 988
An Association representative may speak to the professional employees following any faculty or other professional meeting.
ARTICLE 9 LEAVES OF ABSENCES (PAID AND UNPAID)
9-1 Anticipated Disability Leave Including Childbearing Leave 989 990
An employee who is unable to work because of personal illness or disability and who has exhausted all sick leave available shall be granted a leave of absence without pay for the duration of the illness or disability. The said leave may not exceed twelve (12) calendar months and shall begin after all accumulated sick leave and personal leave is exhausted. Childbearing leave shall be handled in the same manner as other disability leaves. 1. Notice shall be given not less than thirty (30) calendar days prior to the
leave, and the employee shall submit a written request for childbearing leave or anticipated disability leave (emergency of a physical nature relating to the anticipated disability excepted).
2. The employee shall furnish a doctor’s statement that said employee
cannot perform his/her duties and, if possible, an estimated date of return. The beginning date for a leave shall be determined jointly by the employee’s physician and the employee.
3. The employee shall furnish and submit to the employer, for each month of
disability, a brief, written statement confirming his/her continued disability and expected date of return, along with any other relevant
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information and changes. The employer shall confirm receipt of this statement in writing.
4. An employee may return to work when the employee’s physician certifies
the employee’s ability to assume his/her duties.
5. On returning to service from leave, the employee shall be returned to the same position he/she occupied prior to the leave. If that position no longer exists, the employee shall be given another position for which he/she is properly certified.
6. The length of the leave may be extended by the Board on written request
by the employee to the Superintendent, and the employee shall be thereafter permitted to continue any and all fringe benefits available by remitting the costs of these benefits to the Board.
Employees of the Board who were not granted childbearing leave for the child in question, or who were granted childbearing leave for the child in question, but did not utilize the full one (1) year permitted for childbearing leave for the child in question, shall be provided with childrearing leave not to exceed one (1) year, except as hereinafter limited, without salary, but with health, dental and life insurance benefits, under the following provisions:
(1) Not later than thirty (30) calendar days prior to the effective date of leave,
the employee shall submit a written request for childrearing leave. However, this time period may be waived by the Superintendent if the Superintendent, in his/her sole discretion, determines that compelling reasons exist to do so.
(2) An employee may return to work on not less than thirty (30) calendar
days’ notice.
(3) On returning to service from childrearing leave, the employee shall be returned to the same or substantially the same position he or she occupied prior to the leave. If that position no longer exists, the employee shall be given another position for which he or she is properly certified.
(4) The length of the leave may be extended by the Board upon written
request by the employee to the Superintendent, and the employee shall be thereafter permitted to continue any and all fringe benefits available by remitting the costs of these benefits to the Board.
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(5) There shall be no distinction between natural, adoptive, foster parents or legal guardians of the person in this section; however, the child in question must be less than eighteen (18) years of age.
1055 1056 1057 1058 1059 1060 1061 1062 1063
(6) Anything to the contrary herein before notwithstanding, including the
introductory clauses to this section, a period of childrearing leave in combination with a period of childbearing leave for a child in question shall not in any case exceed a total of one (1) year without Board approval.
9-2 Emergency and Personal Leave 1064 1065
(A) Emergency leave may be granted by the Superintendent when applied for on an approved form. Emergency leave may be granted only after the professional employee has utilized his/her personal leave, if any, except if the day on which emergency leave is requested falls on a day on which personal leave is not permissible, all as hereinafter noted.
All members of the Bargaining Unit shall be entitled to short term leave with pay for personal reasons in accordance with the following: (1) Each member of the Bargaining Unit in the District shall be provided with
personal leave days in accordance with the table below. Members shall receive personal leave days according to their years of service in the District.
All Bargaining Unit Members: Beginning year one (1) through year nine (9) shall receive one (1) day. Beginning year ten (10) through year nineteen (19) shall receive two (2) days. Beginning year twenty (20) and all years thereafter shall receive three (3) days.
(2) Written requests for leave must be submitted to and granted by the requester’s principal not less than three (3) calendar days prior to the day for which personal leave is requested unless circumstances involving the leave, in the discretion of the requester’s principal, demand suspension of the three (3) day notice requirements.
(3) A maximum of ten percent of the professional personnel in a building
housing eleven (11) or more professional employees or one (1) professional employee in a building housing ten (10) or fewer professional employees may be granted leave on any one day on a first-come/first-served basis.
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(4) At the conclusion of the school year the employee not utilizing his/her personal leave day(s) shall have the option of accumulating personal leave as sick days or shall accumulate the unused day(s) as personal days. All accumulated days shall be carried over and added to the next school year’s allotment of personal leave days. The employee may choose to be paid $100 for each unused personal day(s).
(5) It is understood that the member of the Bargaining Unit granted leave is
responsible for providing lesson plans for his/her substitute. (6) Personal leave shall not be available on the first or last pupil instruction day
of the school year. Personal leave shall not be available in blocks of five days or more during the first week and the last week of pupil instruction of the school year. Personal leave shall not be available in blocks of nine (9) days or more during the school year, unless permission is granted from the building principal, due to an emergency situation. Personal leave must be taken in full day increments.
9-3 Temporary Military 1117 1118
1119 1120 1121 1122
Leave shall be granted to any persons called into temporary duty of any unit of the United States Reserves or the State National Guard. The professional employee shall be paid in compliance with State and Federal regulations.
9-4 Good Cause 1123 1124 1125 1126 1127
Other leaves of absence with or without pay may be granted by the Board for good reason.
As a protection against catastrophe (disabling illness or accident) requiring a recovery period exceeding the professional employee’s accumulated sick leave and such other relief as the individual may be entitled, the Board and the Association agree to the concept of a Sick Leave Bank. Any professional employee desiring to join must contribute one day of accumulated sick leave to the Bank within the first thirty (30) workdays of the start of a new contract. (If the Bank falls below a minimum reserve of one hundred days, every member will be asked to contribute another day.) New hires may join the Sick Leave Bank by contributing one day within his/her first thirty (30) workdays.
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9-6 International and Federal Programs 1143 1144 1145 1146 1147 1148 1149 1150 1151 1152 1153 1154 1155 1156 1157 1158 1159 1160
For teaching in international and federally supported programs, a leave of absence of up to two (2) years shall be granted to any professional employee upon application for the purpose of participating in exchange teaching programs in other states, territories or countries, foreign or military teaching programs, the Peace Corp, Teachers Corp, or Job Corp as a full-time participant in such programs; or a cultural travel or work program related to his/her professional responsibilities; provided said teacher states his/her intention to return to the school system.
Credit for years of teaching in such programs shall be granted to the professional employee upon return to the School District.
This leave granted by the Board shall be limited to 1% of the bargaining unit per year. Notification of intent to return must be given, in writing, sixty (60) days prior to date of return.
9-7 Professional Study 1161 1162
1163 1164 1165 1166 1167 1168
A leave of absence of up to two (2) years may be granted to any professional employee, upon application, for the purpose of engaging in study at an accredited college or university reasonably related to his/her professional responsibilities. Credit for years of teaching in such programs shall be granted to the professional employee upon return to the School District.
9-8 Regular Military 1169 1170
1171 1172 1173 1174 1175 1176
A military leave of absence shall be granted to any professional employee who shall be inducted or shall enlist for military duty in any branch of the armed forces of the United States. Upon return from such leave, a professional employee shall be placed at the same position on the salary schedule as he/she would have been had he/she taught in the District during such period.
9-9 Bereavement Leave 1177 1178
1179 1180 1181 1182 1183 1184 1185 1186
Because of a death in the immediate family of a professional or temporary professional employee, there shall be no deduction in the salary of said employee for an absence not in excess of three days concurrent with the funeral. Members of the immediate family are defined as – father, mother, brother, sister, son, daughter, husband, wife, grandchild, parent-in-law, son-in-law, daughter-in-law, or near relative who resides in the same household, or any person with whom the employee has made his/her home.
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In the case of the death of a near relative, there shall be no deduction in the salary of said employee on the day of the funeral. A near relative is defined as first cousin, grandfather, grandmother, aunt, uncle, niece, nephew, brother-in-law, sister-in-law, and grandparent-in-law.
An employee who is properly subpoenaed as an essential witness and who is, accordingly, under legal compulsion to attend a legal proceeding, shall be on leave to make such attendance for so long as the same is in fact necessary, and one who is properly summoned for jury duty and does, in fact, serve such duty shall be on leave during each day of such service, and in each case shall be paid by the employer for each such day of such leave at the rate of regular compensation, but reduced by the amount of per diem compensation received or to be received for such service, provided in all such cases that the employee shall give the immediate supervisor or any other available alternate in the administrative organization of the school the most prompt notice possible in the circumstances, and in writing if time permits.
9-11 Professional Development Leave/Sabbatical Leave for Restoration of Health 1206 1207
Leave shall be provided as follows: (1) After ten (10) years of service (at least five (5) consecutive years in the
District involved) and every seven (7) years thereafter. (2) Professional employees shall apply to the Board; applications will be
given preference according to years of service. The number of leaves may not be limited to less than 10% of the number of persons eligible.
(3) Professional employees must return to employment for not less than one
(1) school term immediately following the leave.
(4) Receives one-half of regular salary.
(5) Retirement contributions shall be made by the Board during period of absence.
(6) Leave does not prevent receipt of study grant.
(7) Nothing contained herein shall be contrary to the provisions of the
Pennsylvania School Code as it refers to Professional Development Leave/Sabbatical Leave for Restoration of Health.
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(8) Persons entitled shall be according to Act 66 of 1996, amending the Pennsylvania School Code, Sections 522 and 1166, adding Sections 522.2 and 1166.1.
Any person employed in the public school system of this Commonwealth who has completed ten (10) years of satisfactory service as a professional employee or member of the supervisory, instructional or administrative staff, or as a commissioned officer, of any Board of School Directors, County Board of School Directors, or any part of the public school system of the Commonwealth, shall be entitled to a leave of absence for professional development or a sabbatical leave for restoration of health, or, at the discretion of the Board of School Directors, for other purposes. At least five consecutive years of such service shall have been in the School District from which leave of absence for professional development or sabbatical leave for restoration of health is sought, unless the Board of School Directors shall, in its discretion, allow shorter time: Provided, however, that in the case of professional employees of area vocational-technical schools or technical institutes, prior service in the participating school district shall be credited toward such service requirement. A leave of absence for professional development or sabbatical leave for restoration of health shall be for a half or full school term or for two half school terms during a period of two years, at the option of such person: Provided, however, if a sabbatical leave is requested because of the illness of an employee, a leave shall be granted for a period equivalent to a half or full school term or equivalent to two half school terms during a period of two years: Provided further, that if a sabbatical leave for restoration of health or a leave of absence for professional development for one half school term or its equivalent has been granted and the employee is unable to return to school service because of illness or physical disability, the employee, upon written request prior to the expiration of the original leave, shall be entitled to a further leave for one half school term or its equivalent: Provided further, that if a leave for a full school term or its equivalent has been granted and the employee is unable to return to school service because of illness or physical disability, the Board of School Directors may extend such leave for such periods as it may determine but not to exceed one full school term or its equivalent. Thereafter, one leave of absence for professional development or a sabbatical leave for restoration of health shall be allowed after each seven years of service. A sabbatical leave for restoration of health or a leave of absence for professional development granted to a regular employee shall also operate as a leave of absence without pay from all other school activities.
A Board of School Directors may grant a leave of absence to a professional employee for the purpose of acquiring practical work experience in business, industry or government, in accordance with the conditions and provisions set forth in section 1166.1 of this act. Persons on classroom occupational exchange shall be considered in full-time daily attendance in the position from which the leave was granted, during the period of said leave, for the payment of compensation by the School District, for the purpose of determining the employee’s length of service, the right to receive increments as provided by law and the right to make contributions as a member of the Public School Employee’s Retirement Fund and continue membership therein. The business, industry or government to whom the employee is assigned during the period of the classroom occupational exchange shall fully compensate the employee’s school employer for all salary, wages, pension and retirement contributions and other benefits, as if the school employee were in full-time active service. PS11-1166.1 Leaves of Absence for Professional Development A leave of absence for professional development shall be directly related to the professional responsibilities as determined by the Board of School Directors and shall be restricted to activities required by regulations of the State Board of Education and by the laws of this Commonwealth for a professional certificate or commission or to improve professional competency. All requests for a leave of absence for professional development shall be subject to review and authorization by the Board of School Directors, which shall have sole authority to adopt and enforce policy establishing the conditions for approval of such leaves. At a minimum for a half school term, a leave of absence for professional development shall consist of any of the following or a combination thereof: nine (9) graduate credits, twelve (12) undergraduate credits, one hundred eighty (180) hours of professional development activities. At a minimum for a full school term, a leave of absence for professional development shall consist of any of the following or a combination thereof: eighteen (18) graduate credits, twenty-four (24) undergraduate credits, three hundred sixty (360) hours of professional development activities. The employee requesting a leave of absence for professional development shall submit to the Board of School Directors a detailed plan describing the professional development activities to be undertaken. The Board shall be authorized to approve or reject the plan, consistent with its written policy. Upon completion of the leave, the employees shall provide to the Board of School Directors satisfactory evidence that the employee’s approved plan for professional development was fully complied with during the leave of absence. If the employee fails to do so, unless prevented by illness or physical disability,
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the employee shall forfeit all benefits to which said employees would have been entitled under the provisions of this act for period of the absence for professional development.
Applications for leaves of absence shall be given preference, according to the years of service, since the previous sabbatical leave of the applicant, and in accordance with regulations adopted by the Board of School Directors. No School District shall limit the number of leaves of absence granted in any school year to less than the percentum (10%) of the number of persons eligible for such leave of absence regularly employed in such district. Schools which have a staff of seven (7) or less teachers shall be permitted at least one leave of absence each term. (amended July 27, 1953, P.L. 629) Return to Employment 1335
No leave of absence shall be granted unless such a person shall agree to return to his or her employment with the School District for a period of not less than one school term immediately following such leave of absence. No such leave of absence shall be considered a termination or breach of the contract of employment, and the person on leave of absence shall be returned to the same position in the same school or schools he or she occupied prior thereto. Upon expiration of a sabbatical leave, by consent of the School Board, the requirement that the person on leave of absence shall return to the service of the School District or to the same position in the same school or schools that he or she occupied prior thereto, may be waived. If the School Board has not waived the obligation to return to school service upon expiration of the sabbatical leave and the employee fails to do so, unless prevented by illness or physical disability, the employee shall forfeit all benefits to which said employee would have been entitled under the provisions of this act, for the period of the sabbatical leave. If such employee resigns or fails to return to his employment, unless the requirement to return to service is waived by the Board of School Directors, the amount contributed by the School District under Section 1170 of this act to the Public School Employee’s Retirement Fund shall be deducted from the refund payable to such employee under existing law and the amount so refunded to the School District by which it was paid. (Amended September 29, 1959, P.L. 999.)
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Salary While On Leave 1363 1364 1365 1366 1367 1368
The person on leave of absence shall receive one-half of his or her regular salary during the period he or she is on sabbatical leave. (Amended July 30, 1963, P.L. 358.) Rights Retained 1369
Every employee, while on sabbatical leave of absence, shall be considered to be in regular full-time daily attendance in the position from which the sabbatical leave was taken, during employee’s length of service and the right to receive increments, as provided by law. Every person on leave of absence shall continue his or her membership in the School Employees’ Retirement Association. The School District shall pay into the School Employees’ Retirement Fund on behalf of each such employee on leave, in addition to the contributions required by law to be made by it, the full amount of the contribution required by law to be paid by the employee, as though said employee were actually in regular full-time daily attendance in the position from which the sabbatical leave was taken so that such employee’s retirement rights shall be in no way affected by such leave of absence. The amount of the contribution required to be paid by the employee shall be deducted from any compensation payable to the employee while on leave. Nothing in this subdivision of this article shall be construed to prevent any person on leave of absence from receiving a grant for further study from any institution of learning. (Amended July 29, 1953, P.L. 1004.) Regulations 1391
1392 1393 1394 1395 1396 1397 1398 1399 1400 1401
The Board of School Directors shall have the right to make such regulations as they may deem necessary to make sure that employees on leave shall utilize such leave properly for the purpose for which it was granted, requiring reports from the employee or employees in such manner as they may deem necessary.
ARTICLE 10 GRIEVANCE PROCEDURE
10-1 Purpose 1402
1403 1404 1405
The primary purpose of this procedure is to secure, at the lowest possible level, equitable solutions to a claim of the aggrieved party. Both parties agree that
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these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.
1406 1407 1408
10-2 Definitions 1409 1410 A. Grievance 1411
1412 1413 1414 1415 1416 1417 1418 1419
A claim by a professional employee, member of the Bargaining Unit, or by a group of the same, that there has been a misinterpretation, violation, or inequitable application of the terms of this Agreement. Provided that a claim involving application of established Board Policy or teacher ratings, not explicitly contained in this Agreement, may be processed through the grievance procedure herein provided, up to the Board Level (Step V), but shall not be subject to arbitration (Step VI).
B. Aggrieved Party 1420 1421 1422
The person or persons initiating the grievance.
C. Professional Employee 1423 1424 1425 1426
Any professional staff member covered by the Bargaining Unit, defined in Article 1-2.
D. Bargaining Unit 1427 1428 1429 1430
All professional staff members below the level of “first line supervisor” as provided by the guidelines of Act 195.
E. Immediate Administrative Officer 1431 1432 1433 1434
The Elementary and Secondary Principal or Supervisor who serves as the first line supervisor of the aggrieved party.
F. Days 1435 1436 1437 1438
The term “days” when used shall mean working school days, and days in the normal administrative summer workweek.
G. School Board 1439 1440 1441
The Board of School Directors of the Mifflin County School District.
10-3 General Principles 1442 1443
1444 1445 1446 1447 1448
A. The School Board shall use every means at its disposal to assure to every professional employee the unobstructed use of this grievance procedure without fear of reprisal or without prejudice in any manner in his/her professional or employment status.
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B. A professional employee may seek and use the assistance of a designated representative of the exclusive bargaining agent in the presentation and/or appeal of any grievance. Such assistance may include, but shall not be limited to, the direct representation of a professional employee at all steps of the grievance procedure.
C. Nothing contained in this grievance procedure shall be construed to deny
any professional employee his/her constitutional rights.
D. The failure of the aggrieved party to proceed to the next step of the grievance procedure within the time limits set forth shall be deemed to be the acceptance of the decision previously rendered and shall constitute a waiver of any future appeal concerning the particular grievance. The failure of an Administrator or the School Board at any step to communicate his decision to the aggrieved party within the specified time limits shall permit the aggrieved party to proceed to the next step.
E. The immediate administrative officer of the aggrieved party may be in
attendance at all subsequent presentations of the grievance.
F. Any cost of arbitration accrued by a nonmember of the bargaining agent shall be borne by that individual.
G. The arbitrators to whom any grievance shall be submitted in accordance
with the provisions of this Article, shall be bound by the provisions of the American Arbitration Association.
H. All time limits are considered maximums, but may be extended by mutual
agreement. 10-4 Procedure 1479
1480 10-4.1 Step I 1481
1482 1483 1484 1485 1486 1487 1488 1489 1490 1491
Any member or group of the Bargaining Unit initiating an alleged grievance shall present said grievance, verbally, to the immediate administrative officer within five (5) days after the recognition of the alleged misinterpretation, violation, or misapplication of the Agreement, or inequitable application of established School Board Policy. The immediate administrative officer shall reply, verbally, to the aggrieved party within five (5) days after the initial presentation of the grievance.
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The aggrieved party shall have five (5) days from the date of the verbal reply from the immediate administrative officer to appeal this decision, in writing, on a form provided by the School Board.
Any member or group of the Bargaining Unit initiating an alleged grievance shall present said grievance, in writing and on a form provided by the School Board, to the immediate administrative officer within five (5) days after receiving the verbal reply from the immediate administrative officer concerning the alleged misinterpretation, violation, misapplication of the Agreement, or inequitable application of the established School Board Policy. The immediate administrative officer shall reply, in writing, to the aggrieved party within five (5) days after the initial written presentation of the grievance. The aggrieved party shall have five (5) days from the date of the reply from the immediate administrative officer to appeal this decision.
10-4.3 Step III 1510 1511
1512 1513 1514 1515 1516 1517 1518 1519 1520 1521
If the action in Step II fails to resolve the grievance to the satisfaction of the aggrieved party, the grievance shall be referred to the next level administrator deemed appropriate. The next level administrator shall reply, in writing, to the aggrieved party within five (5) days after receipt of said grievance. The aggrieved party shall have five (5) days from the date of the reply from the next level administrator to appeal this decision.
If the action in Step III fails to resolve the grievance to the satisfaction of the aggrieved party, the grievance shall be referred to the District Superintendent. The District Superintendent shall reply, in writing, to the aggrieved party within five (5) days after receipt of said grievance. The aggrieved party shall have five (5) days from the date of reply from the District Superintendent to appeal this decision.
If the action in Step IV fails to resolve the grievance to the satisfaction of the Association, the grievance shall be referred to the School Board. After such referral, the School Board or School Board Committee and the aggrieved party shall meet within fifteen (15) days for the purpose of discussing the matter and disposing of it in a mutually satisfactory manner. The School Board shall officially notify the aggrieved party, in writing, of the disposition of the grievance within five (5) days of the last meeting of the parties involved. The Association shall have five (5) days from the date of the reply from the School Board to appeal this decision.
If the action in Step V fails to resolve the grievance to the satisfaction of the Association, the Association may request that the matter be submitted to binding arbitration as provided in Section 903 of Act 195. The final decision shall be rendered by the Arbitrator on the issues subject to arbitration as defined in Section 903 of Act 195. Both parties shall be bound by the decision of the Arbitrator, except where enabling legislation is required in which it is binding only if such legislation is enacted as provided in Section 901 of Act 195.
ARTICLE 11 MEET AND DISCUSS
11-1 The Board of School Directors shall appoint a “Meet and Discuss Committee” to 1568
represent the Board and to meet with a representative committee of the Bargaining Unit to discuss items of mutual concern as provided for in Act 195 and in accordance with the definition of “Meet and Discuss” as listed in Article III of that Act.
11-2 The Committee representing the Board shall have three (3) members. The 1574 Committee representing the Bargaining Unit shall have three (3) members. Either party shall have the right to bring additional persons before the Committee to present testimony, to observe, to counsel or advise.
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11-3 A regular meeting date shall be established. This date shall be arranged by 1579 mutual agreement between the Chairman of the Committee representing the Board and the Chairman of the Committee representing the Bargaining Unit.
11-4 The Superintendent and/or the President of the Bargaining Unit shall receive a 1583
two (2)week prior notice from the Bargaining Unit or Superintendent listing, in writing, all items to be discussed. In case of emergencies, the Superintendent and the President of the Association may mutually agree to waive the two-week notification period in order to place additional items on the agenda.
11-5 The Meet and Discuss Committee may appoint operating committees and/or 1589
subcommittees to make in-depth studies of problems brought before the Meet and Discuss Committee.
11-6 Minutes of the Meet and Discuss Committee shall be recorded. 1593 11-7 Progress reports shall be issued as the need develops. 1595
ARTICLE 12 MAINTENANCE OF MEMBERSHIP
12-1 The Board agrees that all employees who are presently members of the 1601
Association shall be subject to the “maintenance of membership” program as defined in Article III, Subsection (18) and set forth in Section 705 of the Public Employee Relations Act, Act 195, which reads as follows:
“MAINTENANCE OF MEMBERSHIP” means that all employees who have joined an employee organization or who joins the employee organization in the future must remain members for the duration of a collective bargaining agreement so providing with the proviso that any such employee or employees may resign from such employee organization during a period of fifteen days prior to the expiration of any such agreement.
The Mifflin County School District’s sole responsibility under this provision of the Agreement shall be limited to the collection of Association dues. The School District shall not discipline members of the Association who violate or attempt to violate this provision of the Agreement.
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ARTICLE 13 1623 1624 1625
MISCELLANEOUS PROVISIONS
13-1 Waiver 1626 1627
1628 1629 1630 1631 1632 1633 1634 1635 1636
The parties agree that all negotiable items have been discussed during the negotiations leading to this Agreement, and that no additional negotiations on this Agreement will be conducted on any item, whether contained herein or not, during the life of this Agreement. The exception is the existence of a problem due to an emergency within the School District wherein a contracted item must be re-negotiated to solve the problem. Both parties of this Agreement must agree that an emergency exists. The question of whether an emergency exists shall be subject to arbitration.
13-2 Separability 1637 1638
1639 1640 1641 1642 1643 1644
If any provision of this Agreement or any application of this Agreement to any employee or group of employees is held to be contrary to law, then such provision or application shall not be deemed valid and subsisting except to the extent permitted by law, but all other provisions or applications shall continue in full force and effect.
13-3 Compliance Between Individual Contract and Master Agreement 1645 1646
1647 1648 1649 1650 1651 1652
Any individual contract between the Board and an individual teacher heretofore or hereafter executed, shall be subject to and consistent with the terms and conditions of this Agreement. If an individual contract contains any language inconsistent with this Agreement, this Agreement during its duration, shall be controlling.
13-4 Statutory Savings 1653 1654
1655 1656 1657 1658
Nothing contained herein shall be construed to deny or restrict to any professional employee such rights as he/she may have under the Public School Code, the Public School Employee Relations Act 195.
13-5 Management Functions 1659 1660
1661 1662 1663 1664 1665 1666
All management functions and prerogatives which the Board has not expressly modified or restricted by a specific provision of this Agreement are retained and vested exclusively in the Board, and are not subject to arbitration under this Agreement.
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13-6 Duplication of Agreement 1667 1668
1669 1670 1671 1672
The Association shall produce a copy of the final written Agreement for ratification. The Board shall produce the written Agreement for general distribution within thirty (30) calendar days following ratification.
A. Release time, as needed, to attend meetings and conferences shall be provided by the District when approved by District Induction Council, Superintendent, or Board.
B. Compensation for the mentor teacher shall be a stipend of $750.00 to carry
out their responsibilities for the inductees, and the training required.
C. A mentor-teacher shall be responsible for only one inductee, unless he/she agrees to accept the responsibility for more than one.
Both parties agree that Article VIII, Section 2 shall be implemented as follows: Elected representatives from the Association of Mifflin County Educators shall be granted leave without pay for official association business provided the Superintendent shall be informed, in writing, by an association officer of the names of the individuals to be absent, no later than ten (10) work days in advance of the day(s) to be taken. This contractual provision shall be utilized by the Association of Mifflin County Educators and administered by the School District in a reasonable fashion. FOR THE MIFFLIN COUNTY FOR THE ASSOCIATION OF BOARD OF EDUCATION MIFFLIN COUNTY EDUCATORS DATE: DATE:
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APPENDIX E - EXTRA CURRICULAR ACTIVITIES
ACTIVITY VALUE FACTOR
I. Yearbook Editor 3.1
II. Yearbook Business Manager 2.6
III. Marching Band Director 2.4
IV. Junior Class Advisor 2.1
V. Summer Band – Senior Class Advisor 1.6
VI. Student Council Advisor – Key Club Advisor 1.5
VII. Debate Club Advisor – Varsity Club Advisor 1.1
VIII. Art Club Advisor – National Honor Society Advisor .9 Technology Student Association Advisor
IX. Drama Club Advisor – Senior Class Show Advisor .8 Choir Director – Conservation Club Advisor High School Science Club Advisor
X. M.C.C. Advisor – Pep Club Advisor .7 Stage Band Director – Stage Crew Advisor Middle School Band Club Advisor Scholastic Quiz Advisor
XI. Computer Club Advisor – School Paper Advisor .6
XII. Freshman Class and Sophomore Class Advisors .5 Accounting Club Advisor – Business Club Advisor F.H.A. Advisor – Safety Club Advisor Ski Club Advisor
XIII. Builders Club Advisor .4 French, German, and Spanish Club Advisors Humanities Club Advisor – Audio Visual Club Advisor
XIV. A.F.S. Advisor – Middle School Paper Advisor .3 Conditioning Club Advisor – Weight Lifting Club Advisor Middle School Yearbook – Social Studies Club Advisor Assistant Ski Club Advisor – Elementary Drama Club Advisor Middle School Science Club Advisor – “S” Club Advisor Middle School Spelling Bee Coordinator
XV. Key Club Assistant – Builders Club Assistant .2
XVI. Olympics of the Mind Advisor .1
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Elementary Spirit Club Advisor Drama Club Assistant
APPENDIX F
ATHLETIC COACHES SALARY SCHEDULE
MULTIPLIER I. Athletic Director 3.5 Athletic Trainer (Certified) II. Head Basketball 3 Football Wrestling III. Assistant to the Athletic Trainer 2.6 Baseball Cheerleading Cross Country Field Hockey Golf Soccer Softball Tennis Track Volleyball IV. First Assistant Coaches 2.2 Equipment Manager V. Assistants 1.8 Assistant Athletic Director VI. Ninth Grade Head 1.5 VII. Ninth Grade Assistant 1.3