NYS PERB Contract Collection – Metadata Header This contract is provided by the Martin P. Catherwood Library, ILR School, Cornell University. The information provided is for noncommercial educational use only. Some variations from the original paper document may have occurred during the digitization process, and some appendices or tables may be absent. Subsequent changes, revisions, and corrections may apply to this document. For more information about the PERB Contract Collection, see http://digitalcommons.ilr.cornell.edu/perbcontracts/ Or contact us: Catherwood Library, Ives Hall, Cornell University, Ithaca, NY 14853 607-254-5370 ilrref@cornell.edu Contract Database Metadata Elements Title: Randolph Academy Union Free School District and Maintenance Mechanic (2004) Employer Name: Randolph Academy Union Free School District Union: Maintenance Mechanic Effective Date: 07/01/04 Expiration Date: 06/30/08 PERB ID Number: 8724 Unit Size: 1 Number of Pages: 42 For additional research information and assistance, please visit the Research page of the Catherwood website - http://www.ilr.cornell.edu/library/research/ For additional information on the ILR School - http://www.ilr.cornell.edu/ Agreement By <& Between Randolph Academy Union Free School District And Maintenance Mechanic July J, 2004-June30, 2008 m This agreement made the 25 day of April, 2005 By and Between the Randolph Academy Union Free School District of Randolph, New York (hereinafter referred to as the "District"; Thomas Shields residing in Randolph NY, DOH: 07/01/1991 (hereinafter referred to as the "maintenance mechanic".) Article I Probationary Period A probationary period of up to twenty-six (26) weeks will be in effect according to Civil Service Law. Article I I Salary Salary Increase for 2004-2005 = $.50 per hour-BOE approved 04/25/05 Salary Increase for 2005-2006 = 4.5% increase-BOE approved 07/20/05 Salary Increase for 2006-2007 = 4.5% increase-BOE approved 08/17/05 Salary Increase for 2007-2008 = 4.5% increase-BOE approved 08/17/05 Salary increase to be determined by June 1st of each year for the following calendar year. Maintenance Mechanic will be paid as a salaried employee. Salary will be paid on a bi-weekly basis in accordance with the District's payroll schedule. Salary checks will reflect the actual Federal and State Income Taxes, Social Security deductions as required by law. The employee may choose the option of direct deposit, in which case the pay would be directly deposited into checking/savings accounts at Community Bank; CCSE Federal Credit Union; Cattaraugus County Bank; Olean Community Bank; Jamestown Savings, HSBC Bank and Charter Bank, National City, M&T Bank and Jamestown Federal Credit Union. Article I I I Work Day/Work Year Hours: 7:00 a.m. - 3:00 p.m. -Hours will remain constant, but actual time may vary. -Maintenance Mechanic will receive a one-half (1/2) hour duty free lunch break daily. If the school calendar is altered and school is closed for a specific reason and staff attendance is not required (teachers, aides), the Maintenance Mechanic will also be exempt from attendance. The use of leave time will not be required. The work year for the Maintenance Mechanic will be fifty-two (52) weeks per year commencing July 1, and ending June 30. -Employee will receive vacation time according to the following: 1 week following the probationary period 2 weeks a f te r 1 ful l year 3 weeks a f te r 5 ful l years 4 weeks a f te r 10 ful l years A maximum of ten (10) vacation days may be carried over annually. Employee shall receive annually the following paid holidays: 4 t h of July Christmas Day Labor Day Day after Christmas Columbus Day New Year's Eve Day Veterans Day New Year's Day Thanksgiving Day Martin Luther King Jr . Day Day after Thanksgiving Patriots' Day Christmas Eve-Day Good Friday Memorial Day Article IV Leaves Bereavement Leave Employee shall be granted leave of five days without loss o f pay or use of benefit days because o f the death of spouse, child, mother, fa ther , bro ther , sister, mother/ father- in- law, brother/sister- in- law, grandchildren or grandparents. .Additional paid bereavement days may be allowed, subject t o the discretion of the Superintendent. Benefit Day Leave: (to follow 12-month Professional Staff Benefit Day) A Benef i t Day may be used by notifying the supervisor or o ther designated personnel of t he desire t o ut i l ize a Benefit Day. Employee is encouraged to provide as much notice as possible of the intent t o use a Benefit Day. Benefit Days must be used when absent f rom work until t he to ta l is exhausted. Employee will be charged two (2) days for everyday absent f rom work t he day immediately preceding or the day immediately following the holidays o f Thanksgiving, Christmas and Easter Recess, (wi th the exception of a legit imate wr i t ten excuse f rom a medical professional, not to include routine medical/dental appointments; with the Superintendent's approval. There is no limit on accumulated sick leave. Accumulated sick leave may not be used unti l a member has exhausted his/her allotment o f benefit days available. Accumulated sick leave may be used fo r personal illness or illness in t h e employee's immediate family as described above. A maximum of three (3) benef i t days may be used during summer session. Addit ional Benefit Days may be used during the summer session wi th the Superintendent's approval. Benefit bay Leave Cont'd.; 12 Month Employees receive 16 Benefit bays with accumulation as follows: s Used bays Accumulated as Sick Leave 0 22 1 22 2 22 3 18 4 17 5 15 6 13 7 12 8 9 9 7 io 6 11 5 12 4 13 3 14 2 15 1 16 O ") Article V Insurance Health Insurance The District will pay one hundred(100%) for the cost for individual and dependent coverage for the medical, life and accidental death and dismemberment ("ADD") coverage plan for employees hired prior to July 1, 2001. The District will pay one hundred percent (100%) of the cost of the rate for single coverage, and will pay an additional eighty percent (80%) of the difference on the dental/vision coverage between the single and family rates for all members hired on or after July 1,1992. Effective October 1, 2003 the District agrees to provide the Administrative Secretary, Maintenance Mechanic and Cook-Manager with the Allegany- Cattaraugus School Medical Health Plan with a $50/$ 100 Single/Family Deductible Major Medical, and Prescription co-pay of$10-4-1 dollars (was: 3 $1 co-pay from DOH). The difference in cost of plans effective July 1, 2003 being $204.00per month, annually $2,448. (prorated for 2003-04) may be used as salary or use in a flex plan on an annual basis. Any change in health insurance benefits which is, in the judgment of the member, a diminishment of the benefits in effect as of July 1,1996, shall not take effect until a negotiated agreement on such change has been reached. The medical records of each participant member (and covered dependent) are absolutely confidential, and, as such, will not be released to any person(s) without the express written consent of the individual employee or dependent. A preferred provider organization (PPO) plan, and a health maintenance organization (HMO)plan will also be provided, with the carrier(s) and coverages to be mutually acceptable. The District will pay one hundred percent (100%) of the cost, not to exceed the amount the District would . > have to pay for coverage under the Allegany-Cattaraugus Plan. The District will provide a stipend of One Thousand Dollars ($1,000.) annually to any employee who is eligible for and elects to forego coverage in the medical plan. Employees ineligible for medical coverage because of their relationship to another employee who is covered by the medical plan would also receive the One Thousand Dollars ($1,000.) stipend annually. The stipend for foregoing medical insurance shall be payable at the rate of Fifty Dollars ($50.) per pay period for twenty (20) pay periods beginning in September. The stipend is not to be included in the base salary. An employee who works less than the full school year between September 1 and June 30 will have their stipend pro-rated for the period of their employment. Except for new hires, an employee who intends to begin insurance coverage or who intends to start collecting the stipend provided in the above paragraph, shall notify the District in writing of such intent no later than June 1, and such change of status shall begin effective the following July 1. Thereafter, the employees status shall remain unchanged until written notification of another change of status is received by June 1 prior to the July 1 effective date. An employee who undergoes a change of family status which necessitates a change in insurance status shall notify the District in writing of such change in family status, and the change in insurance status shall go into effect as soon as practicable. Members who elect the stipend provided may participate in the vision/dental/life/ADD coverages at their own expense, which may be deducted from the member's regular salary, or his/her stipend. Retirees may continue participation in the insurance provisions at their own expense. The District will establish an IRS 125 Plan for members administered by SIEBA, Inc. The District pays administrative costs, and funds remaining at the end of the year will revert to the District to apply to administrative costs. The District will provide droup Long Term Disability Coverage (90 day exclusion) provided by First UNUM Life Insurance Company for all members. Article VI Longevity Pay The District will pay Longevity Awards (effective 07/01/03) as follows: After 5 years of service $1,000 annual award After 10 years of service $1,000 additional annual award After 15 years of service $1,500 additional annual award Longevity awards will be paid annually in addition to base salary. Article VTI Education The District will pay One Hundred Fifty Dollars ($150) on to the base salary for having an associate degree. Article VIU Other Benefits Employee will be covered under Social Security, Workmen's Compensation and Disability Benefits Insurance as required by law. Article IX Terminal Pay Employees who have been employed for a minimum of fifteen (15) years may upon retirement, in accordance with the NYS Employees System, or at age fifty-five (55) be eligible for payment of sixty percent (60%) of the members accumulated sick/benefit days at the final ra te of pay. In lieu of the above payment, the member may elect to have seventy-five (75%) of his/her accumulated sick/benefit days at the final rate of pay converted to paid health insurance premiums in any of the insurance plans provided. Payment to be made in a separate check on the final pay day of the year. Deduction of the NYS Employees' Retirement System rate of contribution will be made from the check. To become eligible, the employee must submit a written resignation no less than ninety (90) days prior to the date or retirement. Article X Death In-Service In the case of a member who dies while in the employment of the District, the District shall pay the benefit described in ARTICLE IX (paragraph 2), being 75% of the value of the employee's accumulated benefit and sick days calculated at the final rate of pay, paid toward District-sponsored health premiums on behalf of the member's survivors. Survivors are limited to the member's spouse and dependent children, defined in the health insurance plan description of benefits. Payments shall continue until the value of the benefit is exhausted. All benefits to the member's survivors shall cease upon the individual survivor's death. Article X I Personal Injury Whenever absence from work occurs as a result of a personal injury caused by an assault occurring in the course of employment, salary will be paid in full * (less amount of Workmen's Compensation for salary) for the period of such absence but not to exceed six (6) months, No part of such absence during the six months period will be charged to annual or accumulated sick leave. The District will reimburse employee for the reasonable cost of any clothing, replacing or repairing dentures, eyeglasses, hearing aides or similar body appurtenances, or other personal property not covered by Workmen's Compensation, damaged or destroyed as a result of an assault suffered by an employee while in the discharge or duty with the scope of employment. Any employee who is injured in the course of employment, but not as a result of an assault, and who applies for a Worker's Compensation award shall have refunded to them any sick leave used as a result of the injury. The refund shall be on a day for day basis for any days the employee was paid under the award. The employee shall have the right to utilize sick leave while collecting a Workers' Compensation Award. Any Workers'Compensation Award paid during the employee's sick leave shall be reimbursed to the District. Article XH Leave of Absence Leave of Absence of up to one (l)year without pay. Health care benefits may be continued at the employees expense. Upon returning from a leave without pay, the new salary will be calculated upon the individual's contractual salary while last in service. Should a leave be requested and granted following the acceptance of the salary agreement for the next school year, the agreement will be null and void. Article Xm Retirement Employee will be a member of the New York State Employees' Retirement System. Article XIV Jury Duty If absent due to JuryDuty, the employee will receive full pay, less any pay received for Jury Duty. Article XV Personnel File A single personnel file will be kept for each employee. The employee will be given notice of all negative or evaluative entries in the file and shall have the right to attach a rebuttal to such negative or evaluative entry. An employee may review his/her personnel file during business hours when a District Representative is available. AGREEMENT BETWEEN RANDOLPH ACADEMY UNION FREE SCHOOL DISTRICT AND THE RANDOLPH ACADEMY UFSD PROFESSIONAL ASSOCIATION JULY 1, 2002 - JUNE 30, 2008 PROFESSIONAL STAFF TABLE OF CONTENTS ARTICLE PAGE ARTICLE RECOGNITION STATEMENT PART-TIME PROFESSIONAL STAFF ARTICLE II SALARY 1 EXTRA CURRICULAR ACTIVITIES ADVISORS 4 LONGEVITY AWARDS 5 ARTICLE SCHOOL YEAR 5 WORK DAY 6 ARTICLE IV HEALTH INSURANCE 6 SELF FUNDED MEDICAL ELIGIBLE REIMBURSEMENT PLAN (MERP) 9 ARTICLE V BENEFIT LEAVE 10 BENEFIT DAY SCHEDULE 11 SICK LEAVE BANK 12 INCLEMENT WEATHER DAYS 12 BEREAVEMENT LEAVE 13 VISITATION DAYS 13 ARTICLE VI RETIREMENT 13 OTHER BENEFITS 13 ARTICLE VII TERMINAL PAY PLAN 13 ARTICLE VIII SUMMER SCHOOL 14 ARTICLE IX LEAVES OF ABSENCE 15 CHILD REARING 15 SABBATICAL LEAVE ARTICLE X PERSONAL INJURY BENEFITS 16 TEACHER OBSERVATIONS 17 EQUAL EMPLOYMENT OPPORTUNITY 17 TERMINATION OF EMPLOYMENT 17 STAFF DEVELOPMENT 17 SCHOOL CLOSING POLICY 18 OPENINGS/VACANT POSITIONS 18 PERSONNEL FILE 18 ARTICLE XI GRIEVANCE 18 ARTICLE XII ASSOCIATION RIGHTS 20 ARTICLE XIII EMPLOYEE RIGHTS 21 ARTICLE XIV NOTICE OF ASSIGNMENT 21 ARTICLE XV SAFETY COMMITTEE 21 ARTICLE XVI TEACHING ASSISTANT 22 ARTICLE XVII REQUIRED PROVISION 23 SIGNATURE PAGE 23 APPENDIX A SALARY SCHEDULE 24 ARTICLE I 1.01 PROFESSIONAL STAFF RECOGNITION STATEMENT: Randolph Academy UFSD Professional Association (formerly the Randolph Academy UFSD Teachers Association) is the only recognized bargaining unit for professional instructional and non-instructional professional staff, including Teaching Assistants. This Agreement made by and between the Randolph Academy UFSD hereinafter referred to as the "District" and the Randolph Academy UFSD Professional Association hereinafter referred to as "the Association", it is hereby agreed as follows: The District recognizes that the Association is supported by the majority of unit members in a unit composed of all full and part time professional instructional and non- instructional staff, excluding substitute teachers, including Teaching Assistants. The District agrees not to negotiate with any other unit member, group of unit members, or organization claiming to represent unit members other than the Randolph Academy UFSD Professional Association during the entire life of this Agreement. Contract Duration: 6 Years, July 1, 2002- June 30, 2008 PROFESSIONAL STAFF 1.02 PART-TIME PROFESSIONAL TEACHING STAFF The areas of salary leave time and group medical insurance (see "Health Insurance") will be prorated according to the amount of time the part-time unit member, other than substitute unit member, is employed per week. ARTICLE II 2.01 SALARIES Unit members will be hired at a salary commensurate with prior experience and qualification. The school nurse will be permanently placed on the salary step schedule. (see attached salary schedule Appendix A). 1 2.02 Graduate hours will be credited and payable if submitted by October 1st and February 1st upon satisfactory completion of course work as evidenced by an official grade report or transcript. Option 1: Payment for graduate hours added to base pay: Fifty Dollars ($50) per hour in blocks of three (3) for graduate work leading to permanent certification, and Five Hundred Dollars ($500) for unit members holding a Masters Degree. Option 2: As an alternative to the addition to base pay described in the preceding paragraph, the member may elect to receive a one-time reimbursement at the State University tuition rate for any or all graduate work leading to permanent certification. Any hours for which tuition is reimbursed as described by this paragraph shall not be eligible for the addition to base pay as described in the preceding paragraph. Tuition reimbursement shall be made in the school semester following satisfactory completion of a course or courses. All unit members must obtain prior approval from the Superintendent for any course work for which additional salary credit will be claimed. The following types of course work at an accredited college or university shall not require prior approval: a) courses in the member's certification and/or tenure area; b) education courses; c) courses required as part of an advanced degree program in the member's certification and/or tenure area; d) courses taken as part of an approved sabbatical program. 2.03 An inservice course (with Superintendent's approval) shall be considered as a one (1) credit course. These course credits may accumulate in blocks of three (3). Payment shall be made at the rate determined for graduate hours, (see No. 2.02 above). 2.04 Payments for graduate hours and Masters Degree will only be made if earned at a duly accredited college or university. The graduate hours and Masters Degree shall be in the field of special education or related field. 2.05 The District will pay one-half (1/2) tuition at the State University tuition rate for up to thirty (30) hours of related course work beyond permanent certification, upon satisfactory completion of course work as evidenced by an official grade report. If an employee obtains an additional certification at the District's request, then the District will pay for the additional coursework at the full tuition rate. 2 2.06 If a pay period falls during a vacation period, pay checks will be mailed. 2.07 Unit members may choose between twenty-one (21) and twenty-six (26) pay periods during the school year. The first paycheck of the school year will be for actual days worked, including the payday. The remainder of the salary for the school year will be paid in equal installments based on the number of pay periods elected. Unit members employed during the summer will be paid during the first week of summer school for actual days worked, including the payday. Subsequent pay periods will be a maximum of two (2) weeks in length, for actual days worked. 2.08 Salary checks will reflect the usual Federal and State income taxes and social security deductions as required by law. 2.09 Unit members may choose the option of direct deposit, in which case their pay would be directly deposited into appropriate accounts with the CCSE Federal Credit Union, Jamestown Credit Union, Cattaraugus County Bank, Community Bank (Olean and Randolph), North West Savings, M&T Bank (Jamestown), HSBC (Jamestown), National City Bank (Warren), and Charter One. 2.10 Supervising Teacher Compensation The Supervising Teaching position will be annually posted and filled as per Section 10.07 of the Collective Bargaining Agreement. A supervising teacher has the option to be paid a Twelve-Hundred Dollar ($1200.00) stipend or to choose ninety minutes (90) of release time per week during the school year. The teacher choosing release time must notify the District in advance and provide the district with a consistent weekly release time schedule that he/she intends to use for the regular school year. The teacher choosing the stipend may choose to have the pay equally divided into twenty (20) pays or to receive one (1) payment at the end of the school year. The Supervising Teacher will be paid a stipend of Two-Hundred and Forty Dollars ($240.00) for Summer School. 3 2.11 EXTRA CURRICULAR ACTIVITIES ADVISORS: Equestrian Club $ 2000 FCCLA Advisor $ 1000 Yearbook Advisor $ 750 Senior Class Advisor $ 500 Plus overnight stipend Fair Coordinator $ 400 Chaperones (EXCLUDING PROM) $ 15.00 per hour Timber Wolf Advisor/Summer $ 525 Team Leader $ 500 A B C D E Steel Band Director $2500 $3123 $3746 $4369 3% Additi onal/Year Assistant Band Director $1690 $2125 $2561 $2996 3% Addit onal/Year Basketball Coach $2486 $3101 $3715 $4330 3% Addit onal/Year Assistant Basketball Coach $1690 $2125 $2561 $2996 3% Addit onal/Year BoysTrack Coach $1816 $2285 $2751 $3219 3% Additi onal/Year Girls Track Coach $1816 $2285 $2751 $3219 3% Additi onal/Year Assistant Track Coach $1235 $1554 $1870 $2189 3% Additi onal/Year Cross Country Coach $1816 $2285 $2751 $3219 3% Addit onal/Year Assistant Cross Country Coach $1235 $1554 $1870 $2189 3% Additional/Year Timber Wolf Advisor $3500 $4000 $4500 $5000 3% Additional/Year L The above positions will be posted annually by June 1st and appointments will be made at the August BOE meeting, excluding the Timber Wolf Advisor/Summer position. The Summer Timber Wolf Advisor will be the person appointed in the 10-month position unless that person refuses that appointment. Appointments of the above positions will be made based on prior experience in the position applied for, with consideration for past performance. Ten-month advisors will have the option of receiving payments in 20 equal pays or a one lump sum payment at the end of the school year. Coaches will have the option of receiving a 50% payment midway through the season and/or the balance at the end of the season. 2.12 Newly appointed members of the professional staff, previously employed within the District will keep their continuous years of service to the District for the purpose of longevity pay. 4 2.13 LONGEVITY AWARDS Unit members hired prior to July 1, 2005, whose step is greater than years of service to the District, will maintain their place in the step schedule as per practice and continue to receive annual longevity awards where years of service equal step. On Step Annual Award 6 $1000 annual award 11 $1000 additional annual award 16 $1500 additional annual award However, unit members whose step level is less than their credited years of service to the District, and for those unit members hired after July 1, 2005, annual longevity awards will equal years of service to the District, regardless of Salary Step level. The annual longevity award will begin after five years of service, will be paid in the sixth year and will continue as follows: Year of Longevity Award Annual Award 6 $1000 annual award 11 $1000 additional annual award 16 $1500 additional annual award Teacher Assistants will be entitled to 75% / 70% of the annual longevity awards at designated steps. (See section 16.01) ARTICLE III SCHOOL YEAR 3.01 The school year shall consist of one hundred eighty-two (182) days for the unit members. The summer employment period shall consist of up to thirty (30) days. The District retains the discretion to schedule said days as required by the needs of the District. The following positions will be employed during the summer employment period: Support Center Coordinator / ' Guidance counselor -^ Psychologist ^ Nurse / Other summer positions shall be posted as per section 8.01 of this Agreement. 5 3.02 WORK DAY The school day for unit members shall be from 8:00 a.m. to 3:00 p.m. All teachers except the resource room teacher, will be assigned no more than seven (7) periods of duty per day which shall include no more than six (6) periods of classroom instruction. Each teacher shall be provided a minimum of forty-five (45) minutes per day duty-free for planning between 8:00 a.m. and 3:00 p.m. Planning periods for the resource room teacher will be scheduled as administratively possible. Unit members will be provided a thirty (30) minute duty free lunch period. Unit members may leave the campus for personal business during their assigned lunch period only. Unit members leaving the campus during lunch must sign out and back in at the main office. Time Tally: Counselors whose duties require home visits or other visits to home school districts after regular working hours will be released during their regular employment hours for an equivalent amount of time to be scheduled with the approval of the principal. The counselor must use their "time tally" release within thirty (30) days of the visit. ARTICLE IV 4.01 HEALTH INSURANCE 1. The Board of Education of the Randolph Academy Union Free School District agrees to provide the members with the Allegany-Cattaraugus School Medical Health Plan with $50/$100 single/family deductible major medical, and prescription co-pay of Two Dollars ($2.00) generic, Twenty Dollars ($20.00) preferred, and Thirty-Five Dollar ($35.00) non-preferred. Mail order is available under the three-tier plan: ninety day supply for double co-pay. The plan documents in effect as of July 1, 1996 are herein incorporated by reference. 2. Any change in health insurance benefits which is, in the judgment of the Association, a diminishment of the benefits in effect as of July 1, 1996, shall not take effect until a negotiated agreement on such change has been reached. 3. The medical records of each participant member (and covered dependent) are absolutely confidential, and, as such, will not be released to any person(s) without the express written consent of the individual employee or dependent. 6 4. The District will pay one hundred percent (100%) of the cost of the above plan for all members hired prior to July 1, 1992. The District will pay one hundred percent (100%) of the rate for single coverage, and will pay an additional eighty percent (80%) of the difference between the single and family rates for family coverage for all members hired on or after July 1, 1992. 5. A preferred provider organization (PPO) plan, and a health maintenance organization (HMO) plan will also be provided, with the carrier(s) and coverages to be mutually acceptable. The one HMO option for members is Univera and the second option is Blue Cross Blue Shield POS 203. The District will pay one hundred percent (100%) of the cost, not to exceed the amount the District would have to pay for coverage under the Allegany-Cattaraugus Medical Health Plan. 6. For those members receiving basic health coverage as described above, the District will provide dental coverage, and life and accidental death and dismemberment ("ADD") coverages in the amounts in effect on June 30, 1999. The District will also provide First Rehabilitation Vision Plan B. The District will pay the same percentage of the premium for each member as it pays for the member's health insurance coverage as described in Paragraph 4. above. Members who elect the stipend provided under Paragraphs 8. or 12. of this ARTICLE may participate in the dental/life/ADD and vision coverages at their own expense, which may be deducted from the member's regular salary, or from his/her stipend. Written notice of such election shall be provided no later than June 1 preceding the July 1 effective date of participation in the coverages 7. The District agrees to negotiate the terms of a Member Benefit Fund to administer the supplemental coverages described in paragraph 6 above. The District's contribution for supplemental coverages provided under a Member Benefit Fund shall remain as provided in paragraph 6 above. 8. The District will provide a stipend of One Thousand Dollars ($1,000.00) annually to any employee who is eligible for and elects to forego coverage in the medical plan. Employees ineligible for medical coverage because of their relationship to another employee who is covered by the medical plan would also receive the One Thousand Dollars ($1,000.00) stipend annually. 9. The stipend for foregoing medical insurance shall be payable at the rate of Fifty Dollars ($50.00) per pay period for twenty (20) pay periods beginning in September. The stipend is not to be included in the base salary. An employee who works less than the full school year between September 1 and June 30 will have their stipend pro-rated for the period of their employment. 10. Except for new hires, an employee who intends to begin insurance coverage or who intends to start collecting the stipend provided in paragraph 8. above, shall notify the District in writing of such intent no later than June 1, and such change of status 7 shall begin effective the following July 1. Thereafter, the employee's status shall remain unchanged until written notification of another change of status is received by June 1 prior to the July 1 effective date. An employee who undergoes a change of family status which necessitates a change in insurance status shall notify the District in writing of such change in family status, and the change in insurance status shall go into effect as soon as practical. 11. Except as otherwise provided in this Agreement, retirees may continue participation in the insurance provisions above at their own expense. 12. Unit members with ten or more years of service in the District and eligible for full retirement within five years may, upon notification to the District of intent to retire within five years or less, choose from one of the options below: A. Payment as salary the premium rate in effect on the date of such notification, for the Allegany/Cattaraugus Schools Medical Health Plan family coverage if the member chooses no medical coverage; B. Payment as salary the difference between family rate of the Allegany/Cattaraugus Schools Medical Health Plan family coverage, and the family rate of a less expensive medical coverage provided under the terms of this Agreement and selected by the member. C. The parties make no claim or representation as to the applicability of this provision to any pension calculation. Unit members shall not be eligible for this benefit if they or their spouses receive a stipend under Paragraph 8 of this ARTICLE. 13. The District will provide First Unum Long Term Disability Coverage (90 Day Exclusion) for all members. 4.02 The District will establish an IRS 125 Plan for members administered by SIEBA, Inc. The District to pay administrative costs, and any money left at the end of the year will be applied to paying the administrative fee for the next year. Such Plan shall have all four (4) types of accounts. In the Unreimbursed Account, probationary teachers can contribute up to Five Hundred Dollars ($500.00) per year; tenured unit members up to Five Thousand Dollars ($5,000.00) per year, toward health care. In the Dependent Care Account, the limit is to be Five Thousand Dollars ($5,000.00) per year, for any member. The Plan will also provide a health insurance buy-out account. The Plan year will begin on October 1 of each school year. 8 4.03 SELF FUNDED MEDICAL ELIGIBLE REIMBURSEMENT PLAN (MERP) Effective July 1, 2005, the District shall maintain a medical eligible prescription reimbursement Plan (MERP) administrated by SIEBA, Inc. The District will be responsible for all administrative fees and operating expenses affiliated with the Plan. The purpose of the Plan is to reimburse bargaining unit members eligible for the NOVA or BCBS (POS 203) under Article IV of the collective bargaining agreement. The reimbursement will be for the purchase of prescription drugs under the three-tier co-pay of $2.00 generic/$20.00 preferred/$35.00 non-preferred brand name. The MERP Plan year will begin on July 1-June 30th of each school year. The District's annual contribution will be $10,000 and will be placed in the MERP plan on July 1 of every school year. Commencing with the new enrollment period of July 1, the procedure for reimbursement will require eligible employees to use the appropriate claim forms from SIEBA, Inc. The required form along with pharmacy receipts(s) and major medical receipts if applicable must be sent to SIEBA, Inc. Receipts must be received as per current plan. In conjunction with the major medical and prescription drug coverage of the Health Benefit Plan, the supplemental medical eligible prescription reimbursement plan will reimburse the participant so that the actual cost to the participant is $2.00 (two dollars) for each non-generic prescription once the participant has met his/her deductible under the major medical plan and one ($1) dollar for each three (3) month supply of a prescription drug purchased through the mail order prescription plan. For those employees enrolled in the Health Benefit Plan administered by BCBS (POS 203): In conjunction with the prescription drug coverage of the Health Benefit Plan, the supplemental prescription reimbursement plan will reimburse the participant so the actual cost to the participant is $10.00 (ten dollars) for each non-generic prescription and one ($1) dollar for each three (3) month supply of a prescription drug purchased through the mail order prescription plan. As of June 30th of each year, any balance remaining in the Plan will roll over into the following school year that begins on July 1st. In the event that the member's usage exceeds the District balance of $10,000, the District agrees to contribute necessary funds to balance the account. A committee will be established consisting of the Superintendent and two members of the RAPA appointed by the President, to annually oversee the district contributions and review the performance of the medical eligible reimbursement plan. 4.04 NEW DIRECTIONS EMPLOYEE ASSISTANCE PROGRAM 1. The District will pay 100% of the cost for the Employee Assistance Program (EAP). 9 2. Employee utilization of the EAP is voluntary and optional. 3. The District agrees that the EAP will not be used as a referral for discipline of bargaining unit members. 4. The District and the Association mutually agree to establish a committee consisting of the Association President and two other bargaining unit members in addition to the superintendent to review the New Directions EAP. The committee will meet no later than March 15th for the purpose of evaluating the plan service, costs, and the exploration of the other available EAP Administrators and programs. 5. Any change in the EAP benefit which is a diminishment of Benefits in effect as of July 1, 2002, shall not take effect until a negotiated agreement of such change has been reached. ARTICLE V 5.01 BENEFIT LEAVE A. A Benefit Day may be used by notifying the supervisor or other designated personnel of the desire to utilize the Benefit Day. Unit members are encouraged to provide as much notice as possible of the intent to use a Benefit Day. B. Benefit Days must be used when absent from work until the total is exhausted. Unit members (10 and 12 month) will be charged two (2) days for everyday absent from work the day immediately preceding, or the day immediately following the holidays of Thanksgiving, Christmas, and Spring Break. (With exception of a legitimate written excuse from a medical professional, not to include routine medical/dental appointments with the Superintendent's approval.) C. There is no limit on accumulated sick leave. Accumulated sick leave may not be used until a member has exhausted his/her yearly allotment of Benefit Days available. Any half benefit day remaining at the end of a school year will be rounded up to a whole day on the Benefit Day Schedule before being added to accumulated sick leave. Accumulated sick leave may be used for personal illness or illness in the employee's immediate family. Immediate family is defined as spouse, child and his/her spouse, mother/step mother, father/step father, brother/step brother, sister/step sister, grandparent/step grandparent, grandchild/step grandchild, mother-in-law, father-in-law, step-child, foster-child, exchange student, and legal dependents. D. A maximum of three (3) benefit days can be used during the summer session. Accumulated sick leave may be used during the summer session with the Superintendent's approval, which shall not be unreasonably withheld. 10 E. 10 Month Employees receive 14 Benefit Days per year with accumulation as follows: Days Used Days Accumulated as Sick Leave 0 19 1 19 2 19 3 16 4 13 5. 10 6 8 7 7 8 6 9 5 10 4 11 3 12 2 13 1 14 0 F. 12 Month Employees (and 10 Month Employees who work the summer) receive 16 Benefit Days per year with accumulation as follows: Days Used Days Accumulated 0 22 1 22 2 22 -£_____ ___—_18__ 4 ~ 17 5 15 6 13 \ 7 12 8 9 9 7 10 6 11 5 12 4 13 3 14 2 15 1 16 0 11 G. GUIDED GROUP INTERACTION - FACILITATOR AND OBSERVER All positions for Facilitator and Observer shall be posted. Positions will be filled with volunteers given top priority. To compensate for the added responsibility to his or her schedule, all Facilitators and Observers will be granted two (2) additional benefit days for the ten (10) month schedule and one additional (1) benefit day for the summer session. Observer is defined as the designated staff member who is responsible for the GGI Observation form. One (1) additional benefit day granted to GGI Facilitators and Observers will be credited on February 1st, of the current contract year. The second (2nd) additional benefit day will be credited on the 1s t day of June Regents exams. Summer School Facilitators and Observers will be credited one (1) additional benefit day on August 1st, of the current contract year. 5.02 SICK LEAVE BANK 1. A sick leave bank shall be available to unit members. Only members of the sick leave bank may utilize the bank. Unit members may join the bank by contributing one (1) benefit day to the bank. A unit member must be a member of the sick bank for a period of no less than three (3) months before withdrawing any days from the bank. When the sick bank reserve falls below twenty-five (25) days, bank members may be assessed one (1) additional day of sick leave. The maximum contribution per school year shall be two (2) sick leave days per bank member. Any assessment for the sick leave bank will be subtracted from the member's accumulated sick leave, not from the benefit day allotment. If no accumulated days exist, members may be assessed from yearly allotted benefit days. 2. Bank members may withdraw a maximum of twenty-five (25) days per school year, and a lifetime maximum of fifty (50) days. Before withdrawing days from the bank, a bank member must first exhaust all accumulated sick leave days and wait a period of at least five (5) working days without pay. Sick leave, bank days may be used for personal injury or sickness of the employee or sickness,^ injury, or "death in' the employee's immediate family. For definition of immediate family refer to 5.01 section C. 3. A physician's statement must be provided when used for injury or sickness. The sick bank will be administered by the Association and implemented by the District. 5.03 INCLEMENT WEATHER DAYS Two (2) accumulated sick days will be allowed to be used for inclement weather days if a school district falling between the unit member's home and our school is closed due to adverse weather conditions. 12 7.03 In lieu of the above payment, the member may elect to have seventy-five percent (75%) of his/her accumulated sick days (on the last day of work in the year of retirement) converted to paid health insurance premiums in any of the insurance plans provided under ARTICLE IV Sections 1-4. 7.04 A unit member, to become eligible, must submit a letter of resignation not less than ninety (90) days prior to the effective date of retirement. 7.05 Pay to be based upon a rate of one-one hundred eighty-two (1/182) of the salary of step one of the Bachelors schedule in the year of retirement for each eligible day. 7.06 Death In-Service In the case of a member who dies while in the employment of the District and has minor children, the District shall pay the benefit described in ARTICLE VII, Section 7.03, to the member's survivors. This benefit shall be payable in health insurance coverage only, and shall be paid until such benefit is exhausted or the child reaches 21 years of age, whichever comes first ARTICLE VIII 8.01 SUMMER SCHOOL All summer employment shall be made at the discretion of the Board in accordance with education law and appropriate provisions of this Agreement. Summer employment positions shall be up to thirty (30) days in duration. Such positions shall be posted by May 15th, and unit members will have up to ten (10) school days to apply for posted positions. The District will notify unit members by June 15th, regarding their summer employment. Unit members employed within the District will receive priority by seniority (District service) in filling summer employment positions within their specific certified subject areas. The school day shall be from 8:00 a.m. to 2:30 p.m. The rate of pay for unit members employed during the summer session shall be a per diem rate of pay based upon 1/182 of the salary schedule for the fiscal year that includes the summer school program. 14 5.04 BEREAVEMENT LEAVE Unit members shall be allowed time off from duties for five (5) days per year, without loss of pay or use of benefit days, in the event of death in the member's immediate family. For definition of family refer to section 5.01 section C. The Superintendent may grant additional days under extenuating circumstances. The Association agrees not to grieve the Superintendent's decision. Bereavement leave is not accumulative. 5.05 PROFESSIONAL VISITATION DAYS Unit members may be granted with approval of the principal, two (2) professional/visitation days per unit member, per school year. ARTICLE VI 6.01 NEW YORK STATE TEACHERS' RETIREMENT All eligible unit members will be members of the New York State Teachers' Retirement System. 6.02 OTHER BENEFITS All employees will be covered under social security, workmen's compensation, and disability benefits insurance as required by law. ARTICLE VII TERMINAL PAY PLAN 7.01 To be eligible for terminal pay, a member must be eligible to retire under the applicable retirement system. 7.02 Terminal pay to be based on sixty percent (60%) of the unit member's accumulated sick days on the unit member's last day of work in the year of retirement. Payment to be made in a separate check on the final payday of the year. Deduction of the applicable retirement system rate of contribution will be made from the check. 13 7.03 In lieu of the above payment, the member may elect to have seventy-five percent (75%) of his/her accumulated sick days (on the last day of work in the year of retirement) converted to paid health insurance premiums in any of the insurance plans provided under ARTICLE IV Sections 1-4. 7.04 A unit member, to become eligible, must submit a letter of resignation not less than ninety (90) days prior to the effective date of retirement. 7.05 Pay to be based upon a rate of one-one hundred eighty-two (1/182) of the salary of step one of the Bachelors schedule in the year of retirement for each eligible day. 7.06 Death In-Service In the case of a member who dies while in the employment of the District and has minor children, the District shall pay the benefit described in ARTICLE VII, Section 7.03, to the member's survivors. This benefit shall be payable in health insurance coverage only, and shall be paid until such benefit is exhausted or the child reaches 21 years of age, whichever comes first ARTICLE VIII 8.01 SUMMER SCHOOL All summer employment shall be made at the discretion of the Board in accordance with education law and appropriate provisions of this Agreement. Summer employment positions shall be up to thirty (30) days in duration. Such positions shall be posted by May 15th, and unit members will have up to ten (10) school days to apply for posted positions. The District will notify unit members by June 15th, regarding their summer employment. Unit members employed within the District will receive priority by seniority (District service) in filling summer employment positions within their specific certified subject areas. The school day shall be from 8:00 a.m. to 2:30 p.m. The rate of pay for unit members employed during the summer session shall be a per diem rate of pay based upon 1/182 of the salary schedule for the fiscal year that includes the summer school program. 14 A maximum of three (3) benefit days can be used during the summer session. Accumulated sick leave may be used during the summer session with the Superintendent's approval, which shall not be unreasonably withheld. This provision is not applicable to unit members hired to teach summer school only. Unit members employed for summer only will be paid on a pro-ration of Step 1 of the base salary schedule. Unit members employed for summer school only will be paid on the first Thursday of summer school, for days worked, including the pay day. The remainder of their salary paid will be paid in three (3) equal installments Staff who plan to retire and submit a letter to the district of such intention three years prior to the date of retirement will be guaranteed summer employment. 8.02 It will be the responsibility of the Association to reimburse the District in the event of default of any unit member on the twenty-six (26) payroll installment plan. In the event of death, the District will assume full responsibility. ARTICLE IX 9.01 LEAVES Leaves of absence may be requested by tenured unit members or after completion of three (3) years of employment for the nurse for a period of up to one year without pay. Health care benefits may be continued at the unit member's expense. 9.02 Child rearing leave may be granted for up to one (1) year for unit members. This shall also apply to an adoption of a child. Health care benefits may be continued during the leave at the unit member's expense. A unit member who desires child care leave shall give written notice to the Superintendent at least sixty (60) days prior to the exercise of such leave and within thirty (30) days of returning from such leave. The notice requirements may be waived by mutual agreement. Leaves shall terminate on the last day of a school semester. While on child rearing leave, the unit member may utilize accumulated sick leave. 9.03 Upon returning from a leave without pay, unit members will be reinstated in their previous position or in a comparable position. Unit members who completed ninety (90) or more days of paid service in the school year in which the unpaid leave began will be given salary step credit according to the salary schedule for that year. Unit members who completed less than ninety (90) days of paid service in the school year in which the unpaid leave began will not receive salary step credit according to the salary schedule for that year. 15 9.04 Unit members with tenure can request a sabbatical leave after seven (7) years of employment. Sabbatical leave would compensate the unit member at the rate of one- half (1/2) the regular annual salary payment upon the agreement that the unit member will return to the school of employment for no less than two (2) years after the leave. Unit members granted such leave will be compensated providing they sign a promissory non-interest bearing note. If the unit member does not fulfill the two- (2) year employment requirement, this promissory note will be used as terms of repayment to the employer. The sabbatical may be granted to any tenured unit member. Unit members who have been granted sabbatical leave will be reinstated in their previous position or in a comparable position on their return and will be credited with one salary step or equivalent percentage raise for the year. The sabbatical leave will be used for only a post Masters Degree bearing program, i.e. second Masters, certificate of advanced study, Doctorate, etc. ARTICLE X MISCELLANEOUS 10.01 PERSONAL INJURY BENEFITS Whenever an employee is absent from school as a result of a personal injury caused by an assault occurring in the course of his/her employment, and the employee applies for Workers Compensation, the employee will be paid full salary for the period of such absence but not to exceed six (6) months. Any Workers Compensation award payments during this period will be reimbursed to the District. No part of such absence during the six- (6) month period will be charged to his annual or accumulated sick leave. The District will reimburse employees for the reasonable cost of any clothing, replacing or repairing dentures, eyeglasses, hearing aid or similar body appurtenances or other personal property not covered by Worker's Compensation, damaged or destroyed as a result of an assault suffered by an employee while in the discharge of his duties within the scope of his/her employment. An employee, who is injured in the course of his/her employment, but not as a result of an assault, shall have the right to utilize sick leave while physically unable to work. Any Workers Compensation award payments collected by the employee while on sick leave shall be reimbursed to the District. An employee who is eligible for an award of Workers Compensation payments shall have refunded to him/her any sick leave used as a result of the injury on a day for day basis for any days the District was paid under the award. 16 10.02 OBSERVATIONS AND EVALUATIONS Either the Principal or Superintendent will make informal observations on an ongoing basis, through visits to classrooms and group counseling sessions. Feedback from these observations may result in "Informal Observation Notes" that will be shared with the teacher or counselor but will not be entered into the unit member's personnel file. Either the Principal or Superintendent will conduct a formal evaluation of each unit member every year. A master copy of all evaluation forms will be provided to the Association. Each non-tenured unit member will be evaluated two (2) times per year. Tenured unit members will be evaluated one (1) time per year. A copy of the written evaluation will be provided to the unit member and the unit member will be given the opportunity to discuss the evaluation within fifteen (15) school days of the evaluation date. A copy signed by unit member and evaluator shall be placed in the unit member's personnel file. 10.03 EQUAL EMPLOYMENT OPPORTUNITY The parties specifically agree that all provisions of this agreement shall be equally applied to all unit members without regard to sex, age, race, creed or national origin. 10.04 TERMINATION OF EMPLOYMENT Unit members are required to give thirty (30) days notice from the date of the last day of employment. This must be done in writing. 10.05 STAFF DEVELOPMENT 1. The District will attempt to provide for staff development through regular in- service training programs and attendance at conferences and seminars. 2. There will be regular staff meetings and/or conferences with staff for the purpose of discussing and presenting problems or specific cases with the professional staff of the school and/or Randolph Children's Home. Representatives of all departments may be required to attend. 3. Materials such as books, pamphlets, periodicals and professional journals pertaining to special education will be made available. 17 4. Attendance at in-service and institutes on special education or related subjects may be authorized by the Superintendent. 10.06 SCHOOL CLOSING POLICY The closing of the school is the direct responsibility of the Superintendent of Schools. In the event of a school closing, all employees of the Randolph Academy Union Free School District will be notified of the closing by telephone (see emergency calling list). Unless otherwise notified, all employees are required to report to work for duty. If an employee does not report to work for any reason (excluding contractual leave time), that employee will be docked in pay accordingly. 10.07 OPENING/VACANT POSITIONS All openings, vacant positions and newly created positions will be posted on the bulletin board in the staff room. All qualified unit members shall be given adequate opportunity to make application for such positions and openings. 10.08 PERSONNEL FILE A single personnel file will be kept for each unit member. The unit member will be given notice of materials of a critical or evaluative nature to be placed into the file. The member shall have the right to access the file and shall have the right to place in the file a rebuttal to anything appearing therein. ARTICLE XI 11.01 GRIEVANCE Purpose: The purpose of this procedure is to provide a means for prompt solutions of differences. Definitions: Grievant(s): shall mean any employee, group of employees, or the association. 18 Grievance: shall mean any claim brought by an employee, a group of employees or the Association for any violation, misinterpretations or inequitable application of any existing laws, rules, regulations, policies or written agreements. Days: shall mean only days when school is in session. During the months of July and August, days shall mean weekdays exclusive of Saturdays, Sundays and Independence Day. Basic Principles: No grievance will be entertained as described below, and such grievance will be deemed waived unless begun within thirty (30) days after the grievant(s) knew or should have known of the act or condition on which the grievance is based. The Association by and through its designated representative(s) shall be the sole and exclusive representative of grievant(s) in processing grievances. Transcripts of any proceedings will be at the requesting party's expense with a free copy to the other party. No interference, coercion, restraint, discrimination or reprisal of any kind will be taken by the District, or by the Association, against a grievant, any other participant in the grievance procedure, or any other person because of any grievance. Time limits may be waived by the parties, in writing, in order to facilitate and expedite the resolution of any grievance. Neither party shall unreasonably withhold consent to such waiver. More than one grievance may be submitted in a single arbitration if the parties expressly agree to do so in writing. The decision on all grievances shall be in writing and shall set forth the reasoning and rationale for such decisions. If a grievance is not appealed by the last day of the time limit, it shall be deemed to have been waived. If a grievance decision is not rendered by the last day of the time limit, it may be appealed as though it had been so answered. While grievance settlements or awards may result in changes in a personnel file, all documents, communications, and records dealing with the processing of a grievance shall not be included in the personnel files of the participants. Procedures: Stage 1: Administrative Stage. The grievant(s) shall present the grievance to the appropriate administrator, who shall discuss the grievance with the grievant(s). Appropriate administrator shall mean if the principal causes the grievance, the 19 grievance is filed with the principal. All other grievances will be filed with the Superintendent at Stage 2. The discussion and decision on grievances at this Stage shall be accomplished within ten (10) days of the initial presentation. Stage 2: Superintendent's Stage. If the grievance is not resolved at the first stage, it shall be filed with the Superintendent within ten (10) days after receipt of the Stage 1 decision. The Superintendent shall meet with the grievant(s) and an Association representative, and shall render a decision within twenty (20) days of receipt of the appeal. Stage 3: Board of Education. If the decision at Stage 2 is to be appealed, notice shall be filed with the clerk of the Board within ten (10) days after receipt of the Stage 2 decision. The Board shall meet with the grievant(s) and Association representative, and shall render a decision within thirty (30) days. Stage 4: Arbitration. If the grievance is not resolved at Stage 3, the Association may submit the grievance to arbitration under the rules of the American Arbitration Association within twenty (20) days after receipt of the Stage 3 decision. Arbitration expenses, except for the costs of a transcript, shall be borne equally by both parties. ARTICLE XII ASSOCIATION RIGHTS 1. The District shall deduct Association membership dues each pay period from the wages of those employees who have filed with the District appropriate, written, and individually signed dues deduction authorization cards furnished by the Association. The Association will certify in writing to the District the amount to be deducted. Such deductions shall continue until a written revocation of the deduction authorization is filed with the District. 2. Deduction of Association dues requested by an employee shall become effective at the time the authorization is submitted, but will be deducted from the wages of the employee in the next payroll period (or as soon as is practicable) and each pay period thereafter. The aggregate total of all such deductions together with a list of those employees from whose wages membership dues have been deducted shall be remitted to the Treasurer of the Association on a periodic basis as agreed upon by the District and the Association. 3. Personnel in the bargaining unit who are not members of the Association shall be required to pay an agency fee, as defined in the Taylor Law. Monies so deducted SM shall be transmitted to the Association in the same manner as regular dues deducted. 20 4. The District will provide payroll deduction and shall remit to NYSUT monies deducted for the NYSUT Benefit Trust Program and NYSUT VOTE/COPE upon receipt of written authorization from each participating unit member. 5. The District shall provide the Association president and/or his/her designee a maximum of three (3) days paid leave for the conduct of Association business, effective upon ratification of the 1995-99 Agreement. ARTICLE XIII EMPLOYEE RIGHTS 1. No employee shall be reprimanded, verbally or otherwise in public. 2. An employee who appears to be a potential subject of an administrative directive, verbal reprimand, or disciplinary action shall have the right to Association representation in any related proceeding. When an individual member is issued a written administrative directive, that member shall have the right to Association representation at any meeting held to discuss such directive. ARTICLE XIV NOTICE OF ASSIGNMENT Unit members will be notified no later than July 15 of their expected assignments for the coming school year. Assignments are subject to change based on enrollment. ARTICLE XV SAFETY COMMITTEE 1. The Association shall select a representative to serve on the District Safety Committee. 2. Any unit member who is physically assaulted will report the incident promptly to the principal. The principal shall complete an investigation as soon as possible and file a report. The unit member will sign the report to indicate that he/she has seen the report. The unit member may append a statement to the report. 3. The principal, in consultation with the District Safety Committee shall develop a comprehensive school safety plan which shall be annually reviewed by the committee for updating. The safety plan shall be submitted to the Board of Education for approval. 21 If a member alleges a violation of the safety plan, he/she shall present such complaint in writing to the Safety Committee. If the Safety Committee determines there has been a violation of the safety plan the Committee shall present such complaint in writing to the principal. The principal shall respond in writing within five (5) working days of receipt of the complaint. If the Safety Committee does not agree with the decision, the Committee may appeal the decision to the Superintendent. Additionally, if the Safety Committee does not agree with the decision of the Superintendent, the Committee may appeal to the Board of Education. ARTICLE XVI TEACHING ASSISTANTS 16.01 TEACHING ASSISTANT SALARY Teachers Assistants that hold a Bachelor's degree will follow the teaching salary schedule at a rate of 75% of step pay. Teacher Assistants that do not have a Bachelors degree will follow the teaching salary schedule at a rate of 70% of teaching step schedule. 16.02 Except as provided in ARTICLE 16.01, teaching assistants shall enjoy all rights and benefits provided to other bargaining unit members. 16.03 LIMITATIONS ON DUTIES Teaching Assistants may not provide counseling services, nor may they be assigned primary instructional duties, nor may Teaching Assistants be used to replace teachers or counselors or fill a position normally held by a teacher or counselor. Teaching Assistants will perform instructional duties under the general supervision of a certified teacher. 16.04 SUPERVISING TEACHER A Teaching Assistant will be assigned a supervising teacher tenured in special education or of the same tenure area as the subject matter taught by the teaching assistant. 16.05 The District will limit the number of Teacher Assistants hired to no more than three, unless otherwise negotiated. No hiring of additional Teacher Assistants will take place until agreement between the Association and District has been reached. 22 ARTICLE XVII REQUIRED PROVISION As required by Section 204a of the Taylor law: "IT IS AGREED BY AND BETWEEN THE PARTIES THAT ANY PROVISION OF THIS AGREEMENT REQUIRING LEGISLATIVE ACTION TO PERMIT ITS IMPLEMENTATION BY AMENDMENT OF LAW OR BY PROVIDING THE ADDITIONAL FUNDS THEREFORE SHALL NOT BECOME EFFECTIVE UNTIL THE APPROPRIATE LEGISLATIVE BODY HAS GIVEN APPROVAL." THIS AGREEMENT SHALL BECOME EFFECTIVE ON THE 1ST DAY OF JULY 2002 AND SHALL CONTINUE IN FULL FORCE AND EFFECT UNTIL THE 30TH DAY OF JUNE 2008. Date ; ' Date Professional Staff Date 23 APPENDIX A SALARY SCHE DULE 2002-200*3 YEAR1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 6 STEP Plus STEP Plus STEP Plus SLIDE + $13000 $25000 $25000 STEP STEP $32000 ($300) ($580) ($580) STEP 2001-02 2002-03 2003-04 2004-05 2005-06 2006-07 2007-08 1 $28,800 $28,800 $28,800 $30,540 $30,840 $31,420 $32,000 2 $29,800 $29,800 $29,800 $31,540 $31,840 $32,420 $33,000* 3 $30,800 $30,800 $30,800 $32,540 $32,840 $33,420 $34,000 4 $31,800 $31,800 $31,800 $33,540 $33,840 $34,420 $35,000 5 $32,800 $32,800 $32,800 $34,640 $34,940 $35,520 $36,100 6 $33,900 $33,900 $33,900 $35,740 $36,040 $36,620 $37,200 7 $35,000 $35,000 $35,000 $36,840 $37,140 $37,720 $38,300 8 $36,100 $36,100 $36,100 $38,040 $38,340 $38,920 $39,500 9 $37,300 $37,300 $37,300 $39,240 $39,540 $40,120 $40,700 10 $38,500 $38,500 $38,500 $40,440 $40,740 $41,320 $41,900 11 $39,700 $39,700 $39,700 $41,740 $42,040 $42,620 $43,200 12 $41,000 $41,000 $41,000 $43,140 $43,440 $44,020 $44,600 13 $42,400 $42,400 $42,400 $44,540 $44,840 $45,420 $46,000 14 $43,800 $43,800 $43,800 $45,940 $46,240 $46,820 $47,400 15 $45,200 $45,200 $45,200 $47,340 $47,640 $48,220 $48,800 16 $46,600 $46,600 $46,600 $48,840 $49,140 $49,720 $50,300 17 $48,100 $48,100 $48,100 $50,340 $50,640 $51,220 $51,800 18 $49,600 $49,600 $49,600 $51,840 $52,140 $52,720 $53,300 19 $51,100 $51,100 $51,100 $53,840 $54,140 $54,720 $55,300 20 $53,100 $53,100 $55,840 $56,140 $56,720 $57,300 21 $55,100 $55,100 $57,840 $58,140 $58,720 $59,300 22 $57,100 $57,100 $59,840 $60,140 $60,720 $61,300 23 $59,100 $59,100 $61,840 $62,140 $62,720 $63,300 24 $61,100 $61,100 $63,840 $64,140 $64,720 $65,300 25 $63,100 $63,100 $65,840 $66,140 $66,720 $67,300 26 $65,100 $65,100 $67,840 $68,140 $68,720 $69,300 27 $67,100 $67,100 $69,840 $70,140 $70,720 $71,300 28 $69,100 $69,100 $71,840 $72,140 $72,720 $73,300 29 $71,100 $71,100 $73,840 $74,140 $74,720 $75,300 30 $73,100 $73,100 $75,840 $76,140 $76,720 $77,300 All unit members on schedule will move up one step each year. Longevity awards will be paid annually in addition to base salary. 24 Memorandum of Agreement between the Randolph Academy Professional Association and Randolph Academy Union Free School District The Randolph Academy Union Free School District ("District") and the Randolph Academy Professional Association ("Association") agree to the following amendment to the July 1, 2002 - June 30, 2008 Collective Bargaining Agreement as a result of the hiring of Sue Jackson as a Vocational Education teacher: 1) Sue Jackson currently has a Transitional A Teaching Certificate and as such will be placed on Step 2 of Salary Step Schedule listed in the collective bargaining agreement. She will be paid 85% of the Step 2 Salary Schedule and continue annually to advance to the next step as do other members in the bargaining unit; 2) Upon obtaining a Transitional B Certificate she will be paid 90% of the current step she is on and will continue to receive the percentage of said steps as she annually advances through the salary step schedule listed in the agreement; 3) Upon completion of a Bachelor's Degree and/or becoming permanently certified she, as well as others hired in the future as Vocational Education teachers under the same circumstances, will unilaterally advance to the current step and paid 100% accordingly as the Salary Step schedule indicates in the agreement and annually advance through the step schedule as other bargaining unit members. 4) Vocational Teachers hired in the future with a Transitional A Teaching Certificate will be Paid 85% of the appropriate Salary Step Schedule and will annually continue to advance to the next step as do other members of the bargaining unit. Teachers with a Transitional B Certificate will be paid 90% of the appropriate salary step schedule and will annually continue to advance to the next step as do other members of the bargaining unit. jjjyUs Date **** DRAFT **** Memorandum of Agreement between the Randolph Academy Professional Association and Randolph Academy Union Free School District The Randolph Academy Union Free School District ("District") and the Randolph Academy Professional Association ("Association") agree to the following amendment to the July 1, 2002 - June 30, 2008 Collective Bargaining Agreement as a result of the hiring of Sue Jackson as a Vocational Education teacher: 1) Sue Jackson currently has a Transitional A Teaching Certificate and as such will be placed on Step 2 of Salary Step Schedule listed in the collective bargaining agreement. She will be paid 85% of the Step 2 Salary Schedule and continue annually to advance to the next step as do other members in the bargaining unit; 2) Upon obtaining an Initial Certificate she will be paid 90% of the current step she is on and will continue to receive the percentage of said steps as she annually advances through the salary step schedule listed in the agreement; 3) Upon completion of a Bachelor's Degree and/or becoming permanently certified she, as well as others hired in the future as Vocational Education teachers under the same circumstances, will unilaterally advance to the current step and paid 100% accordingly as the Salary Step schedule indicates in the agreement and annually advance through the step schedule as other bargaining unit members. 4) Vocational Teachers hired in the future with a Transitional A Teaching Certificate will be Paid 85% of the appropriate Salary Step Schedule and will annually continue to advance to the next step as do other members of the bargaining unit. Teachers with an Initial Certificate will be paid 90% of the appropriate salary step schedule and will annually continue to advance to the next step as do other members of the bargaining unit. For the Association Date ofa **** DRAFT **** •v.i^ Memorandum of Agreement between the Randolph Academy Professional Association and Randolph Academy Union Free School District The Randolph Academy Union Free School District ("District") and the Randolph Academy Professional Association ("Association") agree to the following amendment to the July 1, 2002 - June 30, 2008 Collective Bargaining Agreement as a result of the hiring of Sue Jackson as a Vocational Education teacher: 1) Sue Jackson currently has a Transitional A Teaching Certificate and as such will be placed on Step 2 of Salary Step Schedule listed in the collective bargaining agreement. She will be paid 85% of the Step 2 Salary Schedule and continue annually to advance to the next step as do other members in the bargaining unit; 2) Upon obtaining an Initial Certificate she will be paid 90% of the current step she is on and will continue to receive the percentage of said steps as she annually advances through the salary step schedule listed in the agreement; 3) Upon completion of a Bachelor's Degree and/or becoming permanently certified she, as well as others hired in the future as Vocational Education teachers under the same circumstances, will unilaterally advance to the current step and paid 100% accordingly as the Salary Step schedule indicates in the agreement and annually advance through the step schedule as other bargaining unit members. 4) Vocational Teachers hired in the future with a Transitional A Teaching Certificate will be Paid 85% of the appropriate Salary Step Schedule and will annually continue to advance to the next step as do other members of the bargaining unit. Teachers with an Initial Certificate will be paid 90% of the appropriate salary step schedule and will annually continue to advance to the next step as do other members of the bargaining unit. For the Association Date Memorandum of Agreement between the Randolph Academy Professional Association and Randolph Academy Union Free School District The Randolph Academy Union Free School District ("District") and the Randolph Academy Professional Staff Association ("Association") agree to the following amendments to the July 1, 1999 - June 30, 2002 Collective Bargaining Agreement to satisfy job sharing of two positions during the 2005 Summer School Session. Both the District and Association mutually agree to the following: 1) Janet Durland, being the more senior teacher will teach the first 15 days of the summer school session. Tracey Williams, being least senior than Janet Durland, will teach the last 14 days of the summer school session. 2) Sandy Martin, being the more senior counselor, will work the first 15 days of the summer school session. Mary Barry, being least senior than Sandy Martin, will work the last 14 days of the summer school session. 2) Tracey Williams and Mary Barry will be paid as per Article VUI, Section 8.01 of the collective bargaining agreement. ipfzy/^ Date F/r tte District \