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: Great Neck Union Free School District and Great Neck Maintenance Staff Association (2011) Employer Name: Great Neck Union Free School District Union: Great Neck Maintenance Staff Association Local: Effective Date: 07/01/2011 Expiration Date: 06/30/2015 PERB ID Number: 5135 Unit Size: Number of Pages: 23 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 between the GREAT NECK BOARD OF EDUCATION and the M AINTENANCE STAFF ASSOCIATION 2011 -2015 AGREEMENT entered into this 15th day of October 2012, by and between GREAT NECK UNION FREE SCHOOL DISTRICT, TOWN OF NORTH HEMPSTEAD ("the Board") and GREAT NECK MAINTENANCE STAFF ASSOCIATION ("the ASSOCIATION"). WHEREAS, Article 14 of the Civil Service Law of the State of New York authorizes employees and public employers to conduct collective negotiations regarding salaries, wages, hours and other terms and conditions of employment, and the administration of grievances arising thereunder, and WHEREAS, the Board of Education of the Great Neck Union Free School District recognizes the Great Neck Maintenance Association as the sole and exclusive negotiating and bargaining agent during the term of this agreement for all Maintenance employees which include: Automotive Mechanic, AV Technician, Maintainer, and Senior Maintainer WHEREAS, the Board and the Association have reached certain understandings which they desire to confirm in this agreement, NOW, THEREFORE, it is mutually agreed that the following provisions shall take effect as of July 1, 2011 and continue through June 30, 2015. 1* Right to Representation Employees shall have the right to be represented by the Association to negotiate collectively with the Board in determination of compensation and terms and conditions of employment, and the administration of grievances. 2. Duration of Agreement This agreement shall be effective from July 1, 2011 to June 30, 2015 inclusive and from year to year, thereafter, unless either party by certified mail, postmarked by January 31, 2012, or any subsequent January 31 as may correspond to a year of subsequent renewal, serves notice on the other of intent to negotiate new or changed terms of agreement. 1 3. Status of Agreement a. Where the provisions of the agreement are in conflict with District policy or procedures, this agreement shall govern, except as provided by law. b. Nothing contained herein shall be construed to deny or restrict the rights any employee may have under the New York State Civil Service laws or any other applicable laws and regulations. The rights granted hereunder shall be deemed to be in addition to those provided elsewhere. 4. Conformity to Law If any provision of this agreement is or becomes invalid or legally unenforceable, all other provisions of this agreement shall nevertheless continue in full force and effect, and the parties will meet at a mutually convenient time to negotiate substitute terms. 5. Salary Schedule and Workweek All members of the unit shall be compensated in accordance with the attached salary schedules for the 2011-2012 through the 2014-2015 school years. The workweek shall be defined as Monday through Friday, 5:50 a.m. to 2:20 p.m. for the day shift and 2:00 p.m. to 10:00 p.m. for the night shift (effective 7/01/2012). Day and night shifts will be hired at the discretion of the District. Existing members (as of 6/30/2011) on day or night shift would not be changed to night or day shift respectively, unless mutually agreed upon by District and employee. The placement of entering employees on the salary schedule shall be at the District’s discretion, provided that no entering employee will be placed on a step higher than step 3. Entering employee is defined as one who has never been employed in any position that is part of a bargaining unit with the district. 2 6. Health, Dental and Optical Insurance a. Each unit member employed prior to July 1, 2009 shall be eligible for Group Health Insurance Benefits (Empire Plan or equal plan) and shall contribute 0% of the applicable total premium as of July 1, 2011, 0% as of July 1, 2012, 0% as of July 1, 2013, 5% as of July 1, 2014 and thereafter. Unit members hired on or after July 1, 2009 will contribute 10% of the applicable total premium as of July 1, 2011, 10% as of July 1, 2012, 12.5% as of July 1, 2013, 15% as of July 1,2014 and thereafter. The District will provide a health insurance buy-back for members of the unit under the following conditions: • Employees selecting this option must notify the District in writing by no later than November 20th, for the calendar year beginning January 1. • Employees opting out of such coverage shall be paid the sum of $500 for the applicable school year for individual coverage. • Employees who opt out of coverage who are currently enrolled for dependent health insurance under the District’s health insurance program will be paid $1,000 for the applicable school year. To be eligible for the buy-back, employees must opt out of health insurance coverage completely. • In the case of employees who have elected to participate in the District’s Flexible Benefit Plan, opting out must be in accordance with prevailing rules and regulations of the Internal Revenue Service. • Payment shall be made retroactively, semi-annually no later than December 31 and June 30 of each year for the period the employee has opted out of the plan. • Employees who have withdrawn from the plan may elect to return to the plan in accordance with the regulations of the plan provider. The District shall not re-enroll an employee unless it has received an application from the employee. Absent such application the opt-out shall continue from year to year. 3 If a member and the member’s spouse are both eligible for coverage with the district, the coverage will be limited as follows: a. Member may have individual coverage b, Member may have one family coverage: if member’s spouse elects family coverage with district, member may only elect individual coverage. b. Each member of the unit will receive a scheduled optical insurance plan that provides for reimbursement, for the employee and/or family, for one examination and replacement of one pair of glasses once every 12 months between July 1 through June 30 (with receipts for reimbursement submitted by June 30 of each school year). It is understood that whenever possible the employee will use district health insurance for examination. It is further understood that the Association and the district will work to limit the reimbursement to a maximum of $431 for the 2011-2012; $440 for the 2012-2013; $449 for the 2013- 2014; and $458 for the 2014-2015 school years. 7. Temporary Assumption of Supervisor's Responsibilities When a member of the unit temporarily assumes the responsibilities of a supervisor, he/she shall be paid at the supervisor's salary rate provided, however, that the member assumes such responsibilities for a period of five (5) consecutive work days, which may include one contractually, scheduled holiday. School vacation periods (two or more days) are excluded from this provision. A person eligible under this clause shall be paid at the Supervisor's rate from the first day of the assumption of the supervisor's duties. 8. Vacation a. A total of sixteen (16) paid holidays will be provided during the contract year. Lincoln's Birthday shall be part of the holiday schedule provided schools are closed on that day. b. Vacation allowance for members of the unit will be earned monthly but credited as of July 1 of each year. Vacation allowance shall not be cumulative beyond a maximum of 35 days, and any vacation in excess of 35 days shall be forfeited on July 1 of each school year. For new unit members hired on or after July 1, 4 2012, vacation allowance shall not be cumulative beyond a maximum of 20 days, and any vacation in excess of 20 days for such new members shall be forfeited on July 1 of each school year. In the event a member’s accumulation exceeds 35 days (or 20 days for new members as of 7/1/2012) because of written direction from the Superintendent of Schools or his designee to not use part or all of the member’s allowance, such unused allowance may be added to the accumulation for the following school year. Any accumulation in excess of 35 days (or 20 days for new members as of 7/1/12), however, must be used within the school year following the school year it was earned and in no event shall the vacation accumulation exceed 35 days (or 20 days for new members as of 7/1/12) for more than one school year. By May 1 of each year, each unit member will be notified by the Buildings and Grounds Department of his or her vacation entitlements. (1) Any employee who has completed between one full year (12 months) and up to four full years (48 months) of Great Neck service shall be entitled to two (2) weeks. (2) An employee who has completed between four full years (48 months) and up to ten full years (120 months) of Great Neck service shall be entitled to three (3) weeks. (3) An employee who has completed between ten full years of service (120 months) and up to twenty years of Great Neck service shall be entitled to four (4) weeks. (4) An employee who has completed twenty full years of Great Neck service shall be entitled to five (5) weeks. c. Effective July 1, 1994, vacation allowance for members of the unit shall be computed based on years of service completed as of July 1st of each year, with additional days accrued for a portion of a year’s service. Such additional days will be credited to the member on the next succeeding July 1st. Such additional days will be rounded up or down to the nearest whole day. 5 d. Vacation may be taken subject to the prior approval of the employee's supervisor in consultation with the Assistant Superintendent for Business. Vacation requests for the year must be made by May 15 for the following 12 months. Reasonable requests for changes throughout the year will be considered. e. Upon retirement members will be paid for unused vacation. The maximum unused vacation an existing unit member (as of 6/30/12) will be paid upon retirement will be 60 days. The maximum unused vacation a new member (hired on or after 7/1/12) will be paid upon retirement will be 40 days. 9. Retirement Plan Members shall be covered by the non-contributory career retirement plan (Section 75g) of the New York State Employees’ Retirement System, in accordance with State Law. 10. Life Insurance Each member of the unit will receive life insurance coverage of $100,000 effective July 1, 2012, the cost to be paid by the Board. 11. Holidays The Board agrees to provide sixteen (16) paid holidays per year to employees in the unit. 12. Direct Deposit When a payday fails on a Monday paychecks will be issued on the preceding Friday. Effective January 1, 1997, a new member of the Association will agree to direct deposit of their paychecks. 13. Snow Days When a snow day or other emergency school closing is declared by the Board and maintenance personnel are called to work on such a day, the rate of pay shall be time and one-half, plus the regular day's pay. 6 14. Emergency Work When unit members are called in for emergencies, they will be guaranteed four hours of work. 15. Additional Lunch Break In the event a member of the unit is required to work more than 10 hours in any day, he/she shall be granted an additional 30 minute lunch break without loss of pay. 16. Employee Safety Committee It is agreed that the Administration shall establish an Employee Safety Committee, with at least one member from the maintenance force. This committee will meet normally on a quarterly basis. 17. Defense for Assault The District agrees to provide legal counsel to defend any employee who is sued in a civil action which arises out of a job related assault on an employee while in the course of employment with the District. 18. Promotions AH openings for promotional positions and for positions paying higher salary differentials will be adequately posted in every school on bulletin boards and all qualified personnel will be given reasonable opportunity to make application for such positions. In filling promotional positions, length of service in the District will be a factor in considering applications for such positions. 19. Workers’ Compensation The District shall make available to all employees of the unit the benefit of workers’ compensation. 20. Personnel Files Upon written request, any employee in this unit shall be permitted to examine his/her official employment and personnel file. There shall be only one official personnel file. 21. Non-Discrimination The employer and the Association realize they have a responsibility to promote and provide equal opportunities for employment, and as such, it shall be a continuing policy of the employer to assure an equal opportunity in employment regardless of race, color, religion or sex. 22. Copy of Contract Ail members in good standing shall receive a copy of the contract at the expense of the District. 23. Overtime Preference Overtime, when available, will be offered to maintenance personnel on a rotating basis, based upon supervisor's recommendations and appropriate skills needed to perform the particular task. Whenever possible, maintainers will be given notice of weekend overtime by Thursday of that week. 24. Cleaning and Maintenance Allowance a. Maintenance staff members will receive a cleaning allowance in accordance with the following schedule. The District will pay cleaning allowance in separate lump sum checks one-half June 15 and one- half December 15. Such amount will be prorated for any employee that was absent from work for more than one month during the six month period. The rate shall be as follows: 2011- 2012 = $381 2012- 2013 = $389 2013- 2014 = $397 2014- 2015 = $405 b. Unit members will be reimbursed up to $100 for work boots once during a school year (July 1 - June 30) provided the employee submits proof of payment by June 30 of each school year. 8 25. Personal Leave Personal leave may be granted by the Board on request of the employee for reasons other than illness, which require the employee to be absent. Such requests must be in the Phipps building at least one week in advance of personal leave date except during an emergency for which permission of a Buildings and Grounds administrator will be necessary. Reasons for persona! leave may include the following: Closing title to home Moving day Court appearance Appearance at Internal Revenue Bureau Entering offspring in college Attending offspring's graduation Marriage Attending wedding of family member Religious ceremony involving family Religious observance Illness or death of close friend Vehicular breakdown impassable roads Failure of public transportation Other such personal affairs that cannot be scheduled during non-working hours. Personal leave may be requested for up to two (2) days during the year. During the first year, personal leave shall be prorated based upon length of service. Prior approval is required except in emergencies. It is understood that personal leave shall not be granted for recreational purposes or for the purposes of extending a weekend or a vacation period. Personal leave shall not be granted for the days immediately preceding and/or following the summer, Thanksgiving, Christmas, winter and spring vacation periods. Personal leave on these days will be granted only as unpaid leave. Personal leave days not used prior to June 30th of the school year will be added to the staff member's accumulated sick leave on July 1st. 9 26. Sick Leave a. Each member shall be allowed thirteen (13) days leave of absence (sick leave) with full pay during each school year, provided such absence is due to illness of the employee, or sickness or death in the employee's immediate family - husband, wife, child, mother, father, stepmother/father, mother-in-law, father-in-law, brother, sister, brother- in-law, sister-in-law, aunt, uncle, grandparents and grandparents-in-law. In illness or death involving an employee's immediate family, paid leave shall be available for not more than a total of thirteen (13) days per year. Sick leave shall be cumulative. If an employee is absent for one or more of the reasons specified beyond the number of days standing to his/her credit, he/she shall automatically be dropped from the payroll for the period of such absence. If it should become necessary in the case of an employee with at least three (3) years' duration in the System, additional sick leave may be granted at the discretion of the Board of Education, and on the recommendation of the Superintendent for personal illness in an amount not to exceed one (1) year at one-half (1/2) pay, and a second year at one-third (1/3) pay, after which extension of sick leave shall be terminated. It is understood that this extended sick leave is for long term rather than sporadic illnesses and that during an employee's period of service with the school district it (one year at 1/2 pay and one year at 1/3 pay) represents the maximum amount available to any individual employee. Additional sick leave at one-half pay and one-third pay is not applicable to new unit members hired on or after July 1, 2009. b. The annual sick leave allowance shall be credited to the account of each employee on July 1 of every year. c. Employees quarantined in their place of residence because of illness of some member of the household with a contagious disease, shall be granted leave of absence without salary deduction for the duration of the quarantine, or such other period as the medical inspector shall be granted leave of absence without salary deduction for the duration of the quarantine, or such other period as the medical inspector shall certify as requisite or prudent. 10 d. If a member of the unit becomes incapacitated through injury sustained in carrying out the duties of his/her job, he/she shall be paid his/her full salary and fringe benefits for the period during which he/she is unable to work. For existing unit members (as of 6/30/12) this benefit will extend up to a maximum of 12 months from time of injury without loss of accumulated sick leave, less any workers’ compensation salary benefits paid for the time of absence. For new unit members (hired on or after 7/1/12) this benefit will extend up to a maximum of 3 months from time of injury without loss of accumulated sick leave, less any workers’ compensation salary benefits paid for the time of absence. If an approved workers’ compensation doctor determines that an employee is capable of returning to full duty and the employee does not return to work, the district has the right to charge the employee’s sick leave or to drop the employee from the payroll, including all fringe benefits. In any event, when the employee’s sick leave balance is exhausted the District may drop the employee from the payroll, including all fringe benefits. e. A doctor’s certificate may be required following a sick leave absence of two or more consecutive days. f. A doctor's certificate may be required for a sick leave absence on the day(s) immediately preceding and/or following the summer, Thanksgiving, Christmas, winter and spring vacation periods. g. If a doctor's certificate is required beyond what is provided by the employee, the cost of the examination by the physician of choice of the district shall be borne by the district. Employee will receive their pay during this time and will not be charged any days if he/she needs to wait for the exam. h. Pay for Unused Sick Leave at Retirement At the time of regular retirement or retirement for disability, an employee shall receive one day's pay for every three days of accumulated sick leave up to a maximum of 90 days. The district shall make any payment due hereunder as a non-elective employer contribution to a 403(b) program that confirms it can accept the contribution in accordance with applicable Internal Revenue Code rules and regulations. Such payment shall be made to the 403(b) program within 30 days following retirement. 11 A special one-time retirement incentive shall be offered for unit members who retire on or before June 30, 2013. This incentive shall be calculated as provided in Article 26.h, except that the rate of payment shall be two days pay for each three days of accumulated sick leave, up to the maximum of 180 days, or payment of $500 for each year of Great Neck School District service. Unit members who wish to receive this special retirement incentive must submit an irrevocable letter of resignation for purposes of retirement, with an effective retirement date of no later than June 30, 2013, to the Superintendent of Schools no later than 5:00 p.m. on December 3, 2012. This special incentive shall sunset after June 30, 2013. i. If as a result of serious and/or recurring illness, a member exhausts regular sick leave, the member may apply to the Personnel Department for additional sick leave, to be granted from a bank of 25 days per year. A maximum of seven days’ leave per year may be approved for an individual applicant 27. Bereavement Bank a. On July 1 of each school year, a revolving fund of 17 bereavement days shall be available to unit members. b. Bereavement leave shall be set up in the following manner: (1) A member may, upon application to the Superintendent or his designee, withdraw up to three (3) days per school year from the fund provided the maximum is not exceeded. (2) Bereavement shall be used only for the purposes of death in the employee's immediate family as defined in Article 26(a). (3) Bereavement days withdrawn from the fund do not have to be repaid by the individual using them. (4) Bereavement days may be withdrawn from the fund for bereavement only. (5) Days withdrawn from the fund during the previous school year shall be restored to the fund each July 1 so that at the beginning of each school year the fund will consist of the number of bereavement days as noted in Article 27, “a” above. 12 (6) With the permission of the Assistant Superintendent for Business an employee may take additional days for bereavement beyond the three (3) days, however, these additional days will be charged to the employee’s sick leave. 28. Bonus Day's Pay Unit members will receive a lump sum check equaling one day's pay for each six months of perfect attendance between July-December and January-June. (Note: No sick or unauthorized personal days taken.) 29. Grievance Procedure A copy of the grievance procedure which has been agreed upon for members of this unit is attached as Appendix I. 30. Use of School Facilities for Meetings Permission shall be granted for the use of school facilities for unit meetings, provided that sufficient prior notice is given to the appropriate person in charge and provided that such use does not interfere with the operation of the School District. 31. Association Dues Deductions The Board agrees to deduct from the salaries of its employees dues for the Association as the employees individually and voluntarily authorize the Board to deduct and to transmit such monies to the Association. Employees authorizations will be in writing and in a manner consistent with Section 93-b of the Municipal Law and Chapter 392 of the Laws of 1967 and will be irrevocable for a period of one year. Section 2: Deductions will be made uniformly and consistently each payday and will be transmitted to the Treasurer of the Association. Section 3: The Association assumes full responsibility for disposition of the funds so deducted once they have been turned over to the Treasurer of the Association. 13 32. Rights of the Association The Association shall have the sole and exclusive right with respect to other employee organizations to represent all employees in the heretofore defined negotiating unit in any and all proceedings under, or pursuant to, the Public Employees Fair Employment Act; under any other applicable law, rule, regulation, or statue, under the terms and conditions of this agreement, to designate its own representatives and to appear before any appropriate official of the employer to effect such representation; to direct, manage, and govern its own affairs; to determine those matters which the membership wishes to negotiate and to pursue all such objectives free from any interference, restraint, coercion or discrimination by the employer or any of its agents. There shall be no strike, slowdown, or concerted work stoppage delay or slowdown, direct or indirect, by any employee; nor shall an Association officer, delegate or representative authorize, instigate, or condone any such activity. 33. Right to Membership in Union Any employee covered by the provisions of this agreement shall be free to join or refrain from joining the Association without fear of coercion, reprisal or penalty from the Association or the employer. 34. Activity on Behalf of Union Employees may join and take an active role in the activities of the Association without fear of any kind of reprisals from the employer or its agents. 35. Employee Rights An employee may bring matters of personal concern to the attention of the appropriate employer's representatives and officials in accordance with applicable law and rules, and may choose his/her own representative or appear alone in a formal grievance or appeal proceeding with the exception that the Association shall, at the request of the employee, be permitted entrance to all such formal grievance or appeal proceedings and shall be informed promptly of any decisions surrounding the case. 14 36. Amendments This agreement shall constitute the full and complete commitments between the Board and the Association and may be altered, changed, added to, deleted from or modified only through the voluntary consent of the parties in a written and signed amendment. 37. Labor Management Committee The Labor Management Committee of Association and Management representative shall meet at least twice yearly to discuss problems relating to operation of the maintenance staff and the District. It is understood that such meetings are not for the purpose of negotiating terms and conditions of employment. 38. Educational Credit Increment a. The Board and the Association endorse the concept that on-the-job performance should be constantly updated and improved. Accordingly, it is agreed that a member shall take, at the expense of the school district, any inservice course adjudged by the Board on the recommendation of the Superintendent of Schools, as being necessary. b. To encourage employees to equip themselves for increasing responsibility within the District and more effective service to the community, the School District shall in cooperation with the Association representatives, continue to develop inservice training programs. Such programs may include not only courses planned specifically for Great Neck buildings and grounds personnel, but also courses and/or programs offered by the Great Neck School System or other educational agencies and adjudged by the Assistant Superintendent for Business as being of value to buildings and grounds personnel. c. An educational credit increase as follows shall be granted to a member to become effective on the payroll following the Board of Education approval, upon completion of fifteen (15) points of courses taken with the prior approval of the Assistant Superintendent for Business. Application for credit must be made within one year of completion of the course. 2011-2012-$1,760; 2012-2013 - $1,796; 2013-2014 - $1,831; 2014-2015 - $1,868 15 Educational credit increases shall be in addition to the salary for the individual’s step. Members who have already completed one or more courses that qualify have until January 31, 1991 to apply to the Assistant Superintendent for Business for retroactive credit. d. A member already at the maximum salary step will have his/her salary adjusted following completion of the fifteen (15) points as provided in subdivision c. This will take effect on the payroll following Board of Education approval. e. Individuals who receive the educational credit increase before reaching the maximum step will, after reaching maximum, be compensated at no more than three times the rate in subdivision c. f. As a general rule, the point value for approved courses of programs shall be: Inservice Courses: 1 point per 10 hours of instruction. College Sponsored Courses: 2 points per credit hour. Courses leading to State Certification: (employee will receive 15 points upon District's receipt of State certification in connection with the employee's job des­ cription). g. To obtain credit, a member must satisfy the course requirements of the instructor, including attendance, and submit to the Human Resource Department a course completion certificate signed by the instructor. h. New unit members (hired on or after 7/1/12) are not eligible for education credit increments. 39. It is agreed by and between the parties that any provision of this agreement requiring legislative action to permit its implementations by amendment of law or by providing the additional funds therefor, shall not become effective until the appropriate legislative body has given approval. 16 40. Agency Fee Every member of the bargaining unit who is not a member of the Association shall, within 60 days, after the initial date of employment or within 30 days after this section becomes effective, which ever is later, pay to the Association an Agency Fee. Such fee shall be certified to the District by the Association and shall be consistent with requirements of law. The Association shall forward to the District a list of non-members and the sum of money to be deducted from each member's paycheck for the Agency Shop fee. Said amount shall be deducted from each member's paycheck for the Agency Shop fee. Said amount shall be deducted from each member's paycheck in a manner equivalent, insofar as possible, to that used for deduction of dues of members of the Association not later than 30 days of receipt of a list of non­ members. The District shall forward said total amount to the Association. 41. Effective July 1, 2009, this section is no longer applicable: “The in-house title of "Maintainer” shall be changed to the in-house title of "Senior Maintainer". Such change in the in-house title shall not result in any entitlement to greater compensation for any employee under this contract nor shall it have any reference to that in-house title as it may be used with respect to other employee units.” 42. Hazardous Environmental Compensation Maintenance personnel shall be entitled to a hazardous environment allowance when they are required to work on materials governed by NYS I C R #56, or other equivalent requirements covering lead-based paint abatement. For this allowance under this contract the following conditions are required to qualify: a. Work shall be performed during normal work hours Monday through Saturday. b. Work must satisfy NYS I.C.R. #56 definition for large asbestos or equivalent lead-based paint projects or its equivalent, requiring full personal protective clothing and equipment. c. Current and valid NYS certification license and medical monitoring records shall be required. The compensation for such work shall be as follows: 2011-2012 - $160; 2012-2013 - $163; 2013-2014 - $166; 2014-2015 - $169 It is understood that this bonus payment is beyond the employee’s regular rate of pay and/or time and one/haif (i.e. Saturdays will be paid at OT rate for the number of hours worked plus bonus payment). Such work performed on Sundays will be paid at double time with no Hazardous Environmental Compensation. Signed: Barbara Berkowitz, President GREAT NECK BOARD OF EDUCATION Signed: James Schwind, President GREAT NECK MAINTENANCE STAFF ASSOCIATION 18 APPENDIX I Grievance Procedure The Association and members of the unit shall have the right to process grievances, which may arise. A grievance shall mean an alleged misinterpretation or misapplication of this agreement. Step 1 Any grievance under this Agreement between an employee or employees and the Board shall be settled in the first instance by the employee involved, and his/her Association representative if required by the employee, with his/her immediate supervisor. A grievance submitted to the supervisor in writing shall be answered by the supervisor in writing within seven working days from the time the grievance was received by said supervisor. An employee’s grievance shall be submitted within 15 days of the action or condition causing the grievance. Step 2 In the event that the grievance was not satisfactorily adjusted under Step 1, the employee, or the Association through its Grievance Committee at the employee's request, may within ten working days from the date of the written answer take up such grievance with the Superintendent or his delegate, who shall not have been the person taking the action complained of. Association-Board or Board-Association grievances under this agreement may be entered in writing under Step 2. The Superintendent or the Association, as the case may be, after informal hearing where requested, at which the employee and his/her representative may appear and present oral or written arguments or statements, shall answer in writing within ten working days of receipt of the grievance, or ten working days of the hearing if later. 19 Step 3 A grievance which is not satisfactorily adjusted as a result of said hearing may within ten working days of the written answer be submitted to the American Arbitration Association, and a single neutral arbitrator shall be appointed in accordance with the Voluntary Labor Arbitration Rules of the American Arbitration Association. Notwithstanding the above, the parties reserve the right to select a neutral arbitrator by mutual agreement. A grievance involving Board policy or discretion may be submitted to arbitration only on the question of whether such District policy was disregarded or was applied in a discriminatory or arbitrary or capricious manner so as to constitute an abuse of discretion. Matters shall be determined in accordance with the Voluntary Labor Arbitration Rules of the American Arbitration Association, and the costs of arbitration, if any (exclusive of attorneys' fee) shall be shared equally by the parties. Decisions of the arbitrator on any grievance arising under this agreement concerning its application or interpretation shall be binding upon all parties. The arbitrator may not add to or detract from the provisions of this agreement. Any grievance decision shall be retroactive to the date on which the grievance originally occurred. 20 SALARY SCHEDULES FOR MAINTENANCE STAFF 2011-12 2012-13 2013-14 2014-15 SR. MAI NT. SR. MAINT. SR. MAINT. SR. MAINT. AV TECH. AV TECH. AV TECH. AV TECH. STEP AUTO MECHANIC AUTO MECHANIC AUTO MECHANIC AUTO MECHANIC 1 62,213 63,457 64,726 66,021 2 63,123 64,385 65,673 66,986 3 64,035 65,316 66,622 67,954 4 64,950 66,249 67,574 68,925 5 66,035 67,356 68,703 70,077 6 67,128 68,471 69,840 71,237 7 68,585 69,957 71,356 72,783 8 70,411 71,819 73,255 74,720 9 71,396 72,824 74,280 75,766 10 73,916 75,394 76,902 Effective July 1, 2012, the salary schedule shall have one step added to the top (“max”) which will be equal to 1.5% greater than step 9 of the 2011-12 salary schedule. Members who were on Step 9 as of 7/1/11 would move to Step 10 effective 7/1/12. For the 2014-15 school year only, the District will provide for each unit member employed prior to July 1, 2009, a one-time, off-schedule payment equal to the 5% contribution towards health insurance. This payment shall be payable to eligible unit members on or about December 15, 2014. AH salaries based on a 40 hour week, night shift or day shift, except that if a member is assigned to the night shift for two or more consecutive weeks, the member shall be paid at a rate of 4 1/2% above the regular rate. 21 Service Increment: The service increments for each year of this agreement shall be as follows; 2011-2012 2012-2013 2013-2014 2014-2015 14 years $ 987 $1,007 $1,027 $1,048 19 years $1,081 $1,103 $1,125 $1,148 24 years $1,203 $1,227 $1,252 $1,277 29 years $1,296 $1,322 $1,348 $1,375 The service increment shall be applied to eligible employees in the year in which the employee completes the required number of years of service with the Great Neck Schools as shown above, and shall be payable commencing with the next pay period of the anniversary date of employment. 22