NEGOTIATED AGREEMENT
between the
SOUTHWEST
REGION ADMINISTRATIVE ASSOCIATION
and the
SOUTHWEST REGION SCHOOL BOARD
Dillingham, Alaska
Period of Agreement
July 1, 2004 –
June 30, 2007
July
1, 2007 – June 30, 2010
NEGOTIATED AGREEMENT
This is the NEGOTIATED AGREEMENT between the
SOUTHWEST REGION ADMINISTRATIVE ASSOCIATION and the SOUTHWEST REGION SCHOOL
BOARD at Dillingham, Alaska. Period of Agreement; July 1, 2004 2007 2010.
The Southwest Region
School Board of Education,
hereinafter referred to as the Board, and the Southwest Region Administrative
Association, hereinafter referred to as the Association, enter into the
following agreement on this 31st day of March, 2004.
179th day of May, 2007
The Board hereby
recognizes the Association as the sole and exclusive bargaining agent for all
administrators of the Southwest Region School District for the duration of the agreement.
If any provision of this
agreement or any application thereof is held to be contrary to law by a court
of competent jurisdiction, such provision or application will not be deemed
valid or enforceable, except to the extent
permitted by law, but all other provisions or applications will continue in
full force and effect.
This Agreement is the sole
and complete Agreement between the Board and the Association and no verbal
statements shall supersede any of its provisions.
Any amendment supplemental hereto shall not be binding upon either party unless
executed in writing by the parties hereto. All provisions are binding and
effective as of July 1, 2004 20072010.
All previous agreements still in force shall become null and void as of July 1,
2004 20102007.
The parties hereto
mutually agree that the terms and conditions of this Agreement represent the
full and complete understanding and commitment
between the parties. Upon request of either party, members of the Association,
as well as representatives of the School Board may meet to discuss areas of
concern.
When a majority of
returned ballots by the Association reflect an affirmative vote, and when a majority of the
members of the Board reflect an affirmative vote, this agreement shall be
ratified; except that, if no action is taken on the document by either party
within sixty (60) calendar days, that non-action shall be taken as an affirmative vote.
Nothing in this Agreement
or an Administrator's individual contract with the District shall confer tenure
rights to an administrator with regard to his/her administrative position or
limit the DistrictÕs
statutory rights as set forth in AS 14.20.158 including, but not limited to,
the right to assign the Administrator to any position for which the
Administrator is qualified. If an Administrator is assigned to a position
covered by the teachers negotiated
agreement, the Administrator shall be subject to the teachers negotiated
agreement as of the effective date of the assignment except that if the
assignment occurs during a contract year, the Administrator shall be entitled
to the salary and benefits set
forth in the Administrators individual contract and this agreement (except any
bonuses pursuant to ¤ 1600 ex seq.) for the contract year. In any subsequent
year of employment with the School District, the administrator shall be placed
on the salary schedule
in accordance with the applicable negotiated agreement. Should an
administrative position be eliminated, causing a tenured Administrator to be
assigned to a teaching position, that Administrator (if still employed by the
District) will be assigned to the
administrative position, should the same administrative position be reinstated
within two (2) school years.
In the event that an
administrative opening should occur within the District, the District will post
an announcement for a minimum of two weeks. The
position announcement will be posted in the Central Office and Faxed to each
site. For the purposes of this section, an administrative opening does not
include the restructuring of an existing administrators position, or job
description, but rather addresses
filling of a position as a result of the resignation or transfer of an existing
administrator.
In this agreement, the
following shall be defined:
"Superintendent" shall mean the
Superintendent of the District or designee.
"Administrator" shall mean any employed certified staff holding
a type B certificate, such as a principal, assistant principal, or program director to include staff currently employed as Director of Elementary
Instruction, the Director of Secondary Instruction, the Director of Support Programs,
and the Director of Maintenance. support directors, and
program directors. * Note: current titles are not consistent with the
earlier contract positions, suggest replacing with two general categories that
would permit changing of titles as need arises. Past practice has changed
titles without amending contract.
"Day"
shall mean a calendar day excluding holidays except as otherwise specified in
this agreement.
"Association"
Southwest Region Administrative Association.
"Board" Southwest Region School Board of Education.
"Immediate Family" includes husband,
wife, son, daughter, brother, sister, mother, father, father-in-law, and
mother-in-law.
"Daily Rate" the administrator's rate
per day shall be determined by dividing the base annual salary by the number of contract days.
The Administrator shall be
allowed to purchase employee, spouse and dependent medical, dental, visual and
audio insurance as provided in the District's standard group policy. Employee
purchases of group
insurance will be through payroll deduction. Administrators will be allowed to
participate in the District's flexible benefit medical reimbursement/child care
plan. The cost to the Administrator for insurance during Fiscal Year 2005 2008 will
be as follows:
Employee Only: $100
Employee/Children $150
Employee/Spouse $200
Employee/Family $250
Rates for FY20062007
The District shall provide
the administrator under the age of
sixty-five (65)*
remove due to age discrimination* group term life insurance of
$100,000. The District will provide each administrator with $250,000 of travel
insurance for travel related to the administrator's scope of employment. Unless
otherwise specified by the administrator, the beneficiary of the insurance will
be the administrator's spouse.
Insurance coverage will
begin on the first day of the month following
the first month payroll deductions were withheld and continue until employment
is terminated. If the employment is terminated during the work year, coverage
shall cease the last day of the month during which the termination is effective
unless the coverage
is paid under COBRA.
The specific terms and
conditions of coverage shall be governed by the insurance contracts and
policies in force. Any disputes regarding claims shall be between the insured
and the carrier and shall not involve the District.
Notwithstanding any other provision of this Article, the DistrictÕs obligation
to provide insurance shall be limited to the availability thereof and the
administratorÕs insurability.
The administrator shall be
entitled to accrue,
use, and transfer compensated sick leave as required under Alaska statutes and
regulations. For the accrual of sick leave, the major portion of a calendar
month shall mean a calendar month in which ten (10) or more days are worked.
The District may require written medical
certification for sick leave that exceeds three (3) consecutive workdays. Sick
leave shall be available for appointments to health practitioners only if the
appointment is for treatment or diagnosis related to a condition or symptom. For appointments covered
under sick leave, accrued sick leave shall be available for necessary travel
time to and from the nearest appropriate practitioner.
The administrator may use
up to five (5) days accrued sick leave per standard work year in the event of the birth or adoption
of a child. Additionally, the administrator may use up to five (5) days of
accrued sick leave per standard work year as may reasonably be necessary to
attend to a member of the immediate family who is ill or injured, subject to medical certification for
more than three (3) consecutive work days absence under this provision.
Likewise, in the event of a death in the immediate family, up to five (5) days
of accrued sick leave per standard work year shall be available as reasonably may be necessary to attend
the funeral or to attend to other family business related to the death. If
out-of-District travel is necessitated under this paragraph, up to two (2)
additional days of accrued sick leave per standard work year shall be available.
Notwithstanding, the
administrator shall not be entitled to use under this paragraph more than
fifteen (15) days accrued sick leave per standard work year.
Notice of the intended use
of, and the reason(s) for, sick leave shall be given to the supervisor as far in advance as is
reasonably possible.
The administrator shall
accrue five (5) days of compensated personal leave per standard work year,
accrual will not be limited, however a maximum number of eight (8) days may be
used in a given school
year. At the end of a completed contract year each Administrator will be
allowed to cash in three personal leave days (in addition to the maximum 8 that
can be used for leave) at their daily rate by submitting a written request to
the Superintendent prior
to the end of the fiscal year for which payment is being requested.
Requests for the use of
accrued personal leave shall be given to the supervisor as far in advance as is
reasonably possible.
Upon written advanced
certification to the Superintendent
of a call to jury duty by a court having jurisdiction in the community of the
job assignment, the administrator shall be granted compensated leave for
required absences associated with the jury duty obligation. The administrator
shall promptly remit
to the District any fee received for jury duty.
Upon written request, the
Board may grant a non-compensated leave of absence of one (1) semester or
longer. The terms and conditions of the leave including, but not necessarily
limited to, the
duration, the deadline for notice of intent to return, and any reassignment
rights shall be mutually agreed upon in writing between the Superintendent and
the administrator.
The administrator shall be
entitled to such other compensated
or non-compensated leave as may be required by law. Additionally, at the
discretion of the District, the administrator may be granted compensated or
non-compensated leave not specified in this article.
The administrator shall be
eligible to
participate in the sick leave bank available to certificated teachers of the
District subject to the terms and conditions established for the bank. In the
event that said sick leave bank provides for a representative committee to
oversee the operations
of the bank, the Association shall have the right to representation on the
committee. If the collective bargaining agreement with the teachers union
prohibits administrator participation in the teacher's sick leave bank, the
District shall allow for
the establishment of a comparable sick leave bank for administrators.
Both the Association and
the District understand and agree that, as salaried management employees, work
beyond the normal work day and work year (ie: evenings and weekends) are inherent and often necessary
in the job and duties of a building level or central office administrator. With
this understanding, the standard year and work day are defined for the purposes
of this agreement, it is further understood that the administrator shall not be entitled to
additional compensation for time worked in excess of the standard work day and
work year, unless there is prior written agreement by the Superintendent.
Further, it is agreed that administrators covered under this agreement may use up to
nine (9) Saturdays, as regular contract days.
The standard work year
shall be two hundred fifteen (215) two hundred ten (210) days for Principals and
Assistant Principals and two hundred twenty-five (225) two hundred
and twenty (220) days for Directors. The number of work days in
the standard work year shall be inclusive of state-mandated school holidays
falling within the period between the administrator's first and last duty day
of the work year. The administrator's
work year shall be subject to an annual calendar approved in writing by the
Superintendent. If the administrator serves less than the full standard work
year, the administrator's salary and quantifiable benefits based on the
standard work year shall be prorated
accordingly.
The standard workday for
the administrator shall consist of eight (8) hours exclusive of the lunch
period. If the administrator is assigned to work less than the standard
workday, the administrator's salary, leave, and other quantifiable benefits shall be prorated
accordingly.
The administrator assigned
to a village shall be entitled to live in a District (owned or leased) housing
unit designated by the Superintendent. The Principal, having responsibility for the school facilities,
and being responsible for the duties designated for site housing manager, shall
be required to live in a designated District housing unit close to school
facilities. The designated units will be A1, C1, E3, K1, M9, N6, PC1, T1 and TH1. Through payroll
deduction the Principal shall pay the Base Housing Rental Rates or $750 per
month for twelve months per year whichever is less. Change of the housing units
assigned to Administrators under this article will only be allowed to accommodate housing needs based on
site staffing requirements and approved by the Superintendent. The terms and
conditions of housing rentals shall be set forth in the District's lease
document. In the event that employment is terminated at the end of a contract, rent will not be charged
after May of that year, assuming that the administrator has vacated the
assigned rental unit. The Association shall be entitled to representation on
any committee established to address matters related to administrator housing.
During the work year, the
administrator shall be granted not less than two (2) days of administrative
leave and receive eight hundred fifty
dollars ($850) eleven hundred dollars ($1,100) for expenses related to attendance at a
professional conference approved in advance by the Superintendent. The
Superintendent may direct the administrator to participate in other
professional conferences or activities during the work year at District
expense.
The District shall
reimburse the returning administrator up to one thousand, two hundred fifty
dollars ($1,250) for expenses related to professional development activities,
approved in advance by the Superintendent, undertaken by the administrator during the
administrator's non-contract days.
The District will pay
annual State and National dues, for the membership in a professional
educational association (directly related to the administrator's job assignment) for all
administrators covered under this agreement. The total cost of these dues will
not exceed the amount of dues for the State and National Principals'
Association.
Salary payments shall be
made throughout the
work year in equal monthly installments beginning with the month the majority
of which is served and ending with the month during which the last duty day is
served or in twelve (12) equal monthly installments. The administrators final
paycheck shall be
retained until such time as the administrator has completed all assigned
year-end reports and duties.
The District shall make
payroll deductions as required by law and for District housing rent and may
make other deductions upon mutual agreement of the administrator and the District.
Newly appointed
administrators shall be placed at Step 0. Notwithstanding, on a case by case
basis, the Superintendent shall have the discretionary authority to approve
more years of service for initial
step placement. Principals transferring into Director positions will be
credited with one (1) year experience for every two years of in-district
principal experience.
K-12
K-8
Years Principal Principal Director
0
$ 73,950 $ 65,000 $
78,540
1
$ 74,750 $ 65,800 $
79,540
2
$ 75,550 $ 66,600 $
80,540
3
$ 76,350 $
67,400
$ 81,540
4
$ 77,150 $ 68,200 $
82,540
5
$ 77,950 $ 69,000 $
83,540
6
$ 78,750 $ 69,800 $
84,540
7
$ 79,550 $ 70,600 $
85,540
8
$ 80,350 $ 71,400 $
86,540
FY08 (2007-2008 School
Year) Administrative Salary Schedule
* Reflects 100% of
bonus money added to FY07 schedule (Proposal I): K-12 = $14,000, K-8 $10,500,
and Director $10,000. + $1000 added to Director base (Proposal V)
|
Years |
K-12 Principal |
K-8 Principal |
Director |
|
0 |
$87,950 |
$75,500 |
$89,540 |
|
1 |
$88,750 |
$76,300 |
$90,540 |
|
2 |
$89,550 |
$77,100 |
$91,540 |
|
3 |
$90,350 |
$77,900 |
$92,540 |
|
4 |
$91,150 |
$78,700 |
$93,540 |
|
5 |
$91,950 |
$79,500 |
$94,5540 |
|
6 |
$92,750 |
$80,300 |
$95,540 |
|
7 |
$93,550 |
$81,100 |
$96,540 |
|
8 |
$94,350 |
$81,900 |
$97,540 |
Assistant Principals, principal/teacher, or lead
teacher: Teacher's salary
placement plus a stipend of $3000-$7000 8000.
Amount dependent upon hours of administrative time required.
FY09 (2008-2009 School Year) Administrative Salary
Schedule
* Reflects 3% increase
in salary base (Proposal VI) and $1000 added to Director base (Proposal V).
|
Years |
K-12 Principal |
K-8 Principal |
Director |
|
0 |
$90,589 |
$77,765 |
$93,256 |
|
1 |
$91,389 |
$78,565 |
$94,256 |
|
2 |
$92,189 |
$79,365 |
$95,256 |
|
3 |
$92,989 |
$80,165 |
$96,256 |
|
4 |
$93,789 |
$80,965 |
$97,256 |
|
5 |
$94,589 |
$81,765 |
$98,256 |
|
6 |
$95,389 |
$82,565 |
$99,256 |
|
7 |
$96,189 |
$83,365 |
$100,256 |
|
8 |
$96,989 |
$84,165 |
$101,256 |
Assistant Principals, principal/teacher, or lead
teacher: Teacher's salary
placement plus a stipend of $3000-$7000 8000.
Amount dependent upon hours of administrative time required.
FY10 (2009-2010 School Year) Administrative Salary
Schedule
* Reflects 2% increase
in salary base (Proposal VI) and $1000 added to Director base (Proposal V).
|
Years |
K-12 Principal |
K-8 Principal |
Director |
|
0 |
$92,401 |
$79,320 |
$96,141 |
|
1 |
$93,201 |
$80,120 |
$97,141 |
|
2 |
$94,001 |
$80,920 |
$98,141 |
|
3 |
$94,801 |
$81,720 |
$99,141 |
|
4 |
$95,601 |
$82,520 |
$100,141 |
|
5 |
$96,401 |
$83,320 |
$101,141 |
|
6 |
$97,201 |
$84,120 |
$102,141 |
|
7 |
$98,001 |
$84,920 |
$103,141 |
|
8 |
$98,801 |
$85,720 |
$104,141 |
Assistant Principals, principal/teacher,
or lead teacher: Teacher's salary
placement plus a stipend of $3000-$7000 8000.
Amount dependent upon hours of administrative time required.
As an incentive to assist the District in program
improvement and revenue enhancement administrators will be eligible to be
compensated for work outside their normal scope of their job duties and
workday. With prior written agreement and approval of the Superintendent, grant
writing incentives, at a rate of $400.00 for each eight hours of approved
application development, will be paid if the grant is approved and funded.
Administrative release time may be provided in lieu of financial compensation
if so agree by the administrator and Superintendent.
Each administrator will be given one School District
Bulk airline ticket or the monetary equivalent for round trip travel from
Dillingham to Anchorage annually.
A claim by an
administrator that there has been a violation, misinterpretation or
misapplication of any provisions of this agreement
may be processed as a grievance as hereinafter provided. A grievant is an
administrator having a grievance.
Both parties agree that
these proceedings shall be kept as informal and confidential as may be
appropriate at any level of the procedure. The
time limits specified may be extended by mutual agreement at all levels. Any
grievant may be represented at all stages of the grievance procedure by a
person of his/her own choosing, and notice of this representative must be given
to his/her immediate supervisor.
The Board is also entitled to a representative. When it is necessary at any
level for a grievant and witness (one per occurrence maximum) to attend a
meeting or a hearing during the school day, the Superintendent shall notify
such administrator and
he/she shall be released without loss of pay for such time as his/her
attendance is required at such meeting or hearing. At all levels, time limits
are binding except for periods of inclement weather, which prohibit normal
travel.
Necessary forms pertaining to a grievance will
be prepared jointly and distributed by the Association or the District. If the
grievance report is in favor of the grievant, all documents, communications and
records dealing with the grievance shall be removed from the Personnel File.
An administrator with a
grievance will first discuss it with his/her immediate supervisor within
fifteen (15) working days of the alleged violation, misinterpretation, or
misapplication of this agreement, with the object of resolving the matter informally. If the
administrative position is in a remote area and the immediate supervisor is not
stationed at the site, the first step should be accomplished by mail,
telephone, or radio. If an informal solution has not been reached, an
administrator with a
grievance may initiate a formal procedure by filing a written statement of
grievance with the immediate supervisor. This statement must be filed within
ten (10) working days of the informal discussion with the supervisor. The date
of this action shall
be the filing date. The written grievance shall include the date of the alleged
violation, the article and item of the contract, and the signature of the
grievant. The immediate supervisor shall meet with the grievant and anyone
selected to accompany him/her
within ten (10) working days of the receipt of the written grievance. This
meeting will be set by mutual consent. The immediate supervisor shall render a
decision in writing within ten (10) working days of the meeting dealing with
the written grievance.
If the grievant is not
satisfied with the disposition of the grievance at Level I, or does not receive
a decision, he/she may appeal the grievance in writing to the Superintendent
within fifteen (15) days of receipt of the decision or the date the decision was due. The
written appeal shall include a copy of the initial written grievance as
submitted to the supervisor, a copy of the written response by the immediate
supervisor, and the grounds for considering the decision unsatisfactory. It shall also state the names of
all persons officially present at the prior hearing, and such persons shall
receive a copy of the appeal.
In the event that the
Superintendent is the immediate supervisor, then the appeal shall be directed
to Level III. Within ten
(10) working days of receipt by the Superintendent of the written appeal, the
Superintendent shall meet with the grievant in an effort to resolve the
grievance. The time and place of the Level II meeting shall be mutually set by
the Superintendent and the
grievant. The Superintendent shall render a decision in writing within ten (10)
working days of the Level II meeting and inform the grievant of the decision.
The superintendent will be allowed to meet and discuss the grievance in
executive session with the
board, without the grievant present, to determine the wishes of the board.
If the grievant is not
satisfied with the disposition of his/her grievance at Level II or does not
receive a decision within ten (10) working days, the grievant may request the Association to
submit the grievance to arbitration. The cost of the arbitrator will be borne
equally by the Board and the Association. Costs related to the presentation by
either party will be borne by the respective party.
The request by either party for arbitration shall
be made within fifteen (15) working days of the decision at Level II. The Board
and the Association shall make every effort to mutually agree upon an
arbitrator. The arbitrator shall follow the rules for arbitration as established by the American
Arbitration Association.
The parties agree to
accept the arbitrator's award as final and binding upon them.
SIGNATURES
BY: Date:
BY: Date:
BY: Date:
BY: Date: