NEGOTIATED AGREEMENT
Between the
SOUTHWEST REGION
EDUCATION ASSOCIATION
And the
SOUTHWEST REGION
SCHOOL DISTRICT
Dillingham, Alaska
Period of Agreement
July 1, 2007 –
June 30, 2010
TABLE OF CONTENTS
Page
ARTICLE 1 Preamble.......................................................................................... 3
ARTICLE 2 Recognition...................................................................................... 3
ARTICLE 3 Definitions....................................................................................... 3
ARTICLE 4 Conformity
to Law........................................................................... 3
ARTICLE 5 Distribution...................................................................................... 4
ARTICLE 6 Negotiations.................................................................................... .4
ARTICLE 7 Legal
Leave...................................................................................... 5
ARTICLE 8 Sick
Leave....................................................................................... .5
ARTICLE 9 Sick
Leave Bank.............................................................................. 7
ARTICLE 10 Personal
Leave................................................................................ .8
ARTICLE 11 Emergency
Leave............................................................................. 8
ARTICLE 12 Leaves
of Absence........................................................................... 9
ARTICLE 13 Association
Leave............................................................................ 9
ARTICLE 14 Working
Conditions....................................................................... 10
ARTICLE 15 Salaries........................................................................................... 13
ARTICLE 16 Tuition
Reimbursement.................................................................. 17
ARTICLE 17 Staff
Development......................................................................... 17
ARTICLE 18 Extended
Contracts........................................................................ 17
ARTICLE 19 Extra
Curricular Pay....................................................................... 18
ARTICLE 20 Insurance........................................................................................ 19
ARTICLE 21 Travel............................................................................................ .20
ARTICLE 22 Board
and Association Rights........................................................ 20
ARTICLE 23 Personnel
Files............................................................................... 21
ARTICLE 24 Dues
Deductions............................................................................ 22
ARTICLE 25 Grievance
Procedure...................................................................... 22
ARTICLE 26 Housing......................................................................................... 24
ARTICLE 27 Duration......................................................................................... 27
ARTICLE 28 Terms
and Conditions of Agreement............................................. 27
SIGNATURES ....................................................................................................... 28
ARTICLE 1
PREAMBLE
The Southwest Region School Board of Education, hereinafter
referred to as the Board, and the Southwest Region Education Association,
hereinafter referred to as the Association, enter into the following agreement
on this 1st day of July, 2007.
ARTICLE 2
RECOGNITION
The Board hereby recognizes the Association as the sole and
exclusive bargaining agent for all teachers of the Southwest Region School
District for the duration of the agreement.
ARTICLE 3
DEFINITIONS
In this agreement, the following shall be defined:
"Superintendent" - shall mean the Superintendent
of the District or designee.
"Teacher" -
shall mean any contracted certified staff within the District, except for
Superintendent and those
administrative personnel who elect to leave the teacher bargaining unit.
Nothing shall be construed to prevent certificated administrative personnel
groups, including principals and assistant principals, from having the right to
negotiate independently of the other certificated personnel if they choose to
do so as the result of a secret ballot. Certificated staff working less than a
one hundred eighty-nine (189) day contract shall have their benefits prorated
by the Superintendent based on the number of days worked.
"Day" - shall mean a school calendar day
excluding holidays except as otherwise specified in this agreement.
"Association"
- Southwest Region Education Association.
"Board" - Southwest Region School Board of
Education.
ARTICLE 4
CONFORMITY TO LAW
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.
The parties agree to meet and confer within 20 days of a
request, in an effort to resolve the specific article. Upon mutual agreement,
the written resolve will become an addendum to this agreement.
ARTICLE 5
DISTRIBUTION
Following ratification signing of this Agreement, the
District shall print this Agreement. The cost of the printing and distribution
of the Agreement shall be borne by the District. The Association shall
distribute to all employees copies of this Agreement. Twenty-five (25)
additional copies shall be provided to the Association. All employees new to
the District shall be provided a copy of the Agreement by the District upon
their date of hire, and such Agreement shall be available for review to all
applicants for certificated positions.
There shall be two (2) signed copies of the final Agreement
for the purpose of records. One shall be retained by the District and one by
the Association.
ARTICLE 6
NEGOTIATIONS
A. Meeting Procedures
1.
Either party may initiate negotiations by written notice by
certified mail of intent to negotiate after November 1, but not later than
January 30, of the fiscal year of the termination of this agreement. When a
request is submitted by either party, the first meeting shall be held within
twenty (20) days after receipt of the request. Four teacher members shall be
provided Administrative Leave for all bargaining sessions.
2.
The district will provide to the association a cost analysis
of accepting district paid for credits to determine placement on the salary
schedule.
3.
If neither party requests an intent to negotiate by January
30, of the year the agreement terminates, the conditions of this agreement
shall remain in effect for one (1) year beyond the termination date.
4.
Prior to the commencement of negotiations the Association
shall submit an affidavit of membership to the Superintendent upon request.
5.
Any information or statistics used or introduced at the table
by either party shall be made available to the other party. The Association may
review and copy (at Association expense) District Business records, except
those protected by law from disclosure, during the District Office working
hours.
6.
A proposal/counter-proposal procedure may commence during the
second meeting.
B. Mediation
1.
Within seven (7) days of impasse, the requesting party shall
ask the United States Federal Mediation and Conciliation Service to serve as
the agency to resolve the dispute.
2.
Prior to and following mediation, the parties shall agree to
the issues that continue to be outstanding.
C. Advisory Arbitration
In the event that mediation results in a continued impasse,
the remaining items in contention will be referred to an advisory arbitrator.
The suggested procedures of the American Arbitration Association shall be
followed in the selection of such arbiter. Cost for the advisory arbiter shall
be borne equally by the Association and the Board.
D. Ratification
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.
ARTICLE 7
LEGAL LEAVE
If suit is brought against a teacher for action taken within
Board Policy and the scope of his/her employment, the teacher shall be entitled
to leave with pay for any periods of work which are missed while participating
in such proceedings.
If a teacher misses work because of jury duty, or if a
teacher is required by subpoena to give testimony before a judicial tribunal in
a proceeding in which the teacher is not a party (i.e. plaintiff, defendant,
etc.) the teacher shall be paid his/her normal compensation for any periods of
work so missed less the amount that the teacher receives for such duty.
No teacher is entitled to leave with pay under this section
in a situation where the teacher is involved in personal litigation.
ARTICLE 8
SICK LEAVE
A. Accrual
All teachers working full-time shall accrue one and
one-third (1 1/3) days of sick leave a month up to twelve (12) days sick leave
per year with unlimited accumulation. Sick leave for the current year being
served by the teacher shall be credited to the teacher upon completion of the
first day of service.
A teacher cannot use accumulated sick leave during the first
five contract days of the school year, except in unusual or extreme
circumstances requiring treatment by a physician which includes
hospitalization. A teacher who resigns before returning to work may not use
sick leave unless that resignation is due to disability.
Cumulative sick leave earned by a teacher in an Alaska
public school is transferable to any other public school, if the teacher's
service is continuous. Continuous service means service up to the last day of a
school year and beginning before the end of the first school month in the next
school term. Responsibility for furnishing the employer with a certified
statement showing cumulative sick leave rests with the teacher. Teachers who
are on an approved leave of absence may retain cumulative sick leave for the
duration of the approved leave.
B. Use of Sick Leave
An employee may use sick leave for personal illness or
injury, including time to travel to and return from the health care provider
for the injury or illness, and for required follow-up observations by the
medical doctor. Sick leave may also be taken to allow the teacher to make and
complete scheduled medical appointments by petition to, and approval of, the
Superintendent two days in advance of the scheduled absence. Such appointments
will not be made that would extend school holidays or vacations, or while the
employee is traveling on District business without the prior approval of the
Superintendent.
Sick leave may be used when a member of the employee's
household is ill or injured, including time to travel to and return from the
health care provider for the injury or illness, and for required follow-up
observations by the medical doctor.
Sick leave may also be taken to allow the teacher to take
household members to regular scheduled medical appointments by petition to and
approval of the Superintendent two days in advance of the scheduled absence.
Such appointments will not be made that would extend school holidays or
vacations without prior approval of the Superintendent. Exclusive of leave
taken under Section F, of this article, a maximum of ten (10) days of sick
leave per year may be used for members of the teacher's household.
C. Notice
An employee shall notify his/her immediate supervisor as far
in advance as is reasonably possible prior to using leave. This provision does
not require that a teacher leave his/her home while injured or ill to
personally inform his/her supervisor. The teacher will not be responsible for
obtaining a substitute for absences due to sick leave.
D. Verification
An employee absent from school on sick leave for more than
three (3) days shall submit a doctor's statement, to the Superintendent. This
requirement may be waived (in writing) by the Superintendent.
A false statement by the teacher regarding sick leave is
sufficient grounds for cancellation of the contract and the revocation of the
teacher's certificate.
E. Sick Leave Bonus
Certificated staff who use three (3) days of sick leave or
less during any contracted school year shall receive a bonus of $150.00 payable
at the end of their last pay period.
F. Parental Leave
At the time of childbirth or adoption, the employee shall be
granted up to twenty-five (25) days of parental leave. Such leave will be
charged to sick and personal leave. In cases where the employee does not have
enough sick and personal leave accrual to cover such a leave, the employee may
use leave without pay. If both parents are employed by the District, ten (10)
days of parental leave may be taken concurrently. Parental leave may be
extended by taking leave without pay, and with written approval of the
Superintendent. The Family Medical Leave Act provisions shall be followed.
ARTICLE 9
SICK LEAVE BANK
Each teacher will donate one day of sick leave to the bank
each September 1, until the bank is built up to a maximum of two hundred (200)
days. Except for contributions by new participants, no more days will be added
until the bank is depleted to twenty (20) days. Additions will be made to the
bank at the beginning of each school year or date of employment according to
the above limitations. In the event that the bank becomes depleted to twenty
(20) days during the school year, each member of the bank will donate an
additional day up to a maximum of three (3) days per year per participating
employee.
A person leaving the district will not be able to withdraw
the contributed days.
The first twelve (12) consecutive days of illness or disability
will not be covered by the bank, but must be covered by the person's own
accumulated sick and personal leave or absence without pay. A person will not
be able to withdraw days from the bank until his/her own sick and personal
leave is depleted. The number of days available to a teacher shall equal twice
the number of days of sick leave the teacher has accumulated before the 1st day
of school in any school year or twenty-four (24) days, whichever is greatest.
Persons withdrawing sick leave days from the bank will not
have to replace these days except as a regular contributing member of the bank.
Sick leave days can only be withdrawn from the bank for individual members'
illness. Requests for use of bank days must be accompanied by a letter from the
attending physician.
The Sick Leave Bank shall be established and will be
administered jointly by the Board and the Association. A committee comprised of
one (1) representative of the District, one (1) representative of the
Administrators Association, and two (2) representatives of the Association will
administer the Sick Leave Bank. Sick Leave Bank activity records will be
available for review by the Association and Administrators Association.
Requests for use of Bank days must be made on the District
request for leave form and accompanied by a letter from the attending
physician. The approval of the request shall be subject to the attending
physician's supportive statement.
ARTICLE 10
PERSONAL LEAVE
All full-time teachers covered by this agreement shall accrue
personal leave with full pay at the rate of three (3.0) days annually with the
second working day of each school year set as the accrual date for that year,
except if a teacher leaves district employment prior to the expiration of
his/her contract, personal leave will be prorated. There will be no restriction
on the use of personal leave except as noted below. Except in emergencies, the
teacher shall give at least two (2) days notice to the principal or immediate
supervisor of his/her intent to be absent on personal leave.
Personal leave may not be used to extend the school calendar
vacation days or holidays, or during the first five (5) or last five (5) days
of the school term, except with prior written approval of the Superintendent.
No more than two (2) teachers from a school unit may take personal leave on the
same day, if seven (7) or less teachers are assigned to that school unit. No
more than three (3) teachers from a school unit may take personal leave on the
same day, if eight (8) or more teachers are assigned to that school unit.
Personal leave shall accumulate from year to year to a
maximum of five (5) days. Compensation at the rate of $100 per day will be
provided for those days in excess of (5) days which would otherwise be lost.
ARTICLE 11
EMERGENCY LEAVE
In the event of serious illness of an immediate family
member, and the teacher has no personal leave available, a teacher may apply
for emergency leave. Three (3) days (up to seven (7) when travel out of state
is required) sick leave may be granted for each occurrence to a maximum of ten
(10) days per year. The teacher shall verify the serious illness by submitting
a statement from the family member's attending physician on return to duty.
Following a death in the immediate family, for each occurrence, the teacher may
use up to five (5) days sick leave, except if the circumstances of death in the immediate family
require travel outside the state, the teacher may use up to seven (7) days sick
leave, in accordance with Family Medical Leave Act provisions.
Immediate family includes husband, wife, son, daughter,
brother, sister, mother, father, father-in-law, mother-in-law, grandmother,
grandfather, grandson, granddaughter.
ARTICLE 12
LEAVES OF ABSENCE
A. Long Term
The Board may grant long-term - one semester to one year -
unpaid leaves of absence upon request. A request for an educational/child
rearing leave must be submitted prior to February 1, for the subsequent school
year. Teachers receiving long-term leaves of absence shall be guaranteed
teaching positions within the District upon conclusion of the approved leave.
Notification of intent to return must be in receipt by the
Superintendent by March 15, of the school year in which the leave is taken.
Teachers may continue their medical insurance benefits by
paying the premiums, subject to approval and acceptance of the district
carrier.
B. Professional Leave With Pay
Each teacher may be granted, on application to the
Superintendent, leave without loss of pay for attending meetings or workshops
related to the improvement of instruction or performance of professional
duties. Unless special exception is made by the Superintendent, such leave will
not exceed three (3) days.
C. Sabbatical Leave
The Board may grant a sabbatical leave for up to two
teachers per year in accordance with the procedure specified in Article 4, Sec
14.20.280-330.
ARTICLE 13
ASSOCIATION LEAVE
The District shall grant the Association ten (10) days per
year to attend either the Delegate Assembly, the Juneau Fly-In, or for general
Association business. Leave will also be granted for one Association member as
designated by the Association president to attend Board meetings held during
school hours.
In addition to the above days, teachers may donate personal
leave days, up to a maximum of four (4) days/year, to be used to attend the
Delegate Assembly. These non-refundable days must be donated in writing prior
to Delegate Assemblies.
During the duration of this contract ending June 30, 2010,
the Association can accumulate up to thirty (30) days of Association leave.
ARTICLE 14
WORKING CONDITIONS
A. Work Day and Year
Days of duty for teachers shall be one hundred eighty-nine
(189). One hundred eighty (180) of
these days shall be with students. Each duty day for a teacher shall be seven
(7) hours, exclusive of a thirty (30) minute duty free lunch time. The day may
be extended by forty-five (45) minutes for meetings called by the site
administrator to a maximum of one (1) per Week. The teacherÕs daily rate of pay
is calculated by their yearly salary divided by 189.
B. Preparation Period
All full-time teachers directly involved in classroom
instruction shall receive a block of 50 minutes of preparation time daily.
Additionally, all teachers shall receive two full workdays prior to the first
student contact day for individual classroom preparation free of other
responsibilities. In addition teachers will receive minimum day release for
each grading period to prepare report cards free of other responsibilities.
Secondary teachers can teach up to but not exceeding two
courses on the same subject per period unless the Principal and Teacher
involved agrees to more.
C. Employment Notification
A tenured teacher shall be automatically rehired unless
notice of non-retention is received by the teacher prior to March 15.
Notification of intention of the Board not to re-employ a
non-tenured teacher for the following school year shall be given to such
teacher as required by Alaska Statute.
D. Transfers
The District reserves the right to transfer teachers as
determined by the Superintendent. District goals and educational programs will
be given first priority in transfer considerations. Site seniority will be
considered in transfer decisions. Currently employed teachers applying for
transfers (as per 1., a., of this section) will be considered for vacancies
prior to placement of new-to-the-District teachers.
A transfer may be requested by any
teacher. Any such requests will be
made on the Districts employment "Intent Form" and submitted to the
Personnel Officer no later than February 1. The transfer request will remain
active until the reporting day of the subsequent school year. If the teacher
has not been notified of the status of their transfer request by April 15, the
District will provide a written response as to the status within one work day
of the teacherÕs written inquiry. Issuance of a contract, in which the site
assignment is designated, will constitute notification.
i. The
Principal shall present concerns or complaints in writing to the staff member.
ii. A
CSC meeting shall be conducted to allow staff members the opportunity to
discuss complaints with concerned parties
iii. A
plan to deal with unresolved complaints shall be drawn up between the
supervisor and staff member and presented to the CSC.
iv. If
a personnel problem which may result in involuntary transfer of a teacher is
not resolved in this manner to the satisfaction of the CSC, a report can be
filed with the Superintendent, stating the nature of the problem and efforts
made toward a resolution.
v. In
the event the involuntary transfer request is presented to the Board of
Education, the teacher shall be notified of impending action and shall have the
right to address the Board concerning the action.
E. RIF - Reduction in Force
If there is a necessity to reduce staff, occasioned by a
decrease in the school attendance or an anticipated reduction in school
district revenue, the following reduction in force procedures will be followed:
1.
The School Board, prior to conducting a Reduction in Force,
will consider all other areas of the District budgeting for reduction. The
School Board further agrees that a committee composed of two association members,
two Board members and the Superintendent will meet to make Budget
recommendations prior to any final Reduction in Force action.
2.
The School District shall give a teacher placed on lay off
status at least thirty (30) days written notice before the lay off takes
effect.
3.
If the Board determines a lay off is to take place, the
teachers to be placed on the lay off list shall be determined by:
a.
Seniority: tenure for seniority shall be considered from the
first contract day of actual employment of the teacher.
b.
If teachers have equal seniority, the District will consider
each teacher's certification, endorsement areas, and experience in relationship
to District goals and school program needs.
4.
A teacher on lay off status does not accrue sick leave or
personal leave. Time spent on lay off status does not count toward acquisition
of tenure. However, lay off status does not constitute a break in service for:
a.
Determining the eligibility of tenure.
b.
Retaining acquired tenure rights.
c.
Retaining accrued sick leave.
d.
Years credited on the salary schedule.
5.
At the time of lay off, the District shall provide for laid
off teachers to express, in writing, a desire to return to the District. At
that time, the District shall develop a recall list of teachers on lay off
status who have informed the District that they desire to return. While on the
recall list, it will be the teacherÕs responsibility to ensure that the
District Personnel Officer is kept informed of current mailing addresses,
contact information, and certification/endorsement information.
6.
When a teaching position becomes available, the District may
not offer that position to a teacher who is not on lay off status until it has
recalled each teacher on lay off status, who is identified as possessing the
certification, endorsements and experience desired.
7.
The recall procedure outlined below will be followed. The
recall procedure will recall teachers as determined by:
a.
Seniority: tenure for seniority shall be considered from the
first contract day of actual continuous employment of the teacher.
b.
If teachers have equal seniority, the District will consider
each teacher's certification, endorsement areas, and experience in relationship
to District goals and school program needs.
c.
In the event of a recall, the District shall notify the
teacher of the recall by certified mail, return receipt requested, sent to the
last address given by the teacher to the District Personnel Officer. The
teacher will have thirty (30) calendar days from the date of receipt to notify
the District of intent to return. The teacher must thereafter be available to
return to employment within thirty (30) days from the date the recall notice
was received or if employed elsewhere, at a time mutually agreed upon by the
District and employee. Failure of the teacher to respond within thirty (30)
calendar days herein specified shall terminate a teacher's employment as a
voluntary resignation.
d.
Teachers covered by this article will receive District paid
medical insurance for a twelve month period of time beginning at the date of
lay off, if approved by the insurance carrier. In the event the teacher rejects
an offer of employment from the district, or becomes eligible for another
health plan, this coverage will end.
e.
A teacher on lay off status who refuses two (2) offers of
employment from the District will be dropped from the lay off list and
considered to have voluntarily resigned.
If Alaska Statute and/or regulations, regarding the
reduction in force of teachers, are placed into effect during the life of this
agreement, those statutes and/or regulations will supercede this agreement.
Those statutes and/or regulations will supercede this article effective July 1,
of the fiscal year following the effective date of the statute and/or
regulation.
ARTICLE 15
SALARIES
A. Options for Payment
Teachers will receive their pay in ten or twelve equal
monthly payments. (to be determined by
each individual teacher.)
B. Placement on the Salary Schedule
1.
Column
a.
Teachers shall be placed on the appropriate column of the
salary schedule on the basis of the required documentation submitted to the
Superintendent showing the degree(s) conferred and the coursework completed.
Such course work documentation should be submitted before November 1. Initial
column placement shall be with credits earned after the granting of the
teaching credential. All coursework must meet the requirements as described in
Article 15, Section C.1 of the negotiated agreement.
b.
B shall mean a Baccalaureate Degree earned from an approved
institution.
c.
B+18 shall mean eighteen (18) semester hours of approved
coursework earned subsequent to the conferring of the Baccalaureate Degree and
subsequent to the teacher's eligibility for an Alaska Type A or C Teacher's
Certificate. All coursework for advancement on the salary schedule must be from
section C1.
d.
B+36 shall mean thirty-six (36) semester hours of approved
coursework earned subsequent to the conferring of the Baccalaureate Degree and
subsequent to the teacher's eligibility for an Alaska Type A or C Teacher's
Certificate. All coursework for advancement on the salary schedule must be from
section C1.
e.
B+54/ M shall mean a Master's Degree earned from an approved
institution or fifty-four (54) semester hours of approved coursework earned
subsequent to the conferring of the Baccalaureate Degree and subsequent to the
teacher's eligibility for an Alaska Type A or C Teacher's Certificate. All
coursework for advancement on the salary schedule must be from section C1.
f.
B+72/M+18 and eighteen (18) semester hours of approved
coursework earned subsequent to the conferring of the MasterÕs Degree or
seventy-two (72) hours of approved coursework earned subsequent to the
conferring of the Baccalaureate Degree and subsequent to the teacher's
eligibility for an Alaska Type A or C Teacher's Certificate. All coursework for
advancement on the salary schedule must be from section C1.
g.
M+36 shall mean thirty-six (36) semester hours of approved
coursework earned subsequent to the conferring of the MasterÕs Degree and
subsequent to the teacherÕs eligibility for an Alaska Type A or C TeacherÕs
Certificate. All coursework for advancement on the salary schedule must be from
section C1.
2.
Step
a.
Out-of-State years of service for step placement shall be
limited to not more than six years for teachers with a bachelorÕs and
bachelorÕs plus degree and not more than eight years for teachers with a
masterÕs degree. In State
experience shall be credited to actual time served in the State and accepted by
the Alaska Teachers Retirement System as creditable service with a maximum of
eight (8) years. Years of service
will be limited to a maximum of eight (8) years.
b.
Teachers who have been at the maximum step in a column and are
advance to a new column will be allowed to advance to the appropriate step in
the new column based on years of service brought in and served within the
district.
3.
Placement Errors and Adjustments
If a contract adjustment is
necessary, the District should be notified no later than November 1. In such a
case, the adjustment shall be made retroactive to the entry-on-duty date of the
school year. If the adjustment is requested after November 1, compensation will
begin on the date the additional documentation is received in the personnel
office.
C. Column Advancement
1. Approved Coursework:
Fields
of Study
* Integrated/Thematic Instruction
* Counseling
* Culturally Relevant Teaching/Teaching in a Multi-Cultural Environment
* Mastery Learning/Competency Based Education
* Developmentally Appropriate Practices
* Cooperative Learning
* Inclusion
* Authentic Assessment
* Team Teaching
* Early Childhood Special Education
* Computer Assisted Instruction/Educational Technology
* School Administration
* 300 or 400 level courses in the Teachers content area
Upon the date of ratification of this agreement approved
coursework shall mean coursework from the "fields of study" listed
and applicable to the teacher's assigned teaching area and approved by the
Superintendent. Coursework must be completed at an accredited institution with
an earned grade of "C" or better. Coursework taken during work hours
and coursework, of which, the major portion (greater than 50%) of the costs
(including travel, tuition, instructor, etc.) have been paid by the District
will not be approved for salary advancement.
Notwithstanding the provisions of this section, the status
of coursework that was approved by the District prior to the effective date of
this Agreement shall not be changed.
D. Certified Salary Schedule
The salary schedule shall be adjusted by the following percentage in
each year of the contract:
FY08 (2007-2008 School Year) TEACHER SALARY SCHEDULE
3% Increase Over FY07 Salary Schedule
|
|
BA |
BA18 |
BA36 |
B54/MA |
B72/M18 |
MA36 |
|
|
|
|
|
|
|
|
|
0 |
$40,217 |
$41,424 |
$42,630 |
$43,837 |
$45,043 |
$46,250 |
|
1 |
$42,228 |
$43,435 |
$44,641 |
$45,848 |
$47,054 |
$48,261 |
|
2 |
$44,239 |
$45,446 |
$46,652 |
$47,859 |
$49,065 |
$50,272 |
|
3 |
$46,250 |
$47,457 |
$48,663 |
$49,870 |
$51,076 |
$52,283 |
|
4 |
$48,261 |
$49,467 |
$50,674 |
$51,880 |
$53,087 |
$54,293 |
|
5 |
$50,272 |
$51,478 |
$52,685 |
$53,891 |
$55,098 |
$56,304 |
|
6 |
|
$53,489 |
$54,696 |
$55,902 |
$57,109 |
$58,315 |
|
7 |
|
$55,500 |
$56,707 |
$57,913 |
$59,120 |
$60,326 |
|
8 |
|
|
$58,717 |
$59,924 |
$61,130 |
$62,337 |
|
9 |
|
|
$60,728 |
$61,935 |
$63,141 |
$64,348 |
|
10 |
|
|
|
$63,946 |
$65,152 |
$66,359 |
|
11 |
|
|
|
$65,957 |
$67,163 |
$68,370 |
|
12 |
|
|
|
|
|
$70,380 |
FY09 (2008-2009 School Year) TEACHER SALARY SCHEDULE
2% Increase Over FY08 Salary Schedule
|
|
BA |
BA18 |
BA36 |
B54/MA |
B72/M18 |
MA36 |
|
|
|
|
|
|
|
|
|
0 |
41,022 |
$42,252 |
$43,483 |
$44,714 |
$45,944 |
$47,175 |
|
1 |
$43,073 |
$44,303 |
$45,534 |
$46,765 |
$47,995 |
$49,226 |
|
2 |
$45,124 |
$46,355 |
$47,585 |
$48,816 |
$50,047 |
$51,277 |
|
3 |
$47,175 |
$48,406 |
$49,636 |
$50,867 |
$52,098 |
$53,328 |
|
4 |
$49,226 |
$50,457 |
$51,687 |
$52,918 |
$54,149 |
$55,379 |
|
5 |
$51,277 |
$52,508 |
$53,738 |
$54,969 |
$56,200 |
$57,430 |
|
6 |
|
$54,559 |
$55,790 |
$57,020 |
$58,251 |
$59,482 |
|
7 |
|
$56,610 |
$57,841 |
$59,071 |
$60,302 |
$61,533 |
|
8 |
|
|
$59,892 |
$61,122 |
$62,353 |
$63,584 |
|
9 |
|
|
$61,943 |
$63,173 |
$64,404 |
$65,635 |
|
10 |
|
|
|
$65,225 |
$66,455 |
$67,686 |
|
11 |
|
|
|
$67,276 |
$68,506 |
$69,737 |
|
12 |
|
|
|
|
|
$71,788 |
FY10 (2009-2010 School Year) TEACHER SALARY SCHEDULE
2% Increase Over FY09 Salary Schedule
|
|
BA |
BA18 |
BA36 |
B54/MA |
B72/M18 |
MA36 |
|
|
|
|
|
|
|
|
|
0 |
$41,842 |
$43,097 |
$44,353 |
$45,608 |
$46,863 |
$48,118 |
|
1 |
$43,934 |
$45,190 |
$46,445 |
$47,700 |
$48,955 |
$50,211 |
|
2 |
$46,026 |
$47,282 |
$48,537 |
$49,792 |
$51,047 |
$52,303 |
|
3 |
$48,118 |
$49,374 |
$50,629 |
$51,884 |
$53,140 |
$54,395 |
|
4 |
$50,211 |
$51,466 |
$52,721 |
$53,976 |
$55,232 |
$56,487 |
|
5 |
$52,303 |
$53,558 |
$54,813 |
$56,068 |
$57,324 |
$58,579 |
|
6 |
|
$55,650 |
$56,905 |
$58,161 |
$59,416 |
$60,671 |
|
7 |
|
$57,742 |
$58,997 |
$60,253 |
$61,508 |
$62,763 |
|
8 |
|
|
$61,090 |
$62,345 |
$63,600 |
$64,855 |
|
9 |
|
|
$63,182 |
$64,437 |
$65,692 |
$66,947 |
|
10 |
|
|
|
$66,529 |
$67,784 |
$69,040 |
|
11 |
|
|
|
$68,621 |
$69,876 |
$71,132 |
|
12 |
|
|
|
|
|
$73,224 |
NOTE:
This schedule is applicable to standard work years as
follows:
- 189 day standard work year for returning teachers
- 191 day standard work year for new hires
Contracts longer than standard, will have the additional
days paid at the teachers daily rate.
E. Longevity
Benefit
At the end of each year that a teacher has been employed
with the District they will be awarded a yearly longevity bonus as follows:
6-9 years with the DistrictÉÉÉÉ$ 500.00
10-14 years with the District...............$ 750.00
15-19 years with the
District...............$ 1,000.00
20+ years with the District..................$ 1,250.00
ARTICLE 16
TUITION REIMBURSEMENT
Tenured teachers will be reimbursed tuition for three (3)
semester credits over the period of this contract. All coursework must meet the
requirements as described in Article 15, Section C.1. of this agreement. The
maximum reimbursable rate per credit hour will not exceed the established rate
of the University of Alaska.
ARTICLE 17
STAFF DEVELOPMENT
The District will provide an annual amount of $10,000 for
the purpose of staff development.
Decisions relating to the expenditure of those funds will be made by a
committee of three teachers, two appointed by the Association and one appointed
by the superintendent. Funds are
for the express purpose of teacher training in education related areas and may
not be used to attend association activities.
ARTICLE 18
EXTENDED CONTRACTS
Extended contracts (more than 189 days) may be offered on a
voluntary basis. Extended contracts will be paid for at the per diem rate
determined by dividing the teacher's annual salary by the number of contract
days as provided in Article 14, Working Conditions (Work Day and Year).
Additional special project contracts shall be written for
the teacherÕs per diem rate.
ARTICLE 19
EXTRA CURRICULAR PAY
Extra Curricular pay is for work performed outside the duty
day. Assignment to extra curricular responsibilities are intended to be on a
voluntary basis and selections will be made by the principal on a year-to-year
basis. Nothing in this section should be interpreted as a mandate that any
activity be offered at a site. If a season for a sport is stopped early due to
non-participation, or non-eligibility by students, the agreed upon compensation
will be prorated. Final decisions on activities and schedules will be made by
the site administrator and approved by the superintendent.
If a teacher serves as a coach and is not selected as the
coach of that sport in the successive season, the principal will provide that
teacher with a written statement as to the reason(s). All coaching vacancies
will be posted and candidates will be interviewed and selected through the
interview process by the principal.
Extra curricular pay shall apply to but not limited by the
following activities.
A. Coaching
Certified teachers or community members serving as coaches
at schools for major high school sports will be paid as follows:
High school basketball $2,000.00
Wrestling $1,500.00
Volleyball $1,500.00
Cross Country $ 500.00
Native Youth Olympics $ 500.00
B. Extra-Curricular Activities
Pentathlon (Middle School) $300.00
Decathlon (High School) $300.00
National Honor Society $300.00
Spelling Bee $300.00
Student Council, K-8 $300.00
Student Council, 9-12 $500.00
Battle of the Books $500.00
Jr. Advisor (prom) $500.00
Sr. Advisor (graduation) $500.00
K-8 Basketball/Volleyball $800.00
Yearbook $300.00
C. Extra Duty
Duties which are outside and in addition to teachers
customary duties, and which are required by written or oral order of the
immediate supervisor to be preformed outside of the regular school day, shall
be paid at the hourly rate. The
Hourly rate is calculated by taking salary divided by 189(days) divided by 7 hr
(hours worked) then times extra duty hours.
ARTICLE 20
INSURANCE
A.
Health
1. All changes in insurance submitted to the board will be
agreed upon by a committee made up of on association member appointed by the
union, the Business Manager and the Superintendent or his representative.Ó
The teacher will pay monthly
co-payment from the schedule below:
2007-2008
Employee Only, $50
Employee
+1, 150
Employee
and Family, $200
2008-2009
Employee Only,
ending 2007-2008 rate +50% of increase or decrease
Employee
+1, ending 2007-2008 rate +50% of increase or decrease
Employee
and Family, ending 2007-2008 rate +50% of increase or decrease
2009-2010
Employee Only, ending 2008-2009 rate+50% of increase
or decrease
Employee
+1, ending 2008-2009 rate +50% of increase or decrease
Employee
and Family, ending 2008-2009 rate +50% of increase or decrease
Increases will be effective the month following notification
of change from the insurance carrier.
A booklet describing the coverage will be provided to each
employee at the time of hire.
Final selection of carrier shall be at the discretion of the
Board.
The coverage shall continue through the last pay period, for
any teacher leaving the District but completing his/her contract.
B. Term Life
The District will provide term life insurance equal to the
teacherÕs annual salary. This coverage is contingent upon the availability of
said life insurance now and in the future and the ability of the teacher to
meet the standards of insurability as prescribed by the Districts life
insurance carrier. Unless otherwise specified by the teacher, the beneficiary
of the term life insurance will be the teacherÕs spouse.
C. Travel Insurance
The District will provide each teacher with $200,000 of
travel insurance for authorized travel related to the teacher's scope of
employment. Unless otherwise specified by the teacher, the beneficiary of the
insurance will be the teacher's spouse.
D. Liability Insurance
The Board will provide liability insurance to a maximum of
$500,000 coverage limited to incidents within the teacher's scope of
employment.
E. Flex-Plan Participation
Teachers will be allowed to participate in the Districts
flexible benefit medical reimbursement/childcare plan.
ARTICLE 21
TRAVEL
Travel Stipend
At the beginning of each school year each teacher shall
receive one bulk Dillingham - Anchorage round trip airline ticket, good until
August 1 of the following year, and a payment for round trip transportation
from Dillingham to their village of assignment. Round trip transportation will be based on the actual
receipt the teacher provides the district However, if a teacher fails to
fulfill his/her contract, the travel stipend will be forfeited by the teacher.
In the case of such forfeiture, the District will withhold the amount
previously paid, from monies owed the teacher. If no monies are owed the
teacher at the time of forfeiture, the teacher will be responsible to make
payment to the District within thirty (30) days.
ARTICLE 22
BOARD AND ASSOCIATION
RIGHTS
A. Board and Superintendent Rights
The Association recognizes that the Board and Superintendent
reserve and retain full rights, authority and discretion for the proper
discharge of their duties and responsibilities to direct, supervise and manage
the District to the full extent authorized by law. The exercise of these
legally authorized rights, authorities, duties and responsibilities by the
Board and Superintendent and the adoption of policies shall be subject to the
terms of this contract.
B. Association Rights
The rights and privileges of the Association to process
grievances for teachers and to represent teachers in grievances shall be
granted only to the recognized bargaining agent and to no other organizations.
The Association shall have the right to use School District
facilities and equipment, including typewriters, copy machines, and computers
at reasonable times, when such equipment is not otherwise in use. The
Association shall pay for the reasonable cost of all materials and supplies
incident to such use.
The District shall not discriminate against a teacher
because of his/her activities as a result of membership in the Association.
ARTICLE 23
PERSONNEL FILES
A. Open Files
All material in a teacher's official Personnel File shall be
the property of the District. Material filed subsequent to employment in the
district shall be available for the teacher's inspection upon request during
regular business hours. Upon written request, the teacher shall be provided
copies of Personnel File material, subsequent to employment, for twenty-five
cents (.25) per sheet.
B. Confidentiality
No person shall be granted access to confidential materials
in a teacher's official Personnel File without the express prior written
permission of the teacher except for the teacher's supervisor(s) and district
office personnel with a bona fide need.
C. Derogatory Material
Any material placed in a teacher's official Personnel File
which is derogatory to the teacher shall be filed with proof that the teacher
has had the opportunity to read the material. The teacher shall have the right
to file a written rebuttal with any derogatory material placed in the Personnel
File.
D. Inaccurate Material
In the event that a claim by a teacher that material in the
teacher's official Personnel File is inaccurate is sustained through the
grievance procedure, said material shall be promptly removed from the Personnel
File.
E. Removed Material
Material that is removed from the teacher's file will be
forwarded to the teacher, or if closed file documents, returned to appropriate
sender with a memo to the teacher notifying him/her of the action taken.
ARTICLE 24
DUES DEDUCTIONS
Any employee covered by this agreement may sign an
authorization for deduction of membership dues in the Association. Such
authorization must be received in the central office no later than the first
day of the pay period the deductions are to begin. Deductions will be withheld
in equal monthly payments and are to be paid in full by May 31, of the school
year. Authorization for dues deduction shall continue from year to year unless
the teacher terminates or withdraws the authorization in writing.
ARTICLE 25
GRIEVANCE PROCEDURE
A claim by a teacher or group of teachers 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 a teacher 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 teacher 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 the 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.
Level I
A teacher with a grievance will first discuss it with
his/her principal or 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 teaching 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, a teacher 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.
Level II
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 the Board. 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.
Level III
If the grievant is not satisfied with the disposition of
his/her grievance at Level II, or does not receive a written reply, he/she may
appeal his/her grievance in writing to the Board within fifteen (15) days of
receipt of the decision or the date the decision was due.
The written appeal shall include the items referred to in
Level II, as well as the written answer from the Superintendent. The time of
the Level III meeting shall be at the next regular Board meeting. Upon mutual
agreement, the Board and the grievant may establish another meeting date.
The Board shall render its decision in writing within ten
(10) working days of the Level III meeting and inform the grievant.
Level IV
If the grievant is not satisfied with the disposition of
his/her grievance at Level III 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 III.
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.
ARTICLE 26
HOUSING
Teachers living in District housing shall be provided with a
clean, well-maintained, and healthy living unit. At each site, these units
shall be assigned in the following manner:
A Site Housing Committee, made up of two teachers, appointed
by the Association, and the Principal shall meet and assign houses by April 30
for retuning staff. If the housing
situation changes the housing committee will make the changes.
The principalÕs housing unit is designated. The remainder of
units is available for the housing committee to assign.
1.
Criteria to be used by housing committee:
a.
Person living in the house during the majority of the previous
year stays in their current unit.
b.
The committee shall assign open housing units to current
employees and district transfers on a seniority basis.
c.
New teachers will be assigned open units based on need.
d.
Existing tenants will be subject to move to accommodate the
size of families. Transfer of existing employees shall be determined by the
Site Housing Committee.
The housing committee shall submit to the District Housing
Committee a list of maintenance, repair, and replacement needs for each site by
March 31 each year.
The District Housing Committee shall be made up of the
District Maintenance Director, the Superintendent, or designee, and the
President of the Association or designee.
They will review the list of maintenance, repair, and
replacement needs from each site in order to prioritize and schedule
maintenance, repair, and replacement. Part of this review will include a
bi-annual on-site assessment to be completed by Feb. 1 of the inspection year.
All sites will received an inspection the first year of this contract. The
District Committee the category of housing, Type A, Type B, or Type C as
described below
Type A Housing 1
bed $630 2 bed $880 3
bed $1230
House in excellent
condition
Working faucets,
heat, appliances
Furniture good
Stand
alone freezer
Type B Housing Same
as Type A 1
bed $550 2
bed $800 3 bed $1150
House
in good condition
Working faucets,
heat, appliances
Stand
alone freezer
Type C Housing 1
bed $450 2
bed $700 3 bed $1050
House
in fair condition
Furniture
fair
Minimal
floor damage
Cabinets,
good to fair
May
have freezer
Working
faucets, heat, appliances
Type D Housing no
rent
Health threats
in housing units:
Contracted
employees shall only live in type A, B, C housing
The Housing
Committee at the site will notify the District of problems related to the above
health
concerns.
The District shall investigate and remediate the problem
immediately.
Until the problem is fixed, other housing will be provided.
If no heat or running water for more than two days, rent
will not be accessed.
For teachers wishing to stay in village housing during the
summer months (June, July, and August), their rental rates will be 50% of the
normal monthly rate paid the previous school year. Teachers who had a roommate
will pay 50% for their unit only. This option is not available in Twin Hills
since the District no longer generates its own power.
B. HOUSING ADVISORY COMMITTEE
Recognizing that the Association and the District have a
mutual concern to provide adequate and quality housing for the certified staff
of the Southwest Region School District, the District and the Association shall
form a committee This committee will meet within ten (10) days of either
party's request, to discuss and recommend the expenditure of district rental
income and rental rates for contracts. The committee must physically meet at least once a
year at a location mutually agreeable to the District and Association.
The committee shall discuss, but not limit discussion to the
following issues: rental rates, deposits, maintenance and improvement costs,
condition and replacement of furnishings, future housing requirements, and
rental options for employees. The committee will develop accurate utility
records as the basis for future discussion. The committee will develop a
replacement schedule on all major appliances, furniture, carpets, heating and
plumbing systems, and interior and exterior paint. The committee shall review the replacement and upgrades of
these items at their annual meeting.
A budget that includes income generated and expenses directly charged to
by District leased housing shall be reviewed by the housing committee annually.
This annual report shall be presented to the District School Board at a regularly
scheduled board meeting before May 1st of that school year.
The housing committee shall do a yearly needs assessment on
the quantity and quality of District provided housing. Their assessment shall include major
complaints that have been registered by each tenant during the previous school
year.
C. HOUSING DAMAGES AND PETS
At the beginning of each school year the tenant will be
provided a housing checklist to verify past damage to the unit. This checklist
will be reviewed with the tenant by the site administrator and signed by both
parties. Up to $1000 may be deducted from a tenant's paycheck to cover damage
due to tenant negligence and excessive cleaning costs. Additional amounts may be deducted from
a tenant's final paycheck to cover damage due to pets. This damage will be
verified by using the above checklist when vacating the unit. All housing units
will be adequately cleaned upon the tenant vacating the unit. Normal wear on
each unit will be taken into consideration.
The District shall withhold $50 per month per pet as a Pet
Damage Deposit. The Pet Damage Deposit shall be refunded in whole or in part
upon completion of the housing survey no later than the July paycheck.
ARTICLE 27
DURATION
A.
Duration
This Agreement and each of its provisions is binding and
effective as of July 1, 2007, and shall remain in full force until June 30,
2010. All previous agreements still in force shall become null and void as of
July 1, 2007.
B.
Sole and Complete Agreement
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.
C.
Strike Prohibited
Neither the Association nor any of its officers, agents, or
members shall instigate, promote, encourage, sponsor, engage in or condone any
strike, picketing, slow downs, concerted work stoppage or any other intentional
interruption of work during the term of this Agreement.
ARTICLE 28
TERMS AND CONDITIONS
OF AGREEMENT
The parties hereto mutually agree that the terms and
conditions of this Agreement represent the full and complete understanding and
commitment between the parties.
Members of the association, as well as members of the
district administrative team, also agree to meet at the request of either party
during the duration of this agreement, to discuss areas of concern and/or
district adopted programs and policies. Discussion can include, but will not be
limited to such topics as: mentor teaching, job sharing, tuition reimbursement,
terms of sabbatical leave, housing, administrative evaluations, job sharing,
and discretionary funds.
SOUTHWEST REGION
SCHOOLS BOARD OF EDUCATION
By:_______________________________________________
Date:______
Board Member
By:_______________________________________________
Date: _____
Superintendent
SOUTHWEST REGION EDUCATION ASSOCIATION
By:________________________________________________
Date:______
President
By:________________________________________________
Date:______
Negotiator