between the
DORCHESTER
EDUCATORS
and
the
BOARD
OF EDUCATION
OF
DORCHESTER COUNTY
2002-2003
2003-2004
2004-2005
Article
1
RECOGNITION
1.1 Recognition
- Pursuant to Title 6, Subtitle 4, of the Public School Laws of Maryland, the
Board of Education of Dorchester County hereby recognizes that the Dorchester
Educators shall be the exclusive representative for all teachers in positions
that require a certificate except administrative/supervisory personnel.
The Board will notify the Association of all new positions and the
proposed unit assignment.
1.2 Definitions
1.
The Board - The Dorchester County Board of
Education, the Superintendent or his/her designee.
2.
The Association or DE - Dorchester Educators,
an affiliate of MSTA/NEA.
3.
Days - Unless otherwise indicated, the term
day(s) shall refer to work day(s).
4.
Teacher - The term “teacher(s)” shall refer
to all certificated employees represented by the Association.
All references to “he” shall include all unit members.
Article 2
SCHOOL BOARD AUTHORITY
Subject
to the terms and conditions of this Agreement and to the provisions of the
Public School Laws of Maryland, it shall be the exclusive function of the
Board of Education and the Superintendent of Schools to determine the mission
of the county public education system and to operate the affairs and direct
the personnel of the system in all aspects, including but not limited to the
standard of service to be offered, the efficiency of administration, the
methods, means, and personnel by which such operations are to be conducted,
the right to discipline, and to take whatever action and issue rules,
policies, procedures, and regulations necessary to carry out the mission of
the county public education system for which they are responsible and which is
entrusted to them.
Article 3
ASSOCIATION
RIGHTS
3.1 No teacher shall suffer
discrimination in employment or promotional opportunity because of Association
membership activity.
3.2 Upon reasonable request, the
Association will have the right to use school facilities for non-commercial
purposes. Requests for the use of school facilities to be used
following the regular work day shall be made to the school principal.
Requests for use of facilities at other times shall be made in writing
on the appropriate form. The
Association shall bear the cost of overtime payment to custodians if such
custodial service is necessary.
1
3.3 There will be one (1) bulletin
board or wall area reserved for the Association in each school, at a location
mutually agreed upon, for the purpose of displaying official notices,
circulars, and other such materials.
3.4 Interschool
Mail - The Association will have the right to place official notices,
circulars, and other materials in teachers’ mailboxes and in the
distribution boxes in the central office so long as it does not interfere with
the distribution of the materials of the school system.
All Association printed materials intended for distribution in schools
or in the school system shall be approved by the Association president or his
designee before distribution. Copies
of all printed materials shall be given to the Principal and the
Superintendent, but his approval will not be required.
3.5 Duly authorized representatives
of the Association and their respective affiliates may be permitted to
transact official Association business on school property at all reasonable
times, provided that this does not interfere with or interrupt normal school
operation.
3.6 The Association may request and
shall be given a place on the agenda of regular Board meetings for brief
reports and/or announcements.
3.7 The Building Representative of
the Dorchester Educators will have the right to schedule meetings of the
members before and after school duty hours or at such other times as do not
disrupt the normal school program or be in conflict with scheduled faculty
meetings.
3.8 Dues Deduction
1.
The Board agrees to deduct dues as follows:
The
Association will deliver to the Board, forms signed by the association members
authorizing
the Board to deduct from their salary their professional dues in the
Dorchester Educators, the Maryland State Teachers Association, and the
National Education Association. The
deductions shall be made in ten (10) equal installments, beginning with the
salary check issued on or about November 15 of each year.
On or before the 15th of September, the Board will furnish
to the Association a list of all members included in the bargaining unit
categorized by school. This
authorization shall be valid as long as such signatories are employed in the
Dorchester Schools, unless they countermand it in writing to the Association
with a copy to the Board prior to October 1, of any school year.
In case of resignation within a school year, the balance due that year
will be deducted from the final check.
2.
The Association will certify to the Board in
writing the current rate of membership dues.
The Association will give the Board thirty (30) days of written notice
prior to the effective date of any change in the rate of dues.
3.
The Board agrees to promptly transmit such
monies to the Association.
2
4.
The Board agrees to deduct from teacher
salaries, contributions to the Dorchester Educators’ Political Action
Committee. If at the end of the
school year there are less than ten (10) teachers participating, the Board
will discontinue collection of the contributions.
3.9 The rights granted to the
Association in this Article will not be granted to any other “teachers”
organization during the term of this Agreement.
3.10 Association
Leave - A total of ten (10) days per year without loss of pay or benefits
shall be made available to officers and official representatives of the
Association for official business and five (5) additional days per year
without loss of pay or benefits shall be made available to officers and
official representatives of the Association for the Dorchester Art Exhibit.
The Association shall provide the cost of substitutes for officers or
official representatives who attend to said official business or Art Exhibit. The president shall submit, in writing, to the Assistant
Superintendent a list of teachers requesting to attend meetings requiring
release time. Such permission
shall be requested at least five (5) working days prior to the date of the
meeting. One Association
representative from each school and the members of the Association executive
team will be released from school duties at the time of student dismissal to
attend Association meetings.
3.11 MSTA Convention - The Board will provide
release time, without loss of pay or benefits, for one (1) work day per
designated employee per school year to attend the Annual Convention of the
Maryland State Teachers Association. Except
in case of emergency, no later than ten (10) working days prior to the date
for which release time is being requested, the president of the local
association shall certify, in writing to the Superintendent of Schools, the
names of official delegates (with a maximum of one (1) delegate per fifty (50)
actively employed DE members) and up to three (3) additional members whose
attendance is required at the convention.
No later than ten (10) working days after the convention, the president
shall similarly certify the attendance of these delegates at the state
convention.
3.12 New Teachers Lists - The Board will provide
the names and assignments of all new teachers prior to the beginning of the
Board’s orientation program. The
Board will provide updates as new teachers are hired.
3.13 The Board shall provide the Association with
relevant, readily available information regarding negotiation proposals or
grievance investigations. All
Association requests shall be reasonable and the Board shall have the right to
withhold any confidential information.
3.14 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 and
subsisting, except to the extent permitted by law, but all other provisions or
applications will continue in full force and effect.
3
Article 4
TEACHERS’ RIGHTS
4.1 No teacher will be disciplined or
reduced in rank or compensation without cause.
4.2 Any suspension of a teacher
pending a proper hearing before the Board shall be with pay.
4.3 Personnel
Files
1.
No unfavorable material related to a teacher’s
conduct, service, character, or personality will be placed in their personnel
file without the teacher’s knowledge. The
teacher shall acknowledge his awareness of the material by affixing his
signature to the material to be filed with the understanding that such
signature does not necessarily indicate agreement with the contents thereof.
2.
The teacher shall have the right to answer any
material placed in his personnel file and his answer shall be attached to the
file copy.
3.
A teacher shall be permitted to examine his
personnel file under the supervision of and by prior appointment with the
Assistant Superintendent. Only
confidential references pertaining to original employment, promotion, or
employment will be excluded from such view.
4.4
Association Membership
It
is recognized that all teachers have the right to join, or not to join, the
Association, but membership shall not be a prerequisite for employment or
continuation of employment of any teacher.
The Board will not take reprisals of any kind against any employee by
reason of this membership in the Association or participation in any of its
lawful activities.
4.5 Reduction
in Force
When
there is to be a reduction in the professional teaching staff in any field for
which a certificate is issued, no tenured teacher will be laid off until all
probationary teachers in their field of certification have been laid off; no
probationary teachers shall be laid off until all provisional teachers in
their field of certification have been laid off.
Tenured
teachers shall be laid off in each field of certification in inverse order of
length of total satisfactory service as a teacher in Dorchester County
Schools. Tenured teachers who are
laid off shall be recalled in inverse order of their separation when positions
in their field of certification become vacant.
A teacher shall remain on the recall list for a period of two years.
4.6 Personal
Life
The
personal life of a teacher shall be the concern of and warrant the attention
of the Board only if it interferes with the regular conduct of the school(s)
or as it may directly prevent the teacher from properly performing his
assigned functions.
4.7 Health and Safety
The Board shall comply with state and federal regulations with regard to safe and healthful
4
working
conditions. When the building
administrator judges a room or an area to be a health or safety hazard, the
room or area will be closed until the hazard has been corrected.
Teachers shall not be asked to search for bombs or other explosives.
4.8 Academic
Freedom
Teachers
shall be responsible for providing students with opportunities to investigate
all facets, sides, and/or options of and about any and all topics introduced.
The teachers shall strive to promote tolerance for the views of others
and the right of individuals to form and hold differing views and opinions.
The
Board affirms the policy that physical or serious verbal abuse of teachers
cannot be tolerated. Methods of
dealing with physical and serious verbal abuse toward teachers by students
shall be in compliance with Board policy and state law.
Each school shall have a functioning school discipline committee.
When a student’s behavior seriously disrupts the instructional
program to the detriment of other students, a teacher shall have the right to
recommend the temporary removal of that student from class. The teacher will use a written referral form when referring a
student to a school administrator or his/her designee.
The principal or his/her designee will determine the action to be
taken, including when the student will return to class and, in accordance with
state law, will confer with the teacher prior to the student’s return to
class.
4.10 Evaluations
1.
Teachers shall be evaluated in accordance with
current Maryland State Department of Education Regulations and board policy.
2.
Whenever the rating of a second-class
certificate is being considered, the appropriate supervisor must be utilized
as the second opinion evaluator.
3.
All observations of the work performance of a
teacher will be conducted openly and with full knowledge of the teacher.
Observation for the purpose of evaluating the teacher’s performance
may be made at any time during the school year except the day before
Thanksgiving, the day before Winter Break, and the day before Spring Break.
4.
Within ten (10) days after the observation,
teachers will be given a copy of any class visitation report, observation
report, or evaluation report as a basis for a conference between the
instructional coordinator and/or the appropriate administrator and the
teacher.
5.
Professional criticism of a teacher’s work
will not occur in the presence of students or other teachers unless there is a
serious problem which requires immediate, corrective action or student safety
is in jeopardy. This shall not
preclude more than one administrator/supervisor from participating in
conferences.
6.
In the event a teacher’s evaluation is not
completed by the end of the fiscal year, said evaluation shall be considered
to be satisfactory.
7. Teachers will be notified of any allegations made against their conduct, character,
5
performance,
or personality if such is to be placed in the personnel file.
8.
Evaluation/observation forms will be available
for teachers to review.
9.
Administrators and supervisors will
observe/evaluate only one teacher at a time.
Article 5
NEGOTIATION
PROCEDURES
5.1 Negotiating
Teams
At
the October Board meeting, the Board and the Association shall each designate
in writing to the other, the names of no more than seven (7) official
representatives including its chairperson.
The Board and the Association may have additional persons present at
times when testimony is needed. The
official representatives appointed by each group shall have full power to
negotiate for the group regarding all matters related to salaries, wages,
hours, and other working conditions, but the final agreement shall be subject
to the ratification or rejection by the ratifying body of the Association and
the Board.
5.2 Opening
and Closing Negotiations
The
negotiation period will commence no earlier than on the first Monday in
November and every effort shall be made to conclude negotiations by January
31, of the following year. Basic issues proposed for negotiation shall be submitted in
writing by the Association to the delegated representatives of the Board at
the first meeting and by the Board to the delegated representatives of the
Association no later than the second meeting.
Bargaining sessions shall be held at times and places mutually
satisfactory to both teams.
5.3 Reaching
Agreement
When
consensus is reached, the proposed total contract shall be reduced in writing,
signed by the official negotiating teams and submitted to the ratifying body
of the Association and the Board for approval within ten (10) school days of
the receipt of the contract from the negotiating teams.
Upon ratification by the parties, they shall approve and sign the
contract to become effective July 1, unless otherwise specified.
5.4 Pursuant
to Section 6-408, PUBLIC SCHOOL LAWS OF MARYLAND, if the parties in an impasse
proceeding are unable to agree upon a third panel member or to obtain a
commitment to serve within the specified period, they shall use the services
of the American Arbitration Association and split the cost equally.
5.5 Provisions
for Renegotiations
1.
The items of this Agreement not requiring
fiscal support shall be valid and binding when duly ratified by the
Association and the Board.
2.
If any fiscal item cannot be funded, after
enactment of the budget by fiscal authorities, further negotiation on these
items shall be instituted within ten (10) days after enactment by the fiscal
authorities.
6
Article 6
WORKING CONDITIONS
6.1 Work Day
The
work day for teachers shall be 7.5 consecutive hours per day including 30
consecutive
minute
duty free lunch period. Faculty
meetings shall not be scheduled for more than one day
each
week for up to 45 minutes beyond the work day except for budget development or
Middle States Evaluation. The
work schedule will be determined by the principal and can vary among teachers.
The Association and the Board mutually recognize the value of school
related activities which occur beyond the scheduled work day.
While staff participation in
these activities is recognized to be voluntary, the Association and the
Board join in encouraging all teachers to attend and become actively involved
in these activities.
In
regard to delayed opening or early dismissal of school due to emergency
conditions, teachers shall not be required to report for work earlier than
thirty (30) minutes prior to the start of school for students and remain no
longer than fifteen (15) minutes after student departure.
The
number of work days for teachers employed on a ten month basis shall be 188
days in FY 2003, 189 days in FY 2004, and 190 days in FY 2005.
If, in any individual year of the Agreement, any terms of this
Agreement fail full funding by the Board of Education, the number of work days
will not be increased for that year.
6.2 Lunch Periods
In
general, teachers are expected to remain at the school during the lunch
period. For good reason,
permission shall be granted for leaving the premises, provided that the
principal may limit the number of teachers who may leave the building during
the lunch period at any one time in order that adequate supervision of
children shall be provided.
6.3 Transporting
Students
Teachers
shall not be required to transport students.
6.4 Planning Periods
Secondary
teachers shall have at least five (5) unassigned preparation periods per week.
A minimum of 225 minutes of planning time per normal school week will
be provided to elementary school teachers.
Planning time will be scheduled in blocks of no less than thirty (30)
consecutive minutes. School
administrators will make an effort to provide some planning time each day.
6.5 Teachers
shall not be required to serve as substitutes during their planning time
except in emergencies as determined by the principal.
An emergency shall be defined as a situation for which there was no
administrative knowledge within 24 hours prior to the need for a substitute.
This section shall not prohibit teachers volunteering for such duty.
6.6 Teachers shall not obtain substitutes. Principal, or his/her designees, will be notified as early as possible pending absence due to illness but not later than 7:00 a.m. on the day of the absence. Lesson plan(s) will be furnished by the teacher.
7
Article 7
ASSIGNMENT
AND TRANSFER
7.1 Assignment
1.
Building
All
teachers holding Standard Professional and Advanced Professional Certificates
will be given written notice of their building assignment for the forthcoming
year not later than June 1. In
the event a change is made in a teacher’s building assignment after June 1,
the teacher will be so notified, in writing, as soon as possible.
2.
Teaching
All
teachers holding a Standard Professional or an Advanced Professional
Certificate will be given notice of their teaching assignment for the
forthcoming year not later than August 1.
In the event a change is made in the teaching assignment after August
1, the teacher will be notified of the reasons, in writing, as soon as
possible.
7.2 Transfers
1.
Voluntary Transfers
Teachers
interested in being considered for transfer shall submit, in writing, their
requests to the Board indicating the school, grade, or position sought.
Such requests shall be retained for a period of one contract year and
can be renewed from year to year. Whenever
a vacancy arises or is anticipated, all certificated and qualified persons who
have filed a request for transfer will be considered in filling the position.
In making assignments, the instructional needs and the best interest of
the school will be paramount. A
teacher whose request for transfer has been denied will be notified in writing
of the specific reasons for the denial.
2.
Involuntary Transfers
An
involuntary transfer will be made only for cause.
Article 8
PROMOTIONS
8.1 The following procedures will be
used when advertising administrative and supervisory positions:
1.
All vacancies will be advertised.
Announcements of vacancies shall be made available to each school for
posting on the faculty bulletin board, sent to the Association, and to other
school systems, colleges, and universities as considered necessary.
2.
The announcement shall include a description of
the position, duties and responsibilities, salary range, qualifications, and
procedures for application.
3.
Announcements shall be distributed at least ten
(10) days before the closing dates for accepting applications.
8
4.
When vacancies occur that must be filled
immediately, an interim appointment may be made at the discretion of the
Superintendent, but shall extend no longer than the school year.
However, a permanent appointment will be made as soon as possible.
5.
When vacancies occur during the summer months
the Board will give ample notice, ten (10) days, to those teachers who have
indicated their interest in such a position by writing a letter expressing
their desire to the Board of Education.
6.
Any applicant who has applied for a position
and was not accepted for that position shall have the right to schedule a
conference with the Superintendent or his designated representative to discuss
the outcome of his application.
Article 9
ABSENCES AND LEAVES
9.1 Sick Leave
1.
During the regular work year all certificated
10 month teachers shall be granted twelve (12) sick leave days, of which three
(3) per year may be used for personal leave.
2.
Sick leave may also include other absences such
as medical, dental, or optical examinations, or treatment impossible to
schedule on non-duty days. Sick leave is construed to mean personal illness or illness
in the family.
3.
The Board will be responsible for affecting the
transfer of all accumulative sick leave for any teacher who comes to the
Dorchester County School System from another county in Maryland and will
notify the teacher of the number of sick days credited to him/her.
4.
The Board shall inform each teacher during the
month of June of the amount of sick leave accumulated.
5.
Unused sick leave shall be cumulative without
limit.
6.
Teachers shall, with medical documentation, be
allowed to use sick leave for absences due to disability connected with or
resulting from pregnancy. Under
this provision, such disability shall be treated as a temporary disability,
and all Board policies concerning personal illness shall be applicable to such
disability. Upon termination of
such disability, the teacher must return to work unless she resigns or
requests a leave of absence.
9.2
Personal Leave
Personal
Leave as noted in 9.1, Section A., shall not be granted immediately before or
immediately after a holiday, nor on an inservice day for teachers, nor during
the first five (5) days of the student calendar or the last five (5) days of
the student calendar.
9
Exception:
Personal leave may be used by teachers when the opening of a college summer
session precedes the last duty day for teachers.
This leave shall not interfere unduly with the program of instruction
(no more than 5% of any teaching faculty or one teacher for schools with less
than twenty (20) teachers on any given day - fraction rounded to next highest
integer) and shall be subject to approval by the principal.
This type of leave will not be considered unless the request is made in
writing to the principal prior to the effective date of leave.
9.3 Sabbatical
Leave
Sabbatical
leave will be granted subject to the following conditions:
1.
The teacher shall be professionally certified,
tenured, and shall have been employed in the Dorchester County Public Schools
a minimum of seven (7) consecutive years.
2.
The teacher shall agree to return to the
Dorchester County Public Schools following completion of his sabbatical leave
for a minimum of two (2) years’ service or repay all monies advanced by the
Board within sixty (60) days of the date that the sabbatical was completed.
A sabbatical contract signed by the teacher and Board shall be
required.
3.
There will be no more than two (2) sabbatical
leaves budgeted each school year.
4.
A program verified by an institution, or one
approved by the Board of Education, including study in another area of
specialization, for travel or for other reasons of value to the school system,
is accepted as meeting the sabbatical leave requirement.
A teacher on sabbatical leave, either for one-half (1/2) of a school
year or for a full school year will be paid by the Board at one-half (1/2) of
the salary rate which s/he would have received if s/he had remained on active
duty. If the requirement is not
fulfilled, then the teacher must refund sabbatical pay prorated on the basis
of actual completion of the originally verified and approved full-time
program.
5.
In the event a teacher on sabbatical leave
receives extra monies through any type of grant or scholarship, the combined
amount of those monies and the sabbatical leave allowance shall not exceed the
amount of money the person would have received as a staff member for the
school year in which the sabbatical leave had been granted.
In cases where the combined monies exceed the regular salary, the
sabbatical leave salary shall be reduced accordingly.
6.
Upon return from leave, the teacher shall be
placed on the salary schedule at the level which s/he would have achieved had
s/he remained actively employed in the system during this period of absence.
S/He will also be credited with sick leave accumulated prior to the
period of the absence.
7. When the teacher returns from leave, s/he will be assigned to the same type of position held at the time said leave commenced, if available. If the same type of position is not available, the teacher will be assigned to a comparable position as determined by the Superintendent of Schools.
10
8.
The teacher may elect to continue paying
his/her share of retirement, hospitalization and major medical insurance, and
other fringe benefits during this period of leave.
9.
Sabbatical leave shall be in effect from
September 1 through June 30.
10.
Prospective candidates must apply to the Board
prior to December 15 of each year (preceding sabbatical year) and the Board
must notify candidates who requested sabbatical leave by March 1.
Decisions regarding sabbatical leave are not grievable.
9.4 Parental Leave
1.
Tenured teachers shall, at their request, be
granted a leave of absence, without pay, for child bearing and/or child
rearing for such period of time as is mutually agreed upon with the Board, but
normally not to exceed one (1) year. All benefits to which an employee was entitled at the time
his/her leave of absence commenced, including accumulated sick leave, will be
restored upon return to employment.
2.
No teacher on said leave shall, on the basis of
said leave, be denied the opportunity to substitute in the Dorchester County
School System, upon presentation of medical testimony that the teacher is able
to do so.
3.
Tenured teachers adopting an infant shall, at
their request, receive similar leave which shall commence upon the teacher
receiving de facto custody of said infant, or earlier if necessary to fill the
requirements for the adoption.
4.
Teachers returning from parental leave shall be
assigned to their former position or a comparable position if either is
available provided the Board is notified in writing by April 1 for the
following September, or three (3) months prior to their desire to return.
They shall have assignment preference over new incoming teachers.
Exceptions may be made only in case of unusual subject matter
requirements.
5.
The teacher on leave shall be afforded the
opportunity to continue payments toward retirement providing that the leave
meets the requirements set forth by the State Retirement and Pension System of
Maryland.
6.
The teacher on leave shall be afforded the
opportunity to continue payments toward insurance programs.
9.5 Temporary
Leaves of Absence
1.
Bereavement Leave
Upon
the death of a child, parent, step-parent, brother, sister, husband, wife,
in-law, aunt, uncle, niece, nephew, grandparent, or anyone who has lived
regularly in the household of a teacher, such teacher shall be allowed a
maximum of four (4) working days without loss of salary.
2. A teacher who is subpoenaed as a witness in a case or who is called to serve on a jury may be granted leave for the period of time he is unable to report to work. The
11
teacher
shall transmit (via personal check, made payable to the Board of Education)
any money received from such duty other than that used for personal expenses
(i.e. travel). The teacher may
elect to retain any money received from such duty and be granted leave without
pay. Applications for leave must
be made in advance and submitted with a copy of the subpoena.
3.
Military Leave
1.
Short Term - Teachers who lose time due to
short term obligations or annual unit training duty with the National Guard or
Reserve component of the armed forces for the United States shall be granted
leave with regular pay and accrual of benefits up to a period of fifteen (15)
working days per annum.
2.
Call to Active Duty - In the event of state or
national emergency, teachers who are called involuntarily to active duty from
the National Guard or Reserve component of the armed forces of the United
States shall be granted a leave of absence without loss of pay for that period
of time when service is involuntary, not to exceed sixty (60) working days.
“Without loss of pay” shall mean the teacher’s regular pay and
accrual of benefits for the time missed, minus the teacher’s military base
pay. Upon return from a call to
duty the teacher will be assigned as described in 9.3 Section G.
9.6 Leave for Association
Activities
1.
The Board agrees to grant a leave of absence
without pay, but with extension of full experience credit, for a member of the
Association who has been elected to a local, state, or national office.
B.
Leave granted in this section shall be for a maximum of six (6) years.
3.
Upon return, the teacher shall be assigned to
their former position or to a comparable position as determined by the Board.
9.7 Extension
of Leaves
An
extension of a leave of absence may be granted at the discretion of the Board,
if such extension is requested by the teacher.
9.8 Sick Leave Bank
The
Board of Education will provide a space for teachers to donate sick leave days
to a sick leave bank. The
Association must assume total responsibility for operating the sick leave bank
in accordance with state and federal laws and regulations.
9.9 The benefits provided by the
Family and Medical Leave Act of 1993 shall not diminish any of the leaves and
benefits contained in this Agreement, but rather, shall be construed to be in
addition thereto.
12
Article 10
REIMBURSEMENTS
10.1 Reimbursement
for Professional Training
1.
Teachers holding a Standard Professional or
Advanced Professional Certificate will be paid for graduate courses taken
toward certificate renewal, an Advanced Professional Certificate, a Master’s
degree, or courses required by the Maryland State Department of Education,
provided the Assistant Superintendent has granted prior approval for the
courses/program to be taken. In
cases where undergraduate course work will serve to satisfy requirements, such
course(s) will be reimbursable, provided they receive prior approval as
required for graduate level courses.
2.
Teachers approved to take courses shall be
reimbursed at the lesser of the actual cost or the Salisbury University rate
per credit hour for a maximum of nine (9) semester hours per year.
3.
Payment will be by separate check under one of
the following schedules as selected by the teacher:
Normal
Reimbursement - Upon submission of a receipt showing payment for the course and an
official grade slip, payment will be made within twenty (20) working days.
Advanced
Reimbursement - Upon submission of a
receipt showing payment for the course, payment will be made within twenty
(20) working days. Upon
completion of the course and no
later than twenty (20) working days following the last day of the course, the
grade slip showing satisfactory completion will be submitted.
The full amount of the advanced reimbursement is due and payable to the
Board of Education under the following circumstances:
1.
Resignation or termination of employment.
2.
Failure to supply a grade slip showing
satisfactory completion by the deadline cited.
3.
Dropping or cancellation of the course.
4.
The Board will pay for fifteen (15) semester
hours of graduate work taken toward the Master’s Plus 30 category provided
the Assistant Superintendent has granted prior approval for the courses to be
taken.
5.
In order to receive summer school compensation,
the teacher must have taught in Dorchester County immediately preceding the
summer school attendance. There will be no reimbursement for any courses completed in
the spring semester or summer session if the teacher is not returning the next
school year.
6.
Those persons receiving scholarships or grants
will receive reimbursement for any allowable differences between the grant and
the county allowance. A copy of
the grant must accompany any request for reimbursement.
All requests for reimbursement for tuition must be accompanied by an
official grade slip from the
13
college
or university attended and must be submitted prior to June 30 of the school
year in which the work is completed.
7.
There will be no reimbursement for any grade
less than a B.
10.2 Mileage
The
Board shall pay mileage reimbursement at the IRS rate for approved activities.
10.3 Severance
Pay
Teachers
employed prior to July 1, 1981, who enter retirement after twenty (20) years
of service in Dorchester County shall receive payment for unused sick leave
days at the rate of $20.00 per day. Persons
hired on or after July 1, 1981, upon retirement after twenty (20) years of
service in Dorchester County, shall receive payment for unused sick leave days
accumulated in Dorchester County at the rate of $20.00 per day up to a maximum
of 100 days. For those leaving
during the year, their last year’s sick leave days will be prorated based on
1.2 days per month.
Article 11
SALARY
11.1 The annual salary will be paid at the option
of the teacher in one of the following ways:
1.
In twenty (20) equal installments.
2.
In twenty-four (24) installments utilizing the
summer savings plan. Teachers may have $40, or any $5 increments therefrom,
deducted semi-monthly from their twenty (20) school year pay checks.
Teachers
will be placed on the salary scale according to their experience, preparation,
and teaching certificate.
Master’s
Plus 30:
Teachers
who have acquired thirty (30) hours of acceptable credit in addition to a
Master’s degree shall qualify for the Master’s Plus 30 category.
The Master’s Plus 30 category shall be based upon a planned program
in which: At least one-half (1/2) of the credit hours earned (15 semester
hours) shall be applicable graduate courses, not necessarily in the field of
education, but approved by the Assistant Superintendent and relevant to the
present and/or anticipated professional responsibility of the teacher, and up
to one-half (1/2) of the credit hours earned (equivalent of 15 semester hours)
may be inservice programs approved by the State Department of Education and/or
college or university graduate credit in either content or professional
courses. Such courses must have
prior approval by the Assistant Superintendent.
11.2 Compensation
for Military Service
A maximum of two (2) years (two increments) on the salary scale will be allowed for military service. Credit for less than two (2) years will be prorated to the nearest year. This applies throughout the salary scale until the maximum step is reached.
14
11.3 The salary schedule for the 2002-2003 school
year shall be as shown in Attachment A.
The
salary schedule for the 2003-2004 school year shall be as shown in Attachment
B.
The
salary schedule for the 2004-2005 school year shall be as shown in Attachment
C.
Teachers
who receive National Board Professional Teaching Standards Certification (NBPTS)
shall receive $2,000 annually provided their NBPTS certificate remains in good
standing.
Article 12
EXTRA
DUTY
12.1 Extra Pay for Extra Duties
It
is agreed that certain functions require time which is beyond that which is
customary for teachers. Extra compensation for such functions will be made under the
following conditions:
1.
All assignments shall be voluntary.
If a volunteer is not available, and the principal is unable to secure
a volunteer from within the county schools, the Board may assign a teacher for
a period not to exceed the respective school year.
There shall be a conference with the assigned teacher prior to the
effective date of the assignment.
2.
Teachers interested in volunteering for extra
pay for extra duty activities should indicate their intentions, in writing, to
the Assistant Superintendent by May 1 of each school year.
3.
Proposed changes in types of activities or the
number of teachers assigned should be included in the regular school budget
proposal as presented by the principal in the school year preceding the
change. Otherwise, the list as
shown in 12.3 will prevail. The
specific activities and the number of teachers assigned to each activity in
each school shall be determined by the Board.
4.
Payment will be made in one lump sum for each
activity. Such payment will be
made on the second pay date following receipt of verification from the school
principal that the activity has been completed.
15
12.2 The computation of payments for extra
curricular duties shall be calculated as follows:
1.
Time Factor
Hours
Factor
0-50
1
51-100
2
101-150
3
151-200
4
201-250
5
251+
6
2.
Responsibility Factor
Based
on:
1.
Number of students
2.
Care and supervision of school property
3.
Degree of public involvement/school involvement
4.
Budget and schedule
5.
Pressure factor/activity conditions
6.
Teaching/preparation
3.
Experience Factor
Years
Factor
1
1
2-5
2
6-10
3
11-15
4
16+
5
4.
Payment will equal A. (Time Factor), plus B.
(Responsibility Factor), plus C. (Experience Factor) multiplied by the extra
duty multiplier of $184. (A + B + C x $184 = Payment)
5.
Authorized assistants’ payments will equal
one-half (1/2) of A. (Time Factor), plus one-half (1/2) of B. (Responsibility
Factor), plus C. (Experience Factor), multiplied by the extra duty multiplier
of $184. (1/2 (A + B) + C x $184
= Payment)
16
12.3
Approved Extra Duties
ATHLETICS
A
B
C
Activity
Time
+ Resp. + Exper. x
Multiplier = Pay
Fall
Varsity
Football 5 6
Individual’s years of
JV
Football 4 4
experience as Head Coach
Varsity
Field Hockey 4
4 or Assistant in Dorchester
Soccer
4 4 County.
Cross
Country 3 3
Golf
2 2
Winter
Wrestling
5 4
Varsity
Basketball 6/5 *1 5
JV
Basketball 5
3
Spring
Track
and Field 4
4
Baseball
4 4
Softball
4 4
Tennis
4 4
Lacrosse
4 4
Cheerleaders
4 *4
2
Athletic
Director 6/4 *3
6/4 *3
SCHOLARSHIP
Activity
A B
C
Band
6/5 *2 6/5 *2
Band
Front 3/2 *2
2
School
Play 2 4/3
*5
Yearbook
2 2
Newspaper
2 2
Chorus
3 3
It’s
Academic/Mock Trial 2
2
VTR
2 1
SUPERVISION ADVISORS
Activity
A B
C
High
School Student Council 3
2 None
American
Field Service 3
2
Jr./Sr.
Class Advisor 2
1
Prom
Advisor 2 1
Key
Club Advisor 3
2
Envirothon
Advisor 3 2
*1
If involved in Christmas tournament, factor will be 6.
*2
If involved with football, factor will be the higher during the football
season.
*3
School enrollment greater than 800 = 6; School enrollment 800 or less = 4.
*4
Cheerleading coaches who take full responsibility for cheerleaders during four
(4) sports, two varsity per season, will
be
paid the full amount each of the two seasons.
*5
If a musical, factor will be 4.
17
Article 13
INSURANCE BENEFITS
13.1 Health Care
1.
The health insurance program will be maintained
through a licensed insurance company and/or health benefit trust and made
available to each certified teacher. It
shall consist of the following:
1.
Preferred Provider Network (PPN) which includes
physician services, inpatient benefits, outpatient services (100% of allowed
benefit after the per visit co-pay for in network care), prescription card and
vision plan. The benefits of the plan will not be less than the benefits
contained in the Plan Document for the September 2001 PPN.
2.
Health Maintenance Organization (HMO) which
includes a prescription card and vision plan.
The benefits of the plan will not be less than the benefits contained
in the Plan Document for the September 2001 HMO.
2.
The parties will form an advisory committee
consisting of seven (7) members representing the Board of Education and seven
(7) representatives of the Association to meet to discuss matters concerning
health care coverage, including changes in products, benefit carriers, or plan
administrators.
3.
Premium Cost - The Board contribution toward
the plans will be:
Individual
$4,370
Parent/Child
$5,910
Husband/Wife
$7,388
Family
$9,382
13.2 Retired teachers have the option of remaining
in the group at their expense, provided they notify the Board of Education
within thirty (30) days of retirement.
13.3 The Board will provide to former employees
who retire with fifteen (15) years or more experience with the Board, an
opportunity to purchase individual health insurance through one of the Board’s
health care plans, with a contribution to be funded by the Board. The contribution offered will be based on the number of years
of service with the Board.
Contributions
shall be as follows:
Over
65 Under 65
Retirees
with 30+ years $1,029
$1,679
Retirees
with 20 - 29 years $
910 $1,430
Retirees
with 15 - 19 years $
794 $1,185
13.4 Life Insurance
The
Board shall pay for each teacher the full premium of $50,000 worth of term
life insurance, with an additional $50,000 of accidental death and
dismemberment coverage, for a maximum benefit of $100,000.
18
Article 14
GRIEVANCE PROCEDURE
14.1 Definitions
1.
Aggrieved Party - a teacher or group of
teachers or the Association filing a grievance.
2.
Grievance - a written statement by an aggrieved
party that a controversy, dispute, or disagreement of any kind or character
exists arising out of or in any way involving interpretation or application of
the terms of this Agreement. The
grievance must be filed on the appropriate form (14.5).
3.
Employer - the Board of Education or its
administrative officers.
4.
Days - working days.
5.
Time Limits - if the employer fails to answer
within the time limits provided, the grievance may be appealed to the next
step. If the grievant fails to
appeal within the time limits provided, it shall be deemed as acceptance of
the employer’s disposition of the claim.
14.2 Procedural
Steps
All
grievances must be initiated within fifteen (15) days from the date of its
occurrence or the date the grievant knew or should have known of the act or
condition which is the basis of the complaint.
The aggrieved party may file a grievance with the immediate supervisor.
1.
Step 1 - The school principal or the designated
representative shall have ten (10) days to give a written decision after
receipt of the grievance.
2.
Step 2 - If the grievance is not settled in
Step 1, the aggrieved party, within ten (10) days, may move it to Step 2 by
written notice to the Superintendent of Schools.
The Superintendent of Schools or the designated representative shall
have ten (10) days to give a written decision after receipt of the grievance.
3.
Step 3 - Arbitration - If the grievance is not
settled in Step 2, within ten (10) days the Association may move the matter to
arbitration. The Board and the
Association will attempt to agree upon a mutually acceptable arbitrator and
obtain a commitment from said arbitrator to serve.
If the parties are unable to agree upon an arbitrator or to obtain such
a commitment within the specified period, a request for a list of arbitrators
may be made to the American Arbitration Association by either party.
The parties will then be bound by the rules and procedures of the
American Arbitration Association.
4.
Jurisdiction and Authority of Arbitrator - The
jurisdiction and authority of the arbitrator and his opinion and award shall
be confined to the express provision or provisions of this Agreement at issue
between the Association and the Board. He
shall have no authority to add to, alter, detract from, amend, or modify any
provision
19
of
this Agreement, or to make any award which will in any way deprive the Board
of any of the powers delegated to it by law and not encompassed in this
Agreement. The award of the
arbitrator, in writing, except if set aside by a court of competent
jurisdiction, shall be final and binding on the aggrieved teacher or teachers,
the Association, and the Board. The
arbitrator’s decision shall be made within thirty (30) days of the
presentation of the case. The
cost for the services of the arbitrator shall be shared equally by the
parties.
14.3 Association
Representation - All teachers shall have the right of Association
representation at each step of the grievance procedure.
Any individual teacher or group of teachers shall have the right to
present grievances to their employer and to have such grievances adjusted
without the intervention of the Association as long as the adjustment is not
inconsistent with the terms of the Agreement and the Association has been
given opportunity to be present and make statements at such adjustment.
Copies of employer decision given at any step of the grievance
procedure in any grievance whatsoever shall be delivered to the Association. No grievance may be submitted to arbitration without the
consent of, and representation by, the Association.
14.4 No Reprisals - No reprisals shall be invoked
against any teacher for processing a grievance or participating in any way in
the grievance procedure.
20
Article 15
DURATION
This
Agreement shall become effective July 1, 2002, and remain in full force and
effect through June 30, 2005, except for Article 13 - Health Insurance. In
accordance with Article 5 - Negotiation Procedures, prior to June 30, 2003, a
new Article 13 will be negotiated and included in the Agreement.
DORCHESTER
EDUCATORS
______________________
______________________________________
Date
President
______________________________________
Secretary
BOARD
OF EDUCATION OF DORCHESTER COUNTY
______________________
______________________________________
Date
President
______________________________________
Superintendent
______________________________________
Chairperson,
Negotiating Team
End of Document