AGREEMENT
between the
ELMBROOK SCHOOL BOARD
and the
ELMBROOK EDUCATION ASSOCIATION
THIS
AGREEMENT entered into this 1st day of July, 2003, by and between the Board of
Education of the
1.0
PREAMBLE
Quality education is the main
objective of the Board and the E.E.A. Being ever cognizant that the character
of such education depends largely upon the quality and morale of the teaching
staff, we hereby declare:
WHEREAS,
the E.E.A. recognizes that the Board, under law, has the final responsibility
for the management of the
WHEREAS,
THE E.E.A. recognizes that teaching is a profession; and
WHEREAS,
the Board recognizes the educational expertness of the teachers and views the
consideration of educational matters as a mutual concern; and
WHEREAS,
the laws of the State of Wisconsin permit public employees and public employers
to enter into collective negotiation agreements concerning wages, hours and
conditions of employment of such public employees; and
WHEREAS,
professional negotiations between representatives of the parties produced
certain understandings between representatives of the Board and the E.E.A.; and
WHEREAS, the Board and the E.E.A. desire to incorporate such
understandings into a written Master Agreement.
NOW,
THEREFORE, in consideration of the following mutual articles, the E.E.A.
and the Board hereby agree as follows:
2.0
RECOGNITION
The Board recognizes the E.E.A. as
the sole and duly certified bargaining representative (as certified before the
Wisconsin Employment Relations Commissions on October 23, 1968) for all
certified full-time and regular part-time non-supervisory personnel (excluding
administrators, supervisors, substitute teachers and all non- instructional
personnel) in all matters concerning wages, hours and conditions of employment.
All employees of the District covered by this Agreement are hereinafter
referred to as "teachers."
3.0
NEGOTIATIONS
3.1 Calendar of Negotiations of Salaries and
Working Conditions
The Board and the E.E.A. in
recognizing their responsibilities toward quality education, agree to
collectively bargain in good faith in the interest of arriving at a mutually
satisfactory agreement each year.
The
E.E.A.'s Negotiating Team and the Board's Negotiating
Team, when referred to collectively, shall be called the Joint Negotiation
Committee.
The
Joint Negotiation Committee shall meet in good faith to collectively negotiate
the forthcoming agreement during the first week in February. A request to begin
collective negotiations shall be made in writing by either party to the other,
such request to be directed either to the E.E.A. President or the
Superintendent of Schools.
3.2 Study
Committees
Study committees shall be
established by the Joint Negotiation Committee to study unresolved negotiable
issues. Such committees shall be established no later than September 30th of
the school years. The negotiating teams shall identify the areas of mutual
concern for future study.
Members
are to be selected by the Superintendent of Schools and the E.E.A. President.
Chairpersons and secretaries for such committees shall be selected by members
of each committee. Copies of all minutes shall be mailed by the chairperson to
the Superintendent, the E.E.A. President and all members of the President's
committee. Any negotiable issues which stem from these committee discussions
will be identified, written out and submitted to the next year's Joint
Negotiation Committee. No items of a negotiable nature will be finalized by
these study committees.
3.3 Calendar
Provisions
If in any year where a calendar for the
subsequent school year has not been ratified through the negotiation process, a
committee of members of the Elmbrook Education Association bargaining team and
members appointed by the Elmbrook Board will convene no later than January 1
for the purpose of reaching a tentative agreement on a calendar by February 1.
3.4 Permissive
Subjects of Bargaining
The District reserves the right to
challenge the permissive nature of existing contract provisions in the event
legislation is enacted which would make existing contract provisions mandatory
subjects of bargaining, as a matter of law. The parties agree that a petition
filed pursuant to this reserved right shall be considered timely and will not
be challenged by either party on the basis of timeliness or any other
procedural defect related to the District's right to file said petition.
In
the event the enactment of legislation results in the District's exercise of
the reserved right referred to in the preceding paragraph, the following
agreements shall apply:
1. The collective bargaining agreement in
effect between the parties at the time the District files a petition for
declaratory ruling, as authorized herein, shall remain in effect and be
enforceable for the entire term of that collective bargaining agreement.
2. All contract provisions challenged as
permissive subjects of bargaining in a District petition for declaratory
ruling, filed under the terms of this Agreement, shall continue and be
enforceable in all successor collective bargaining agreements between the
parties, by mutual agreement and/or stipulation pursuant to Wis. Adm. Code
Section ERC 33.11, while the District's petition for declaratory ruling is
being litigated and/or resolved.
4.0
SCHOOL BOARD FUNCTIONS
The Board of Education, on its own
behalf and on behalf of the electors of the District, hereby retains and
reserves unto itself, all powers, rights, authority, duties and
responsibilities conferred upon and vested in it by the laws and Constitution
of the State of
5.0
COMPENSATION - SALARY
5.1 Salary
Schedule (See Appendix C)
5.1.1 Placement
of New Teachers on Salary Schedule
Placement of new teachers on the
salary schedule shall be dependent upon prior experience and educational
degrees/credits. The following guidelines shall be used in determining the
initial placement:
a) Teachers with eight or more years of
experience will be placed on the seventh step.
The Assistant Superintendent, Human Resources, upon Board approval, may
place new teachers on steps above the seventh step in recognition of prior
years of experience.
b) Placement of teachers with fewer than eight
years of experience shall be determined by the Assistant Superintendent, Human
Resources, with the following stipulation: No teacher shall be placed more than
two steps below the number of years of experience.
5.1.1.1 Placement
Above Step
In hiring a teacher in a critical
field for which it is difficult to find qualified personnel, the Superintendent
may:
a)
place said teacher on one step above proper
placement on the salary schedule; or
b) grant said fully qualified teacher one-half
(1/2) year of experience on the salary schedule for each full year of work
experience outside of teaching in a directly related field. No more than five
(5) years of such credit shall be granted. If a provisionally certified
employee is granted the experience credit, he/she shall be frozen on the hiring
step until full certification is achieved.
In
all cases where either of the foregoing placements occur,
the Association shall be promptly notified.
5.1.2 Step
Advancements
Annually, whether during the term of
the contract or hiatus, each teacher will be advanced one full step on the
salary schedule, provided his/her work has been judged satisfactory by the
principal and Superintendent, and approved by the Board.
Upon recommendation of the principal
and Superintendent, the Board may withhold all or part of the annual step of
any teacher whose work or maintenance of professional standards is not
satisfactory.
No teacher's annual step shall be
withheld unless there has been adequate prior notice, supervision and an
opportunity to correct the problem. Such step may in the future be restored, in
part or in full, upon recommendation of the principal and the Superintendent.
5.1.3 Lane
Advancement
Teachers changing preparation levels
between the date of signing of their contract and the beginning of the school
years must provide evidence of such change by September 1 or, if evidence is
not available by that date, as soon as possible thereafter in order to realize
appropriate salary adjustments for that year.
5.1.3.1 Prior
Approval of Credits
Teachers shall receive approval of a
course prior to enrolling in the class. Form - Course Approval 107 is to be
completed and submitted to the building principal.
Credits shall be earned at an
accredited baccalaureate or graduate degree granting college or university.
Teachers are encouraged, but not
required to pursue coursework in their area of assignment, in other areas in
which they have certifications, in areas in which they are pursuing other
certifications, or in content areas related to the above. Coursework in school
counseling, the administration of schools, and the art and practice of teaching
are also encouraged.
It is recognized that the district
may deny approval of a course: which does not have DPI approval; which is taken
from a non-accredited institution; for which no relationship to the items
listed in the preceding paragraph can be shown.
Denial of any course may be appealed
through the grievance procedure.
5.1.3.2 Credit
Equivalency for Lane Changes -
An employee and the District may reach mutual agreement on an individual
program which will provide the employee with salary schedule advancement for
other than college course work in the event that such course work is
unavailable in high-tech, state-of-the-art areas. Such a program may include
experience as follows:
1.
Technical school courses for which non-college credit is offered
(associate degree or certificate credit courses).
2. Workshops, seminars, and conferences
offered through the public/private sector or by a professional association
(e.g. an industrial education teacher at a graphics company). For every fifteen
(15) clock hours of study, one credit shall be awarded for salary schedule
advancement.
3.
Teacher-arranged seminar-type instruction offered to individuals by a
group of companies (e.g. a business education teacher's comprehensive
observations of local industry offices for specific purposes). For every
fifteen (15) clock hours of study, one credit shall be awarded for salary
schedule advancement.
4.
Related work experience. For every forty (40) hours of such experience,
one credit shall be awarded for salary schedule advancement.
No more than eight (8) credits
earned in credit equivalency programs may be applied to any single salary
schedule lane change.
To be approved, the individual
program must be directly related to the teacher's work assignment, and college
credit must be unavailable for such a program.
Teachers wishing to earn credit for
salary schedule advancement through a credit equivalency program must submit a
request on the form provided for this purpose (Appendix L) no later than ten
(10) days prior to the start of the proposed program. The request form must be
submitted first to the designated EEA representative for approval, then to the
Assistant Superintendent, Human Resources. A split decision shall be considered
denial.
Teachers whose individual credit
equivalency programs are denied may appeal to a joint committee of two EEA
representatives and two administrators. The majority decision of the committee
shall prevail.
Upon satisfactory completion of a
program, teachers shall submit proof of completion and a completed Appendix M
to the Assistant Superintendent, Human Resources, who shall in turn issue
teachers a verification of credit(s) earned toward salary schedule advancement.
5.2 Compensation:
Sixth Assignment
5.2.1 Sixth
Assignment (see 10.5)
Teachers who agree to carry a sixth
teaching assignment shall receive $3960.24 per year or $1980.12 per semester
for a sixth teaching assignment.
5.2.2 Elementary
Specialists for 6th Assignment
Elementary specialists (art, music,
physical education) are eligible for 6th assignment pay or portion thereof (See
5.2.1) when their teaching schedules exceed a full time assignment as
established by the district. The district shall provide a copy of these
guidelines to each elementary specialist and to the president and the head
negotiator of the Elmbrook Education Association by September 30.
When
an overload situation occurs, the Administration shall consult with the
teacher(s) to consider what options may exist.
When an overload situation occurs in
elementary special education, the administration will work with the teacher and
other appropriate staff to find creative ways to schedule in preparation time.
However, in the event no solution can be worked out, the special education
teacher will be eligible for 6th assignment pay or portion thereof (see
5.2.1).
5.3 Extra
Pay
The policy for additional
remuneration includes only those tasks which must necessarily be done in whole
or for the greater part outside regular school hours by teachers whose special
training, ability or experience qualifies them for this assignment over and
above their normal teaching load.
5.3.1 Extra
Pay Salary Administration
A person will be placed on the Extra
Pay Salary Schedule according to actual experience in the system in that
activity area, and/or credit granted for experience up to four (4) years, as
determined when initially hired from another district. The assignment of a
staff member to any activity shall be reviewed yearly. An assistant who is
promoted to a head coaching position shall be granted equal experience as an
assistant for assignment as a head coach.
5.3.2 Extra
Pay Schedule (See Appendix D)
All extra pay positions have been
reassigned dollar amounts based upon the hourly ratings developed by the Extra
Pay Committee and implemented at the beginning of the 1982-83 school year and
revised for the 2001-2003 school years. Payments will be made according to the language
and amounts found in Appendix D, Extra Pay Schedule.
Any newly created positions in the
Extra Pay Schedule will be ranked and placed on the Extra Pay Report. The
salary will then be calculated from existing salaries on the schedule by
comparing ranking totals and using interpolation if necessary. The ranking
shall be mutually agreeable to the Board and the E.E.A.
5.3.3 Assignment
of Extra Pay Positions
The Administration shall make a
reasonable effort to reach mutual agreement with each teacher, as to proposed extra curricular assignments before making such
assignment. Any teacher having completed at least one year of an extra
curricular assignment and desiring to be relieved from such duty in the
following school years shall notify the Administration of such, prior to April
15 of the current year. Reasonable effort will be made to comply with such
requests. In the event such reasonable effort is unsuccessful, the extra
curricular assignment may be reassigned.
When extra duty assignments are changed
or eliminated, either by the principal or at the request of the teacher, such
changes shall be discussed by the personnel involved before such change is
effected.
5.3.3.1 Open
Positions
Extra pay positions will be opened (and posted):
when a new
position is created,
when a
position is vacated,
when a bargaining unit member
holding a position leaves the unit or every five (5) years (effective
5.3.3.2 Access
to Positions
No non-unit member shall be granted
an initial contract to perform a posted extra-pay assignment when there is a
qualified bargaining unit member who applies for the posted position.
Qualified bargaining unit members
newly transferred, recalled, or hired for a particular building may apply for
any position held by a non-unit member for which he/she was not able to apply
when the posting last occurred. The bargaining unit member shall be given the
position if he/she can demonstrate to the hiring team the necessary
qualification to be successful in the position. Should the transfer, recall, or
hiring occur within one month of the beginning of the activity or after the
activity has begun, the unit employee may not apply for the activity in that
year, but may apply for that position in the next year.
The hiring team will weigh the
following factors in the selection process:
Demonstrate current innovative
techniques and the ability to teach skills appropriately.
Show a record of leadership that the
activity will advance under the candidate’s leadership.
Prove a working knowledge of the
rules, regulations and ethics specific to the activity.
Make evident, positive role model
behavior.
Demonstrate a record of success in
interpersonal skills to be able to work with a wide variety of people,
including parents, and perform under pressure.
Show previous successful experience
in a parallel or similar position.
Articulate and demonstrate a record
that supports that the candidate has a philosophy consistent with the Elmbrook
school community.
It is standard procedure that
reference checks are an integral part of the process.
5.4 Substitute Pay (See 10.10.1)
Payments for substitutes as
described below shall be paid at the rate of $8.05 per twenty (20) minutes
block of time or any major fraction thereof. Payments for a full class period
shall be $24.15.
In order to receive remuneration, a
teacher must assume the duties and/or responsibilities of the teacher for whom
he/she is to substitute. If a substitute cannot be secured at the elementary
level in art, music, library or physical education, the regular classroom
teacher must assume the duties and/or responsibilities of that special teacher
in order to receive remuneration.
5.5 Drivers
Education - Evening
Authorized Evening Driver Education
Instructors shall be paid at $24.98, per instructional hour.
5.6 Homebound
Instruction
Authorized Homebound Instructors
shall be paid at the rate of $24.98, per instructional hour.
5.7 Curriculum
Rate
Effective
5.7.1 Remuneration
for Teacher Who are Presenters
A teacher who volunteers to present
a course, a CEU session, or a sectional on the District In-Service Day shall be
remunerated at the curriculum rate, under the following conditions. In advance
of the activity, the teacher and the appropriate administrator shall mutually
agree to the number of hours for which the teacher shall be remunerated. The
hours shall include preparation time. If the presentation occurs outside of the
teacher day as described in 10.2 and 10.8, the teacher shall be
remunerated for presentation time, as well.
5.8 Summer
School Pay (See 10.16)
Teachers will be paid at the rate of
$23.31 per clock hour of employment during the summer sessions. Employment time
for classroom teachers shall consist of a fifteen (15) minute preparation
period before the teaching assignment and
Driver education personnel will be
paid for four and three-quarters (4-3/4) hours of work per day at the clock
hour rate set forth above. When it is necessary to employ driver education
instructors for periods longer than the regular six week summer session or for
hours worked beyond the four and three-quarter (4-3/4) hour day, their pay will
be increased commensurately.
There shall be two (2) pay periods
for all summer school personnel: 1st pay date: July 15; 2nd pay date: July 31.
5.9 Summer
Project Work (See 10.17)
Payment shall be based on the summer
school pay scale as agreed to in the Master Agreement for that year. The Board
shall make funds available for a minimum of two (2) such projects each year.
The final decision as to the approval of such projects will be subject to Board
action.
5.10 Summer
Inservice/Staff Development (See 11.3 and 11.4)
Teachers will be compensated at
their individual daily rate for the succeeding school year for attendance on
those days.
5.10.1 New
Teacher Inservice Compensation (See 11.5)
New teachers will be compensated at
the daily BA-0 Step 1 rate for the succeeding school year for attendance on
these days and shall receive their pay on or before August 31.
Teachers who attend new-teacher inservices offered by a building principal or by central
administration during the school year shall be remunerated at the CEU rate
(5.11). Attendance shall be optional.
5.11 Continuing
Education Unit (CEU) Pay Rate (See 11.7)
Reimbursement for continuing
education units will be part of the June 30th paycheck. All units earned and
verified will be used in determining the reimbursement. The rate of pay will be
$10.20 per CEU.
5.12 Salary
Payments
Teacher salaries shall be paid in
twenty four (24) semi-monthly amounts.
Teachers desiring twenty (20)
semi-monthly payments rather than twenty-four (24) semi-monthly payments, shall notify the Business Office to that effect,
in writing, no later than August 1.
All salary payments shall be made
using direct deposit to qualified financial institutions chosen by each staff
member. Deposits will be made on the fifteenth and last day of the month,
unless on that day the Federal Reserve is closed. In that case, payments will
be made the weekday before, when the Federal Reserve is open. Staff will be
notified of the amount of each deposit through receipt of an earnings statement
each payday.
The Board will continue to pay extra
duty compensation on the teachers' regular payday; however, standard deductions
shall be made as if the extra pay compensation were paid on a separate check.
5.13 Tax-Sheltered
Annuities - Deferred Compensation
The Board shall continue to make
available the opportunity to purchase tax-sheltered annuities for those
teachers who so desire. Provision shall be made for the withholding and payment
of funds through the Business Office. Such action shall be taken only after
written indication of intent to participate has been filed with the Business
Office. All teachers shall also be eligible to participate in the District's
deferred compensation plan created pursuant to Section 40.81 of the Wisconsin
Statutes.
The District shall publish in
September a list of approved tax sheltered annuity providers. Providers shall
remain on the list or may be added to the list as long as there are at least
eight (8) teachers who are interested in participating in the specific
provider's plan. However, teachers who are participating in plans with fewer
than eight (8) teachers shall be "grandfathered" and may remain in
those plans. No new teachers may participate in any plans with fewer than eight
(8) participants unless the total number of participants meets or exceeds eight
(8).
5.14 Association
Dues Deduction (See 12.1, 12.2)
6.0
COMPENSATION - BENEFITS
6.1 State
Retirement Contribution
For 2003-04 and 2004-05 years, the
District will pay the full amount of the teachers’ retirement portion of State
Retirement. Teachers’ salaries shall include extra pay salaries for the purpose
of calculating the retirement contribution.
6.2 Health
Insurance
Employees have option to participate in the
Physician PPO or the Indemnity Plan. The District shall pay the percent of the
teacher's health insurance premium found in the table below for all teachers
employed for eighty percent (80%) or more. For teachers employed less than
eighty percent (80%) of a full-time contract, the district shall pay health
insurance benefits on a pro-rata basis. However, full-time teachers hired prior
to
A teacher may elect not to take the
family health coverage and may so indicate by signing a Waiver form in Human
Resources.
6.2.1 Plan
Options
Employees shall select either of the
benefits described in 6.2.1.1 or those in 6.2.1.2
6.2.1.1 Indemnity
Plan
The benefits in the Indemnity Plan shall
not be less than those in effect on
6.2.1.2 Physician
Preferred Provider Organization (PPO)
A Physician PPO shall be available
to all employees effective
Employees are encouraged to utilize
the physicians within the designated PPO when seeking the services of a
healthcare professional; however, employees and their dependents are free to
obtain services with the physician of their choice but with a co-payment.
Co-payment: A fifteen dollar ($15) office co-payment will
be the responsibility of the insured. This co-payment applies to each visit to
a non-network physician.
Exemptions: Employees, retirees and insured dependents
who reside within the five (5) county area:
In the event that an individual has
an emergency and seeks care from a non-network physician, the co-payment shall
be waived.
If a procedure is medically
necessary and cannot be performed by a network physician, then the insured
would have the non-network co-payment waived.
The benefits in the Physician PPO
shall not be less than those in effect on
6.2.2 Prescription
Drug Card
The Drug Card will cover contraceptives including birth control pills,
devices, injections, and implant or patch systems.
* The dispensing fee for up to a 90-day mail
order is $2.00 per script
6.2.3 Fertility
Treatments
Employees or their spouse undergoing fertility treatment as of
6.2.4 Transplants
Transplants are covered in accordance with the provisions detailed in
Appendix H and the Medical and Dental Benefits booklet.
6.2.5 Out-of-Pocket
Maximum
Stop loss limits cap the employee’s out-of-pocket expenses to $1,500 for
employees with single coverage and $3,000 for the employees with family
coverage each calendar year. These out-of-pocket limits exclude prescription
drug costs, costs above plan limit for mental health coverage and costs for
medical care and services not covered by the plan design.
6.2.6 Hospital
Preferred Provider Organization (HPPO)
Employees are encouraged to utilize
the hospitals within the designated PPO for all hospital admissions; however,
employees and their dependents are free to obtain services with the hospital of
their choice but with a penalty.
Penalty: The first $250 of incurred expenses will be
the responsibility of the insured. This penalty applies to each admission to a
non-network hospital.
Exemptions: Employees, retirees, and insured dependents
who reside within the five (5) county area:
In the event that an individual
goes to the emergency room and is subsequently admitted, the penalty shall be
waived.
If a procedure is medically
necessary and cannot be performed in network, then the insured would have the
non-network penalty waived.
6.3 Dental
Insurance
The District shall pay one hundred
percent (100%) of the teacher's dental insurance premium for all teachers
employed for eighty percent (80%) or more. For teachers employed less than
eighty percent (80%) of a full-time contract, the District shall pay dental
insurance benefits on a pro-rata basis. However, full-time teachers hired prior
to
The benefits provided under the
District's dental insurance program are identified in Appendix I.
6.3.1 Passive
Dental Preferred Provider Plan
Employees are encouraged to utilize
the dentists in the preferred provider organization; however, employees and
their dependents are free to obtain services with the dentist of their choice
without a penalty.
6.4 Flexible
Spending Account
The District will implement a
Flexible Spending Account Plan to allow teachers to designate pre-tax dollars
for premium payments and other allowable medical costs in accordance with
Section 125 of IRS regulations.
6.5 Life
Insurance
The Board shall pay 100% of the cost
of term life insurance for each teacher, the amount to be based on the nearest
$1,000 above the current salary of the teacher.
6.6 Workers'
Compensation
A teacher who is accidentally
injured in performance of assigned duty shall continue to be protected under
the Worker's Compensation Laws of the State of
1.
Payment as authorized by the District Worker's Compensation Carrier
consistent with the Worker's Compensation laws of the State of
2.
At the employee's option, utilizing accumulated paid leave on a pro
rata basis, payment by payroll check from the District for the difference
between the Worker's Compensation payment and the employee's regular individual
contract for the period of disablement authorized under Worker's Compensation.
3.
Delays in the implementation of adjustments in payment and charges to
be paid may be caused by the processing of the Worker's compensation claim.
4.
Absence on the day of injury or illness or during the subsequent three
(3) days allowed under Worker's Compensation, shall
not be charged to the Employee's accumulated paid leave.
Continuation of all District
benefits, accrual of paid leave, seniority, compensation and reinstatement are
outlined under the leave of absence provisions in this contract.
6.7 Liability
Insurance
The Board shall continue its present
liability coverage of each teacher in the amount of $1,500,000.
6.8 Long
Term Disability
The District will provide a
disability insurance program. Benefits provided will be disability income equal
to ninety percent (90%) of the regular annualized monthly salary. The waiting
(elimination) period will be sixty (60) consecutive calendar days for both
accident and sickness. Benefits are provided for both accident and sickness
consistent with the age limitation permitted under the Age Discrimination and
Employment Act (ADEA).
The
maximum benefit period is as follows:
Age At Maximum
Disablement Benefit
Period
Less
than 60 To age 65
Ages
60 - 64 Maximum
5 years
Ages
65 - 68 To age 70
Ages
69 or older Maximum
1 year
The District shall have cause to
terminate any employee on long term disability when the following conditions
exist: (1) the teacher has been on long term disability leave for three (3)
consecutive years, (2) the teacher is physically and/or mentally unable to perform
the duties of the position for which he/she was hired, and (3) the District has
obtained medical documentation indicating that there is no expectation that the
teacher will be able to return to employment with the District within the next
year.
The District will pay the health
insurance premium costs for teachers on long term disability until they reach
age 65. Dental, Life and AD & D coverage will cease if an employee is
terminated pursuant to the provisions in the foregoing paragraph. However, upon
submitting a completed application form, the life insurance coverage may be
continued during the period of disability to age 65, under waiver of premium
through the group life insurance carrier.
6.9 Income
Protection Insurance
The Board will continue to make
available additional Income Protection Insurance for those teachers who wish to
participate, premium costs to be paid by the teacher.
6.10 Collision
and Comprehensive Insurance
If a teacher's car is damaged by
unknown persons while parked on District property or on authorized school
business, the District will pay up to $200 toward the teacher's collision
deductible insurance, if such damage is adjusted under the collision portion of
the teacher's policy. Such claim will be paid upon proof of insurance
adjustment submitted to the District Business Office. If the teacher does not
carry collision insurance, the District will pay up to $200 for such damages
upon proof of loss acceptable to the District.
If a teacher's car is damaged by
vandalism while on District property while the teacher is performing assigned
duties, the District will pay up to $100 toward the teacher's comprehensive
deductible insurance. Such claim will be paid upon proof of insurance
adjustment submitted to the District Business Office.
If the teacher does not carry
comprehensive insurance coverage, the District will pay up to $100 for such
damage upon proof of loss acceptable to the District. The total district
liability, while the car is on district property, shall not exceed $1,000
during the term of this contract.
6.11 Damaged
Personal Property
If a teacher's clothing, watch, or
eyewear is damaged while the teacher is in the performance of his/her duties,
the District will pay for the repair or 100% of the replacement value of those
items. Such claim will be paid upon proof of loss acceptable to the District
(i.e. receipt, photo, statement of witness). Such proof shall be attached in
writing to a completed Damaged Property Form (Appendix N.)
6.12 Benefits
to Teachers on Leave
Teachers on leave of absence under
Sections 8.4, 8.5 or 8.7 may elect to take the group health,
dental or life insurance. The individual shall pay the monthly premium,
starting with the 1st of the month following the starting date of the leave of
absence. Where the leave is granted for a year, starting with the end of the
school year, premium payments shall commence on September 1.
6.13 Dependent
Care Benefit Plan
The Board shall make available to
all teachers, the opportunity to participate in a dependent care cafeteria
benefit plan. Benefits provided under the plan shall be funded by salary
reductions from the participating employees. The plan shall be administered by
the Business Office in accordance with the terms of the formal plan document.
7.0 COMPENSATION -
RETIREMENT BENEFITS
7.1 Retirement
Benefits
The following benefits shall be
available to teachers who resign from their regular full time duties and meet
the following age and years of service conditions.
7.1.1 Eligibility
Conditions
To be eligible for health benefits
as specified in 7.1.2, a retiring teacher shall have a minimum of:
Years of Service Age
At
least fifteen (15) 60 or
older
At
least sixteen (16) 59
At
least seventeen (17) 58
At
least eighteen (18) 57
At
least nineteen (19) 56
At
least twenty (20) 55
7.1.2 Health
Insurance
A. Before
Medicare eligibility.
The District shall provide retirees
a health insurance plan identical to that in place for active members of the
bargaining unit for up to five (5) consecutive years from the date of
retirement until the retiree reaches the age of Medicare eligibility.
The District will contribute sixty
(60) percent of one hundred (100) percent of the cost of health insurance for
up to three (3) additional years beyond the five (5) years stipulated in 7.1.2.
until the retiree reaches the age of Medicare
eligibility. Premium payments for coverage under the group plan should be made
to the Business Office thirty (30) days in advance. The insurance supplement
provided for in this paragraph terminates at the expiration of the 2003-2005
Master Agreement and continuation shall be contingent upon the effectiveness of
the benefit.
Retirees who have received District
paid health insurance for five (5) years and for an additional three (3) years
and have not reached the age of Medicare eligibility, may continue to
participate, at their own expense, in the District's plan until the retiree
reaches the age of Medicare eligibility. If at any time during the period of
retirement a lapse in coverage occurs under the District's plan for any reason,
the retiree will not be eligible or permitted to re-enroll in the plan.
The District's contributions shall
terminate when the retiree reaches the age of Medicare eligibility.
Premium payments for coverage under
the group plan shall be made to the Business Office thirty (30) days in
advance.
B. Medicare Eligible Retirees.
Medicare "Carve Out" Plan.
Retirees shall be eligible to remain
in the District's health insurance group and purchase a Medicare "carve
out" health insurance plan which, when combined with Medicare benefits,
will match the health insurance benefits negotiated for active members of the
bargaining unit. The rates for the "carve out" plan shall be determined
by the District.
In order to be eligible to
participate in the "carve out" plan, the employee must have been a
participant in the group plan at the time the employee becomes eligible for
Medicare. This participation requirement can be satisfied in one of two ways:
(a) by an employee who is an active participant in the District's plan and who
retires at or beyond becoming eligible for Medicare; or (b) by an employee who
is an active participant in the District's plan, who retires prior to reaching the
age of Medicare eligibility and who is eligible to continue in the plan until
eligible for Medicare under 7.1.2 (A) or by purchasing continuation coverage. A
retiree's spouse who has not yet attained Medicare eligibility at the time the
retiree reaches Medicare eligibility may continue to participate in the
District's plan for active employees until he/she reaches the age of Medicare
eligibility and is then eligible for coverage under the "carve out"
plan.
The
purchase of the "carve out" plan shall not require proof of
insurability. If a lapse in coverage occurs under the "carve out"
plan for any reason, the retiree will not be eligible or permitted to re-enroll
in the plan.
Premium payments for coverage under
the "carve out" plan shall be made to the Business Office thirty (30)
days in advance.
C. Spouse/Dependents
Coverage: If a former employee dies while receiving health insurance under this
section and is survived by a spouse and/or dependent, such person(s) shall be
eligible to receive any unused portion of the former employee’s benefit,
including the right of the spouse to participate in the plan.
Benefits payable to the spouse
or dependent(s) will not exceed, in combination with those already provided to
the retiree before his/her death, those that would have been available to the
former employee if (s)he had survived.
7.1.3 Life
Insurance
Upon retirement (under age 65), when
eligibility conditions are met, the Board will continue to provide the group
term life insurance by paying 100% of the premium costs. The amount is based on
the nearest $1,000 above the teacher's salary at the time of retirement. At age
65, or later, the Board will continue to provide and pay 100% of the costs of
extended group term life insurance in accordance with the following table of
coverage reductions:
% of insurance coverage continued
From and after 65th birthday and
before 66th birthday 75% of salary
From
and after 66th birthday and before 67th birthday 50% of salary
From
67th birthday 25% of salary
7.2 Early
Retirement Contributions to W.R.S.
The District shall pay up to three
(3) years of age penalties to the Wisconsin Retirement System to help offset
penalties teachers may incur when they retire early. In order to be eligible,
teachers shall meet the following age and service conditions.
7.2.1 Eligibility
Conditions for Early Retirement
Teachers who have
taught at least fifteen (15) years in the District and have reached age sixty
(60) or older.
Teachers who do not meet the
eligibility requirements set forth in this paragraph may request an exemption
from the Board. The Board shall consider each request on an individual basis
and shall not be required to approve the request.
7.2.2 Provisions
for Payment
1. The District shall pay up to three (3)
years of age penalty payments to the Wisconsin Retirement System to help offset
penalties teachers may incur when they retire early. Payments will be made
pursuant to the requirements of Wisconsin Statute 40.23 (2m)(g)
and the administrative rules of the WRS as amended or recodified
from time to time.
2.
The benefits to be received by the retiree shall not exceed the
benefits which would have been received by the retiree under the former
Wisconsin Statute 40.02 (42) (f).
3.
Letter of Agreement. The Board shall provide a letter of agreement
specifying the amounts to be paid to WRS on behalf of the retiring teacher.
Such letter shall bind the Board to make payment as specified. A copy of said
letter shall be forwarded to the Association.
4.
Death Benefit. In the event that the declared early retiree should die
prior to payment of the benefits of this policy, the amount stated in the
Letter of Agreement shall be paid to WRS.
7.3 Notice
Provisions
Teachers who plan to retire at the
end of a school year shall provide written notice to the Assistant
Superintendent, Human Resources no later than February 1st of that school year.
In all cases of retirement, the
Board shall issue a letter of agreement specifying the benefits to be provided
by the District to the retiring teacher. A copy of said letter shall be
forwarded to the Association.
8.0 LEAVE OF ABSENCE
8.1 Paid
Leaves
A teacher shall be granted paid
leave according to the following schedule, either for teaching experience in
the District or for total net teaching experience granted upon initial
employment in the District.
1-5
years inclusive - 10 days per years
6-9
years inclusive - 12 days per years (Cumulative to 90
days)
Thereafter - 15
days per years (Cumulative to 90 days)
The days remaining after the maximum
accumulation has been reached shall be made available to the teacher in the
succeeding school year if the teacher uses more than fifteen (15) days of paid
leave during the present school year. In no case shall more than ninety (90)
days be accumulated in any school year.
Part-time teachers who have a contract for 50% or more will be credited with 100% of their paid leave and will have a full day deducted for each day of usage. Par