Index
Article 1 Recognition
. 2
Article 2 Negotiation
Procedures
2
Article 3 Grievance
Procedure
Definition
. 3
Procedure
.. 3
Article 4 Rights
of the Board
.. 6
Article 5 Employee
and Association Privileges
. 6
Fair
Share
. 6
Association
Rights
... 8
Article 6 Employee
Access to Personnel File
9
Article 7 Leaves
7.1
Sick Leave
..
.. 10
7.2
Leaves of Absence
... 10
7.3
Jury Duty Subpoenas
11
7.4
Professional Leave
... 11
7.6
Business Leave
. 12
7.7
Family Medical Leave
. 12
Article 8 Working
Conditions
8.1
School Calendar
13
8.2
Assignments
.. 13
8.3
Sick Leave Credit
.. 13
8.4
Policy Manual
13
8.5
Paychecks
... 14
8.6
Duty-Free Lunch
14
8.7
Internal Substitution
... 14
8.8-8.9-8.10
.. 14
8.11
Work Day
. 15
8.12
Sharing Classes
15
8.13
Vacancies
. 15
8.14
Graduate Credit
15
8.15
Board Requested Overtime
.. 16
8.16
Class Size
16
8.17
Working Conditions
16
Article 9 Salary
and Fringe Benefits
9.1
Insurance
17
9.2
Board Paid TRS
.. 17
9.5
Extra-Duty Longevity Bonus
.. 18
9.6
Extra-Curricular Duty
. 18
9.8
Extended Contract
... 19
9.9
Retirement Bonus
.. 19
9.10
Masters Level Longevity Bonus
19
Article 10 Effect
of Agreement
. 20
ARTICLE I
Recognition
1.1 The Board of Education of Brownstown
School District No. 201, Brownstown, Illinois, hereinafter referred to as the
"Board" hereby recognizes the Brownstown Education Association,
IEA-NEA, hereinafter referred to as the "Association" as the
exclusive bargaining representative for all regularly employed certificated teaching
personnel, with the exceptions of the Superintendent and the Principals.
1.2 The term "teacher(s)" or
"employee(s)" as used throughout this agreement, shall be defined in
accordance with the description of the recognized bargaining unit in Article I,
Section 1.1.
ARTICLE II
Negotiation Procedures
2.1 The parties agree to commence bargaining
for a successor agreement before the end of the official school calendar of the
last year of this agreement.
2.2 During negotiations for a successor agreement,
the parties agree that they will jointly request the services of the Federal
Mediation and Conciliation Service (FMCS) if either party to this agreement
declares impasse within forty-five (45) days prior to the scheduled start of
the school term. Should FMCS be
unavailable, the parties shall attempt to agree upon a replacement. In the event that the parties cannot agree
upon a replacement, the Illinois Labor Relations Board shall be notified.
ARTICLE III
Grievance Procedure
3.1 Definitions
A. A "grievance" shall be defined
as a claim by an employee or the Association that there has been an alleged
violation, misinterpretation, or misapplication of the terms of this Agreement.
B. The term "days" as used
herein shall mean days in which school is in session, except that between the
end of the school year and the beginning of the next school year,
"days" shall mean calendar days, excluding Saturdays, Sundays, and
July 4th.
C. Nothing contained herein shall be
construed as a limitation upon the right of individual teachers or a group of
teachers to present grievances to their employer and have them adjusted without
intervention of the Association as long as the adjustment is not inconsistent
with the terms of this Agreement and the Association has been given the right
to provide a response prior to final adjustment of the grievance.
D. If an employee does not file a grievance
in writing with his or her supervisor within fourteen (14) days of the alleged
occurrence of the event giving rise to the grievance, or within fourteen (14)
days of the time the grievant should have known of such event, then the
grievance shall be deemed waived and time barred.
The Board may use the time bar as a
defense at any step of the grievance procedure.
3.2 Procedure
The parties hereto acknowledge that
it is usually most desirable for an employee and the immediately involved
supervisor to resolve problems through free and informal communications. If, however, such informal processes fail to
satisfy the employee, a formal grievance must be processed as follows:
Step A The grievant shall present the
grievance in writing to his or her immediate supervisor within fourteen (14)
days of the occurrence of the event giving rise to the grievance, or within
fourteen (14) days of the time the grievant should have known of such
event. The supervisor shall provide a
written answer to the grievance within ten (10) days of the receipt of the
grievance.
Step B If the grievance is not resolved at
Step A, the grievant may refer the grievance to the Superintendent or official
designee within ten (10) days after the receipt of the Step A answer. The Superintendent shall arrange for a
meeting to take place within ten (10) days of his receipt of the appeal. Within ten (10) days of the meeting, the
grievant shall be provided with the Superintendent's written response.
Step C If the grievant and Association are
not satisfied with the decision issued at Step B, the grievant may submit the
grievance to the Board for its consideration by filing an appeal with the
Secretary of the Board not less than ten (10) days prior to the next regularly
scheduled Board meeting. Upon receiving
such an appeal, the Board shall allow the grievant an opportunity to be heard
at the meeting for which the grievance was scheduled. Within one month from the hearing of the
grievance, the Board shall render its decision.
The Board may hold future hearings therein, may designate a committee to
hold future hearings therein or to otherwise investigate the grievance,
provided, however, that in no event, except with express written consent of the
Association shall final determination of the grievance be made by the Board
more than one month after the initial hearing.
Step D If the Association and grievant are
not satisfied with the disposition of the grievance at Step C or the time
limits expire without the issuance of the Board's written reply, the
Association may submit the grievance to final and binding arbitration under the
Voluntary Labor Arbitration Rules of the American Arbitration Association,
which shall act as the administrator of the proceedings. If a demand for arbitration is not filed
within thirty (30) days of the date for the Step C answer, then the grievance
shall be deemed withdrawn.
1. The arbitrator, in his award, shall not
amend, modify, nullify, ignore or add to the provisions of this Agreement. His authority shall be strictly limited to
deciding only the issues presented to him in writing by the Board and the
Association, and his decision must be based only upon his interpretation of the
meaning or application of the express relevant language of this Agreement.
2. Neither the Board of Education nor the
Association shall be permitted to assert any grounds or evidence before the
arbitrator which has not been previously disclosed to the other party.
3. Each party shall bear the full costs
for its representation in the grievance procedure.
4. If either party requests a transcript
of the proceedings, that party shall bear full costs for that transcript. If both parties order a transcript the costs
of the two transcripts shall be divided equally between the Board and the
Association.
5. Each party shall share equally the cost
of the arbitrator and the AAA.
3.3 A. Failure of an employee or the
Association to act on any grievance with
the prescribed
time limits will bar any further appeal.
If the administrator or Board fails to render a
decision within the prescribed time limits, the grievant may proceed to the
next step. Time limits may be extended
by mutual consent.
B. Any investigation, handling, or
processing of any grievance by the grievant shall be conducted so that
instructional programs and related work activities of the grievant and of the
teaching staff are not interrupted.
C. Step A of the grievance procedure may be
bypassed and the grievance brought directly to Step B if mutually agreed upon
by the employee and the Superintendent.
D. If a grievance involves a class of
employees, the Association may initially file the grievance at Step B.
E. Employees shall have the right to be
represented by an Association representative, if one is requested, at Steps A
through D of Article 3.2.
F. With the Superintendent's approval, the
grievant may be released from his/her regular assignment without loss of pay or
benefits to attend the meetings specified in Articles 3.2 A-C.
G. All records related to a grievance shall
be filed separately from the personnel files of the employees.
H. A grievance may be withdrawn at any
level without establishing precedent.
I. If the Association, or any employee,
files any claim or complaint in any other forum other than under the grievance
procedure of this Agreement, then the Board shall not be required to process
the same claim or set of facts through the grievance procedure.
ARTICLE IV
Rights of the Board
The Board, on its own behalf and on
behalf of the electors of the District, hereby
reserves and retains unto itself,
without limitation, all powers, rights, authority, duties and responsibilities
conferred upon and vested in it by the laws and Constitution of the State of
ARTICLE V
Employee and Association Privileges
5.1 The local Association shall have the
privilege, upon the approval of the Superintendent, to use the school building
for meetings at times when school is not in session provided that such meetings
do not interfere with any aspect of the instruction and/or extracurricular
programs of the District. All meeting
areas and times for such meetings are subject to advance approval of the
Superintendent. Written notice shall be
filed in the Unit Office at least two (2) days prior to the meeting date before
consideration of the request.
5.2 The Association may post and maintain
official notices or announcements on the existing bulletin boards in the
teacher lounges.
5.3 An authorized local representative of the
Association may have the privilege of placing a reasonable number of official
Association announcements in the teacher mailboxes.
5.4 The Board shall provide notification to
the Association President 7 days prior to a Waiver Hearing. This notice shall also provide the nature of
the waiver.
5.5 Fair Share Agreement
The following section will apply to
any employees hired for the first time by the Brownstown district after
1. Each bargaining unit member, as a
condition of his/her employment, on or before thirty (30) days from the date of
commencement of duties or the effective date of this Agreement, which ever is
later, shall join the Association or pay a fair share fee to the Association
equivalent to the amount of dues uniformly required of members of the
Association, including local, state, and national dues.
2. In the event that the bargaining unit
member does not pay his/her fair share fee directly to the Association by a
certain date as established by the Association, the Board shall deduct the fair
share fee from the wages of the non-member.
3. Such fee shall be paid to the
Association by the Board no later than ten (10) days following deduction.
4. In the event of any legal action
against the Employer brought in a court or administrative agency because of its
compliance with this Article, the Association agrees to defend such action, at
its own expense and through its own counsel, provided:
(a) The employer gives immediate notice of
such action in writing to the Association and permits the Association
intervention as a party if it so desires, and
(b) The employer gives full and complete
cooperation to the Association and its counsel in securing and giving evidence,
obtaining witnesses and making relevant information available at both trial and
all appellate levels.
5. The Association agrees that in any
action so defended, it will indemnify and hold harmless the Employer from any
liability for damages and costs imposed by the final judgment of a court or
administrative agency as a direct consequence of the Employer's non-negligent
compliance with this Article.
It is expressly understood that this
save harmless provision will not apply to any claim, demand, suit or other form
of liability which may arise as a result of any type of willful misconduct by
the Board or the Board's imperfect execution of the obligations imposed upon it
by this Article.
6. The obligation to pay a fair share fee
will not apply to any Employee who, on the basis of a bonafide religious tenet
or teaching of a church or religious body of which such Employee is a member or
a belief sincerely held with the strength of traditional religious views,
objects to the payment of a fair share fee to the Association. Upon proper substantiation and collection of
the entire fee, the Association will make payment on behalf of the Employee to
a mutually agreeable non-religious charitable organization as per Association
policy and the Rules and Regulations of the Illinois Educational Labor
Relations Board.
5.6 Association
Rights
The President of the Association or
the President's designee will be notified of all regular and special meetings
of the Board by receiving a copy of the agenda in advance of such meeting. The President or designee shall also be given
a copy of the official minutes of such meetings, once the minutes are approved
by the Board. During summer months, the
Board will mail to the Association President notices of Board meetings and
copies of the minutes.
5.7 Names, addresses and phone numbers of
newly hired members of the bargaining unit shall be provided to the Association
President or designee within ten (10) days of Board action following their
employment recommendation. The board
also agrees to notify the Association president or designee in writing with ten
(10) days of Board action, of any resignation, retirement, or termination of
any member of the bargaining unit.
5.8 Right of Representation
When a teacher is required to appear in an investigatory meeting before the Board or administration concerning any matter, which could lead to discipline, dismissal or loss of salary, the teacher shall be entitled to have an Association representative present. In a case of alleged gross misconduct or for any non-remedial offense when immediate disciplinary action is warranted against a teacher, his/her representative will be taken from a list of union representative designee provide annually by the Association to the Administration. Further, when a teacher is required to appear before the Board or Administration, the teacher shall be advised in writing of the reason(s) for the meeting 24 hours prior to the meeting.
5.9 Teacher Right
to Address the Board
An individual teacher or the Association may request time on the agenda or a regular or special Board meeting to express his/her concerns regarding a Board or administrative decision. This discussion will be held in accordance with the Open Meeting Act 5 ILCS 120/2 of the Illinois School Code. An Association representative may accompany said teacher at the Board meeting.
ARTICLE VI
Employee Access to Personnel File
6.1 Each employee shall have the right to
review the contents of his/her personnel file, subject to the following
conditions:
A. The Board shall provide the employee
with the inspection opportunity within seven (7) working days after the
employee makes the request. If the
employer can demonstrate, through a reasonable showing, that such deadline
cannot be met, the employer shall have an additional seven (7) working days to
comply.
B. The employee shall not be entitled to
inspect or view any materials exempted from such inspection or viewing under
Section 10 of the Illinois Personnel Records Act.
C. The employee's review of his/her
personnel file shall take place during the normal working hours of the central
D. The employee shall not be entitled to
remove any part of his/her personnel records from the personnel file.
E. After the employee has reviewed the
contents of his/her personnel file, the employee may request that copies be
made of specified information contained in the file. The Board shall charge $.05 per page as a fee
for the cost of reproduction.
F. No disciplinary material shall be
placed within an employee's personnel file without a copy being given to the
employee prior to placement in the file.
ARTICLE VII
Leaves
7.1 Sick Leave
Teachers shall be entitled to
twelve (12) days sick leave per year.
Unused sick leave shall accumulate to 340 days including the leave of
the current year.
Sick leave shall be interpreted to
mean personal illness, quarantine at home, or serious illness or death in the
immediate family.
For the purpose of sick leave,
"immediate family" shall include parents, spouse, brothers, sisters,
children, grandparents, grandchildren, parents-in-law, brothers-in-law,
sisters-in-law and legal guardians.
The Board and/or its designee shall
monitor the use of teacher's sick leave and may request a physician's
certificate of treatment as the Board and/or its designee deems necessary.
Under extenuating circumstances,
with superintendent approval, sick leave days may be used for bereavement other
than for stated family members.
7.2 Leaves of Absence
Leaves of absence
without pay may be granted to tenured teachers upon making application and
receiving the approval of the Board.
Each approved leave of absence shall be of the shortest possible
duration required for the leave and shall be consistent with a reasonable
continuity of instruction for students.
Leaves of absence without pay may
be granted to tenured teachers for up to a maximum of one full year, according
to the following conditions:
A. Written requests for a leave of absence
without pay should be made at least ninety (90) days before the leave is
desired, and all such leaves are subject to final approval of the Board.
B. Dates of departure and return must be
acceptable to the Board and the administration.
C. Teachers granted a leave of absence must
inform the Superintendent of his/her desire to return to work in a position for
which he/she is qualified no later than February 1. If the teacher fails to inform the
Superintendent on or before February 1, the teacher shall have waived the right
to future employment in the District.
7.3 Jury Duty -
Subpoenas
Teachers who lose work time in the
District on day(s) they are scheduled to teach due to service on jury duty or
service as a witness in a court of law in response to a subpoena shall lose no
salary thereby provided that:
A. They provide notice to the
administration of the scheduled dates of their absences upon receipt of the
jury duty notice or subpoena and
B. They
remit to the Board any money received for such service.
7.4 Professional
Leave
The Superintendent may authorize
professional leave without pay deduction for attendance at professional
meetings and conferences dealing with the teacher's subject area. The decision to approve or deny requests for
professional leave, and the length of absence for such a leave, is vested in
the unilateral discretion of the Superintendent. Teachers on approved professional leave shall
be reimbursed for the reasonable expenses of registration fees, meals, lodging
and travel.
A. The Association shall be limited to a
maximum of two (2) days per school year without loss of pay. The teacher's salary and the expense of the
substitute teacher will be paid by the Board.
B. In the event that more than 2 days are
required for Association business, the following conditions will apply:
(1) Up to two additional days may be
requested for Association leave. The
teacher's salary for those days will be reimbursed by the Association. The substitute salary will be paid by the
Board.
(2) Request for day(s) in excess of the four
days for Association Leave stated above must have approval of the Board of
Education. All expenses will be assumed
by the Association or the individual teacher.
C. Notification of such leave shall be
submitted in writing to the Superintendent at least three (3) school days in
advance of the days requested for Associational leave.
D. The additional leave day(s) requested
will be granted pending the availability of substitute teachers.
This agreement does not prohibit
the individual from using business leave days to attend Association workshops,
seminars, convention or similar events.
7.6 Business
Leave
Upon application to the
Superintendent, teachers will be allowed two (2) business days under the
following conditions:
A. Both days will be granted without
submission or approval of the reason(s) for the leave.
B. Either
day's leave will require Superintendent approval for the
following:
1. Less than three (3) days notice.
2. The day immediately proceeding or
following a holiday or vacation.
3. The first five days or the last five
days of the school calendar year.
4. More
than two (2) teachers on the same day.
C. Special consideration will be given by
the Superintendent for special events (weddings, graduation, college
registration, etc.) with supportive evidence.
D. Days
must be taken in increments of at least ½ days.
E. Unused leave days will be added to accumulated sick leave on or before June 30 of each year.
A third (3rd) business
day may be taken from the teachers accumulated sick leave each year.
7.7 Family
Medical Leave
Up to twelve (12) workweeks of
unpaid leave will be granted upon a request approved by the Board in accordance
with the Family and Medical Leave Act for the following reasons:
Eligible employees may use unpaid
family and medical leave, guaranteed by the federal Family and Medical Leave
Act, for up to a combined total of 12 weeks based on a "rolling"
12-month period. (Each time an employee takes FMLA leave, the remaining leave
entitlement would be any balance of the 12 weeks, which has not been used
during the preceding 12 months).
1. Birth of a child.
2. The placement of a child with the
employee for adoption.
3. The care of a spouse, child or parent
with a serious health condition, or
4. A serious health condition of the employee which makes the employee unable to perform the functions of the position.
ARTICLE VIII
Working Conditions
8.1 School
Calendar
The Board shall establish a school
calendar which meets the requirements of the State of
8.2 Assignments
Teachers shall be notified of their
tentative teaching assignments on or before August 1 of the forthcoming school
year. Should the Board and/or
administration change any such assignment, the teacher(s) involved shall be
notified as soon as possible.
8.3 Sick Leave
Credit
The administration shall furnish
each teacher with a written statement of total sick leave credit within thirty
(30) days after the start of each school year within the term of this
agreement.
8.4 Policy Manual
The Board of Education shall make available one (1) copy of the Board Policy Manual of Brownstown Community Unit District No. 201 to the President of the Teachers Association. Whenever a new policy is adopted and/or a policy is revised, the president of the association shall receive a copy to be placed in the policy manual.
8.5 Paychecks
All teachers shall receive their
paychecks on the 20th of each month.
If the 20th falls on a Saturday, Sunday, or legal holiday,
teachers shall receive their paychecks on the preceding work day. If the holiday begins more than three days
prior to the twentieth, checks will be mailed to the employee no later than the
17th of the month. Paychecks
will be mailed to the teachers during the summer months when school is not in
session.
8.6 Duty-Free
Lunch
All teachers shall receive a
duty-free lunch period as required in Section 24-9 of the School Code.
8.7 Internal
Substitution
Teachers may be assigned by the
Administration to substitute in a classroom during their preparation period or
during assigned time for other than classroom duties (Example - Athletic
Director).
Teachers will be compensated at the
following rates:
A. Less
than one-half period (23 minutes) $ 5.00
B. More
than one-half period (24 minutes) $10.00
Teachers will be assigned on a
rotating basis when more than one teacher is available at the specified time.
If the request to serve as an
internal substitute will cause a serious impairment in preparing for class(es)
or assigned responsibility later in the day, the teacher should make that fact
known to the administrator. The right to
assign such duty in an emergency situation if no other alternative exists rests
with the administrator.
Payment is based on separate
periods of internal substitution and shall not be accumulated.
Teachers shall receive payment for
said services within two months.
8.8 Within thirty (30) days after this
agreement is signed, the Board shall have sufficient copies of the Agreement prepared
and delivered to the Association for distribution to each employee.
8.9 The Board shall reimburse the cost of
tuition for any teacher contacted concerning shortage of hours in their
assigned teaching area(s) as indicated in any Illinois State Board of Education
Visitation Report. The teacher shall
receive credit on the salary schedule for additional hours completed to meet
the stated requirements.
8.10 Teacher Evaluation Plan
Development of revisions of the
teacher evaluation plan for certified school district employees in contractual
continued service shall be made in cooperation with the Association.
8.11 Work Day
All teachers shall be required to
work from
8.12 Sharing Classes
The Board will inform the
Association prior to a decision being made on sharing teachers, students or
classes with other districts.
8.13 Vacancies
When a vacancy arises due to a
resignation, death, voluntary or involuntary transfer, or the Board's decision
to increase the number of teaching positions or extra duty assignments, the
Superintendent will post a vacancy notice in each building administrative
office fourteen (14) days prior to filling the position. If the vacancy occurs during the months of
July or August, the 14 day requirement will be waived to fill the vacancy. The 14 day requirement will also be waived
during the school year for any extra duty assignment which becomes open. All vacancies will be posted and a copy sent
to the BEA president or designated person.
Current employees, if qualified, to
fill the position(s) will be granted an interview.
If the vacancy occurs during the
summer months when school is not in session, a copy of the vacancy notice shall
be mailed to the address of the Association President.
The term "vacancy" shall
not apply to any position from which an employee is absent due to leave.
8.14 Graduate Credit
The Board agrees to reimburse
teachers $55.00 per semester hour toward expenses incurred while completing
additional coursework. Coursework part of an approved Masters degree program
for the University will be reimbursed fully at the $55.00 per semester hour.
Coursework not part of an approved Masters degree program reimbursement shall
not exceed 6 semester hours per employee per year. Coursework taken must be at
the graduate level from a North Central accredited University.
The teacher must gain prior
approval from the district superintendent for the course(s) taken and the
course(s) must pertain to the teachers area of certification. The stipend will
be paid within 60 days of the Unit Offices receipt of an official transcript
following course completion.
Coursework taken prior to
completion of a Masters degree will not count as credit beyond the Masters
level.
8.15 Board Requested Overtime
The hourly rate for the Board requested teaching related overtime shall be calculated according to the base pay (Step 1) / number of school days (180) / hourly per day (7.5). Examples include tutoring, homebound instruction, IEP alternative instruction, etc.
8.16 Class Size
Within the reality of physical, fiscal and staffing constraints, efforts will be made to establish class sizes which will provide quality educational opportunities for children. Association members concerned with excessive class sizes will be allowed, after reasonable notice, to meet with the Superintendent. If consensus cannot be reached, reasons for not reducing class sizes will be presented to the Association.
8.17 Working Conditions
Teachers shall not have the option
to decline going on a class trip unless approval is made by the board for
extenuating circumstances. If the board approves the teachers request not to
go on the class trip, said teacher is responsible for providing a suitable replacement
who is currently employed by the District. The teacher is also responsible to
continue any fundraising and scheduling that the class trip entails.
8.18 Teacher Expectations
Teachers are expected to follow the expectations as described in the Faculty Handbook of each building. Failure to do so will result in a written warning from the administrator of the building. If the teacher still does not follow the handbook, disciplinary action will be taken up by the board.
ARTICLE IX
Salary and Fringe Benefits
9.1 Insurance
The District will contribute up to $175
per month but no more than 100% toward the insurance premium for twelve month
coverage toward a Board approved insurance plan. (maximum $2,100 per employee for the year).
If the insurance increases over 5% for the 2011-2012 school year, the Board
will increase the insurance payment to $225 per month. (maximum $2,700 per
employee per year)
The increase in the Board
contribution will become effective with the September paycheck in each of the contract
years.
The adjustment in the cost of the
insurance will become effective at the beginning of the contract year with the
insurance carrier. The change in the
amount of the deduction to the employee will be made in June to be effective
for the August coverage.
9.2 The Board agrees to pay, from the
established Salary Schedule the 9% teacher contribution to the Teacher
Retirement System as shown in the following example:
Base Salary (Amount teachers will
pay taxes on) $21,561.65
Board paid contribution to TRS
(.098901 which $ 2,132.47
includes a factor for the increased
income.)
Gross Salary $23,694.12
The Board agrees to pay the .84 of
1% of the teacher's salary to the Teacher Health Insurance Security Fund.
9.3 2009-2012 Salary Schedule - Appendix A
9.4 2009-2012 Extra Curricular Duty Schedule
- Appendix B
9.5 Extra-Duty Longevity Bonus
After three (3) consecutive years of
service in a listed Extra Duty assignment, the stipend will be increased by 6% as a longevity bonus. This bonus will be only if the service is in
the same activity (Ex. Boy's Basketball) but would permit movement from
Assistant Coach to Head Coach or vice versa.
The individual will be eligible for
the longevity bonus, after completion of every year of service in the same
assignment, divisible by three,
For purposes of establishing this
bonus, the 2004-2005 school year will be considered the base year for the 6%
longevity bonus. Individuals in
continuous service in the same activity beginning with that year will be
eligible for the bonus effective with the 2009-2010 school year.
9.6 Extra-Curricular Duty
A. Any Extra Curricular Duty
not included on the schedule may be added at the discretion of the Board of
Education if it is determined there is a need for such a position.
The salary for this
position will be established in consultation with the Association upon
establishment of the position and will be negotiated between the Board and the
Association upon renewal of this contract.
B. An employee may resign
from an extra duty coaching assignment effective at the end of any school
year. If a suitable replacement cannot
be found the resigning person will be required to fulfill the same role for one
(1) more year. After that year has
elapsed, and a suitable replacement cannot be found, the resigning person will
be asked, but not forced, to fulfill that role.
9.7 Individuals who take a leave of absence from position of regular teaching service and which necessitate a leave from extra duty assignments, shall continue eligibility for the longevity bonus when returning to the same activity. Years of service for longevity shall be based on actual years served within the same activity.
9.8 Extended Contract
A. The Jr-Sr High Guidance
Counselor shall have an extended contract of no more than ten (10) days. The days scheduled shall be determined by the
principal and superintendent in consultation with the counselor.
Pay for the Counselor's
extended contract shall be hourly and based upon his/her current salary divided
by 180 days divided by 7.25 hours to establish an hourly rate.
B. When it is necessary to provide driving time beyond the regular school day, upon approval of the superintendent, the Driver Education teacher shall be paid for additional time based upon the current salary divided by 180 days divided by 7.25 hours to establish an hourly rate.
9.9 Retirement Bonus
A teacher in good standing, who has
been employed by the Brownstown CUSD #201 for fifteen (15) or more years, who
has given the District an irrevocable letter of retirement by September 1, 2009
or January 1st each year thereafter, the teacher will receive a 6%
increase in TRS creditable earnings for their final two years prior to the
retirement.
Teachers who provide the district
with a letter of resignation or retirement effective in Two (2) years shall go
off the salary schedule and shall receive a 6% salary increase over the
previous years credible earnings for each of the final Two years of
employment.
Teachers who provide the district
with a letter of resignation or retirement effective in one year shall go off
the salary schedule and shall receive a 6% salary increase over the previous
years credible earnings.
If a teacher
utilizes the Early Retirement Option, the Retirement Bonus will not be in
effect.
9.10 Master Level Longevity Bonus
A teacher with twenty (20) or more years experience and is at the Masters or Masters Plus level shall receive a 2% bonus above the salary schedule step 19. Example: A teacher with 22 years experience and a Masters Degree will receive -
Masters Degree Step 19 $42,524
2% bonus $851
Salary $43,375
ARTICLE X
Effect of Agreement
10.1 Complete Understanding
The terms and conditions set forth
in this Agreement represent the full and complete understanding between the
parties. The terms and conditions may be
modified only through the written mutual consent of the parties.
10.2 Savings Clause
Should any article, section, or
clause of this Agreement be declared illegal by a court of competent
jurisdiction, then that article, section, or clause shall be deleted from this
Agreement to the extent that it violates the law. The remaining articles, sections, and clauses
shall remain in full force and effect.
10.3 No Strike
The Association and bargaining unit
members agree not to engage in or assist in a strike, directly or indirectly,
for the term of this Agreement.
10.4 This Agreement shall become effective
This agreement
is signed this 19th of August, 2009, by the Board and the
Association.
In witness
thereof:
For the
Brownstown Education Association-IEA-NEA
______________________________________________________
President
______________________________________________________
Secretary
For the Board of
______________________________________________________
President
______________________________________________________
Secretary