SCASD Contract - 2006-11 (Complete) -- State College, PA

CONTRACT

BETWEEN

THE STATE COLLEGE AREA EDUCATION ASSOCIATION

February 2006

AND

THE STATE COLLEGE AREA SCHOOL DISTRICT

FOR

2006-07 2007-08 2008-09 2009-10 2010-11

ARTICLE I

ARTICLE II

ARTICLE III

ARTICLE IV

ARTICLE V

ARTICLE VI

ARTICLE VII

ARTICLE VIII

ARTICLE IX

ARTICLE X

ARTICLE XI

ARTICLE XII

ARTICLE XIII

ARTICLE XIV

ARTICLE XV

ARTICLE XVI

ARTICLE XVII

ARTICLE XVIII

ARTICLE XIX

ARTICLE XX

PREAMBLE

AGREEMENT

CONTENTS

RECOGNITION ................................................ .................................................................. I

TERM OF AGREEMENT ............................. .. ........................ ........................................... 2

NO LOCK-OUT, NO STRIKE PROVISION .................................................................. 2

DUES DEDUCTIONIF AIR SHARE ................................................................................ )

SUBSTITUTES ...................................................... .............................. . ................... 5

PART-TIME CONDITIONS .................................. ............................ .. ......................... 5

AMENDMENT OF CONTRACT ...................................................................................... 6

SEVERABILITY CLAUSE .............................................................................................. 6

RATIFiCATION ................................................................................................................. 6

GRIEVANCE PROCEDURE ............................................................................................ 6

GRIEVANCE PROCESSING ............................... .. . ...................................... 9

JOB SECURITY AND JOB PROGRESSiON ........ .. .......................................... 9

LENGTH OF CONTRACT.. .................................... . ........ ..................................... 10

TEACHER'S DAy ......................................................................................................... 10

RELEASED TIME ....................................................................................................... 11

SHORT-TERM PERSONAL LEAVE POLiCy ............................................................. 12

LEAVE FOR MEMBERS INDUCTED INTO THE ARMED FORCES ....................... I 6

EXTENDED LEAVE OF ABSENCE WITHOUT PA Y ..................... ..

MATERNITY LEA VE.. .......................................................... ..

SABBATICAL LEA VE .............................................................. ..

.. 16

...................... 16

...................... 18

CONTENTS PAGE

ARTICLE XXI SENIORITY ................................................................................................................ 19

ARTICLE XXII CREDIT FOR PREVIOUS PROFESSIONAL SERVICE ........................................... 20

ARTICLE XXIII CREDIT FOR PROFESSIONAL SERVICE WITHIN DISTRICT.. .......................... 21

ARTICLE XXIV SALARY ADJUSTMENTS UPON OBTAINING ADDITIONAL CREDITS .................................................................................................................... 21

ARTICLE XXV REIMBURSEMENT FOR TUITION ......................................................................... 22

ARTICLE XXVI PAYMENTS TO EMPLOYEES FOR EXTENDED CONTRACTS AND EXTRA INSERVICE ........................................................................................ 24

ARTICLE XXVII HOMEBOUND INSTRUCTION ................................................................................ 25

ARTICLE XXVIII WAGE AND SALARY PROVISION ........................................................................ 25

ARTICLE XXIX PAY PERIODS ............................................................................................................ 26

ARTICLE XXX EXTRA PA Y FOR EXTRA DUTY SCALE.. ............................................................ 27

ARTICLE XXXI INTRAMURAL SUPERVISION ............................................................................... 27

ARTICLE XXXII TRAVEL REIMBURSEMENT ................................................................................. 28

ARTICLE XXXIII TAX SHELTERED ANNUITY ................................................................................... 28

ARTICLE XXXIV RETIREMENT BENEFIT PAy .................................................................................. 29

ARTICLE XXXV INCOME PROTECTION PLAN ................................................................................ 30

ARTICLE XXXVI GROUP TERM LIFE INSURANCE .......................................................................... 31

ARTICLE XXXVII HEALTH INSURANCE .............................................................................................. 32

ARTICLE XXXVIII DENTAL INSURANCE ............................................................................................. 33

ARTICLE XXXIX WHOLE LIFE INSURANCE ......................................... . . .............................. 33

ARTICLE XL SPACE FOR SCAEA OFFICE .................................................... . .................. 34

ARTICLE XLI PROCEDURE FOR DISCIPLINING EMPLOYEES ................................................ 34

CONTENTS

ARTICLE XUI SALAR Y ADJUSTMENTS FOR RETIREES ....................... .... ...................... ..... .. ... 36

APPENDIX A PAYROLL DEDUCTION AUTHORIZATION FOR PROFESSIONAL DUES ............................................................................................ 38

APPENDIX B EXTRA PA Y FOR EXTRA DUTY • SCHEDULE .................................................... 39

APPENDIX C TEAM LEADERS AND DIVISION CHAIRPERSONS ................................. 43

APPENDIX D INSTRUCTIONAL COORDINATORS' PAy ......................................................... .46

APPENDIX E DENTAL INSURANCE. ..................... . .............................................. 47

APPENDIX F SALARY SCHEDULES ............................................................... 49

APPENDIXG MEMORANDUM OF AGREEMENT ...................................................................... 54

PREAMBLE'

The Assoc iation and the Board firmly believe that our educational system is

dedicated to youth .- to their academic, personal, and social growth. The primary

function of the professional staff and the Board is to assure each student attending

the State College Area School District the highest level of educational

opportunities available. The Board recognizes teaching as a profession and

believes with the Association that the objectives of an educational program can be

realized when mutual understanding and cooperation exist between the Board and

its professional staff .

• This section is not an integral part of the Contract and therefore the Grievance Procedure does not apply.

AGREEMENT

THIS AGREEMENT is made and entered into on February 3, 2006 by the STATE

COLLEGE AREA SCHOOL DISTRICT, party of the first part, hereinafter called the "BOARD,"

or "EMPLOYER," and the STATE COLLEGE AREA EDUCATION ASSOCIATION, party of

the second part, hereinafter called the "ASSOCIATION."

As consideration for the promises herein contained, it is mutually agreed as follows:

ARTICLE I

RECOGNITION

The Board recognizes the Association as the exclusive bargaining agent for the

employees in the bargaining unit of the Association as certified by the Pennsylvania Labor

Relations Board under the terms and conditions of Act 195 as amended by Act 88 of 1992,

known as "public Employee Relations Act," hereinafter referred to as "Act," which Act provides

for collective bargaining for public employees.

Both parties hereto aver that this Agreement sets forth the terms and conditions to which

each party agrees to be bound and that such Agreement has been reached voluntarily, without

undue or unlawful coercion or force by either party.

Employees in this contract shall be defined as in the Pennsylvania Labor Relations Board

Certification: teachers, coordinators, librarians. guidance counselors, home-school visitor,

nurses, dental hygienist, and therapists.

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ARTICLE II

TERM OF AG REEMENT

The term of this Agreement shall begin July 1,2006 and shall continue in full force and

effect until June 30, 2011 , or unti l such later date as the parties may hereinafter agree is to be the

extended ending date. Any such extended date shall be evidenced by an amendment to this

Agreement, to which amendment both parties shall signify their approval by affixing their

signatures hereto.

ARTICLE III

NO LOCK OUT, NO STRIKE PROVISION

Both parties agree to faithfully abide by the provisions of Pennsylvania public Employee

Bargaining Law, Act 195 as amended by Act 88 of 1992. As a condition of the various

provisions of this Agreement, to which the parties have agreed, the bargaining agent pledges that

members of the Association will not engage in a strike (as the tenn is defined in Act 195 as

amended by Act 88), sanction or slowdown during the term of this Agreement, and the Employer

pledges that it will not conduct, or cause to be conducted, a lockout during the term of this

Agreement.

The Employer agrees that the Association shall not be held responsible for so-called

"wildcat" or unauthorized strikes. slow downs. stoppages, boycotts or secondary boycotts,

provided:

I. within 24 hours after receiving written notification from the Employer that a st rike, slowdown, boycott or secondary boycott is in progress, the Association shall state to the Employer in writing it has not sanctioned

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such action; and

2. the Association shall promptly order its members to return to work, notwithstanding the existence of any wildcat picket line.

The Association's prompt written disavowal for responsibility shall relieve the

Association of legal responsibility to the employer therefor. The employer agrees that in

consideration of the perfonnance by the Association of the undertakings herein assumed, there

shall be no liability by suit for damages or otherwise on the part of the Association, its officers,

agents or members for breach of contract of any kind or character whatsoever.

ARTICLE IV

DUES DEDUCTION AND FAIR SHARE

(A) The Board agrees to deduct from the salaries of professional employees membership

dues in professional organizations at the written request of any member of the bargaining unit, and to

transmit the monies monthly so deducted by one (I) check promptly to the Association.

(B) The Association will certify to the Business Office in writing, by October 15 of each

year, the current rate of dues and a membership list of any professional organization for the

applicable school year. The Association will provide a signed authorization statement from each

individual employee in the bargaining unit who desires to have dues deducted. An ongoing

statement from year to year will be acceptable. The authorization card shall include a stipulation

entitling the Employer to withhold any dues remaining if an employee leaves the employment of the

school district prior to the completion of the school year.

(C) The Association may amend the membership list not more than twice each year by

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October 15 and February 15.

(D) Deductions referred to in paragraph (A) above will be made in as nearly equal monthly

installments as is practicable during the school year.

(E) Form to be used: see APPENDIX A.

(F) Fair Share:

1. Each non-member in the bargaining unit represented by the Association

shall be required to pay a fair share fee as provided for by Act 84 of 1988.

2. The Board and the Association agree to comply with all provisions of said

law.

3. The Association agrees to extend to all non-members the opportunity to

join the Association.

4. If any legal action is brought against the Board as a result of any act ions it

is requested to perfonn by the Association pursuant to this Article, the

Association agrees to provide for the defense of the Board at the

Association's expense and through counsel selected by the Association.

The Board agrees to give the Association immediate notice of any such

legal action brought against it, and agrees to cooperate fully with the

Association in the defense of the case. If the Board does not cooperate

fully with the Association, any obligation of the Association to provide a

defense under this Article shall cease.

5. The Association agrees in any action so defended, to indemnify and hold

the Board harmless for any monetary damages the Board might be liable

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for as a consequence of its compliance with this Article; except that it is

expressly understood that this save harmless provision will not apply to

any legal action which may arise as a result of any willful misconduct by

the Board or as a result of the Board's failure to properly perform its

obligations under this Article.

ARTICLE V

SUBSTITUTES

A substitute teacher will be considered and accorded all insurance benefits and short-term

leave benefits of a regular professional employee if they are full-time substitutes and have substituted

100 or more consecutive schools days during a school term.

ARTICLE VI

PART-TIME CONDITIONS

The part-time employees will receive all the contracted benefits provided for the full-time

employees. A part-time employee is defined as any member of the bargaining unit whose salary is at

least 50 percent of that which helshe would receive ifhe/she were a full-time employee.

An employee who is demoted below 50 percent shall continue receiving full-time benefits.

Employees demoted to part-time status will be given first opportunity to fill vacancies for which they

are properly certified, when they occur, after furloughed teachers are first called back.

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ARTICLE VII

AMENDMENT OF CONTRACT

This Agreement may be amended by mutual written consent.

ARTICLE VIII

SEVERABILITY CLAUSE

In the event any provision, section, sentence, clause or part of this Agreement shall be held to

be invalid, such invalidity shall not affect or impair any remaining provision, section, sentence,

clause or part of this Agreement, it being the intent of the parties that the remainder shall be and shall

remain in full force and effect.

ARTICLE IX

RA TIFICA TION

The terms of th is contract sha ll be ratified by the appropriate procedures of both the Board

and of the Association before the contract can be considered final.

(A) Definitions:

ARTICLE X

G RIEVANCE PROCEDURE

I. A "grievance" shall mean a complaint by a member of the bargaining unit

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or a group of the same, that there has been a violation, misinterpretation or misapplication of a term or terms of this Agreement.

2. An "aggrieved party" is the person or persons making the complaint.

3. A "party in interest" is the person or persons making the complaint and any person who might be required to take action or

against whom action might be taken in order to resolve the complaint.

4. The term "days" when used shall mean working school days.

(B) Purpose: The purpose of this procedure is to secure, at the lowest possible

administrative level, equitable solutions to grievances. Grievance procedures will be kept as

infonnal and confidential as may be appropriate at any level of the procedure.

(C) General Procedures:

1. Since it is important that the grievance be processed as rapidly as possible, the number of days indicated at each level should be considered a maximum, and every effort should be made to expedite the process.

2. Nothing herein contained will be construed as limiting the right of any employee having a grievance to discuss the matter infonnally with appropriate members of the administration, and having the grievance adjusted without the intervention of any employee organization, provided the adjustment is not inconsistent with the terms of this Agreement.

3. At levels beyond Level One of a grievance after it has been formally presented, a member of the Professional Rights and Responsibilities Committee of the Association may attend any meetings, hearings, appeals or other proceedings required to process the grievance.

4. The time limits provided herein may be extended by written agreement of the parties.

(D) Initiation and Processing:

1. Level One

a. A grievance to be considered under this procedure must be initiated, at Level One, in writing within twenty (20) days from the time the grievant knew of its occurrence. An employee with a grievance shall

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first notify his immediate administrative officer of the situation. The matter will then be discussed between the two parties either directly or through a member ofthe Professional Rights and Responsibilities Committee of the Association. The objective of the first discussion will be the informal resolution of the matter and it shall be held within seven (7) days after written notification of the grievance, at a time mutually convenient to the parties concerned.

2. Level Two

a. In the event that the employee is not satisfied with the disposition of his grievance at Level One, and ifhe desires further action, he shall, within seven (7) days, file the grievance in writing with the chairman of the Professional Rights and Responsibilities Committee. The Professional Rights and Responsibilities Committee within seven (7) days shall make a judgement on the merits of the request. If the Professional Rights and Responsibilities Committee decides either that the request lacks merit or accepts the decision at Level One, it shall so notify the employees. If the Professional Rights and Responsibilities Committee decides that the request has merit, or the employee is dissatisfied with the Professional Rights and Responsibilities Committee's decision, either party may refer such request in writing to the office of the superintendent of schools. Such requests must be made to the Superintendent within seven (7) days after the decision is rendered by the Professional Rights and Responsibilities Committee.

b. The superintendent of schools shall designate himself and/or one other person or two other persons to represent the administration. Within seven (7) days after receipt of the written request by the superintendent of schools, he and/or his representatives shall meet with the aggrieved party and his representative to consider and resolve the grievance.

3. Level Three

a. If the aggrieved employee desires to carry the grievance to this level he shall file such grievance seven (7) days after receipt of the denial at Level Two. If the superintendent or his representatives and the aggrieved party or his representative cannot resolve the matter to the satisfaction of the party involved within seven (7) days of the meeting as provided in subparagraph (D)2.b. of this ARTICLE X, it shall be referred for consideration to the Board of School Directors. After

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such referral, the aggrieved party or his representative and the Board shall for with ten (10) days for the purpose of considering and resolving the grievance in a mutually satisfactory manner.

4. Level Four

a. If the aggrieved employee desires to carry the grievance to this level he shall file such grievance seven (7) days after receipt of the denial at Level Three. If the action in Level Three above fails to resolve the grievance to the satisfaction of the aggrieved party, the grievance shall be referred to binding arbitration as provided in Section 903 of Act. 195.

ARTICLE XI

GRIEVANCE PROCESSING

The Board agrees that records of grievances shall not be forwarded to any prospective

employer.

ARTICLE XII

JOB SECURITV AND JOB PROGRESSION

(A) The Pennsylvania Public School Code includes certain job security provisions,

certification and other regulatory provisions associated with the various classes of employees. The

parties hereby aver that such provisions of the School Code represent their complete agreement and

that such provisions shall govern the manner in which the job security,job progression and reduction

in force practices shall be effected with respect to members of the bargaining unit.

(B) POSTING: When a vacancy or temporary vacancy arises or is anticipated

within the bargaining unit, prior to the initiation of the interview process, it shall be posted for

bid via district em ails.

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Content: All postings shall contain the minimum certification requirements, location, closing

date and job descriptions, where available.

(C) A WARDING POSITIONS:

1. All qualified internal candidates within the bargaining unit providing a letter

of application will be offered an interview.

2. All internal bargaining unit candidates shall receive written notification of

the outcome of their application within fifteen (15) workdays of the Board of

School Directors approval of the hire of the successful candidate.

ARTICLE XIII

LENGTH OF CONTRACT

The basic teachi ng contract fo r members of the bargaining unit wilt be for 190 days.

including the equivalent of two (2) in -service days for developing and maintaining educational

records.

ARTICLE XIV

TEACHER'S DA Y

As professional people, all employees are expected to spend the time required to do an

effective job in their respective areas of endeavor.

The Board agrees to compensate teachers at the hourly rates indicated below, when

bargai ning unit members provide additional time, at the request of the principal or his designee, to

chaperone student activities not directly related to classroom activities, to sell tickets. collecltickels

or to user student activities (a person serving in an extra pay/extra duty position will not receive extra

compensation under this section of the contract if they are taking tickets. chaperoning, or ushering an

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activity related to that extra duty position). This section shall not apply to field trips.

2006-07 2007-08 2008-09 2009-10 2010-11

$9.54 S9.78 S10.02 S10.27 S10.s3

ARTICLE XV

RELEASED TIME

(A) Members of the bargaining unit involved in grievances will be given released time,

with pay, to attend hearings necessary to resolve grievances at Level Four, provided that adequate

coverage is provided by the Association: adequate coverage to be determined by the appropriate

building principal.

(B) The president of the Association will be released with pay for up to ten days each year

to attend hearings or proceedings involving the Association provided that adequate coverage is

provided by the Association: adequate coverage to be determined by the appropriate building

principal. The Association president will submit requests for released time as far in advance as is

feasible, listing the number of days requested and specifying the meetings to be attended. The same

provision shall pertain to all other members requesting absence under this section.

(C) The president of the Association will be provided released time for work of the

Association subject to the following conditions:

I. That no more than 50% of the person's time be released for this purpose.

2. That the person's schedule for the year be approved in advance by the appropriate building principal before the year's work begins.

3. That there will be no cost to the district for this purpose. Costs will be assumed by the Association either by direct payment or by providing

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coverage: adequate coverage to be determined by the appropriate building principal.

4. Reimbursement for the salary of an elementary teacher shall be at the rate of up to 50% of the salary of the president with the actual salary determined by an individual review by the administration and the officers of the union each time an elementary teacher serves.

5. Reimbursement for a president who is a secondary teacher shall be based on the number of periods the president is released.

6. The district will be reimbursed an amount to include the actual cost for retirement, social security and workers' compensation. There will be no cost to the district for this released time.

(D) The Board shall provide up to a total of twenty (20) days released time with pay for

the Association representatives to attend state meetings providing the Association pays for the

substitute. Additional days needed for an association member to serve on state or national

committees may be granted by the Superintendent of Schools upon written request of the

Association.

ARTICLE XVI

SHORT-TERM PERSONAL LEAVE POLICY

The Board agrees that members of the bargaining unit will be entitled to short-tenn leaves for

personal reasons as hereinafter set forth, and payments during such leaves will be governed in

accordance with the following policy:

(A) Full pay for absence in the following situations:

1. For Personal Illness - in any school year each active employee is entitled to ten (10) days sick leave. Any such unused leave shall be cumulative from year to year in the school district of current employment. All or any part of such accumulated unused leave may

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be taken with full pay in anyone or more school years.

Further, an additional day of sick leave will be granted for each month (20 days) or major fractions thereof(11 or more days) of the contract. This would apply to the following personnel:

a. Those persons on extended contracts.

b. Summer school personnel.

Where there is a planned absence on account of illness or disability of more than 11 days, the employee will write to the director of personnel informing him of the approximate length of absence. Examples of planned illness or disability would include operations, maternity and medical testing.

2. For Death in the Immediate Family - five (5) days each occurrence. Immediate family shall be defined as wife, husband, parents (including step or foster parents), sister, brother, daughter, son, parent-in-law, grandparent, grandparent-in-Iaw, grandchild, son-in-law, daughter-in-law, brother-in-law, sister-in-law, or other members of the same household. Two (2) days for each occurrence for aunt, uncle, niece or nephew.

3. Death of a Close Friend or Relative - one (1) day each occurrence.

4. For Illness in the Immediate Family - not to exceed six (6) days per year. Immediate family shall be defined as wife, husband, parents (including step or foster parents), sister, brother, daughter, son, parent-in-law, grandparent, grandparent-in-law, grandchild, also the following who are members of the same household: son-in-law, daughter-in law, brother-in-law, sister-in-law, niece, nephew, aunt and uncle.

5. For Personal Business - not to exceed six (6) days per year in this category.

a. A limit often percent (1 0%) of the professional personnel or a minimum of two professionals assigned to the building may be granted this personal leave on anyone day. However, on the first and last day of school or the day before and the day after a holiday or school vacation period, this limit will be five percent (5%) of the professional personnel or minimum

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of one professional assigned to the building.

b. There will be no percentage limit for a religious holiday.

c. Written approval must be requested of and granted by the building principal at least one week prior to the day for which the personal leave is requested.

d. Requirements of the above restrictions (a, b, c) may be waived in the case of emergency.

e. Each employee who has completed five (5) years of satisfactory continuous service in the district will be provided with four (4) days of personal leave. All other employees will receive three (3) days of personal leave. The days may be accumulated up to six (6) days and no more than five (5) may be taken consecutively at one time.

f. If on July I of any year the accumulated unused personal days, with the new year's days added, will exceed six (6), the excess number of days will be transferred to the employee's sick leave accumulation.

6. Jurv Dutv - compensated by full sa lary minus jury compensation.

7. Coun Cases - when leave is necessary by reason of being subpoenaed as a witness at a court case or as a litigant in a civil case.

8. For Educational Purposes - the Board agrees that members of the bargaining unit may attend meetings for educational purposes and make school visitations subject to the following conditions:

a. Number Attending

The number attending the same meeting to be endorsed by the building principal or director and approved by the Assistant Superintendent.

h. Approval

Approval of the building principal or the Assistant Superintendent will be necessary. Approval must be requested in writing at least one week prior to the absence.

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c. Reimbursement

A substitute will be provided by the State College Area School District. Salaries will be paid by the State College Area School District for substitutes. Expenses will be paid by the State College Area School District to include only meals, lodging, registration fee and mileage to and from such meetings.

(B) Employees will be paid one-half salary if such absence is for educational

reasons for which a fee or stipend other than travel expense is paid.

(C) Approval for staff absences in categories 1 through 8 under (A), and under

(8) may be granted by the building principal. The director of pupil personnel services may grant

such approval for members of that department.

(D) All absences not covered above will be without pay. A request must be

submitted in writing to the superintendent at least one week in advance.

(E) All substitutes will be paid from State College Area School District funds.

(F) All Board approved leaves of absence will count as continuous service.

However, members of the bargaining unit who are granted by the Board other leaves of absence

without pay, shall, upon their return, retain salary credits for years of experience at the same level as

attained at the beginning date of such leave, but shall receive no additional credit or salary

increments during time while on leave.

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ARTICLE XVII

LEAVE FOR MEMBERS INDUCTED INTO THE ARMED FORCES

The Board agrees that the provisions of Pennsylvania Law regarding leaves and rights

retained by persons on leave for military services shall apply to all members of the bargaining unit.

Any member of the bargaining unit desiring to return to the district prior to the originally designated

approved date shall submit a request in writing at least sixty (60) days prior to the requested return

date. This request is not to be interpreted as an automatic approvaL

ARTICLE XVIII

EXTENDED LEAVE OF ABSENCE WITHOUT PAY

Members of the bargaining unit, unable to work for reason of sickness or accident, and whose

accumulated sick leave runs out, will automatically be granted a leave of absence, without

remuneration of any kind, except for the benefits provided in ARTICLE XXXV of this Agreement,

for a period of two (2) years, or recuperation, whichever comes first. Any member of the bargaining

unit desiring to return to the district prior to the originally designated approved date shall submit a

request in writing at least sixty (60) days prior to the requested return date. This request is not to be

interpreted as an automatic approval.

ARTICLE XIX

MATERNITY LEAVE

Employees shall be granted a maternity leave under the following conditions:

(A) Child-Bearing Leave:

I. A female employee may take child-bearing leave for those days that

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she is disabled. In accordance with Board policy relating to all leaves for physical or health reasons, certification by the physician of disability beyond six (6) weeks shall be provided to the Board.

2. It is expected that requests for such leave shall be given, in writing, to the Board thirty (30) days prior to the commencement ofleave, except where medical complications make it impossible to fulfill a thirty-day notice.

3. Such leave shall be without pay, unless accumulated sick leave is available for use during this period of disability.

4. The employee planning to use sick leave during the childbearing leave shall follow procedures outlined in ARTICLE XVI, Section (A) I.

(B) Child-Rearing Leave:

1. Following the period of disability resulting from the birth ofa child, an employee, who is a parent of such child, may be granted a child-rearing leave under the following conditions:

a. Request for the child-rearing leave shall be given, in writing, to the Board thirty (30) days prior to the commencement of the leave.

b. The termination date of the child-rearing leave shall in no event be longer than the next complete school year.

c. Such leave sha ll be without pay.

d. The employee may retain health, major medical and life insurance coverage by remitting monthly, the full premium of said insurance to the personnel office of the school district.

e. Upon return, a position similar to the one previously held will be made available. If a similar position no longer exists, a position for which the employee is properly certified shall be provided.

f. The provisions of this article sha ll be applicable to employees who accept a child for adoption. It is understood that the thirty-day notice provision of Section (A) may be impossible

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to fulfill under these circumstances.

g. If both parents are employees of the district, only one (1) shall be entitled to child-rearing leave.

ARTICLE XX

SABBATICAL LEAVE

It is mutually agreed that the sabbatical leave policy shall be the same as established under

Section 1166 through 1171 of the Pennsylvania School Code, as amended by Act 66. Under the

amendments of Act 66, sabbatical leaves for study and travel have been eliminated. Sabbaticals for

study have been replaced by sabbaticals for professional development. Sabbatical leaves for health

remain. All such leaves may be for one-half year, one full year or two half years. In accordance

with the provisions of Section 1166, eligibility for a sabbatical leave of absence requires at least ten

(10) years of teaching in the Commonwealth of Pennsylvania, with at least five (5) consecutive years

of such service in the State College Area School District. The Board agrees to consider individual

applications for sabbatical leave from members of the bargaining unit who have been in the school

district service less than five (5) consecutive years, provided, however; that the discretion in

granting such sabbatical leaves shall remain with the Board. The Board will consider individual

applications for sabbatical which specify the goals, planned activities and/or needs underlying the

request, and that meet the requirements of Act 66, amending § 1166.1 of the School Code: U At a

minimum for a half school year, a sabbatical leave of absence for professional development must

consist of any of the following or combination thereof: nine (9) graduate credits, twelve (12)

undergraduate credits or one hundred eighty (180) hours of professional development activities. At a

minimum for a full school year, a sabbatical leave of absence for professional development must

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consist of any of the following or combination thereof: eighteen (18) graduate credits, twentYMfour

(24) undergraduate credits or three hundred sixty (360) hours of professional development activities.

Requests for sabbatical leave must be submitted to the superintendent by April 1 of the preceding

year. Requests for sabbatical leave to begin in the second semester must be submitted to the

superintendent ninety (90) calendar days before the beginning of that semester. After the sabbatical

is completed a report must be submitted to the superintendent indicating how the teacher

accomplished the goals of the sabbatical.

ARTICLE XXI

SENIORITY

Seniority is to be used only for the purpose of furloughing employees in the State College Area

School District.

Seniority within the State College Area School District will be based on continuous service in

the district. Full-time service will be given full credit. ParHime service will be prorated.

Seniority will apply to three groups:

Group I Professional Employees

Group"

Group III

Temporary Professional Employees

Predictable Term Substitutes

Seniority within groups shall be used only in relation to furloughing procedures within the

group and shall not be used to determine who shall be advanced from one group to another. The

Board is not obligated to employ a person who has served as a predictable term substitute or as a

temporary professional employee.

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Seniority from other groups becomes cumulative at the Group I professional employee level

and the Group II temporary professional employee level.

Seniority. within the predictable tenn substitute groups and applicable only while serving as a

predictable term subst itute, shall be determined as follows:

One unit of seniority credit wi ll be given to any person who is officially designated as a predictable term substitute for any period of time during a school year.

The date of assignment during the school year shall have no effect on a person's seniority.

ARTICLE XXII

CREDIT FOR PREVIOUS PROFESSIONAL SERVICE

Each member of the bargaining unit shall be given full credit for all previous professional

service in accordance with the following rules:

(A) Service will be defined as full · time service as a K·12 teacher, college or

university teacher, school librarian, guidance counselor, school nurse, school psychologist, speech

therap ist and home and school visitor. Decisions relative to this matter will be reviewed by the

administration and may be recommended to the Board for action.

(B) Full credit will be allowed for all service.

(C) Credit for prior parHime service for a new employee will he granted on a

basis of one·halftime or full·time. One· half of a year's credit will be given for prior service up to .50

for each full school year. A full year's credit will be given for prior service for .51 or over.

(D) Credit for service other than full·time teaching will he reviewed by the

administration and recommended to the Board for approval. The Board reserves the right to allow

20

credit for years served in an appropriate position held by an individual outside of public education

such as is allowed for teachers in vocational-technical schools for related experience.

ARTICLE XXIII

CREDIT FOR PROFESSIONAL SERVICE WITHIN DISTRICT

For salary increment purposes, a full year of credit will be given for 165 days or more, except

for those members of the bargaining unit who are employed to fill a vacancy, in which case a full

year of credit will be given for 120 days or more. One-half year of credit will be given for 85-164

days, except for those who are employed to fill a vacancy, in which case one-half year of credit will

be given for 60-119 days. Vacancy, for the purposes of this article, shall mean a newly created

position or a vacancy caused by death, resignation, suspension or removal.

ARTICLE XXIV

SALARY ADJUSTMENTS UPON OBTAINING ADDITIONAL CREDITS

The Board agrees to adjust the salary of any bargaining unit member who receives additional

credits entitling the professional employee to a salary adjustment, during the months of September,

October, February and May of each contract year. A transcript or a course grade card from a

college/university or letter of satisfactory completion of an approved inservice course from the

Pennsylvania Department of Education must be submitted to the director of personnel no later than

the 15th of the month in which the adjustment is to be made (NOTE: Except during the month of

May, when submission must be to the director of personnel no later than May 31). Adjustments will

be made effective beginning in the month in which the evidence of course completion is received

21

(September, October, February, and for May, the adjustment will be made for June).

ARTICLE XXV

REIMBURSEMENT FOR TUITION

Members of the bargaining unit will be eligible for tuition reimbursement for up to

twelve (I2) credits per contract year until June 30, 2008, and nine (9) credits per contract year

thereafter. This credit limit will not apply to employees who are on an approved Sabbatical

Leave of Absence for Professional Development. Members employed as of the date of

ratification who are seeking their Level II certification will be eligible for unlimited credits

until June 30, 2009, or until Level II certification has been earned, whichever occurs first.

The district will reimburse members of the bargaining unit tuition costs not to exceed

85% of the 2006-07 Pennsylvania State University graduate credit rate. To be eligible for

reimbursement, all courses to be taken must have prior approval of the building principal or

supervisor and the Assistant Superintendent.

(A) The course to be taken is one offered by a recognized institution of higher learning

and is approved by both the building principal or supen'isor and the Assistant Superintendent

prior to the start of the course.

(B) The course is a technical course or seminar which is offered outside of those usual

institutions of higher learning and has received the approval of the Assistant Superintendent. It

compliments the professional's area(s) of expertise, allowing our staff to acquire the latest

information related to technology.

(C) Tuition reimbursement will be paid for in-service courses approved by the

Pennsylvania Department of Education at the rate not to exceed 85 percent of the 2006-07

22

Pennsylvania State University graduate credit rate. To be eligible for reimbursement, all

courses to be taken must be approved by both the building principal or supervisor and the

Assistant Superintendent prior to the start of the course.

CD) The course shall be satisfactorily completed.

(E) An employee receiving benefits under this provision shall remain with the school

district at least six months after the completion of the course; otherwise, the reimbursement will be

forfeited to the school district.

(F) The employee will observe the reasonable rules and regulations of the Employer in

processing the application for approval and for the reimbursement of tuition.

Reimbursement shall be made within 15 working days of the employee's written evidence of

course registration. Such evidence shall be the course registration form of the college/university or

other official document of the college/university attesting to the employee's registration. At the time

reimbursement is requested, the employee will sign a contract, prepared by the district,

acknowledging that the district may withhold the outstanding balance due from the employee's final

paycheck of the year, if proof of satisfactory course completion is not provided or the employee

becomes ineligible for some other reason.

For those employees registering at the Pennsylvania State University, the district will accept

direct billing from the university.

23

ARTICLE XXVI

PAYMENTS TO EMPLOYEES FOR EXTENDED CONTRACTS

AND EXTRA INSERVICE

(A) Extended Contracts

1. Extended contracts shall cover work, on a school related project, which has been requested by the school district.

2. Extended contracts shall be awarded at the hourly rates indicated below:

2006-07 2007-08 2008-09 2009-10 2010-11

$27_93 $28_63 $29_35 $30_08 $30_84

3. The Board agrees that members of the bargaining unit who work on an extended contract may have the option of recei ving their pay in a lump sum upon the satisfactory completion of their project. Such members may also have the option of receiving their pay in two (2) equal installments. The first payment would be made in the first regular paycheck following the completion of 50 percent of the project; and the final payment upon satisfactory completion of the entire project.

(8) Extra Inservice

1. Extra in service is defined as those program development activities which provide skills, practices and knowledge necessary to implement instructional programs which have been approved by the building principal. These professional development activities do not relate to the daY-lo-day operation of the school but are clearly a part of the long range development plan for the building.

2. Members of the bargaining unit shall be paid for extra in-service activities on a flat fee basis as indicated below:

2006-07 S24.S3/hour

14

2007-08 2008-09 2009-10 2010-JI

(C) Flexible Work Year

$25.14/hour $25.77/hour $26.4I1hour $27.07/hour

When an employee is appointed by the Board of School Directors to perform the same, or substantially similar, work duties beyond the number of days defined as the basic teaching contract under Article XIII - Length of Contract, such days will be paid at the employee's per diem rate.

(D) Flexible Work Day

In certain instances, the employee and the administration may mutually agree to adjust the time of the work day.

ARTICLE XXVII

HOMEBOUND INSTRUCTION

Members of the bargaining unit shall be paid for each hour of "face to face"

homebound instruction for the homebound student at the hourly rates indicated below plus mileage

expenses.

2006-07 2007-08 2008-09 2009-10 2010-JI

ARTICLE XXVlII

$24.53 $25.14 $25.77 $26.41 $27.07

WAGE AND SALARY PROVISION

The parties agree that the salary provision of this contract shall be as follows:

(A) Salary will be based upon applicable years of service and educational

25

credits obtained after the initial baccalaureate degree has been granted from an accredited college or university.

(B) All professional bargaining unit members shall receive salaries as follows:

2006-07

2007-08

2008-09

2009-10

2010-11

Salaries will be as listed on the schedule contained in Appendix F.

Please see Appendix F for the salary schedule.




(C) Longevity Payment

The Board of School Directors agrees to provide a longevity payment to professional employees who have completed twenty-three (23) years or more of service. This bonus will consist of a lump sum payment and will be calculated by multiplying the employee's current base salary by .02. This bonus will not become a part of the base salary. The bonus payment will be provided with the first pay of the school year and will be issued as a separate check.

ARTICLE XXIX

PAY PERIODS

It is mutually understood and agreed that each employee in the bargaining unit will be

paid monthly. During this contract bargaining unit members may elect to withdraw their July and

August paychecks on July 15. Members interested in taking this option must make their request, in

writing, to the payroll department by May 15. Once this option is requested employees agree to

accept their July-August paychecks on July 15 each year thereafter. Employees must make a written

request by May 15 to the Payroll Department to discontinue this option. The Board will continue to

26

provide for payroll deductions, on a monthly basis, to the State College Postal Employees Federal

Credit Union.

ARTICLE XXX

EXTRA PAY FOR EXTRA DUTY

The Board agrees to the "Extra Pay for Extra Duty Scale" on a per point basis as

outlined in Appendix "B" as follows :

2006-07 $379.00

2007-08 S389.00

2008-09 S398.00

2009-10 5408.00

2010-11 5419.00

ARTICLE XXXI

INTRAMURAL SUPERVISION

Members ofthe bargaining unit who supervise intramural activities will be paid at the

following rates:

(A) First Year (B) Second year (C) Third year (D) Fourth year & thereafter (E) For all coordinating

activities associated with the intramural program

06-07 07-08 08-09 09-10 10-11

SI0.2910.55 10.81 11.08 11.36 S10.7811.05 11.33 11.61 11.90 SI1.2511.53 11.82 12.12 12.42 512.30 12.61 12.93 13.25 13.58

S14.32 14.68 15.05 15.43 15.81

27

ARTICLE XXXII

TRAVEL REIMBURSEMENT

The School District will reimbursement professional employees who are required in

the course of their work to drive their personal automobiles from one school building to another or

on business of the School District at the approved Internal Revenue Service rate per mile.

Reimbursement shall he subject to the completion and approval of the proper travel reimbursement

fOnTIs.

ARTICLE XXXIII

TAX SHELTERED ANNUITY

The Board agrees to continue in effect for the tenns of this Contract the availability of

its present tax sheltered annuity program for all members of the bargaining unit by means of payroll

deductions. Beginning July 1,2002 the Tax Sheltered Annuity companies that a bargaining unit

member may choose to enroll in will be limited to the nine (9) companies that have the highest

enrollment at that time. Bargaining unit members may choose to enroll in a company other than one

of the aforementioned nine (9) if at least twenty (20) employees choose to enroll with that company.

All employees who have enrolled with companies prior to July 1,2002 may continue that enrollment

and their payroll deduction programs. Payments to the program will coincide with the end of the

month pay period and the money will be withdrawn and sent to the program on payday.

In the event new federal laws are enacted, during the tenn of this contract, allowing

changes in tax sheltered annuities the Board agrees to open the Contract, for this section only, to

discuss this section.

28

ARTICLE XXXIV RETIREMENT BENEFIT PAY

Employees retiring from the State College Area School District shall receive a

retirement benefit pay as outlined below:

(A) Retirement benefit pay to be given to any professional employee retiring from

the State College Area School District who meets the following requirements:

1. Has tenninated service by meeting requirements of School Code andlor early retirement legislation as adopted by the State Legislature;

2. has permanent Pennsylvania Certification;

3. has taught a minimum of ten (10) years in the State College Area School District;

(B) and who also meets one of the following requirements:

c. Has completed 35 years or more of credited service in the Pennsylvania Public School Employes' Retirement System (PSERS), regardless of age, or

b. has completed 30 years or more of credited service in the PSERS and is at least age 60, or

c. has completed 25 years or more of credited service in the PSERS and qualified for a withdrawal (early) retirement, or

d. has completed 20 years of service in the State College Area School District and is at least age 55, or

e. if disabled after 10 years of service and qualified for disability allowance under the PSERS, or

f. Is at least 62 years of age.

Such retirement benefit pay shall be $55.00 per day for each day of employee's unused sick

29

leave days, provided the employee has accumulated a minimum of 30 days and not to exceed a

maximum of 300 days or $16,500.00 total. Upon the death of an employee, the retirement benefit

payment will be made to hislher beneficiary(ies) or estate within thirty (30) days after notification of

the estate representative.

The District shall take this money and make a non-elective employer contribution to the

employee's 403(b) program. The employee shall have no cash.

ARTICLE XXXV

INCOME PROTECTION PLAN

(A) The Board agrees to provide benefits in the amount of 60% the employee's regular

salary for a period of two (2) years, in the event of sickness, and five (5) years, in the event of

accident, beginning on the 31 st day of disability, not to exceed $3,500 maximum per month.

(B) Any benefits received under Section (A) above shall be integrated with sick leave,

worker's compensation, social security benefits and disability benefits paid from the Public School

Employes' Retirement System; which benefits shall offset the income provided under this section of

the contract. Employees shall be required to use all available sick leave before becoming eligible for

income protection benefits.

(e) The Board shall provide the necessary sick leave to cover those days wherein an

employee's sick leave has expired and the beginning date that the income protection plan would

become effective. In those situations wherein an employee becomes disabled (for a period exceeding

ten (10) consecutive working days) and does not have sufficient sick leave days accumulated to

30

cover the absence, the Board will advance sick leave days until the disabi lity income insurance

benefits become payable (maternity leave is excluded from this benefit). The advanced sick leave

days shall be paid back to the School District as the employee again earns sick leave days. If an

employee leaves the employment of the School District and has not repaid all the advanced sick

leave days then the amounts still due will be deducted from the employee's final pay.

(D) The Board agrees to continue paying for Health Insurance, as outlined in Article

XXXVII; and Dental Insurance, as outlined in Article XXXVIII herein, while an employee is

receiving benefits under the income protection plan.

(E) The district will, at various times and through various media, keep employees

informed regarding income protection coverage, procedures and issues. Information will be

conveyed during inservice day programs, articles in the NIB, meetings with faculty representatives

and information provided by the income protection insurance carrier.

ARTICLE XXXVI

GROUP TERM LIFE INSURANCE

The Board agrees to pmvide group term life insurance for each member of the

bargaining unit as listed below:

(A) For all employees an amount of$40,000

(B) Accidental Death and Dismemberment coverage is provided in addition to the

Life Insurance benefits.

(C) Each member of the bargaining unit shall have the option to purchase a like

amount, or an additional $40,000, at their expense through payroll deduction. The additional amount

purchased must equal the $40.000 provided by the board.

31

(D) All employees, with the School District through the end of the school year, and

terminating their services with the School District at the end of the respective school years, shall be

assured coverage through August 31 of that year or until comparable life insurance coverage begins

through new employment elsewhere, whichever occurs first.

ARTICLE XXXVII

HEALTH INSURANCE

The Board agrees to provide a Preferred Provider Organization (PPO) Health

Insurance Plan subject to the premium co-share of thirty-five ($35.00) dollars per month for

the first year of the Agreement, and an increase of Five ($5.00) dollars per month for each

subsequent }'ear of the Agreement, to be made by participating employees. The premium co

share then, is as follows:

2006-07

2007-08

2008-09

2009-10

2010-11

$35.00

$40.00

$45.00

$50.00

$55.00

This premium co-share will be made through monthly payroll deduction pursuant to a

Section 125 Plan with pre-tax dollars.

All employees, with the School District through the end of the school year, and terminating

their services with the School District at the end of the respective year shall be assured coverage

through August 31 of that year or until comparable health insurance benefits begin with new

32

employment elsewhere, whichever occurs first.

The Board offers, on an option basis, hospital, medical and major medical coverages to all

eligible retired employees who have retired with the following conditions and prerequisites:

(A) Benefits to continue until employee's 65th birthday.

(B) Employees retiring will pay the actual District cost plus 2%

administrative costs.

(C) Employee is retiring and receiving benefits from the Pennsylvania State

Employes' Retirement Board and meets one of the following conditions:

1. 15 years of continuous employment with the State College Area

School District

2. Superannuation (nonnal retirement)

3. 30 years of service in the PSERS

4. Disability retirement.

ARTICLE XXXVIII

DENTAL INSURANCE

The Board agrees to continue to provide Dental Insurance for full-time employees and

dependents during the term of this contract as explained in Appendix "E".

ARTICLE XXXIX

WHOLE LIFE INSURANCE

The Board agrees to make Whole Life Insurance available to bargaining unit members

33

through a payroll deduction plan. The Board merely offers this as a service, however, the full

premium is to be paid by the employee through payroll deduction. The company selected is The

Provident Mutual Insurance Company of Philadelphia. There will be no charge to the employee for

this service, however, the employees must meet the requirements of the District in enrolling in the

program.

ARTICLE XL

SPACE FOR SCAEA OFFICE

The Board agrees to continue to provide office space for the SCAEA Office. The

Association agrees to reimburse the Board for custodial and utility services in the amount of

$1,000.00 per year for office rental. The payment is to be made no later than October 31 of each

year.

ARTICLE XLI

PROCEDURE FOR DISCIPLINING EMPLOYEES

While the disciplining of employees, for cause, is part of management prerogative, the

Board recognizes that such disciplinary action must preserve the rights and due process oflaw for the

employee being disciplined. Therefore, the following procedures for disciplining employees is

agreed upon between the parties:

(A) Definitions: For the purpose of this section, the terms "Discipline" and

"Disciplinary Action" do not include the following items, all of which are regulated by the provisions

of the Public School Code:

34

I. Suspension of employees for reasons of substantial decline in enrollment, alteration of program or other reason as set forth in Section 1124 of the Public School Code:

2. dismissal ;

3. reduction in rank or compensation;

4. transfer;

5. reassignment.

This section, however, does include loss of pay during periods of temporary suspension as

hereinafter provided.

(B) The word "Suspension" does not include the suspension of employees for

reasons of substantial decline in enrollment, alteration of program or other reasons which are covered

by the provisions of Section 1124 of the Public School Code, but is intended to mean suspension

only for disciplinary reasons.

(C) Disciplinary action may include written reprimand or suspension from

employment with or without loss of pay for not more than ten (10) days.

(D) Disciplinary action may be invoked by the employee's immediate supervisor

for cause.

(£) Suspension, however, may be made only by the District Superintendent, which

may be for up to (10) days with or without loss of pay.

(F) No suspension shall become effective, without the employee's consent, until the

employee has been given a hearing before the School Board or a duly authorized committee of the

School Board, which hearing shall be held within fifteen (15) days after the receipt by the employee

35

of a written statement of the charges upon which the suspension is based from the Chief School

Administrator.

(G) Any disciplinary decision of the Board, a board designee, or agent, or the

Board Committee pursuant to this section may be appealed by the employee within fifteen (15) days

from the decision to the Secretary of Education or to an Arbitrator in accordance with the provisions

of the grievance procedure under the Collective Bargaining Agreement.

ARTICLE XLII

SALARY ADJUSTMENTS FOR RETIREES

The Board agrees to provide a separation payment to an employee who indicates in

writing no later than April I that he/she will retire effective with the end of that same school year.

This separation payment will consist of a one-time amount, and will be based on a percentage of the

salary to which the employee would have been entitled in the following school year, using the scale

listed below. This separation payment will be in effect each year of this collective bargaining

agreement.

Salary adjustment for retirees paid by years of service in the district as follows:

5 - 10 years 4.0% 11 - 15 years 5.0% 16 - 20 years 6.0% 21 - 25 years 7.0% 26 plus years 8.5%

The District shall take this money and make a non-elective employer contribution to the employee's 403(b) program. The employee shall have no cash.

36

ATTEST:

STATE COLLEGE AREA SCHOOL DISTRICT

STATE COLLEGE AREA EDVCA TION ASSOClA TION

LJ(~O s.b h6 arum President, State College Area Education Association

ByJ1QQ· ~ W'o.rvr\QrJ

37

Chainnan of the Association's Bargaining Committee

APPENDIX "A"

PAYROLL DEDUCTION AUTHORIZATION FOR PROFESSIONAL DUES

I hereby authorize the State College Area Education Association to enter into an agreement as

defined by the existing contract with the State College Area School District to have my professional

dues deducted from my salary in eight (8) equal installments. These dues will be those established

by the local , state and National Education Associations, and each year shall be increased or

decreased in an amount necessary to meet such increase or decrease as established by said

associations. It is to he understood that this authorization for deduction of professional dues is to

continue yearly until such time that I elect to cancel it by written request to the State College Area

Education Association by October I of the dues year, or until I terminate my employment with the

State College Area School District. Should I resign prior to the end of the school year, I authorize

the balance of dues owed to the State College Area Education Association to be deducted from my

final check.

Date: ___________ _

Signed: __________ _

Building: _________ _

Address: _________ _

Date of Birth: _______ _ Social Security #: ______ _

38

APPENDIX "B"

EXTRA PAY FOR EXTRA DUTY

The Board agrees to the Extra Pay for Extra Duty schedule as attached hereto and

made a part of this Agreement.

(A) Points for each Extra Pay for Extra Duty position shall be detennined by

application of the formula outlined in the "Extra Pay for Extra Duty Guidelines" as revised

September 1, 1983.

(B) An employee shall not receive less salary during the tenn of this contract for

the same position, than the previous year, except where the activity has been fe -evaluated for fewer

points.

(C) Payments for Extra Pay for Extra Duty positions performed during the school

year will be paid in twelve (12) equal installments or in one lump sum after the activity has been

completed.

(D) It is further understood and agreed that this provision in the Contract applies

only to the sa laries of extra duty contracts since the position is a matte r of inherent managerial

policy; therefore, the Board reserves the right to abolish any or a ll of the ex tra duty positions.

(E) Suggested Procedure for Establ ishing Interim Compensation for Newly

Establ ished Extra Pay Extra Duty Positions:

I. If a new position is established at a time occurring between contract negotiations, an interim rate of compensation will be established. This interim rate will be set by agreement between the Education Association represented by the president or hislher designate and the chairman of the negotiating committee,

39

APPENDIX "8"

and the administration represented by the Assistant Superintendent for Instruction and the appropriate building principal. Said interim rate shall be established prior to the advertisement for and/or interview of prospective employees.

2. The guiding principle in establishing this interim rate will be, insofar as is practical, to make it commensurate with existing positions having similar responsibilities and demands.

3. The position will then be included for further consideration during the subsequent negotiations between the Association and the Board of Education.

(F) Where activity performance has been meritorious andlor where our participant( 5)

have been invited to join other in an event, payment will be made to the coach or sponsor to

a maximum of three (3) consecutive days per qualifying vent. Assistant coaches or sponsors may be

included to a maximum of three (3) consecutive days per qualifying event. The principal andlor

athletic director will decide what is a qualifying event. The decision to attend a qualifying event will

be made by one of these two individuals and their decision will be final.

The base daily pay under this section for the head coach or non·athletic sponsor and for the

assistant coach or coaches shall be as indicated below, not to exceed three days per event.

Head Coach Assistant Coach

2006-07 $ 96.00 $68.00 2007-08 99.00 69.00 2008·09 101.00 71.00 2009·10 104.00 73.00 2010-11 106.00 75.00

Additional compensation for assistant coaches or sponsors for practice time will be paid on

40

APPENDIX "B"

an hourly rate equal to the highest intramural rate. The head coach or sponsor will be paid at

the supervising rate for intramurals.

The following athletic activities do not automatically qualify for or have as part of

thei r regular schedule, di strict competition. They are listed as group A activities:

Baseball (boys only) Golf (boys and girls)

Basketball (boys and girls) Soccer (boys and girls)

Field Hockey (girls only) Softball(giris only)

Football (boys only) Volleyball (boys and girls)

The following athletic activities automatically qualify for or have included as part of the

regular schedule, district competition. They are listed as group AS activities and include both boys

and girls with the exception of boys·only wrestling:

Cross Country Gymnastics Indoor Track Swimming

Regular Season =A District Competition =B

Who is to be compensated:

Included Job Description

Athletics A

Tennis Track Wrestling (boys on ly)

Regional Competition State or Beyond Competition

Payment for Extended Time

A, B (where automatic) B,C,D C,D

Non-Athletics A, B, C o

~C

~D

(G) Ifa coach or sponsor feels that the point value for the activity is incorrect, a meeting

41

APPENDIX "B"

will be arranged by the Director of Personnel with the Assistant Superintendent for Instruction, the

appropriate building Principal, and the Coach or Sponsor. The three segments of Hours A, Hours B

and involved students will be discussed by this group and a decision reached regarding a change in

point value. The guiding principle in redefining rates will be, insofar as is practical, to make it

commensurate with existing positions having simi lar responsibilities and demands. If the point value

is to be redefined, a recommendation will be made to the Superintendent who may submit it to the

Board for approval. Where a revision of points has been approved, it will become effective in the

following school year.

42

APPENDIX "C"

TEAM PAY AND DIVISION CHAIRPERSONS

A team shall consist of two or more professional employees who share the planning, delivery

and/or assessment of instruction to a shared group of students, division or grade level. This includes

commonly recognized roles such as: division chair, team leader, unit chair, etc.

A team and/or team member shall perform all of the duties listed:

I. Coordinates team activities and programs during the year.

2. Facilitates communication among individual team members and conducts team meetings with a set agenda on a regular basis.

3. Discusses, initiates and monitors the implementation of team objectives for the year.

4. Provides communication between coordinators, specialists and/or the appropriate administrator and the team.

5. Assists, when possible, in the selection of team personnel.

6. Assists the administrator in the decision-making process at the building or department level.

7. Represents the team at building level meetings on a regular basis as required by the appropriate administrator.

8. Coordinates and assesses instructional activities and materials.

9. Assists in planning for team representation at parents' scheduling night or coordinating back-lo-school nights .

43

APPENDIX "C"

10. Assigns routine duties to team members based on the needs of the team.

II. Communicates regularly with parents.

12. Perform other team related duties as requested by the appropriate administrator.

Basic Rate of Compensation

The base rate of compensation shall be S3,75812006-07, $3,852/07-08, $3,948/08-09, $4,047/09·10, $4,148/10-11 and adjusted to compensate for the varying number of professionals on a team as follows:

1.5<2 (HE) .75 x base rate

2 - 4 (HE) 1.00 x base rale

5 - 7 (HE) 1.25 x base rate

8+ (HE) 1.5 x base rate

The Principal, in consultation with the learn , will review the roles and duties of the team and its members and jointly determine the allocation of the team's compensation. Year long team responsibilities sha ll be paid on a monthly basis. Tenn defined responsibilities shall be paid at the completion of the assignment.

Where teams so desire, the amount designated for the perfonnance ofteam duties may be divided among the members as follows:

Division chairpersons, unit chair person, team leader and other team member roles may receive a % of the total team allotment.

44

APPENDIX "C"

Additional Information

An additional compensation of I 0% of the base rate will be paid for each of the following additional duties, if assigned by the Principal, to be performed by the team:

1. Develop itemized budget for the team and monitors budgetary needs during the year.

2. Coordinate grouping and scheduling of students during the year and grouping of all students for the coming year.

3. Coordinate use of the team paraprofessional(s).

4. Coordinates special itinerant teacher schedules for the building.

It is further understood and agreed that these positions in the contract apply only to the salaries of the persons serving as team leaders/division chairpersons since the position is a matter of inherent managerial policy; therefore, the Board reserves the right to abolish the position of team leader/division chairperson.

45

APPENDIX "D"

INSTRUCTIONAL COORDINATOR'S PAY

Pay for each instructional coordinator shall be the base pay that the coordinator would

receive as a full·time classroom teacher plus an increment equaling five percent (5%) of this base pay

for coordinating staff

In those cases where a coordinator has an extended contract for additional days or

months of work per year, compensation for the additional time shall be added to the base for the

additional time worked as follows:

2 additional weeks 6% 12 month coordinators 32%

It is further understood and agreed that this provision in the contract applies only to the

salaries of coordinators since the position is a matter in inherent managerial policy; therefore, the

Board reserves the right to abolish the position of coordinator or reduce the number of days that the

coordinator works as a coordinator.

46

APPENDIX "E"

DENTAL INSURANCE

The Board will continue to provide a dental benefit insurance policy for all full -time

employees, as follows:

Preventive Services

The plan will pay 1 00% for the following:

• oral exam inations • cleaning of teeth (twice per year) • space maintainers • emergency office visits • fluoride treatment

General Services

The plan will pay 100% for the following:

• x-rays • fillings • anesthetics • antibiotics • extractions • oral surgery • endodontics • periodontics • repair of prosthetic

appliances • major restorative

Further, the Board agrees to provide the above preventive and general services for

dependents with sixty-six percent (66%) of the premium costs paid by the employer.

(A)The maximum payments for benefits, as outlined above, for each calendar year is

$1,000.00 per employee/dependent.

(8) A deductible of $25.00 is applied against the incurred covered dental expenses, as

outlined above, for each employee/dependent for each calendar year.

(C) The major restorative feature is provided to dependents, with reimbursement at the

rate of 75% of the usual/customary charge for the locale where the work is pe rformed for

dependents. The deductible and the maximum benefits as indicated in (A) and (8) are applicable

47

APPENDIX "E"

for this coverage with fifty percent (50%) of the premium cost for this dependent major restorative

feature paid by the employee.

(E) If an employee's spouse has dental insurance available at his or her place of

employment, the use of the district's dental insurance by such spouse and the family will be subject

to the spouse's participation in the spouse's dental plan and coordination of benefits .

48

Step 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19

STATE COLLEGE AREA SCHOOL DISTRICT ANNUAL SALARY SCHEDULE

2006-07

Years BA BA+15 BA+30 BA+45 BA+60 BA+75 0 34,900 35,900 36,900 37,900 38,900 39,900 1 36,122 37,157 38,192 39,227 40,262 41,297 2 37,386 38,457 39,528 40,599 41,671 42,742 3 38,694 39,803 40,912 42,020 43,129 44,238 4 40,049 41,196 42,344 43,491 44,639 45,786 5 41,450 42,638 43,826 45,013 46,201 47,389 6 42,901 44,130 45,360 46,589 47,818 49,047 7 44,403 45,675 46,947 48,219 49,492 50,764

8-11 45,957 47,273 48,590 49,907 51,224 52,541 12 47,565 48,928 50,291 51,654 53,017 54,380 13 49,230 50,640 52,051 53,462 54,872 56,283 14 50,953 52,41 3 53,873 55,333 56,793 58,253 15 52,736 54,247 55,758 57,270 58,781 60,292 16 54,582 56,146 57,710 59,274 60,838 62,402 17 56,492 58,111 59,730 61,349 62,967 64,586 18 58,470 60,145 61,820 63,496 65,171 66,846 19 60,516 62,250 63 ,984 65,718 67,452 69,186 20 62,634 64,429 66,224 68,018 69,8 13 71,608

>21 64,826 67,074 69,431 70,789 72,646 74,504

DOC 40,900 42,332 43,813 45,347 46,934 48,576 50,277 52,036 53,857 55,743 57,693 59,713 61,803 63,966 66,205 68,522 70,920 73,402 76,361

Step 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19


2007-08

Years BA BA+15 BA+30 BA+45 BA+60 BA+75 0 36.510 37.610 38.7 10 39.810 40.910 42 .010 1 37,700 38,836 39,972 41 ,108 42,244 43,380 2 38.929 40.102 41.275 42,448 43.621 44 ,794 3 40, 198 41,409 42.62 1 43.832 4 5.043 46. 254 4 41 ,509 42. 759 44 ,0 10 45,26 1 46, 51 1 47,762 5 42,862 44,153 45,445 46 .736 48,028 49,319 6 44 .259 45,593 46,926 48,260 49,593 50,927 7 45,702 47,079 48,456 49,833 51.210 52 ,587 8 47.192 48.614 50.036 51,458 52.879 54.301

9·12 48,73 1 50,199 51,667 53,135 54,603 56,071 13 50,31 9 51,835 53,351 54,867 56.383 57.899 14 51,960 53.525 55,090 56.656 58.221 59 .787 15 53,653 55.270 56,886 58,503 60 .119 61,736 16 55,403 57.072 58.741 60,4 10 62.079 63. 749 17 57.209 58,932 60,656 62.379 64. 103 65,827 18 59,074 60,853 62,633 64,413 66, 193 67,973 19 60 ,999 62,837 64,675 66.513 68.351 70.1 89 20 62,988 64 ,886 66,784 68,681 70,579 72,477

>21 65.041 69.001 71,461 72.920 74,880 76,839

DOC 43.110 44,515 45.967 47.465 49.012 50.6 10 52,260 53,964 55.723 57.540 59,415 61.352 63 .352 65 ,41 8 67.550 69.753 72.026 74,375 78.799

Step 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19


2008-09

Years BA BA+15 BA+30 BA+45 BA+60 BA+75 0 38,100 39,200 40,300 41,400 42,500 43,600 1 39,313 40,448 41,583 42,718 43,853 44,988 2 40,564 41,736 42,907 44,078 45,249 46,420 3 41,856 43,064 44,273 45,481 46,690 47,898 4 43,188 44,435 45,682 46,929 48,176 49,423 5 44,563 45,850 47,136 48,423 49,710 50,996 6 45,982 47,309 48,637 49,965 51,292 52,620 7 47,446 48,816 50,185 51,555 52,925 54,295 8 48,956 50,370 51,783 53,196 54,610 56,023 9 50,515 51,973 53,431 54,890 56,348 57,807

10-13 52,123 53,628 55,132 56,637 58,142 59,647 14 53,782 55,335 56,888 58,440 59,993 61,546 15 55,494 57,096 58,699 60,301 61,903 63,505 16 57,261 58,914 60,567 62,22 1 63,874 65,527 17 59,084 60,790 62,495 64,201 65,907 67,613 18 60,965 62,725 64,485 66,245 68,005 69,765 19 62,906 64,722 66,538 68,354 70,170 71,986 20 64,908 66,782 68,656 70,530 72,404 74,278

>21 66,975 71,078 73,512 74,945 76,879 78,813

DOC 44,700 46,123 47,591 49,106 50,670 52,283 53,947 55,665 57,437 59,265 61,152 63,099 65,107 67,180 69,319 71,526 73,803 76,152 80,746

Step 1 2 3 4 5 6 7 8 9

10 11 12 13 14 15 16 17

18 19


2009-10

Years BA BA+15 BA+30 BA+45 BA+60 BA+75 0 40,000 41,100 42,200 43,300 44,400 45,500 1 41,228 42,361 43,495 44,629 45,763 46,896 2 42,493 43,661 44 ,830 45,999 47,167 48,336 3 43,797 45,001 46,206 47,410 48,615 49,819 4 45,141 46,382 47,624 48,865 50,107 51,348 5 46,526 47,806 49,085 50,365 51,644 52,924 6 47,954 49,273 50,592 51,911 53,229 54,548 7 49,426 50,785 52,145 53,504 54,863 56,222 8 50,943 52,344 53,745 55,146 56,547 57,948 9 52,506 53,950 55,394 56,838 58,282 59,726 10 54,118 55,606 57,094 58,583 60,071 61,559

11-14 55,779 57,313 58,847 60,380 61,914 63,448 15 57,491 59,072 60,653 62,234 63,815 65,396 16 59,255 60,884 62,514 64,144 65,773 67,403 17 61,074 62,753 64,433 66,112 67,792 69,471 18 62,948 64,679 66,410 68, 141 69,872 71,603 19 64,880 66,664 68,448 70,232 72,016 73,801 20 66,871 68,710 70,549 72,388 74,227 76,066

>21 68,923 73,389 75,784 77,179 79,075 80,970

DOC 46,600 48,030 49,504 51,023 52,589 54,203 55,867 57,581 59,349 61,170 63,047 64,982 66,977 69,032 71,151 73,334 75,585 77,905 82,865

Step

1 2 3 4 5 6 7 8 9

10 11 12 13 14 15 16 17 18 19


2010-11

Years BA BA+15 BA+30 BA+45 BA+60 BA+75 0 42,000 43,100 44,200 45,300 46,400 47,500 1 43,226 44,359 45,491 46,623 47,755 48,887 2 44,489 45,654 46,819 47,984 49,149 50,315 3 45,788 46,987 48,186 49,385 50,584 51,784 4 47,125 48,359 49,593 50,827 52,062 53,296 5 48,501 49,771 51,041 52,311 53,582 54,852 6 49,917 51,224 52,532 53,839 55,146 56,454 7 51,375 52,720 54,066 55,411 56,757 58,102 8 52,875 54,259 55,644 57,029 58,414 59,799 9 54,419 55,844 57,269 58,694 60,120 61,545

10 56,008 57,474 58,941 60,408 61,875 63,342 11 57,643 59,153 60,662 62,172 63,682 65,192

12·15 59,326 60,880 62,434 63,988 65,541 67,095 16 61,059 62,658 64,257 65,856 67,455 69,054 17 62,841 64,487 66,133 67,779 69,425 71,071 18 64,676 66,370 68,064 69,758 71,452 73,146 19 66,565 68,308 70,052 71,795 73,538 75,282 20 68,509 70,303 72,097 73,891 75,686 77,480

<21 70,509 75,366 77,712 79,059 80,906 82,752

DOC 48,600 50,019 51,480 52,983 54,530 56,122 57,761 59,448 61,184 62,970 64,809 66,701 68,649 70,653 72,717 74,840 77,025 79,274 84,599

APPENDIX "G"

Memorandum of Understanding Between

The State College Area School District Board of School Directors and

The State College Area Education Association

All elementary teachers will have a dedicated plaoning time during the instructional day. The District will provide five planning periods each full week school is in session.

Four of the planning periods will occur for eacb elementary teacber during the time students are receiving their weekly art, music, physical education and library instruction as established by the current guidelines, for no less tban forty (40) minutes each day during every full week school is in session. The fifth planning period for elementary teachers will occur during one (30) thirty minute recess period when one of the two or three teacher partners supervises classes during recess, while the other is afforded a (30) minute planning period.

The building administrator, in consultation and agreement with the faculty involved, will be responsible for assigning teacher partner(s) and building planning times within each teacher's schedule to afford the daily planning period necessary for each teacher.

It is understood that this memorandum of understanding will not become part of the collective bargaining agreement but will be subject to the meet and discuss process. The memorandum of understanding will be published annually in the Elementary Teacher's Guide.

Agreed to on this ___ ",3!.Ir",d~ __ day of February

esident, State College Area School District Board of School Directors

te College Area School District cool Directors

e College Area Education Association

54

,2006

Printed by the State College Area School District

The Stale CoIICge Area School District is an equal opportunily educa\lOn inS~lu\lOn and wi" no! cJiSCriminale on ttl, basis 01 race, color, natoon.al origin, ~X, disability, .ga, 0<' rel'!lion in its aCbvities, proorams, or employment praCtICeS as requoired byTifle VI, Tide IX, Sec\1OI'I 504, and Americans With Disabilit,es Act_ FO<' 'ntormaloon: regard'ng civil rights or grievance procedures and selVlCes, Or act''iI~es and 'acihties that ale accessible 10 and usable by disabled persons, contact Dennis Guth, Comphance Officer, State College Area School District, 131 W_ Nmany Avenue, Stale College. PA. 16801 (814) 2:3 I ·1051 .

SCASD Contract - 2006-11 (Complete) -- State College, PA

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Transcript of SCASD Contract - 2006-11 (Complete) -- State College, PA