AGREEMENT

Between Between

THE BOARD OF EDUCATION THE BOARD OF EDUCATION

of the of the

MIFFLIN COUNTY SCHOOL DISTRICT MIFFLIN COUNTY SCHOOL DISTRICT

and the and the

ASSOCIATION OF MIFFLIN COUNTY EDUCATORS ASSOCIATION OF MIFFLIN COUNTY EDUCATORS

covering the period covering the period

JULY 1, 2005 TO JUNE 30, 2008 JULY 1, 2005 TO JUNE 30, 2008

Signed by: Signed by: President, Association of President, Board of School Directors Mifflin County Educators Date Date Vice Pres., Association of Secretary, Board of School Directors Mifflin County Educators Date Date Association of Mifflin County Educators Board of School Directors

Mifflin County School District 201 Eighth Street, Highland Park

Lewistown, PA 17044

CONTENTS ARTICLE SUBJECT PAGE(S)

1 RECOGNITION

1-1 Identification of Parties 1 1-2 Bargaining Unit 1

2 TERMS OF AGREEMENT

2-1 Length 1 2-2 No Strike - No Lock-out 1

3 PROFESSIONAL COMPENSATION

3-1 Salaries 1

Salary Schedules (Appendix A) Conversion Chart-Step & Years Service (Appendix B)

3-2 Medical Benefits/Blue Cross-Blue Shield 2 3-3 Visual Care 2-3 3-4 Dental Care 3-5 3-5 Life Insurance 6 3-6 Insurance Information Required 6 3-7 Severance Pay 6-7 3-8 Student Activities Compensation 7-9 3-9 Mileage Reimbursement 9-10 3-10 Employment Beyond Normal School Term 10 3-11 Professional Growth 11 3-12 Hourly Rate Schedule 11-12 3-13 Incentive Pay for Sick/Personal/Emergency Days 12

4 SALARY CLASSIFICATION AND METHODS OF PAYMENT 4-1 Academic Level Definitions 12-13 4-2 Methods of Payment 13 4-3 Pays Prior to Vacation 13

5 DEDUCTIONS FROM SALARY 5-1 Dues Deduction 14 5-2 Additional Payroll Deduction Options 15 5-3 Change in Paycheck, Notification 15

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6 RIGHTS OF PROFESSIONAL EMPLOYEES

6-1 Just Cause 15 6-2 Teacher Facilities 15 6-3 Copy of School Calendar 15 6-4 Policy Manual 15 6-5 Notification of Remaining Sick Leave 16 6-6 Teachers’ Lunch Periods 16 6-7 Itinerant Professional or Temporary

Professional Employees 16 6-8 Assignment in Addition to Workday 16 6-9 Personnel Files 16 6-10 Travel Time 16 6-11 Provision of Parking Spaces 17 6-12 Agenda Planning 17 6-13 Pupil Grading 17 6-14 Selection of Textbooks 18 6-15 Pupil Promotion Policies 18 6-16 Employment of Teacher Aides 18 6-17 Maintenance of Staff/Furlough Guidelines 18-19

7 PROFESSIONAL ASSIGNMENTS

7-1 Assignment During Normal Work Week 19-20 7-2 Workday 20 7-3 Notice of Teaching Assignment 20-21 7-4 Length of Teachers’ Work Year 21 7-5 Listing of Substitutes 21-22 7-6 Notification of Professional Vacancies 22 7-7 Returning from Approved Leave 22

8 ASSOCIATION RIGHTS

8-1 President’s Released Time 22 8-2 Association Representatives’ Leave 22 8-3 Interschool Mail 22 8-4 Use of District’s Equipment 23 8-5 Use of Bulletin Boards 23 8-6 Association Right to Speak 23

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9 LEAVES OF ABSENCES (PAID OR UNPAID) 9-1 Anticipated Disability Leave Including Childbearing Leave 23-24 9-1A Childrearing Leave 24-25 9-2A Emergency Leave 25 9-2B Personal Leave 25-26

9-3 Temporary Military 26 9-4 Good Cause 26 9-5 Sick Leave Bank 26 9-6 International and Federal Programs 27 9-7 Professional Study 27 9-8 Regular Military 27 9-9 Bereavement Leave 27-28 9-10 Legal Leave 28 9-11 Professional Development Leave/Sabbatical

Leave for Restoration of Health 28-32

10 GRIEVANCE PROCEDURES

10-1 Purpose 32-33 10-2 Definitions 33 10-3 General Principles 33-34 10-4 Procedure 34-36

11 MEET AND DISCUSS

11-1 Provisions for Meet and Discuss 36 11-2 Committee Membership 36 11-3 Meeting Dates 37 11-4 Meeting Agendas 37 11-5 Subcommittees 37 11-6 Minutes of Meetings 37 11-7 Progress Reports 37

12 MAINTENANCE OF MEMBERSHIP

12-1 Authorization 37

iii

iv

13 MISCELLANEOUS PROVISIONS

13-1 Waiver 38 13-2 Separability 38 13-3 Compliance Between Individual Contract and

Master Agreement 38 13-4 Statutory Savings 38 13-5 Management Functions 38 13-6 Duplication of Agreement 39 13-7 Induction Program 39

APPENDICES A – 2005-2008 Salary Schedule 40-42 B – Conversion Chart-Step & Years Service 43 C – Health Benefits Chart 44-50 D – Memorandum of Understanding 51 E – Extra Curricular Activities 52 F – Athletic Coaches Salary Schedule 53

ARTICLE I 1 2 3

5 6 7

9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34

RECOGNITION

1-1 Identification of Parties: This contract is between the Mifflin County School 4 District (hereinafter called the Board) and the Association of Mifflin County Educators (hereinafter called the Association).

1-2 The Board hereby recognizes the Association as the exclusive and sole 8

bargaining representative for all personnel included in the bargaining unit (Classroom Teachers, Guidance Counselors, Nurses, Librarians, and Speech Therapists) as certified in PERA Order No. PERA-R-19-C and dated November 10, 1970, and any succeeding amendments.

ARTICLE 2 TERMS OF AGREEMENT

2-1 The term of this agreement shall begin on July 1, 2005, and shall continue in full

force and effect until June 30, 2008, or until such later date as the two parties may hereinafter agree in writing.

2-2 Both parties agree to faithfully abide by the provisions of the Pennsylvania

Public Employees Relations Act (Act 195). As a condition of the various provisions of this Agreement to which the parties have agreed, the Association pledges that members of the Association will not engage in a strike (as that term is defined in Act 195) during the term of this Agreement (July 1, 2005, to June 30, 2008) and the Board pledges that it will not conduct, or cause to be conducted a lock-out during the term of this Agreement (July 1, 2005, to June 30, 2008).

ARTICLE 3 PROFESSIONAL COMPENSATION

3-1 Salaries 35

36 37 38 39 40 41 42 43 44

Professional employees shall be compensated according to the schedules appended hereto and so labeled. The following appendices shall apply to the years noted: Appendix A – 2005-2008 Salary Schedule Appendix B – Conversion Chart – Step & Years Service

Appendix E – Extra Curricular Activities Appendix F – Athletic Coaches Salary Schedule

1

3-2 Medical Benefits 45 46

47 48 49 50 51 52 53 54 55 56 57 58 59 60

The Board shall provide Blue Cross-Pennsylvania Blue Shield Custom Blue Plan to members of the Bargaining Unit and their dependents, or any equivalent health insurance program or any equivalent prescription drug program which may be adopted by the Board, for all employees in the Bargaining Unit. A synopsis of the Plan is attached as Appendix C. Complete Plan Booklets shall be distributed when available from Blue Cross/Blue Shield.

DEPENDENTS – Members of the Bargaining Unit’s spouse, unmarried children under 19 years of age, and unmarried dependent children age 19-23 who are enrolled as full-time students in a college or university, and handicapped children of any age who are incapable of self-support, shall be included as dependents (“children” includes stepchildren and legally adopted children).

3-3 Visual Care Insurance 61 62

63 64 65 66 67 68 69 70 71 72 73 74 75 76 77 78 79 80 81 82 83 84 85 86 87

The Board shall provide visual benefits coverage from Visual Benefits of America, or any equivalent visual care program which may be adopted by the Board, for all employees in the Bargaining Unit, and the Board shall pay the premium for individual coverage only for each employee. However, the employee has the option to provide for family coverage at the employee’s own expense and the Board agrees to be the collection agent by payroll deduction therefore if such family coverage is feasible and available without any additional action or expenditure on the part of the Board. 1. VISION EXAMINATION: You will receive a complete eye examination

which will indicate whether or not you need glasses as well as reveal other vision problems.

2. LENSES: The VBA Panel Doctor will order the proper lenses. The

program provides the finest quality lenses fabricated to exacting standards. The doctor also verifies the accuracy of the finished lenses.

3. FRAMES: The plan offers a wide selection of frames, however if you

select a frame which costs more than the amount allowed by your plan there will be an additional charge.

4. CONTACT LENSES: Contact lenses are furnished under the VBA Plan

when the VBA Panel Doctor secures prior approval for the following conditions: a) following cataract surgery, b) to correct extreme visual acuity problems that cannot be corrected with spectacle lenses, c)

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Anisometropia, d) Keratoconus. When VBA Panel Doctors receive approval for such cases, they are fully covered by VBA.

88 89 90 91 92 93 94 95 96 97 98 99

100 101 102 103 104 105 106 107 108

When patients choose contact lenses for other reasons, VBA will make an allowance toward their cost in lieu of all other benefits for that eligibility period.

5. MEDICALLY REQUIRED: Vision analysis and lenses when medically

required are available to individuals prior to the eligibility date providing the procedure outlined below is followed: a) secure a statement from your medical doctor indicating the medical reason another vision analysis is required, (b) submit doctor’s statement along with the claim request card to VBA.

6. Payment for eye examination and refraction services will be made on the

basis of 100% of the usual customary and reasonable allowance or the amount charged (whichever is less).

7. Payment for post-refractive services is made on the basis of the indemnity

schedule allowance or the amount charged (whichever is less):

FRAMES LENSES (PAIR) CONTACT LENSES (PAIR) 109 110 111 112 113 114 115

$22 Single Vision $ 24 Medical $200 Bifocal $ 36 Cosmetic $ 75 Trifocal $ 46 Aphakic $120 Lenticular $120

3-4 Dental Care Insurance 116 117

118 119 120 121 122 123 124 125 126 127 128 129 130 131

The Board shall provide Delta Dental of PA (Plan A) with Surgical Periodontic Dental Care Insurance Coverage, or any equivalent dental care program which may be adopted by the Board, for all employees in the Bargaining unit, and the Board shall pay the premium for Individual and Family Coverage. The coverage will include the following:

EMPLOYEE COVERED BENEFITS

1. DIAGNOSTIC – Procedures to assist Dentists to evaluate existing conditions and dental care required – to include visits, exams, diagnosis, and x-rays.

2. PREVENTIVE – Prophylaxis (cleaning), space maintainers

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3. BASIC RESTORATIVE – Amalgam, synthetic porcelain and plastic fillings.

132 133 134 135 136 137 138 139 140 141 142 143 144 145 146 147 148 149 150 151 152 153

4. MAJOR RESTORATIVE – Crowns, inlays, onlays are benefited where

above materials are not adequate.

5. ORAL SURGERY – Extraction and oral surgery procedures, including pre- and post-operative care.

6. ENDODONTIC – Procedures for pulpal therapy and root canal filling.

7. PERIODONTIC – Surgical and nonsurgical procedures for treatment of

gums and supporting structures of teeth.

8. PROSTHODONTICS – Procedures for construction or repair of fixed bridges, partial, or complete dentures.

9. ORTHODONTIC (straightening of teeth) services are not included above

and are not covered under this contract.

PAYMENT SCHEDULE

BENEFIT PAID BY DDP PAID BY SUBSCRIBER 154 155 156 157 158 159 160 161 162 163 164 165 166 167 168 169 170 171 172 173 174 175

Diagnostic 100% 0% Preventive 100% 0% Basic Restorative 100 % 0% Major Restorative 75% 25% Oral Surgery 100% 0% Endodontic 100% 0% Periodontic 100% 0% Prosthodontics 75% 25% The above covered percentages are payable to participating dentists or subscribers and subject to limitations and exclusion as specified in the Group Dental Service Contract. NOTE: Maximum benefit $1,000.00 per person based on a contract year. The contract year is from July 1 of a given year to June 30 of the following year.

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DEPENDENT COVERED BENEFITS 176 177 178 179 180 181 182 183 184 185 186 187 188 189 190 191 192 193 194 195 196 197 198 199 200

1. DIAGNOSTIC – Procedures to assist Dentists to evaluate existing

conditions and dental care required to include visits, exams, diagnosis, and x-rays.

2. PREVENTIVE – Prophylaxis (cleaning), fluoride treatments (limited to age

19), space maintainers

3. BASIC RESTORATIVE – Amalgam, Synthetic porcelain and plastic fillings.

4. ORAL SURGERY – Extraction and oral surgery procedures, including pre-

and post-operative care.

5. ENDODONTIC – Procedures for pulpal therapy and root canal filling.

6. PERIODONTIC – Surgical and nonsurgical procedures for treatment of gums and supporting structures of teeth.

NOTE: Orthodontic (straightening of teeth), Prosthodontics (replacement of missing teeth) and Major Restorative (crowns, inlays, onlays) services are not included above and are not covered for dependents under this contract. PAYMENT SCHEDULE BENEFIT PAID BY DDP PAID BY SUBSCRIBER 201

202 203 204 205 206 207 208 209 210 211 212 213 214 215 216 217 218 219

Diagnostic 75% 25% Preventive 75% 25% Basic Restorative 50% 50% Oral Surgery 75% 25% Endodontic 50% 50% Periodontic 75% 25% The above covered percentages are payable to participating Dentists or subscribers and subject to limitations and exclusions as specified in the Group Dental Service Contract. NOTE: Maximum benefit $750.00 per person based on a contract year. The contract year is from July 1 of a given year to June 30 of the following year.

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3-5 Life Insurance 220 221

222 223 224

226 227 228

230 231 232 233

235 236 237 238

The Board shall provide life insurance for each employee in the amount of $40,000 for each year of the contract.

3-5.1 It shall be the employee’s responsibility to complete any forms required by the 225 Life Insurance Company; it shall be the Business Manager’s responsibility to inform all employees of any requirement for filing such applications.

3-5.2 Members of the Bargaining Unit may purchase additional coverage at the 229 employee’s expense, provided that such purchases are made with the approval of the insurance carrier. Payroll deductions shall be made available for those employees purchasing additional life insurance coverage.

3-5.3 Coverage of new employees shall be effective on the first day of the month 234

following the date of employment. The date of employment shall be that date on which the employee reports for work and assumes his/her duties and responsibilities.

3-6 INSURANCE INFORMATION REQUIRED 239 240

242 243 244

246 247 248 249

251 252 253 254 255 256 257

3-6.1 It shall be the employee’s responsibility to provide the Office of the Business 241 Manager with all necessary and accurate information on a timely basis in order to receive full coverage.

3-6.2 In case of changes, it shall be the employee’s responsibility to complete two 245 copies of an Application for Change in Contract, A-19R, or successor, and present both to the Business Office. The Business Office will initial and date and return one copy to the employee.

3-6.3 New employees shall be covered only when they have completed and presented 250

to the Business Office Information Card F-1R, or successor, and such coverage shall be effective on the first day of the month following the date of employment and upon the completion of the Information Card F-1R, or successor. The date of employment shall be the date on which the employee reports for work and assumes his/her duties and responsibilities. Required form and instruction shall be provided by the Business Office to allow compliance with this section.

3-7 Severance Pay 258 259

260 261 262

After 10 years of service in the Mifflin County School District or its predecessor, the Board agrees to pay all unused sick leave upon retirement or death (beneficiary to be as shown on Public School Employee Retirement Form). The

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rate to be $50.00 per day commencing upon ratification of this contract by both parties hereto.

263 264 265

3-8 Student Activities Compensation 266 267

268 269 270

The compensation plan shall be divided into three categories: (A) Extracurricular Activities, (B) Athletics, and (C) Intramurals.

(A) Extracurricular Activities: 271 272 273 274 275 276 277 278 279 280

(1) The compensation plan for directors, editors, managers, and/or advisors of extracurricular activities shall be determined by two factors: (a) the SALARY BASE AMOUNT multiplied by (b) the ACTIVITY VALUE FACTOR (see appendix E).

(2) The SALARY BASE AMOUNT shall be:

2005-2008 $900

(3) Example: Stage Crew Advisor for 2005-2006 with a base of $900. Stage Crew Advisor ACTIVITY VALUE

281 282 283 284 285 286 287 288 289 290 291 292 293 294 295 296 297 298 299 300 301 302 303 304 305 306

FACTOR = 0.7 (See Appendix E) Salary = SALARY BASE AMOUNT x A.V.F. Salary = $900 x 0.7 = $630.

(4) The procedure for establishing an ACTIVITY VALUE

FACTOR for any newly established extracurricular activity during the life of the contract shall be as follows: (a) A committee consisting of two (2) Administrators or

two (2) Board members or any combination thereof appointed by the President of the Board and two (2) members of the Bargaining Unit appointed by the President of the Association shall meet to establish the ACTIVITY VALUE FACTOR of said activity. The guiding principle to establish the ACTIVITY VALUE FACTOR shall be to make it commensurate with existing positions of similar responsibilities and demands.

(b) After the ACTIVITY VALUE FACTOR is established, the activity will be advertised as per the procedure outlined in Section 7-6 of this agreement.

(c) The newly established extracurricular activity shall be included in Appendix E (or its replacement equivalent) of any successor agreement.

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(B) Athletics: 307 308 309 310 311 312 313 314 315 316 317 318 319 320 321 322 323 324 325 326 327 328 329

(1) The compensation plan for athletic directors, coaches, and assistant coaches shall be determined by three factors: (a) the SALARY BASE AMOUNT multiplied by (b) THE ACTIVITY VALUE FACTOR (See Appendix F) plus (c) the EXPERIENCE FACTOR.

(2) The SALARY BASE AMOUNT shall be the same as that set

forth in paragraph (A) (2) above.

(3) The EXPERIENCE FACTOR shall be determined as follows: For each year of experience a director or coach has in that particular position his/her EXPERIENCE FACTOR will be determined by the number of years of experience multiplied by 0.1 multiplied by the SALARY BASE AMOUNT for that year. Assistant coaches’ experience factor shall be capped at fifteen (15) years. However, no assistant coach shall be paid less than his/her previous year’s salary. The EXPERIENCE FACTOR for the athletic director will be determined by using the maximum number of years in any prior coaching position or previous years of athletic director, whichever is greater.

(4) EXAMPLE: Athletic Director with 14 years of experience in

2005-2006 with a base of $900. 330 331 332 333 334 335 336 337 338 339 340 341 342 343 344 345 346 347 348 349 350

SALARY BASE AMOUNT (SBA) = $900 ACTIVITY VALUE FACTOR (AVF) = 3.5 (See Appendix F) EXPERIENCE FACTOR = Years x 0.1 x SBA Salary = (SBA x AVF) + Years x 0.1 x SBA) = ($900 x 3.5) + (14 x 0.1 x 900) =$3,150 + $1,260 = $4,410.

(5) Years of coaching experience at any public secondary school are to be computed in EXPERIENCE FACTOR.

(6) Any coach who moves from one coaching position to

another within the same sport shall be given full credit for prior experience in determining the EXPERIENCE FACTOR.

(7) No bonuses, premiums or compensation of any kind or in

any amount are to be paid to any coach involved in any extended season play-offs, or District, Regional, or State Tournaments, or any other season-extending activity

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sponsored by the Pennsylvania Interscholastic Athletics Association.

351 352 353 354 355 356 357 358

(8) The procedure for establishing the ACTIVITY VALUE

FACTOR for any newly established director or coaching position during the life of the contract shall be the same as the procedure outlined in paragraph (A) (4) above.

(C) Intramurals: 359

360 361 362 363 364 365 366 367 368 369 370 371 372

(1) Intramural programs shall be planned by the Building Principal and the Athletic Director.

(2) The hourly rate shall be:

2005-2008 $14.00

(D) Appointment to any position in this article is done so on a yearly basis.

(E) Payment of salaries for 2005-2008 shall be done in accordance with

present practice with salary determined by the base and formula for that year set forth in this Article.

3-9 Mileage Reimbursement 373

374 375 376 377 378 379 380 381 382 383 384 385 386 387 388 389 390 391 392 393 394

3-9.1 All members of the Bargaining Unit who use their own automobiles for official

school business when traveling within the District or attending official school functions outside of the District shall be reimbursed at the IRS mileage reimbursement rate. The District will update the rate on the first day of the month following the announced change by the IRS.

3-9.2 Mileage forms shall be submitted to his/her supervising principal within five (5)

days following the end of each calendar month. Reimbursement shall be made within thirty (30) days of the receipt of this form.

3-9.3 All itinerant teachers shall be assigned a home base school to store supplies

and/or materials. Mileage reimbursement shall be calculated round trip from the home base school to the schools in the District to which each employee is assigned to perform his/her duties.

3-9.4 Nonetheless, if an itinerant teacher must travel or is directed by one having

supervisory authority over him/her to travel to a school other than his/her home base school for his/her first assignment of the day and he/she does not have to travel first to the home base school to pick up supplies or materials, to attend meetings or to report to his/her principal, then mileage reimbursement to

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the said first assignment school is void. The same reasoning shall apply for each school mileage if the itinerant teacher does not return to the home base school at day’s end to return or pick up supplies or materials, to attend meetings or to report to his/her principal. In other words, in this case, mileage to his/her home shall also be voided. In any case, all mileage reimbursed after said first assignment school or prior to the last assignment school shall be equal to that actually traveled by said teacher.

395 396 397 398 399 400 401 402 403 404 405 406 407 408

3-9.5 Mileage reimbursement for teachers attending approved functions outside the

District shall be calculated round trip from the teacher’s home base school. 3-9.6 In no case whatsoever shall a teacher receive reimbursement for any mileage in

excess of that actually traveled by said teacher. 3-10 Employment Beyond the Normal School Term 409

410 411 412 413 414 415 416 417 418 419 420 421 422 423 424 425 426 427 428 429 430 431 432 433 434 435 436 437 438

3-10.1 Any professional employee employed beyond the normal school term shall be

paid at his/her prorated per diem rate, unless the employee agrees in writing to accept the hourly rate outlined in Section 3-12.

3-10.2 Guidance Counselors employed at Indian Valley High School and Lewistown

Area High School, or any successor or successors of any one or more of the high schools, shall be employed for a minimum of twenty (20) additional days beyond the normal school term at his/her prorated per diem rate, and it shall be understood that after-school counselor-parent conferences, counselor-student conferences, counselor-principal conferences, career conferences and faculty meetings may extend beyond the normal departure time.

3-10.3 Librarians shall be employed for a minimum of five (5) additional days beyond

the normal school term and shall be paid at his/her prorated per diem rate. 3-10.4 Guidance Counselors employed in the other schools of the District may be

required by the District in its sole discretion, to be employed for up to twenty (20) additional days beyond the normal school term at his/her prorated per diem rate, and it shall be understood that after-school counselor-parent conferences, counselor-student conferences, counselor-principal conferences, career conferences and faculty meetings may extend beyond the normal departure time.

3-10.5 The District shall inform the Guidance Counselor referred to in above paragraph

not less than ten (10) calendar days before budget submission date for the next school year of the number of days when the said Guidance Counselor referred to in paragraph above shall be employed.

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3-11 Professional Growth 439 440 441 442 443 444 445 446 447 448 449 450 451 452 453 454 455 456 457 458 459 460 461 462 463 464 465 466 467 468 469 470 471 472 473

Professional employees shall receive tuition reimbursement toward cost of graduate courses acquired at accredited institutions or programs approved by PDE in the amount of actual cost of credits or the graduate per credit rate charged at P.S.U., whichever is less, subject to the following restrictions: A. The course to be taken is one offered by a recognized institution of higher

learning or an Intermediate Unit in the Commonwealth of Pennsylvania and has prior approval of the District Superintendent or his designee, and the condition for approval shall be met by one of the following:

(1) The course is in one of the member’s areas of certification or

(2) The course is in the general field of education including the areas of

school administration and educational methods.

(3) Application shall be made to the Superintendent

B. Reimbursement shall be as follows:

(1) Credits shall be reimbursed within a period not to exceed sixty (60) calendar days from date of evidence submission.

(2) Employees will forfeit tuition reimbursement at the time of

resignation if they voluntarily do not return to the employ of the District the following year. A furlough will not result in forfeiture of tuition reimbursement.

(3) No more than twenty-four (24) credits shall be reimbursed in one

year (July 1 – June 30). Reimbursement shall be made for no more than eight (8) inservice credits from an Intermediate Unit in any one year. This limit shall not apply to individuals on education sabbatical.

3-12 Hourly Rate Schedule 474

475 476 477 478 479 480 481 482

Hours shall be voluntary and compensated for at the rates indicated below for the years in question. Supplemental pay sheets will be forwarded to Principal by the fourth workday of the month following. Payment will be made on second pay period of the month.

3-12.1 Non-teaching Professional Assignments (Including, but not limited to Curriculum Writing, Long Range Plan Development, Curriculum Development,

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Monitoring Textbook Selection, Professional Staff Development Committee and Inservice).

483 484 485 486 487 488 489 490 491 492

494 495 496

2005-2008 $20.00

3-12.2 Supervisory, Evaluation and Professional Instructional Assignments involving Students Approved Beyond Normal Assignment (including Summer School Teaching Assignments)

2005-2008 $21.00 3-12.3 Monitoring duty for bus loading or other assignments, which normally would 493

not require professional training. Compensation shall be payable at an hourly rate of $10.00 per hour.

3-13 Incentive Pay for Sick/Personal/Emergency Days 497

498 499 500 501 502 503 504 505 506 507 508

A one-time salary payment of $300 will be paid to a member of the bargaining unit who does not use any sick leave or personal/emergency leave days during the entire school term. It shall be paid the last payday in June. This does not apply to long-term substitutes employed for less than a full school year. This incentive will be available each year of the contract.

ARTICLE 4 SALARY CLASSIFICATION AND METHODS OF PAYMENT

4-1 Academic Level Definitions 509 510

511 512 513 514

516 517

519 520

522 523 524

526

4-1.1 Bachelor’s Degree: A holder of an earned Bachelor’s Degree from an accredited college or university. Teachers who hold a Standard Certificate, for salary purposes, shall be placed on the Bachelor’s level.

4-1.2 Bachelor + 15: Holder of an earned Bachelor’s Degree plus fifteen (15) additional 515

credits earned subsequent to the granting of the Degree. 4-1.3 Bachelor + 24: Holder of an earned Bachelor’s Degree plus twenty-four (24) 518

additional credits earned subsequent to the granting of the Degree. 4-1.4 Master’s Degree: Holder of an earned Master’s Degree granted by an accredited 521

college or university or Master’s Equivalency granted by Department of Education.

4-1.5 Earned Master’s + 15: Holder of total credits which would amount to a Master’s 525

Degree plus fifteen (15) credits earned subsequent to the granting of the Degree.

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4-1.6 Earned Master’s +30: Holder of total credits which would amount to a Master’s 527 Degree plus thirty (30) credits earned subsequent to the granting of the Degree. 528

529

531 532 533

535 536

538 539 540 541 542

4-1.7 Earned Master’s + 45: Holder of total credits which would amount to a Master’s 530

Degree plus forty-five (45) credits earned subsequent to the granting of the Degree.

4-1.8 Earned Master’s + 60: Holder of total credits which would amount to a Master’s 534

Degree plus sixty (60) credits earned subsequent to the granting of the Degree. 4-1.9 Earned Doctorate Degree: Holder of an earned academic doctorate granted by 537

an accredited college or university. NOTE: For Articles 4-1.5 to 4-1.8, Masters Equivalency must have been earned by September 1992 to continue horizontally on scale. 4-2 Methods of Payment 543

544 545 546 547 548 549 550 551 552 553 554 555 556 557 558

A. Each employee covered by the provisions of this Agreement shall receive

his/her salary in either twenty-two or twenty-six equal payments as declared by him/her, in writing, on a form provided by August 1 of each year. New or returning employees shall be given the choice of twenty-two or twenty-six equal payments before the first pay period of the school year in which they begin/resume their employment in the District. The lists of the pay dates shall be distributed by the end of May for the next school year and shall be determined by:

(1) Biweekly pay periods. (2) The first Friday following the opening of school.

B. New employees effective July 1, 2005, must use direct deposit.

4-3 Pays Prior to Vacation 559

560 561 562 563 564 565 566 567 568 569 570

In the case of a payday coming during a vacation, payment shall be made on the last day of school prior to the beginning of vacation.

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ARTICLE 5 571 572 573

DEDUCTIONS FROM SALARY

5-1 Dues Deduction 574 575

576 577 578 579 580 581 582 583 584 585 586 587 588 589 590

The Board agrees to deduct dues from the salaries of the members of the AMCE, the PSEA, and NEA, with the written consent of each member. The employee shall have the option of selecting from two to twenty deductions as said employee individually and voluntarily authorizes the Board to deduct. Said dues shall be transmitted by the Business Office of the Mifflin County School District to the Association within one month of collection no later than September fifteenth (15) of each year, the Association will provide the Board with a list of those employees who have authorized the Board to deduct dues for the Association in the first paragraph above. The Board will honor such authorization cards pursuant to the maintenance of the membership agreement.

Sample Authorization Card 591 592 593 594 595 596 597 598 599 600 601 602 603 604

Association of Mifflin County Educators Payroll Authorization Form

I hereby authorize the Business Manager’s office to deduct Professional Association dues (AMCE, PSEA, NEA) from my paychecks as agreed upon between the District and the Association. The authorization shall be valid while I remain employed by this District – unless I notify the Association officers and the Business Manager’s Office, in writing, that this authorization is revoked. Such notice of revocation shall be given during a period of fifteen (15) days prior to the expiration of this Agreement. I also agree that upon termination of employment or termination of membership in the Association, the District Business Office shall deduct any remaining amount of unpaid dues for the current school year. 605

606 607

Signature 608

609 610

Name (Typed or Printed) 611

612 613 614

Date

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5-2 Additional Payroll Deduction Options 615 616

617 618 619 620 621 622 623 624 625

Payroll deductions shall be available for Credit Union, Life Insurance (as specified in Section 3-5.2), United Way, Tax Sheltered Annuities, income protection and any other mutually agreed upon deductions. As of January 21, 1986, additional providers of “Tax Sheltered Annuities” are required to meet the requirements as outlined and approved by the Board of School Directors of the Mifflin County School District on January 20, 1986, and subject to future revisions of said approved criteria.

5-3 Change in Paycheck, Notification 626 627

628 629 630 631 632 633 634 635

If at any time there is a change or adjustment of any kind in a professional employee’s paycheck, the employee shall receive a written explanation of said change or adjustment accompanying his/her paycheck.

ARTICLE 6 RIGHTS OF PROFESSIONAL EMPLOYEES

6-1 Just Cause 636 637

638 639 640

No professional employee shall be disciplined or reprimanded in writing or reduced in rank or compensation without just cause.

6-2 Teacher Facilities 641 642

643 644 645 646

Whenever it is possible, separate lunchrooms, rest rooms and faculty rooms will be made available for all professional employees. In these faculty rooms there will be included at least one worktable and a typewriter.

6-3 Copy of School Calendar 647 648

649 650 651

All professional employees shall receive a copy of the adopted school calendar five (5) days following the regular board meeting in May.

6-4 Policy Manual 652 653

654 655 656 657 658

The Policy Manual shall be kept up-to-date via loose-leaf additions to or revisions of existing policy. A revised and updated copy will be available in each library and main office. A revised and updated copy will be given to the current President of the Association.

15

6-5 Notification of Remaining Sick Leave 659 660

661 662 663 664

All members of the Bargaining Unit shall be notified at the beginning of each school year of the total number of unused sick leave days. This number does not include the current school year.

6-6 Teacher’s Lunch Periods 665 666

All professional employees shall be granted an open 30 minutes duty free lunch period every day.

667 668 669

6-7 Itinerant Professional or Temporary Professional Employees 670 671

672 673 674 675 676

Itinerant professional or temporary professional employees shall be accorded the same rights and responsibilities and be subject to the same regulations as other personnel engaged in daily classroom instruction, except as such may be prohibited by any applicable federal or state law, regulation or guideline.

6-8 Assignments in Addition to Work Day 677 678

679 680 681

Any assignments in addition to the normal workday during the regular school year shall not be obligatory, but shall be with the written consent of the teacher.

6-9 Personnel Files 682 683

684 685 686 687 688 689 690 691

The professional employee shall have the right consistent with current law to review with written notice with or without Association representation his/her personnel file. Any confidential material relating to the initial employment of the employee shall have been removed from the file, and a designated representative of the Administration may be present during the review. The employee shall acknowledge by signature that he/she has reviewed the material and may add to the file a rebuttal to any portion thereof.

6-10 Travel Time 692 693

694 695 696 697 698 699 700 701 702

When planning schedules for any member of the Bargaining Unit who must travel within the District to complete his/her daily assignment, each member’s respective area/building principal shall allow appropriate time in the member’s daily schedule to do the traveling.

16

6-11 Provision of Parking Spaces 703 704

705 706 707 708

Wherever possible, the building principal shall provide adequate parking space for the traveling teacher. It shall be the responsibility of the traveling teacher to consult with the building principal concerning parking problems as they arise.

6-12 Agenda Planning 709 710

711 712 713 714 715 716

In each secondary building and in each elementary area there shall be a volunteer committee appointed jointly by the AMCE and the principal to assist in planning the agenda for faculty meetings. Faculty meetings shall have a two (2) day advance notice and be planned by this committee (except in case of emergency).

6-13 Pupil Grading 717 718

719 720 721 722 723 724 725 726 727 728 729 730 731 732 733 734 735 736 737 738 739 740 741 742 743 744 745 746

The following shall be applicable with regard to pupil grading: 1. Each teacher shall maintain the right and responsibility to determine

grades and other evaluations of his/her students and shall notify the Administration in writing of any changes in grades and other evaluations of his/her students.

2. No grade or evaluation shall be changed by anyone other than the teacher

without direct consultation with the teacher. 3. Two exceptions to the direct consultation requirement shall exist:

(a) The teacher resigns his/her position with the School District; or,

(b) The teacher is unreachable for an extended period of time after the

grade or evaluation is assigned to the student.

“Extended Period of Time” shall be defined as greater than seven (7) days.

4. If the student’s grade is changed by someone other than the teacher, the teacher shall be notified in writing of the change, including the date and reason for the change.

5. The teacher may note in the student’s file any disagreement with a grade

or evaluation change.

17

6-14 Selection of Textbooks 747 748

749 750 751 752 753 754 755 756

The selection of basic textbooks shall be made upon consideration of the recommendations of a majority of those teachers actively participating in the selection process. It is understood that as many teachers as possible shall participate in this process. The District’s Curriculum Committee, which includes teachers, among others, shall provide leadership and organization in the selection process. The final decision on all textbook recommendations shall be made by the Board.

6-15 Pupil Promotion Policies 757 758

759 760 761

The pupil promotion policies for the elementary and secondary schools shall be adhered to by the teachers and administrators.

6-16 Employment of Teacher Aides 762 763

764 765 766 767 768 769 770 771 772 773 774 775 776 777 778 779 780

(a) Teacher Aides may be requested by a teacher.

(b) If so requested, an assessment of the need shall be made by a committee consisting of a guidance counselor assigned to the students of the teacher in question, the principal, the requesting teacher and the superintendent.

(c) If after committee assessment, the superintendent, in his discretion, has

found merit in the request, attempt shall be made to secure a teacher aide within twenty (20) working days of the committee assessment, the hiring of the teacher aide at all times being contingent upon final Board approval.

(d) If the need ceases in the discretion of the superintendent, the teacher aide

shall be withdrawn. This determination by the superintendent shall be made after reassessment by the aforesaid committee and shall also be subject to final Board approval.

6-17 Maintenance of Staff/Furlough Guidelines 781 782

783 784 785 786 787 788 789 790

(1) The Board will create, maintain and distribute to the Association one copy of a semi-annually updated seniority list. The Board shall provide by May 1 and November 1 of each year the updated and revised copy of the seniority list, including newly elected employees through February and September, respectively. It shall be the Association’s responsibility to make the list available to its members. The list will include the initial date of employment, continuous length of service, and areas of professional certification.

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791 792 793 794 795 796 797 798 799 800 801 802 803 804 805 806 807 808 809 810 811 812 813 814 815 816 817 818 819 820 821 822 823 824 825 826 827 828 829

(2) In the event a reduction in the work force becomes necessary, the Board agrees to make a reasonable effort to reduce through attrition. If reductions through attrition are not possible, professional and temporary professional employees shall be suspended in the manner specified in Act 97 of 1979, specifically that portion of Act 97 which is Section 1125.1 of the School Code, except as hereinafter noted.

(3) (a) Employees who have been furloughed may continue, at their option

and expense, fringe benefits available to the members of the Bargaining Unit, except as stated herein, so long as they remain available for recall.

(b) Payments for said fringe benefits shall be made, in advance, on a quarterly basis to the District Business Office. (c) The District shall establish, in its discretion, from time to time, the exact dates on which said advance quarterly payments are due in the Business Office. (d) Notwithstanding the aforesaid, there shall be no continuation of said fringe benefits if the District is no longer reasonably able to obtain insurance coverage for said benefits for a person on furloughed status. Furthermore, there shall be no continuation of benefits if overall cost of the benefits is increased by the said inclusion of the furloughed employee. (e) Additionally, the right to prepay the fringe benefits aforesaid shall not, in any case, extend beyond five (5) years from date of furlough.

(4) Any professional employee in the Bargaining Unit who is to be furloughed shall receive tentative notification of furlough the day following the regularly scheduled May Board Meeting. No later than the Superintendent’s Workshop in May, Association representatives appointed by the President of the Association shall receive notification of those employees to be tentatively furloughed.

ARTICLE 7 PROFESSIONAL ASSIGNEMENTS

7-1 Assignment During Normal Work Week 830 831

832 833 834

Every member of the Bargaining Unit shall be assigned not less than five (5) planning periods per week during the 2005-2008 school years. Every member of the bargaining unit shall have not less than one plan period per day. In grades 6-

19

12 no more than thirty (30) teaching periods per week shall be assigned without the teacher’s written consent.

835 836 837 838 839 840 841 842 843 844 845 846 847

Planning periods shall not be used as study halls, traveling time, lunchtime, recesses or duties which involve the supervision of students in any manner. Planning periods shall be used for preparation for work assignments. The Board, at its discretion, may implement an eight (8) period day in Grades 6 through 12 provided that teachers assigned 25 teaching periods per week will have five (5) scheduled planning periods per week, and teachers assigned 30 teaching periods per week will have six (6) scheduled planning periods per week unless teachers give written consent for an alteration.

7-2 Workday 848 849

850 851 852 853 854 855 856 857 858

860

862 863 864 865 866

868 869 870 871 872 873

7-2.1 The normal workday for the members of the Bargaining Unit shall be seven (7) hours and thirty (30) minutes, commencing no earlier than 8:00 AM, and ending no later than 4:00 PM. It shall be understood that any after-school prearranged teacher-parent conferences, teacher-student conferences, or faculty meetings may exceed the established departure time, and therefore all professional employees will be available for said conference or meetings. An augmented schedule outside a building’s normal bell schedule and within the 8:00 AM to 4:00 PM parameters shall be by employee option only.

7-2.2 In-service days shall start at 8:00 AM and conclude at 3:30 PM. 859 7-2.3 In the event of a delayed start a member’s workday shall commence at the 861

delayed start time and end at the building’s normal dismissal time. Any member working an augmented schedule would be required to start work at the same time all other member’s begin, however, it shall be understood that he or she shall remain on the job until his or her usual dismissal time.

7-2.4 In the event of an early dismissal due to weather conditions or unforeseen 867

emergencies, it shall be understood that all members of the bargaining unit shall be dismissed fifteen minutes following the dismissal time of the member’s buildings. It shall be understood that some members may need to stay longer due to busing issues. This includes all members even those working an augmented schedule.

7-3 Notice of Teaching Assignment 874 875

876 877 878

The right of professional work assignments rests with the School Board and the Administration. However, professional employees shall not be transferred indiscriminately and in the absence of justifiable reason.

20

879 880 881 882 883 884 885 886 887 888 889 890 891 892 893 894 895 896

Each teacher will receive, in writing, a notification by June 1 of the current year as to the next year’s tentative teaching assignment. This notification shall include: 1. Subject(s) to be taught; 2. Grade(s) to be taught; 3. Any special or unusual classes that teachers will be asked to teach, and; 4. The building assignment of the individual teacher.

Any change after June 1 shall be made in consultation with the teacher concerned, if said teacher is reasonably available. It is the teacher’s responsibility to be reasonably available. “Reasonably available” means that if the teacher desires to be consulted, he/she must be promptly reachable at a designated telephone number. Long distance calls to the teacher, if any, shall be made “collect”. It is the teacher’s responsibility to supply the Board and the Administration with the telephone number.

7-4 Length of Teachers’ Work Year 897 898

899 900 901 902 903 904 905 906 907 908 909 910 911 912 913 914

(a) There shall be 180 days of pupil instruction.

(b) There shall be two (2) teacher workdays – the first of which shall be the day preceding the first pupil day and the second of which shall be the day following the last pupil day.

(c) There shall be an additional two (2) teacher workdays to be utilized for

staff development/in-service. (d) All employees must attend an Open House, if scheduled and a Back-to-

School Night, if scheduled. If one or both is not attended, which must be approved by the Principal in advance, then two (2) hours of in-service provider by the district or by an approved PDE (Act 48) provided must be completed for each scheduled Open House or Back-to-School Night missed at no extra pay or the two (2) hours may be made up writing IEP’s.

7-5 Listing of Substitutes 915 916

917 918 919 920 921 922

A list of substitute teachers and nurses – stating their qualifications – shall be given to all professional employees so that they may familiarize themselves with the availability of substitute teachers and nurses. This list shall be distributed on October 1 of the school year. Any substitute teacher recommended by the professional employee for whom the substitute teacher is being employed shall receive primary consideration in the selection of said substitute teacher.

21

923 924 925

This list shall be revised and provided on October 1 and February 1 of each year.

7-6 Notification of Professional Vacancies 926 927

928 929 930 931 932 933 934 935 936 937

All professional positions (including coaching positions) shall be open to all professional employees whose qualifications are satisfactory. Job titles shall be made known to all professional employees in advance of scheduled elections in order to allow sufficient time for the filing of applications. During June, July, and August, job titles shall be made known by posting in the Administration Building, posting on all office bulletin boards in buildings which house a full-time principal or supervisor and by sending a copy to the Association. Any teacher who wishes to receive copies of notifications of professional vacancies may do so by acquiring them at the District office.

7-7 Returning From Approved Leave 938 939

940 941 942 943 944 945 946 947 948

On returning to service from any approved leave, the employee shall be returned to the same or substantially the same position the employee occupied prior to the leave. If that position no longer exists, the employee shall be given another position for which the employee is properly certified.

ARTICLE 8 ASSOCIATION RIGHTS

8-1 President’s Released Time 949 950

951 952 953 954

Released time, as needed, for the President of the Association, will be arranged by the President of the Association, the Superintendent, and the Principal of the building concerned.

8-2 Association Representatives’ Leave 955 956 957 958 959 960

Elected representatives from the AMCE shall be granted days of leave without pay for official Association business. However, if approved by the Board for District educational needs, the days will be granted with pay. (See Appendix D)

8-3 Interschool Mail 961

962 963 964 965 966

The Association shall be permitted to use the interschool mail system. All items must be signed. Any distribution of Association mail shall be the responsibility of the Association membership. Clerical personnel employed by the District shall not assist in this function.

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967 8-4 Use of District’s Equipment 968 969

970 971 972 973

The Association shall be permitted by arrangement with the Building Principal, to use the District’s reproduction equipment for Association purposes. Costs of paper and other materials shall be borne by the AMCE.

8-5 Use of Bulletin Boards 974 975

976 977 978 979

The Association shall have in each school building, the common use of a bulletin board in each faculty lounge and all items related to AMCE, PSEA and NEA shall be posted on that bulletin board.

8-6 Association Right to Speak 980 981 982 983 984 985 986 987 988

An Association representative may speak to the professional employees following any faculty or other professional meeting.

ARTICLE 9 LEAVES OF ABSENCES (PAID AND UNPAID)

9-1 Anticipated Disability Leave Including Childbearing Leave 989 990

991 992 993 994 995 996 997 998 999

1000 1001 1002 1003 1004 1005 1006 1007 1008 1009 1010

An employee who is unable to work because of personal illness or disability and who has exhausted all sick leave available shall be granted a leave of absence without pay for the duration of the illness or disability. The said leave may not exceed twelve (12) calendar months and shall begin after all accumulated sick leave and personal leave is exhausted. Childbearing leave shall be handled in the same manner as other disability leaves. 1. Notice shall be given not less than thirty (30) calendar days prior to the

leave, and the employee shall submit a written request for childbearing leave or anticipated disability leave (emergency of a physical nature relating to the anticipated disability excepted).

2. The employee shall furnish a doctor’s statement that said employee

cannot perform his/her duties and, if possible, an estimated date of return. The beginning date for a leave shall be determined jointly by the employee’s physician and the employee.

3. The employee shall furnish and submit to the employer, for each month of

disability, a brief, written statement confirming his/her continued disability and expected date of return, along with any other relevant

23

information and changes. The employer shall confirm receipt of this statement in writing.

1011 1012 1013 1014 1015 1016 1017 1018 1019 1020 1021 1022 1023 1024 1025 1026

4. An employee may return to work when the employee’s physician certifies

the employee’s ability to assume his/her duties.

5. On returning to service from leave, the employee shall be returned to the same position he/she occupied prior to the leave. If that position no longer exists, the employee shall be given another position for which he/she is properly certified.

6. The length of the leave may be extended by the Board on written request

by the employee to the Superintendent, and the employee shall be thereafter permitted to continue any and all fringe benefits available by remitting the costs of these benefits to the Board.

9-1A Childrearing Leave 1027

1028 1029 1030 1031 1032 1033 1034 1035 1036 1037 1038 1039 1040 1041 1042 1043 1044 1045 1046 1047 1048 1049 1050 1051 1052 1053 1054

Employees of the Board who were not granted childbearing leave for the child in question, or who were granted childbearing leave for the child in question, but did not utilize the full one (1) year permitted for childbearing leave for the child in question, shall be provided with childrearing leave not to exceed one (1) year, except as hereinafter limited, without salary, but with health, dental and life insurance benefits, under the following provisions:

(1) Not later than thirty (30) calendar days prior to the effective date of leave,

the employee shall submit a written request for childrearing leave. However, this time period may be waived by the Superintendent if the Superintendent, in his/her sole discretion, determines that compelling reasons exist to do so.

(2) An employee may return to work on not less than thirty (30) calendar

days’ notice.

(3) On returning to service from childrearing leave, the employee shall be returned to the same or substantially the same position he or she occupied prior to the leave. If that position no longer exists, the employee shall be given another position for which he or she is properly certified.

(4) The length of the leave may be extended by the Board upon written

request by the employee to the Superintendent, and the employee shall be thereafter permitted to continue any and all fringe benefits available by remitting the costs of these benefits to the Board.

24

(5) There shall be no distinction between natural, adoptive, foster parents or legal guardians of the person in this section; however, the child in question must be less than eighteen (18) years of age.

1055 1056 1057 1058 1059 1060 1061 1062 1063

(6) Anything to the contrary herein before notwithstanding, including the

introductory clauses to this section, a period of childrearing leave in combination with a period of childbearing leave for a child in question shall not in any case exceed a total of one (1) year without Board approval.

9-2 Emergency and Personal Leave 1064 1065

(A) Emergency leave may be granted by the Superintendent when applied for on an approved form. Emergency leave may be granted only after the professional employee has utilized his/her personal leave, if any, except if the day on which emergency leave is requested falls on a day on which personal leave is not permissible, all as hereinafter noted.

1066 1067 1068 1069 1070 1071

(B) Personal Leave 1072 1073 1074 1075 1076 1077 1078 1079 1080 1081 1082 1083 1084 1085 1086 1087 1088 1089 1090 1091 1092 1093 1094 1095 1096 1097 1098

All members of the Bargaining Unit shall be entitled to short term leave with pay for personal reasons in accordance with the following: (1) Each member of the Bargaining Unit in the District shall be provided with

personal leave days in accordance with the table below. Members shall receive personal leave days according to their years of service in the District.

All Bargaining Unit Members: Beginning year one (1) through year nine (9) shall receive one (1) day. Beginning year ten (10) through year nineteen (19) shall receive two (2) days. Beginning year twenty (20) and all years thereafter shall receive three (3) days.

(2) Written requests for leave must be submitted to and granted by the requester’s principal not less than three (3) calendar days prior to the day for which personal leave is requested unless circumstances involving the leave, in the discretion of the requester’s principal, demand suspension of the three (3) day notice requirements.

(3) A maximum of ten percent of the professional personnel in a building

housing eleven (11) or more professional employees or one (1) professional employee in a building housing ten (10) or fewer professional employees may be granted leave on any one day on a first-come/first-served basis.

25

(4) At the conclusion of the school year the employee not utilizing his/her personal leave day(s) shall have the option of accumulating personal leave as sick days or shall accumulate the unused day(s) as personal days. All accumulated days shall be carried over and added to the next school year’s allotment of personal leave days. The employee may choose to be paid $100 for each unused personal day(s).

1099 1100 1101 1102 1103 1104 1105 1106 1107 1108 1109 1110 1111 1112 1113 1114 1115 1116

(5) It is understood that the member of the Bargaining Unit granted leave is

responsible for providing lesson plans for his/her substitute. (6) Personal leave shall not be available on the first or last pupil instruction day

of the school year. Personal leave shall not be available in blocks of five days or more during the first week and the last week of pupil instruction of the school year. Personal leave shall not be available in blocks of nine (9) days or more during the school year, unless permission is granted from the building principal, due to an emergency situation. Personal leave must be taken in full day increments.

9-3 Temporary Military 1117 1118

1119 1120 1121 1122

Leave shall be granted to any persons called into temporary duty of any unit of the United States Reserves or the State National Guard. The professional employee shall be paid in compliance with State and Federal regulations.

9-4 Good Cause 1123 1124 1125 1126 1127

Other leaves of absence with or without pay may be granted by the Board for good reason.

9-5 Sick Leave Bank 1128

1129 1130 1131 1132 1133 1134 1135 1136 1137 1138 1139 1140 1141 1142

As a protection against catastrophe (disabling illness or accident) requiring a recovery period exceeding the professional employee’s accumulated sick leave and such other relief as the individual may be entitled, the Board and the Association agree to the concept of a Sick Leave Bank. Any professional employee desiring to join must contribute one day of accumulated sick leave to the Bank within the first thirty (30) workdays of the start of a new contract. (If the Bank falls below a minimum reserve of one hundred days, every member will be asked to contribute another day.) New hires may join the Sick Leave Bank by contributing one day within his/her first thirty (30) workdays.

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9-6 International and Federal Programs 1143 1144 1145 1146 1147 1148 1149 1150 1151 1152 1153 1154 1155 1156 1157 1158 1159 1160

For teaching in international and federally supported programs, a leave of absence of up to two (2) years shall be granted to any professional employee upon application for the purpose of participating in exchange teaching programs in other states, territories or countries, foreign or military teaching programs, the Peace Corp, Teachers Corp, or Job Corp as a full-time participant in such programs; or a cultural travel or work program related to his/her professional responsibilities; provided said teacher states his/her intention to return to the school system.

Credit for years of teaching in such programs shall be granted to the professional employee upon return to the School District.

This leave granted by the Board shall be limited to 1% of the bargaining unit per year. Notification of intent to return must be given, in writing, sixty (60) days prior to date of return.

9-7 Professional Study 1161 1162

1163 1164 1165 1166 1167 1168

A leave of absence of up to two (2) years may be granted to any professional employee, upon application, for the purpose of engaging in study at an accredited college or university reasonably related to his/her professional responsibilities. Credit for years of teaching in such programs shall be granted to the professional employee upon return to the School District.

9-8 Regular Military 1169 1170

1171 1172 1173 1174 1175 1176

A military leave of absence shall be granted to any professional employee who shall be inducted or shall enlist for military duty in any branch of the armed forces of the United States. Upon return from such leave, a professional employee shall be placed at the same position on the salary schedule as he/she would have been had he/she taught in the District during such period.

9-9 Bereavement Leave 1177 1178

1179 1180 1181 1182 1183 1184 1185 1186

Because of a death in the immediate family of a professional or temporary professional employee, there shall be no deduction in the salary of said employee for an absence not in excess of three days concurrent with the funeral. Members of the immediate family are defined as – father, mother, brother, sister, son, daughter, husband, wife, grandchild, parent-in-law, son-in-law, daughter-in-law, or near relative who resides in the same household, or any person with whom the employee has made his/her home.

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In the case of the death of a near relative, there shall be no deduction in the salary of said employee on the day of the funeral. A near relative is defined as first cousin, grandfather, grandmother, aunt, uncle, niece, nephew, brother-in-law, sister-in-law, and grandparent-in-law.

1187 1188 1189 1190 1191

9-10 Legal Leave 1192 1193

1194 1195 1196 1197 1198 1199 1200 1201 1202 1203 1204 1205

An employee who is properly subpoenaed as an essential witness and who is, accordingly, under legal compulsion to attend a legal proceeding, shall be on leave to make such attendance for so long as the same is in fact necessary, and one who is properly summoned for jury duty and does, in fact, serve such duty shall be on leave during each day of such service, and in each case shall be paid by the employer for each such day of such leave at the rate of regular compensation, but reduced by the amount of per diem compensation received or to be received for such service, provided in all such cases that the employee shall give the immediate supervisor or any other available alternate in the administrative organization of the school the most prompt notice possible in the circumstances, and in writing if time permits.

9-11 Professional Development Leave/Sabbatical Leave for Restoration of Health 1206 1207

1208 1209 1210 1211 1212 1213 1214 1215 1216 1217 1218 1219 1220 1221 1222 1223 1224 1225 1226 1227 1228 1229 1230

Leave shall be provided as follows: (1) After ten (10) years of service (at least five (5) consecutive years in the

District involved) and every seven (7) years thereafter. (2) Professional employees shall apply to the Board; applications will be

given preference according to years of service. The number of leaves may not be limited to less than 10% of the number of persons eligible.

(3) Professional employees must return to employment for not less than one

(1) school term immediately following the leave.

(4) Receives one-half of regular salary.

(5) Retirement contributions shall be made by the Board during period of absence.

(6) Leave does not prevent receipt of study grant.

(7) Nothing contained herein shall be contrary to the provisions of the

Pennsylvania School Code as it refers to Professional Development Leave/Sabbatical Leave for Restoration of Health.

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(8) Persons entitled shall be according to Act 66 of 1996, amending the Pennsylvania School Code, Sections 522 and 1166, adding Sections 522.2 and 1166.1.

1231 1232 1233 1234 1235 1236 1237 1238 1239 1240 1241 1242 1243 1244 1245 1246 1247 1248 1249 1250 1251 1252 1253 1254 1255 1256 1257 1258 1259 1260 1261 1262 1263 1264 1265 1266 1267 1268 1269 1270 1271 1272 1273 1274

Any person employed in the public school system of this Commonwealth who has completed ten (10) years of satisfactory service as a professional employee or member of the supervisory, instructional or administrative staff, or as a commissioned officer, of any Board of School Directors, County Board of School Directors, or any part of the public school system of the Commonwealth, shall be entitled to a leave of absence for professional development or a sabbatical leave for restoration of health, or, at the discretion of the Board of School Directors, for other purposes. At least five consecutive years of such service shall have been in the School District from which leave of absence for professional development or sabbatical leave for restoration of health is sought, unless the Board of School Directors shall, in its discretion, allow shorter time: Provided, however, that in the case of professional employees of area vocational-technical schools or technical institutes, prior service in the participating school district shall be credited toward such service requirement. A leave of absence for professional development or sabbatical leave for restoration of health shall be for a half or full school term or for two half school terms during a period of two years, at the option of such person: Provided, however, if a sabbatical leave is requested because of the illness of an employee, a leave shall be granted for a period equivalent to a half or full school term or equivalent to two half school terms during a period of two years: Provided further, that if a sabbatical leave for restoration of health or a leave of absence for professional development for one half school term or its equivalent has been granted and the employee is unable to return to school service because of illness or physical disability, the employee, upon written request prior to the expiration of the original leave, shall be entitled to a further leave for one half school term or its equivalent: Provided further, that if a leave for a full school term or its equivalent has been granted and the employee is unable to return to school service because of illness or physical disability, the Board of School Directors may extend such leave for such periods as it may determine but not to exceed one full school term or its equivalent. Thereafter, one leave of absence for professional development or a sabbatical leave for restoration of health shall be allowed after each seven years of service. A sabbatical leave for restoration of health or a leave of absence for professional development granted to a regular employee shall also operate as a leave of absence without pay from all other school activities.

29

PS5-522.2 Classroom Occupational Exchange 1275 1276 1277 1278 1279 1280 1281 1282 1283 1284 1285 1286 1287 1288 1289 1290 1291 1292 1293 1294 1295 1296 1297 1298 1299 1300 1301 1302 1303 1304 1305 1306 1307 1308 1309 1310 1311 1312 1313 1314 1315 1316 1317 1318

A Board of School Directors may grant a leave of absence to a professional employee for the purpose of acquiring practical work experience in business, industry or government, in accordance with the conditions and provisions set forth in section 1166.1 of this act. Persons on classroom occupational exchange shall be considered in full-time daily attendance in the position from which the leave was granted, during the period of said leave, for the payment of compensation by the School District, for the purpose of determining the employee’s length of service, the right to receive increments as provided by law and the right to make contributions as a member of the Public School Employee’s Retirement Fund and continue membership therein. The business, industry or government to whom the employee is assigned during the period of the classroom occupational exchange shall fully compensate the employee’s school employer for all salary, wages, pension and retirement contributions and other benefits, as if the school employee were in full-time active service. PS11-1166.1 Leaves of Absence for Professional Development A leave of absence for professional development shall be directly related to the professional responsibilities as determined by the Board of School Directors and shall be restricted to activities required by regulations of the State Board of Education and by the laws of this Commonwealth for a professional certificate or commission or to improve professional competency. All requests for a leave of absence for professional development shall be subject to review and authorization by the Board of School Directors, which shall have sole authority to adopt and enforce policy establishing the conditions for approval of such leaves. At a minimum for a half school term, a leave of absence for professional development shall consist of any of the following or a combination thereof: nine (9) graduate credits, twelve (12) undergraduate credits, one hundred eighty (180) hours of professional development activities. At a minimum for a full school term, a leave of absence for professional development shall consist of any of the following or a combination thereof: eighteen (18) graduate credits, twenty-four (24) undergraduate credits, three hundred sixty (360) hours of professional development activities. The employee requesting a leave of absence for professional development shall submit to the Board of School Directors a detailed plan describing the professional development activities to be undertaken. The Board shall be authorized to approve or reject the plan, consistent with its written policy. Upon completion of the leave, the employees shall provide to the Board of School Directors satisfactory evidence that the employee’s approved plan for professional development was fully complied with during the leave of absence. If the employee fails to do so, unless prevented by illness or physical disability,

30

the employee shall forfeit all benefits to which said employees would have been entitled under the provisions of this act for period of the absence for professional development.

1319 1320 1321 1322

Preferences; Limitation 1323 1324 1325 1326 1327 1328 1329 1330 1331 1332 1333 1334

Applications for leaves of absence shall be given preference, according to the years of service, since the previous sabbatical leave of the applicant, and in accordance with regulations adopted by the Board of School Directors. No School District shall limit the number of leaves of absence granted in any school year to less than the percentum (10%) of the number of persons eligible for such leave of absence regularly employed in such district. Schools which have a staff of seven (7) or less teachers shall be permitted at least one leave of absence each term. (amended July 27, 1953, P.L. 629) Return to Employment 1335

1336 1337 1338 1339 1340 1341 1342 1343 1344 1345 1346 1347 1348 1349 1350 1351 1352 1353 1354 1355 1356 1357 1358 1359 1360 1361 1362

No leave of absence shall be granted unless such a person shall agree to return to his or her employment with the School District for a period of not less than one school term immediately following such leave of absence. No such leave of absence shall be considered a termination or breach of the contract of employment, and the person on leave of absence shall be returned to the same position in the same school or schools he or she occupied prior thereto. Upon expiration of a sabbatical leave, by consent of the School Board, the requirement that the person on leave of absence shall return to the service of the School District or to the same position in the same school or schools that he or she occupied prior thereto, may be waived. If the School Board has not waived the obligation to return to school service upon expiration of the sabbatical leave and the employee fails to do so, unless prevented by illness or physical disability, the employee shall forfeit all benefits to which said employee would have been entitled under the provisions of this act, for the period of the sabbatical leave. If such employee resigns or fails to return to his employment, unless the requirement to return to service is waived by the Board of School Directors, the amount contributed by the School District under Section 1170 of this act to the Public School Employee’s Retirement Fund shall be deducted from the refund payable to such employee under existing law and the amount so refunded to the School District by which it was paid. (Amended September 29, 1959, P.L. 999.)

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Salary While On Leave 1363 1364 1365 1366 1367 1368

The person on leave of absence shall receive one-half of his or her regular salary during the period he or she is on sabbatical leave. (Amended July 30, 1963, P.L. 358.) Rights Retained 1369

1370 1371 1372 1373 1374 1375 1376 1377 1378 1379 1380 1381 1382 1383 1384 1385 1386 1387 1388 1389 1390

Every employee, while on sabbatical leave of absence, shall be considered to be in regular full-time daily attendance in the position from which the sabbatical leave was taken, during employee’s length of service and the right to receive increments, as provided by law. Every person on leave of absence shall continue his or her membership in the School Employees’ Retirement Association. The School District shall pay into the School Employees’ Retirement Fund on behalf of each such employee on leave, in addition to the contributions required by law to be made by it, the full amount of the contribution required by law to be paid by the employee, as though said employee were actually in regular full-time daily attendance in the position from which the sabbatical leave was taken so that such employee’s retirement rights shall be in no way affected by such leave of absence. The amount of the contribution required to be paid by the employee shall be deducted from any compensation payable to the employee while on leave. Nothing in this subdivision of this article shall be construed to prevent any person on leave of absence from receiving a grant for further study from any institution of learning. (Amended July 29, 1953, P.L. 1004.) Regulations 1391

1392 1393 1394 1395 1396 1397 1398 1399 1400 1401

The Board of School Directors shall have the right to make such regulations as they may deem necessary to make sure that employees on leave shall utilize such leave properly for the purpose for which it was granted, requiring reports from the employee or employees in such manner as they may deem necessary.

ARTICLE 10 GRIEVANCE PROCEDURE

10-1 Purpose 1402

1403 1404 1405

The primary purpose of this procedure is to secure, at the lowest possible level, equitable solutions to a claim of the aggrieved party. Both parties agree that

32

these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

1406 1407 1408

10-2 Definitions 1409 1410 A. Grievance 1411

1412 1413 1414 1415 1416 1417 1418 1419

A claim by a professional employee, member of the Bargaining Unit, or by a group of the same, that there has been a misinterpretation, violation, or inequitable application of the terms of this Agreement. Provided that a claim involving application of established Board Policy or teacher ratings, not explicitly contained in this Agreement, may be processed through the grievance procedure herein provided, up to the Board Level (Step V), but shall not be subject to arbitration (Step VI).

B. Aggrieved Party 1420 1421 1422

The person or persons initiating the grievance.

C. Professional Employee 1423 1424 1425 1426

Any professional staff member covered by the Bargaining Unit, defined in Article 1-2.

D. Bargaining Unit 1427 1428 1429 1430

All professional staff members below the level of “first line supervisor” as provided by the guidelines of Act 195.

E. Immediate Administrative Officer 1431 1432 1433 1434

The Elementary and Secondary Principal or Supervisor who serves as the first line supervisor of the aggrieved party.

F. Days 1435 1436 1437 1438

The term “days” when used shall mean working school days, and days in the normal administrative summer workweek.

G. School Board 1439 1440 1441

The Board of School Directors of the Mifflin County School District.

10-3 General Principles 1442 1443

1444 1445 1446 1447 1448

A. The School Board shall use every means at its disposal to assure to every professional employee the unobstructed use of this grievance procedure without fear of reprisal or without prejudice in any manner in his/her professional or employment status.

33

B. A professional employee may seek and use the assistance of a designated representative of the exclusive bargaining agent in the presentation and/or appeal of any grievance. Such assistance may include, but shall not be limited to, the direct representation of a professional employee at all steps of the grievance procedure.

1449 1450 1451 1452 1453 1454 1455 1456 1457 1458 1459 1460 1461 1462 1463 1464 1465 1466 1467 1468 1469 1470 1471 1472 1473 1474 1475 1476 1477 1478

C. Nothing contained in this grievance procedure shall be construed to deny

any professional employee his/her constitutional rights.

D. The failure of the aggrieved party to proceed to the next step of the grievance procedure within the time limits set forth shall be deemed to be the acceptance of the decision previously rendered and shall constitute a waiver of any future appeal concerning the particular grievance. The failure of an Administrator or the School Board at any step to communicate his decision to the aggrieved party within the specified time limits shall permit the aggrieved party to proceed to the next step.

E. The immediate administrative officer of the aggrieved party may be in

attendance at all subsequent presentations of the grievance.

F. Any cost of arbitration accrued by a nonmember of the bargaining agent shall be borne by that individual.

G. The arbitrators to whom any grievance shall be submitted in accordance

with the provisions of this Article, shall be bound by the provisions of the American Arbitration Association.

H. All time limits are considered maximums, but may be extended by mutual

agreement. 10-4 Procedure 1479

1480 10-4.1 Step I 1481

1482 1483 1484 1485 1486 1487 1488 1489 1490 1491

Any member or group of the Bargaining Unit initiating an alleged grievance shall present said grievance, verbally, to the immediate administrative officer within five (5) days after the recognition of the alleged misinterpretation, violation, or misapplication of the Agreement, or inequitable application of established School Board Policy. The immediate administrative officer shall reply, verbally, to the aggrieved party within five (5) days after the initial presentation of the grievance.

34

The aggrieved party shall have five (5) days from the date of the verbal reply from the immediate administrative officer to appeal this decision, in writing, on a form provided by the School Board.

1492 1493 1494 1495

10-4.2 Step II 1496 1497

1498 1499 1500 1501 1502 1503 1504 1505 1506 1507 1508 1509

Any member or group of the Bargaining Unit initiating an alleged grievance shall present said grievance, in writing and on a form provided by the School Board, to the immediate administrative officer within five (5) days after receiving the verbal reply from the immediate administrative officer concerning the alleged misinterpretation, violation, misapplication of the Agreement, or inequitable application of the established School Board Policy. The immediate administrative officer shall reply, in writing, to the aggrieved party within five (5) days after the initial written presentation of the grievance. The aggrieved party shall have five (5) days from the date of the reply from the immediate administrative officer to appeal this decision.

10-4.3 Step III 1510 1511

1512 1513 1514 1515 1516 1517 1518 1519 1520 1521

If the action in Step II fails to resolve the grievance to the satisfaction of the aggrieved party, the grievance shall be referred to the next level administrator deemed appropriate. The next level administrator shall reply, in writing, to the aggrieved party within five (5) days after receipt of said grievance. The aggrieved party shall have five (5) days from the date of the reply from the next level administrator to appeal this decision.

10-4.4 Step IV 1522 1523 1524 1525 1526 1527 1528 1529 1530 1531 1532 1533 1534 1535

If the action in Step III fails to resolve the grievance to the satisfaction of the aggrieved party, the grievance shall be referred to the District Superintendent. The District Superintendent shall reply, in writing, to the aggrieved party within five (5) days after receipt of said grievance. The aggrieved party shall have five (5) days from the date of reply from the District Superintendent to appeal this decision.

35

10-4.5 Step V 1536 1537 1538 1539 1540 1541 1542 1543 1544 1545 1546 1547 1548 1549 1550 1551

If the action in Step IV fails to resolve the grievance to the satisfaction of the Association, the grievance shall be referred to the School Board. After such referral, the School Board or School Board Committee and the aggrieved party shall meet within fifteen (15) days for the purpose of discussing the matter and disposing of it in a mutually satisfactory manner. The School Board shall officially notify the aggrieved party, in writing, of the disposition of the grievance within five (5) days of the last meeting of the parties involved. The Association shall have five (5) days from the date of the reply from the School Board to appeal this decision.

10-4.6 Step VI 1552 1553 1554 1555 1556 1557 1558 1559 1560 1561 1562 1563 1564 1565 1566 1567

1569 1570 1571 1572 1573

1575 1576 1577 1578

If the action in Step V fails to resolve the grievance to the satisfaction of the Association, the Association may request that the matter be submitted to binding arbitration as provided in Section 903 of Act 195. The final decision shall be rendered by the Arbitrator on the issues subject to arbitration as defined in Section 903 of Act 195. Both parties shall be bound by the decision of the Arbitrator, except where enabling legislation is required in which it is binding only if such legislation is enacted as provided in Section 901 of Act 195.

ARTICLE 11 MEET AND DISCUSS

11-1 The Board of School Directors shall appoint a “Meet and Discuss Committee” to 1568

represent the Board and to meet with a representative committee of the Bargaining Unit to discuss items of mutual concern as provided for in Act 195 and in accordance with the definition of “Meet and Discuss” as listed in Article III of that Act.

11-2 The Committee representing the Board shall have three (3) members. The 1574 Committee representing the Bargaining Unit shall have three (3) members. Either party shall have the right to bring additional persons before the Committee to present testimony, to observe, to counsel or advise.

36

11-3 A regular meeting date shall be established. This date shall be arranged by 1579 mutual agreement between the Chairman of the Committee representing the Board and the Chairman of the Committee representing the Bargaining Unit.

1580 1581 1582

1584 1585 1586 1587 1588

1590 1591 1592

1594

1596 1597 1598 1599 1600

1602 1603 1604 1605 1606 1607 1608 1609 1610 1611 1612 1613 1614 1615 1616 1617 1618 1619 1620 1621 1622

11-4 The Superintendent and/or the President of the Bargaining Unit shall receive a 1583

two (2)week prior notice from the Bargaining Unit or Superintendent listing, in writing, all items to be discussed. In case of emergencies, the Superintendent and the President of the Association may mutually agree to waive the two-week notification period in order to place additional items on the agenda.

11-5 The Meet and Discuss Committee may appoint operating committees and/or 1589

subcommittees to make in-depth studies of problems brought before the Meet and Discuss Committee.

11-6 Minutes of the Meet and Discuss Committee shall be recorded. 1593 11-7 Progress reports shall be issued as the need develops. 1595

ARTICLE 12 MAINTENANCE OF MEMBERSHIP

12-1 The Board agrees that all employees who are presently members of the 1601

Association shall be subject to the “maintenance of membership” program as defined in Article III, Subsection (18) and set forth in Section 705 of the Public Employee Relations Act, Act 195, which reads as follows:

“MAINTENANCE OF MEMBERSHIP” means that all employees who have joined an employee organization or who joins the employee organization in the future must remain members for the duration of a collective bargaining agreement so providing with the proviso that any such employee or employees may resign from such employee organization during a period of fifteen days prior to the expiration of any such agreement.

The Mifflin County School District’s sole responsibility under this provision of the Agreement shall be limited to the collection of Association dues. The School District shall not discipline members of the Association who violate or attempt to violate this provision of the Agreement.

37

ARTICLE 13 1623 1624 1625

MISCELLANEOUS PROVISIONS

13-1 Waiver 1626 1627

1628 1629 1630 1631 1632 1633 1634 1635 1636

The parties agree that all negotiable items have been discussed during the negotiations leading to this Agreement, and that no additional negotiations on this Agreement will be conducted on any item, whether contained herein or not, during the life of this Agreement. The exception is the existence of a problem due to an emergency within the School District wherein a contracted item must be re-negotiated to solve the problem. Both parties of this Agreement must agree that an emergency exists. The question of whether an emergency exists shall be subject to arbitration.

13-2 Separability 1637 1638

1639 1640 1641 1642 1643 1644

If any provision of this Agreement or any application of this Agreement to any employee or group of employees is held to be contrary to law, then such provision or application shall not be deemed valid and subsisting except to the extent permitted by law, but all other provisions or applications shall continue in full force and effect.

13-3 Compliance Between Individual Contract and Master Agreement 1645 1646

1647 1648 1649 1650 1651 1652

Any individual contract between the Board and an individual teacher heretofore or hereafter executed, shall be subject to and consistent with the terms and conditions of this Agreement. If an individual contract contains any language inconsistent with this Agreement, this Agreement during its duration, shall be controlling.

13-4 Statutory Savings 1653 1654

1655 1656 1657 1658

Nothing contained herein shall be construed to deny or restrict to any professional employee such rights as he/she may have under the Public School Code, the Public School Employee Relations Act 195.

13-5 Management Functions 1659 1660

1661 1662 1663 1664 1665 1666

All management functions and prerogatives which the Board has not expressly modified or restricted by a specific provision of this Agreement are retained and vested exclusively in the Board, and are not subject to arbitration under this Agreement.

38

39

13-6 Duplication of Agreement 1667 1668

1669 1670 1671 1672

The Association shall produce a copy of the final written Agreement for ratification. The Board shall produce the written Agreement for general distribution within thirty (30) calendar days following ratification.

13-7 Induction Program 1673 1674

1675 1676 1677 1678 1679 1680 1681 1682 1683 1684 1685 1686

A. Release time, as needed, to attend meetings and conferences shall be provided by the District when approved by District Induction Council, Superintendent, or Board.

B. Compensation for the mentor teacher shall be a stipend of $750.00 to carry

out their responsibilities for the inductees, and the training required.

C. A mentor-teacher shall be responsible for only one inductee, unless he/she agrees to accept the responsibility for more than one.

APPENDIX A

BACHELOR BACHELOR (05-06) BACHELOR MASTERS MASTERS MASTERS MASTERS MASTERS MASTERSSTEP 04-05 BACH+15 (04-05) (+24 CREDITS) DEGREE M+15 M+30 M+45 M+60 PhD

1 30,750 31,000 31,250 31,525 32,250 32,975 33,700 34,425 35,1502 30,750 31,000 31,250 31,525 32,250 32,975 33,700 34,425 35,1503 30,985 31,235 31,485 31,760 32,485 33,210 33,935 34,660 35,3854 31,521 31,771 32,021 32,296 33,021 33,746 34,471 35,196 35,9215 32,593 32,843 33,093 33,368 34,093 34,818 35,543 36,268 36,9936 33,130 33,380 33,630 33,905 34,630 35,355 36,080 36,805 37,5307 34,738 34,988 35,238 35,513 36,238 36,963 37,688 38,413 39,1388 35,810 36,060 36,310 36,585 37,310 38,035 38,760 39,485 40,2109 36,347 36,597 36,847 37,122 37,847 38,572 39,297 40,022 40,747

10 36,883 37,133 37,383 37,658 38,383 39,108 39,833 40,558 41,28311 37,955 38,205 38,455 38,730 39,455 40,108 40,905 41,630 42,35512 39,028 39,278 39,528 39,803 40,528 41,253 41,978 42,703 43,42813 40,100 40,350 40,600 40,875 41,600 42,325 43,050 43,775 44,50014 41,172 41,422 41,672 41,947 42,672 43,397 44,122 44,847 45,57215 42,245 42,495 42,745 43,020 43,745 44,470 45,195 45,920 46,64516 44,389 44,639 44,889 45,164 45,889 46,614 47,339 48,064 48,78917 46,534 46,784 47,034 47,309 48,034 48,759 49,484 50,209 50,93418 48,679 48,929 49,179 49,454 50,179 50,904 51,629 52,354 53,07919 50,824 51,074 51,324 51,599 52,324 53,049 53,774 54,499 55,22420 53,810 54,060 54,310 54,585 55,310 56,035 56,760 57,485 58,210

2005-2006 SALARY SCHEDULE

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Mifflin County School District

BACHELOR BACHELOR (05-07) BACHELOR MASTERS MASTERS MASTERS MASTERS MASTERS PhDSTEP 04-05 B+15 (04-05) B+24 DEGREE M+15 M+30 M+45 M+60

1 31,750 32,000 32,250 32,525 33,275 34,025 34,775 35,525 36,2752 31,750 32,000 32,250 32,525 33,275 34,025 34,775 35,525 36,2753 31,750 32,000 32,250 32,525 33,275 34,025 34,775 35,525 36,2754 32,750 33,000 33,250 33,525 34,275 35,025 35,775 36,525 37,2755 33,350 33,600 33,850 34,125 34,875 35,625 36,375 37,125 37,8756 33,950 34,200 34,450 34,725 35,475 36,225 36,975 37,725 38,4757 35,050 35,300 35,550 35,825 36,575 37,325 38,075 38,825 39,5758 36,250 36,500 36,750 37,025 37,775 38,525 39,275 40,025 40,7759 37,250 37,500 37,750 38,025 38,775 39,525 40,275 41,025 41,775

10 37,750 38,000 38,250 38,525 39,275 40,025 40,775 41,525 42,27511 39,250 39,500 39,750 40,025 40,775 41,525 42,275 43,025 43,77512 40,250 40,500 40,750 41,025 41,775 42,525 43,275 44,025 44,77513 41,250 41,500 41,750 42,025 42,775 43,525 44,275 45,025 45,77514 42,250 42,500 42,750 43,025 43,775 44,525 45,275 46,025 46,77515 43,250 43,500 43,750 44,025 44,775 45,525 46,275 47,025 47,77516 45,250 45,500 45,750 46,025 46,775 47,525 48,275 49,025 49,77517 47,750 48,000 48,250 48,525 49,275 50,025 50,775 51,525 52,27518 51,250 51,500 51,750 52,025 52,775 53,525 54,275 55,025 55,77519 55,250 55,500 55,750 56,025 56,775 57,525 58,275 59,025 59,775

2006-2007 SALARY SCHEDULE No Step Movement - Steps 19 & 20 become Step 19

41

Mifflin County School District

BACHELOR BACHELOR (05-08) BACHELOR MASTERS MASTERS MASTERS MASTERS MASTERS PhDSTEP 04-05 B+15 (04-05) B+24 DEGREE M+15 M+30 M+45 M+60

1 32,750 33,000 33,250 33,550 34,350 35,250 36,250 37,250 38,2502 32,750 33,000 33,250 33,550 34,350 35,250 36,250 37,250 38,2503 33,250 33,500 33,750 34,050 34,850 35,750 36,750 37,750 38,7504 33,250 33,500 33,750 34,050 34,850 35,750 36,750 37,750 38,7505 33,250 33,500 33,750 34,050 34,850 35,750 36,750 37,750 38,7506 34,250 34,500 34,750 35,050 35,850 36,750 37,750 38,750 39,7507 35,250 35,500 35,750 36,050 36,850 37,750 38,750 39,750 40,7508 36,250 36,500 36,750 37,050 37,850 38,750 39,750 40,750 41,7509 37,250 37,500 37,750 38,050 38,850 39,750 40,750 41,750 42,750

10 38,250 38,500 38,750 39,050 39,850 40,750 41,750 42,750 43,75011 39,250 39,500 39,750 40,050 40,850 41,750 42,750 43,750 44,75012 40,250 40,500 40,750 41,050 41,850 42,750 43,750 44,750 45,75013 41,250 41,500 41,750 42,050 42,850 43,750 44,750 45,750 46,75014 42,250 42,500 42,750 43,050 43,850 44,750 45,750 46,750 47,75015 44,250 44,500 44,750 45,050 45,850 46,750 47,750 48,750 49,75016 46,250 46,500 46,750 47,050 47,850 48,750 49,750 50,750 51,75017 49,250 49,500 49,750 50,050 50,850 51,750 52,750 53,750 54,75018 52,250 52,500 52,750 53,050 53,850 54,750 55,750 56,750 57,75019 56,250 56,500 56,750 57,050 57,850 58,750 59,750 60,750 61,750

2007-2008 SALARY SCHEDULE Step Movement

42

43

APPENDIX B CONVERSION CHART-STEP & YEARS SERVICE

04-05 04-05 05-06 05-06 06-07 06-07 07-08 07-08YEARS STEP STEP YEARS STEP YEARS STEP YEARS

SERVICE SERVICE SERVICE SERVICE

1 11 1 1 1-2 2 2-3

1 1 2 2 2 3 3 42 2 3 3 3 4 4 53 3 4 4 4 5 5 64 4 5 5 5 6 6 75 5 6 6 6 7 7 86 6 7 7 7 8 8 97 7 8 8 8 9 9 1

TRANSITION 8 9 9 9 10 10 118-9 9 10 9-10 10 10-11 11 11-1210 10 11 11 11 12 12 1311 11 12 12 12 13 13 1412 12 13 13 13 14 14 1513 13 14 14 14 15 15 1614 14 15 15 15 16 16 1715 15 16 16 16 17 17 1816 16 17 17 17 18 18 19

17-18 17 18 18-19 18 19-20 19 20+19-20-21 18 19 20-21-221 19 21+ 19 20+22-23-24 19 20 23+ 19 21+ 19 20+

25+ 20 20 23+ 19 21+ 19 20+

0

44

45

46

47

48

49

$10 copayment per prescription.

50

51

APPENDIX D

MEMORANDUM OF UNDERSTANDING BETWEEN

ASSOCIATION OF MIFFLIN COUNTY EDUCATORS AND

MIFFLIN COUNTY SCHOOL DISTRICT

Both parties agree that Article VIII, Section 2 shall be implemented as follows: Elected representatives from the Association of Mifflin County Educators shall be granted leave without pay for official association business provided the Superintendent shall be informed, in writing, by an association officer of the names of the individuals to be absent, no later than ten (10) work days in advance of the day(s) to be taken. This contractual provision shall be utilized by the Association of Mifflin County Educators and administered by the School District in a reasonable fashion. FOR THE MIFFLIN COUNTY FOR THE ASSOCIATION OF BOARD OF EDUCATION MIFFLIN COUNTY EDUCATORS DATE: DATE:

52

APPENDIX E - EXTRA CURRICULAR ACTIVITIES

ACTIVITY VALUE FACTOR

I. Yearbook Editor 3.1

II. Yearbook Business Manager 2.6

III. Marching Band Director 2.4

IV. Junior Class Advisor 2.1

V. Summer Band – Senior Class Advisor 1.6

VI. Student Council Advisor – Key Club Advisor 1.5

VII. Debate Club Advisor – Varsity Club Advisor 1.1

VIII. Art Club Advisor – National Honor Society Advisor .9 Technology Student Association Advisor

IX. Drama Club Advisor – Senior Class Show Advisor .8 Choir Director – Conservation Club Advisor High School Science Club Advisor

X. M.C.C. Advisor – Pep Club Advisor .7 Stage Band Director – Stage Crew Advisor Middle School Band Club Advisor Scholastic Quiz Advisor

XI. Computer Club Advisor – School Paper Advisor .6

XII. Freshman Class and Sophomore Class Advisors .5 Accounting Club Advisor – Business Club Advisor F.H.A. Advisor – Safety Club Advisor Ski Club Advisor

XIII. Builders Club Advisor .4 French, German, and Spanish Club Advisors Humanities Club Advisor – Audio Visual Club Advisor

XIV. A.F.S. Advisor – Middle School Paper Advisor .3 Conditioning Club Advisor – Weight Lifting Club Advisor Middle School Yearbook – Social Studies Club Advisor Assistant Ski Club Advisor – Elementary Drama Club Advisor Middle School Science Club Advisor – “S” Club Advisor Middle School Spelling Bee Coordinator

XV. Key Club Assistant – Builders Club Assistant .2

XVI. Olympics of the Mind Advisor .1

53

Elementary Spirit Club Advisor Drama Club Assistant

APPENDIX F

ATHLETIC COACHES SALARY SCHEDULE

MULTIPLIER I. Athletic Director 3.5 Athletic Trainer (Certified) II. Head Basketball 3 Football Wrestling III. Assistant to the Athletic Trainer 2.6 Baseball Cheerleading Cross Country Field Hockey Golf Soccer Softball Tennis Track Volleyball IV. First Assistant Coaches 2.2 Equipment Manager V. Assistants 1.8 Assistant Athletic Director VI. Ninth Grade Head 1.5 VII. Ninth Grade Assistant 1.3