mary's association and administrators and board … agreements/smasa_negotiated...association...
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Agreement Between theSt. Mary's Association of
Supervisors and Administratorsand the Board of Education
of St. Mary's County
July 1, 2015 - June 30, 2018Revised 5-22-15 for FY16 & FY17
SMASASMCPS
Building o Better Future for Our Students
TABLE OF CONTENTS
Preamble ...........3
Article I, Definitions ............ ............... 4
Article II, Recognition .......... ................4
Article III, Employees Assignment ............ ............5
Article IV, Working Conditions ............... ..............5
Article V, Duty Days ........ ....................9
Article VI, Salary ...............9
Article VII, Insurance ............. ............11
Article VIII, Leaves ............... .............14
Article IX, Course Tuition .................22
Article X, Deductions ........... ..............25
Article XI, Employee Protection............... ............26
Article XII, Promotional Vacancies .....................27
Article XIII, Procedures for Handling Grievances ..................28
Article XIV, Association Privileges and Responsibilities .....29
Article XV, Voluntary Transfers and Reassignments ............29
Article XVI, Involuntary Transfers and Reassignments ......... 31
Article XVII, Health and Safety ......... 3l
Article XVIII, Just Cause ...................32
Article XIX, Employee Evaluation......... ..............32
Article XX, Plans of Assistance.............. ..............32
Article XXI, Academic Freedom ............ ..............33
Article XXII, Severance Pay........... ......................33
Article XXIII, Employee Rights .........34
Article XXIV, General .....34
Article XXV, Duration ......35
Appendix, Salary Schedule ...............A-l
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PREAMBLE
The Board of Education of St. Mary's County (hereafter referred to as the Board) and the St. Mary's Association ofSupervisors and Administrators /Maryland State Education AssociationA.lational Education Association(SMASA/MSEA/NEA), hereafter referred to as the Association recognize that the development of a qualityeducational program for the children of the county is a joint responsibility which can be best achieved byagreement that both parties work toward common goals. The Board and the Association enter into this Agreementwith mutual dedication, recognizing that the experience, creativity and judgment of both parties are necessary tomeet the educational needs of the community. We mutually pledge to follow this Agreement with patience,understanding, and good will.
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ARTICLE IDEFINITIONS
The following list of terms will be used frequently in the Agreement and whenever they are used will refer to thedefinitions described below unless otherwise stipulated.
Board - The Board of Education of St. Mary's County.
Association or SMASA The St. Mary's Association of School Administrators /Maryland State EducationAssociation/National Education Association
C. Unit Members - Certificated and non-certificated supervisory staff who are employed on a regular basis andwho are officially delegated the authority and responsibility to formally evaluate subordinates, with theexception of those employees who are deemed confidential employees.
D. Confidential Employee - An individual whose employment with the Board requires knowledge of the Board'sposture in negotiations.
Employee - A unit member employed by the Board on a regular basis either full-time or at least half time.
Superintendent - The Superintendent of the St. Mary's County Public Schools.
Negotiations Law - Section 6-401et seq. of the Education Article of the Maryland Code (1978).
Per Diem Rate - An employee's per diem rate is his/her annual salary including step, longevity, and stipends forthe given year divided by the total number of paid days stipulated in Article V for that employee's current jobassignment plus paid holidays designated in the annual SMCPS operational calendar. Eligible stipends will bethose that are specifically identified in this agreement as earnable income for the purposes of pension. The perdiem rate may be prorated if less than a full duty day is worked.
Workday - Any day the unit member is scheduled to be on duty.
Intoxicated - Affected temporarily with diminished physical and mental control by means of alcoholic liquor, adrug, or another substance.
ARTICLE IIRECOGNITION
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A. The Board recognizes the Association as
noncertifi cated administrative and supervisorymatters relating to salary, wages, hours, andpersons designated by the Board to act as itsLaw are excluded.
the exclusive negotiating agent for all certificated andemployees who have evaluative authority with regard to allother working conditions. The Superintendent and those
representatives in negotiations pursuant to the Negotiations
The Association recognizes its responsibility to represent fully and equally without discrimination all themembers of the unit in the administration of this agreement.
B.
ARTICLE IIIEMPLOYEES ASSIGNMENT
A. Employees under contract will be provided written notice of their placement on the salary scale, salary, andassignment for the forthcoming school year as soon after June 1 as possible but not later than July 1.
B. Changes in assignment will be made only after a meeting between the employee involved and theappropriate supervisor where the considerations for selections will be discussed. If the decision standsfollowing the employee/supervisor meeting, the final assignment shall be summarized in writing.
C. Certificated employees who are reassigned after July 15, and who so request, shall be released from theirSMCPS contracts without prejudice up until August 5.
D. In order to promote collaboration and commitment, unit members may request consideration for lateralreassignment in writing to Human Resources by March 15. The fact that an employee requests areassignment shall not be a guarantee that the employee will be selected.
E. In changes of assignments and reassignments of school-based employees, factors such as certification andexperience will be considered.
F. In arranging schedules for school-based employees who are assigned to more than one (1) school, an effortwill be made to limit the amount of inter-school travel. Unit members shall be notified of a change in theirschedules as soon as practical. Employees who are supporting more than one site shall select, with inputfrom their supervisor, which of their assigned sites will serve as a home site for the purposes of mail,paychecks, storage, staff meetings, and other forms of communication from outside their school.
G. It is the responsibility of each employee to maintain his,/her certification, licensure, and/or professionalstatus. Each certificated employee will be notified at least one year in advance of the expiration date ofhislher certificate. A 10% reduction of gross salary will be made for a Provisional Certificate.
H. The Board may re-hire retired administrators for administrative positions. Said re-hired retiredadministrators will be hired on a nontenured one year renewable basis, shall be placed on the administratorssalary scale at the last step held prior to retirement, and shall be entitled to the same contractual protections,sick leave, personal leave, and health care benefits provided to other unit members under this Agreement.
I. Any employee who is hired as principal of a new school will be relieved of all his/her other duties mid yearbefore that school is scheduled to open.
ARTICLE IVWORI(NG CONDITIONS
A. School-BasedEmployees
l. The Board and the Association remain committed to the Board's goals for class size established as ofJuly l, each year.
2. Each School Improvement Team (SIT) will be provided with ten (10) substitute days per year for SITactivities.
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3. SMCPS recognizes the significant workload of bargaining unit members and commits to working withthe Calendar Committee to make some time available each month, when possible, for the performanceof professional responsibilities (without students) during the duty day.
4. The president of SMASA will appoint one unit member to serve as the SMASA representative to theCalendar Committee.
B. All Employees
l. Every unit member shall be provided with a duty-free lunch period each work day. The period shallextend for at least thirty minutes.
2. Where possible, the Board will provide each unit member a private lockable space.
C. Travel Reimbursement
For prior approved official school system business, including travel to administrative meetings at the Boardof Education building, authorized employees in the unit shall be reimbursed for use of their private vehiclesat the IRS rate. Tolls and parking fees will be paid provided validated receipts are submitted. Employeeswho have the option and choose not to operate an available Board-owned vehicle for their assigned dutieswill not be eligible for mileage reimbursement for use of a personal vehicle.
D. Substitutes
If an administrator is absent for more than 20 days, a substitute will be provided for that position. In theevent that a building principal is absent and an assistant principal serves as acting principal in his/her stead,that assistant principal will be compensated at the per diem rate he/she would make as a principal for thatbuilding for every day beyond 15 consecutive such days served as acting principal in any school year.
E. Work Hours
The normal duty day will be seven hours plus a 30-minute unpaid duty free lunch for all employees.
F. Pre-Allocated Leave
At the beginning of the fiscal year, unit members are pre-allocated leave as follows. This leave will be proratedif less than one year is worked.
o l l month employees will receive 21 hourso 12 month employees will receive 35
Pre-allocated leave represents the full compensation for staff, to include salary, for the work required as
indicated in the appropriate job descriptions for the position. This leave can only be used under the followingconditions:
o There are no students in school
o There is no cost for a substitute
o Leave would require approval by the immediate supervisor, utilizing the electronic absence reportingsystem
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There is no carry over from one year to the next
This allocation will be prorated if less than a full year is worked
G. Acquired Hours
In the event that SMCPS desires a unit member to perform additional tasks for which they are not otherwise beingpaid that are not routine expectations of their position, the employee's immediate supervisor may in advance and inwriting (approved SMCPS form) offer the employee acquired hours. If accepted and subsequently worked, thesupervisor will document the acquired hours earned (and subsequently acquired hours used) via the payroll system.Employees may use acquired hours for approved leave when a substitute is not required.
Acquired hours cannot be accumulated beyond 2l hours and are not eligible for monetary compensation.
H. Reduction in Staff
l. When there is to be a reduction in force (RIF) for unit members for which a certificate or license isissued, the unit members in that field shall be laid off in the following order.
a. Provisionally certificated or licensed unit membersb. Probationary/non-tenured unit membersc. Tenured unit members
2. No tenured/nonprobationary unit members shall be laid off until all nontenured/probationary unitmembers in their field of certificatior/licensure/expertise have been laid off; nonontenured/probationary unit members shall be laid off until all provisional unit members in their fieldof certification/licensure/expertise have been laid off.
3. Tenured/nonprobationary unit members shall be laid off in each field of certification/licensure/expertisein inverse order of the length of total satisfactory service as a unit member in the St. Mary's CountyPublic Schools.
4. For non-certificated employees "seniority" shall mean the length of continuous service, includingapproved leaves of absence, with the St. Mary's County Public Schools since the most recent date ofhire.
5. When positions in fields of certification/licensure/expertise for certificated or non-certificatedemployees become vacant, tenured/nonprobationary unit members who have been laid off shall berecalled in order of the length of total satisfactory service as unit member in the St. Mary's CountyPublic Schools. They shall be notified of recall by certified mail. Within l5 days of an offer to return toemployment, the (unit member) employee shall provide written notice of acceptance in writing whichmust be received within the Department of Human Resources prior to the close of business on the l5thday or it shall be deemed that he/she has declined the offer. It shall be the responsibility of each laid-offunit member to keep the Department of Human Resources informed in writing of any change in address.Unit members shall remain on the recall list for three years.
6. Unit members on leave of absence shall be eligible for lay-off as though they were in active service.
7 . The Board will continue coverage for three (3) months after the first effective day of a RIF at the regular
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percentage of the premium split defined in Article VII of this agreement. Health care coveragethereafter would be provided under COBRA regulations with the full premium costs being paid by theformer employee to St. Mary's County Public Schools.
8. Previously accrued sick leave days will be restored to all employees who return to employment with theBoard.
Administrative Responsibility for Student Disciplinary Procedures
1. The site administrator shall invite all members of the faculty and administration to collaborate in thedevelopment of appropriate student disciplinary practices or procedures.
2. It shall be the site administrator's responsibility to inform, in writing, the faculty and staff of the schooldisciplinary practices as soon as possible.
Screening
1. Employees may be tested for drugs and/or alcohol when an administrator who has completed trainingon reasonable suspicion has reason to believe that an employee may be intoxicated (see Article [,Definitions) at the work site.
Employees who are required to operate a Board-owned vehicle other than a school bus for theirassigned position shall be registered with the State of Maryland's License Monitoring System by theDepartment of Transportation, and will have their driving records reviewed by the Department of Safetyand Security to authorize operation of a Board-owned vehicle. Staff identified to operate Board-ownedschool buses for their assigned position will have their driving records reviewed by the Department ofTransportation.
Employees who have the option and choose to operate an available Board-owned vehicle other than aschool bus for their assigned position shall also be registered with the State of Maryland's LicenseMonitoring System by the Department of Transportation, and will have their driving records reviewedby the Department of Safety and Security to authorize operation of a Board-owned vehicle.
Media Allocation
Principals and directors will be given a $ 1200 media allocation each year to be used for the purchase ofcell phones, tablets, data plans, and other technological items and services that will facilitate their ability toperform their assigned work. Elementary school assistant principals and Coordinator I's will receive $500;middle school assistant principals and Coordinator II's will receive $600; and high school assistantprincipals, supervisors, and Coordinator III's will receive $800 for the same purpose. This allocation maybe prorated if less than a full year is worked (i.e., reimbursement may be requested if a unit member leavesthe school system prior to the end of the school year, or the allocation may be adjusted if a unit member ishired after the start of the school year, or a unit member's assignment changes to reflect a change in theallocation) and will not be included for retirement calculation purposes.
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L. Summer Compressed Schedule
In an effort to conserve utilities, SMCPS will implement a compressed summer schedule for a minimum offour and a maximum of six of the weeks when regular school is closed for students. The duty day of alleleven- and twelve-month employees scheduled to work in any of these weeks will be extended by 25oh oftheir normal work hours on Monday through Thursday, and employees will be off on Friday, excluding theweek of the July 4th holiday. The normal core workday should be maintained. The schedule forimplementing the additional 25o/o duty day will be mutually determined around the core workday by theemployee and his/trer supervisor on a case-by-case basis. Affected employees may use personal/annualleave for the 25%o extension following the normal leave approval procedures defined in Article VIII. Ifleave is taken on any workday, it will be assessed at 1.25o/o of the work hours of a normal duty day.
ARTICLE VDUTY DAYS
The Board will require one hundred ninety (190) duty days for ten-month employees, two hundred twelve (212)duty days for eleven-month employees, and two hundred forty nine (249) duty days for twelve-month employees.
In the event that the Board of Education or the Superintendent closes the school system to all employees during the
Winter Break, bargaining unit members will be placed on paid Administrative Leave and these days will be
counted as a duty day.
ARTICLE VISALARY
A. Eligible unit members shall receive the regular step progression as set forth in the salary scales as definedbelow, to the extent funding is approved within the annual budget. If due to budgetary constraints, twosteps cannot be provided in FY2017 as presented below, then steps and healthcare will remain the same as
at the end ofFY 2016 (school year 2015-2016).
1. FY2016 (school year2015-2016)
a. In order to be eligible for the FY20l4 (school year 2013-2014) step increase, employees musthave been employed prior to March l, 2013. Their FY20l4 (school year 2013-2014) stepincrease will be effective July I ,2015 (starting with their first2015-2016 pay period the exactdate of which may vary by employee based on their work calendars for their particularassignments).
b. In order to be eligible for the FY2015 (school year 2014-2015) step increase, employees musthave been employed prior to March 1, 2014. Their FY20l 5 (school year 2014-201 5) stepincrease will be effective July I ,2015 (starting with their first 2015-2016 pay period the exactdate of which may vary by employee based on their work calendars for their particularassignments).
2. FY 2017 (school year2016-2017)
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a. In order to be eligible for the FY20l6 (school year 2015-2016) step increase, employees musthave been employed prior to March 7,2015. Their FY20l6 (school year 2015-2016) stepincrease will be effective July 1, 2016 (starting with their first 2016-2017 pay period the exactdate of which may vary by employee based on their work calendars for their particularassignments).
b. In order to be eligible for the FY2017 (school year 2016-2017) step increase, employees musthave been employed prior to March I , 2016 . Their Fy 2017 (school year 2016-20 I 7) stepincrease will be effective July 1, 2016 (starting with their first 2016-2017 pay period the exactdate of which may vary by employee based on their work calendars for their particularassignments).
B. Implementation steps salary schedule will be eliminated in FY20l7, following the above retroactive steps.
C. The salary schedule reflects the following stipends effective July I ,2075:
1. Mastersdegree+l5creditsorAPC+21 creditswillresultin$800payablebi-weeklyandincluded for retirement calculation purposes.
2. Masters Degree +30 credits or APC + 36 credits will result in $1,600 added to gross salary
and payable bi-weekly and included for retirement calculation purposes.
3. Masters Degree +45 credits or APC + 51 credits will result in $2,400 added to the gross salary
and payable bi-weekly and included for retirement calculation purposes.
4. A Doctorate earned in a program approved by the superintendent and at an institution approvedby the superintendent will result in $3,200 and payable bi-weekly and included for retirementcalculation purposes.
D. All employees who work their full contractual year will be paid in twenty-six (26) installments during theyear. The annual salary of employees who work less than their full contractual year and whose effectivestart date is prior to March 1, will be prorated and paid according to the number of available remaininginstallments. No summer escrow money will be held or paid for employees starting on or after March l.Upon termination an employee may request in writing prior to June I any escrow balance due him/her.
E. A bargaining unit member who has obtained the National Board for Professional Teaching Standards(NBPTS) certification will continue to receive $3,000 per year provided that their certificate/designationremains in good standing.
o Certificated Employees: National Board for Professional Teaching Standards (NBPTS) certification. Speech and Language Therapists: National Certificate of Clinical Competency (CCC)o Nurses: Nationally Certified School Nurse (NCSN)o Occupational Therapists: Doctorate of Occupational Therapy (DOT)o Physical Therapists: Doctorate of Physical Therapy (DPT)o Audiologists: Fellow of American Academy of Audiology (FAAA)
F. Maintenance and Operations supervisory noncertificated employees who hold a stationery engineer licenselevel I will receive a stipend of $900 per year. Any consideration for the fee for the license is included inthe stipend.
G. Employees holding a license or certificate required for their employment, other than a license provided bythe Maryland State Department of Education, shall receive reimbursement for the payment of the required
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license or certification fee, or for the fee paid for renewal of said required license or certification, or for thecost of programs and/or courses required for continuation of licensing, approved in advance. The totalreimbursement shall not exceed $500 per year.
H. SMCPS and SMASA will continue to collaborate to review stipends, define the joint process forconsidering a new or revised stipend outside of the open negotiations period, and determine theappropriateness of current stipend values.
I. Consideration will be given, in the selection of school-based members, when creating new school-systemlevel committees conducted beyond the duty day to minimize the number of committees on which onewould be requested to serve.
ARTICLE VIIINSURANCE
The Board will offer health care benefits to include: Hospitalization, Major Medical, Dental, Prescription,and Vision Care.
The benefit package offered by the Board will include the following changes.
l. Eligible employees (as defined below in subparagraph 3) and retirees not eligible for Medicare willhave a choice of two plans: "BlueChoice" Health Maintenance Organization (HMO), "BlueChoice"Triple Option Plan in FY16 and the following four plans in FYlT: "BlueChoice" Health MaintenanceOrganization (HMO), "BlueChoice" Health Maintenance Organization (HMO) with deductible,"BlueChoice" Triple Option Plan and "BlueChoice" Triple Option Plan with deductible.
2. For each employee employed not less than 18.75 hours per week who is enrolled in either the"BlueChoice" HMO, "BlueChoice" Health Maintenance Organization (HMO) with deductible,"BlueChoice" Triple Option Plan and "BlueChoice" Triple Option Plan with deductible, the Boardshall pay the amount of the premium cost of the individual and dependents' group health care benefitsas outlined below for FY2016:
Board % Contributionfor Active Employees Based on Hours
WorkedHealth Care Plan 30.| Hours 18.75-30 Hours
"BlueChoice" HMO 90.0% 4s.0%"BlueChoice" Triple
Option Plan85.0% 425%
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Effective January 1,2016, a change to the formulary 2 prescriptions will be implemented.
For FY17:
Board % Contributionfor Active Employees Based
on Hours WorkedHealth Care Plan 30+ Hours 18.75-30 Hours
"BlueChoice" HMOwith deductible
90.0% 45.0%
"BlueChoice" HMO 85.0% 42.5%"BlueChoice" Triple Option Plan withdeductible
80.0% 40.0%
"BlueChoice" Triple Option Plan 75.0% 375%
Effective July 1, 2016, a change in the prescription co-pay will be:o $ l0/$ 15 non-maintenance co-pay. $10/$15 maintenance co-pay for mail order or CVS (90 day supply). $20l$30 maintenance co-pay if purchased at any other retail pharmacy other than CVS (90 day
supply)
3. The Board will continue to support the group health care benefits for retired employees who retiredprior to July l, 1998. The Board will support the group health care benefits for those employeesretiring thereafter, provided retiring employees who have participated in the health care benefitsprogram have been employed by SMCPS for ten (10) or more years. Within three years afterretirement, retirees may participate in one of the offered health care plans and may include the samefamily members on their plans as can active employees. The payment will be based on the total yearsof service to SMCPS as follows.
Board % Contributionfor Retirees Based on Years of Service to SMCPS
Health Care Plan 10-19 Years 20-29 Years 30+ Years"BlueChoice" HMO 6s% 70% 7s%"BlueChoice" Triple
Option Plan60% 6s% 70%
4. Co-pay for emergency room services
o "BlueChoice" HMO with deductible - $75o "BlueChoice" HMO - $50o "BlueChoice" Triple Option Plan with deductible - $75o "BlueChoice" Triple Option Plan - $50
5. Audiology services and hearing aids will be included in all health care plans.
6. Survivor Benefits - Following the death of an active employee who has worked for the Board for at
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least ten years or of a retiree, those family members last listed on the employee's or retiree's healthcare plan may choose to continue or rejoin the plan, if eligible within the three-year period outlinedfor retirees above, at the negotiated premium split for employees and retirees as outlined above.
7 . For FY 1 7 , if a healthcare rebate is recognized in FY 1 6 (from the prior fiscal years settlement), foremployees or retirees enrolled in one of the two deductible plans, funding will be applied to a HRAaccount for the out of pocket max of amount of $1O0/individual and $20O/family, if all SMCPSbargaining units elect to accept identical healthcare plan changes for FYl6 and FYl7. HRA credits areusable by the employee for FY17 only, do not roll forward, and are prorated for any new employee toSMCPS or terminate at the time of separation of employnent. In the event that all SMCPS bargainingunits do not elect to accept identical healthcare plan changes for FYl6 and FYl7, the remainder of thehealthcare and salary articles stand.
For employees employed for 30 or more hours per week, the Board shall pay 90Yo of the premium cost forterm life insurance. For employees employed fewer than 30 hours but not less than 18.75 hours per week,the Board shall pay 45Yo of the premium cost for term life insurance. Term life insurance shall equal theemployee's annual salary to the next highest thousand up to a maximum amount of $250,000. Anemployee may also elect supplemental life insurance to increase the value of their term life insurance policyin increments of $ 10,000, up to five times the amount of their annual contracted salary, with a maximum of$1,250,000. (If the value exceeds two times their annual salary, evidence of insurability may be required.)Employees shall be responsible for 100/o of this additional premium cost for supplemental life insurance.
The Board shall continue to operate the county wellness program, which will be monitored by a countywidewellness committee.
1. The Wellness Committee shall include representation from SMASA equal to that of the Board,EASMC, and CEASMC.
2. The Wellness Committee shall meet at least four (4) times per year to plan and schedule activitiesspecifically designed to increase employee wellness.
3. The Board shall provide each employee with a copy of the Wellness Program's schedule of services andactivities prior to the beginning of each school year.
The Board agrees to make the requisite payroll deductions to enable the Association to administer, withoutpremium cost to the Board, a long-term disability plan.
All other specifications not changed herein shall remain pursuant to the current insurance contract.
The Board will deduct health insurance premiums on a pre-tax basis. The Board shall offer employeesFlexible Spending Accounts (FSAs); these deductions are on a pre-tax basis.
The specifications of the Health Insurance Plan(s) for employees of the Board will be reviewed in the springof each year by a Joint Insurance Study Committee, comprising an equal number of representativesappointed by CEASMC, EASMC, SMASA, and the Board. Any modifications to the Health insurancebenefit recommended by the joint committee will be forwarded to the CEASMC, EASMC, SMASA andBoard Bargaining Teams, as well as to the Superintendent and the CEASMC, EASMC, and SMASAPresidents, for consideration and possible inclusion in the follow-on Negotiated Agreements.
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ARTICLE VIIILEAVES
A. Approval Procedure
Before an employee takes annual or personal leave, the number of days requested must have been earnedand prior approval must be secured in the following manner:
i. Except in an emergency, all employees shall have the approval of their immediatesupervisor.
ii. Except in an emergency, all employees shall have the approval of his/her appropriatesupervisor at least two weeks prior for personal or annual leave on the day before or the dayfollowing a school holiday, the first or last day of the school year, or on a staff developmentday.
B. Absence Regulations
1. Deductions for absences during one pay period will be reflected in the following pay period. Terminationpay will be paid within 30 days of the last day of employment.
It is the employee's responsibility to notify his/trer immediate supervisor, as soon as possible, wheneverhe/she expects to be absent from his/her position. When an employee has been absent for more than fivedays he/she should inform hislher immediate supervisor at least one day in advance of the date he/sheexpects to return. Employees who are unable to begin working because of illness at the beginning of thework year will receive a salary check based on their cumulative sick leave or based on the annual totalwhich shall be available at the beginning of the work year after the first day of duty.
The full payment of the annual salary will be based on the attendance of the employee. This attendancewill be calculated as provided for in the annual operational calendar. Employees' absences shall bereported on an appropriate form. This report shall be submitted to the appropriate supervisor or directorand kept in their files. Attendance shall be reported at the end of each pay period explaining the reasons forabsences. When requested, supporting data shall be submitted with the site administrator's report.
For each day of absence for which the employee has insufficient leave available, a deduction of one (1)times his/her per diem rate of pay will be made.
Credit will be given for prior sick leave accumulation from a Maryland public school system provided theamount earned per year does not exceed the State pension limit for transfer of accumulated sick leave.
C. Leave With Pay
1. Sick Leave
Sick leave will be earned at the rate of one (l) day per month of employment based on assignment andmay be accumulated from year to year without limitation. An employee who leaves the Board'semployment prior to the end of the year in which the leave was advanced will be assessed for alladvanced sick leave days used that have not been earned except in cases of catastrophic illness. TheSick Leave Bank Steering Committee will define catastrophic illness and develop eligibility criteriaguidelines for sick leave bank participants, which can include members of SMASA.
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Effective July I ,2075, employees may be eligible to donate sick leave to other employees whoexperience serious personal illness, injury, or quarantine, or who must use leave to care for a familymember who experiences such illness, injury, or quarantine, and who has used all of their accrued sickleave, personal leave, annual leave, compensatory time, and available Sick Leave Bank benefits. Theemployee receiving the leave donation and the donor must be members of the Sick Leave Bank andExchange at the time of the donation. Such leave may be donated or exchanged between employees inaccordance with procedures and restrictions outlined in the Appendix, the CEASMC, EASMC,SMASA, and SMCPS Joint Sick Leave Bank and Exchange Guidelines. While employees receivingleave will be considered active employees in a "leave with pay" status for the periods when donatedleave is being used, neither the donor nor the recipient may utilize donated days upon retirement foradditional service credit.
Absences for the following reasons will be charged against sick leave.
a. Personal Illness
1) The Superintendent or designee may require a doctor's certificate of illness or a letter ofexplanation from the employee if a doctor was not in attendance whenever there is reason tobelieve that an absence is not due to a bona fide illness.
2) An employee shall, at her request, be allowed to use sick leave for an absence due to disabilityconnected with or resulting from pregnancy as authorized under the Family Medical Leave Act.A physician's statement verifying that she is disabled due to causes contributed to by pregnancyshall be required. If the Board has reasonable cause to believe that the employee's health wouldbe endangered by continued employment, it may require the employee to obtain her physician'sverification stating that she is physically able to continue her duties. The employee must returnto work as soon as her health permits unless she resigns or requests a leave of absence. Beforereturning to duty, the employee may be required to present a physician's certificate stating thatshe is physically able to resume her duties.
3) An employee who is a birth father or an adoptive parent may utilize FMLA for care of hislhernew child.
4) Employees may submit a request in writing to the Superintendent to transfer up to five days ofsick leave to other employees who are legal members of their immediate family (spouse, parent,child, or sibling) to be used for eligible sick leave purposes if the immediate family member hasexhausted his/her sick leave. The employee cannot transfer more than five days to any oneimmediate family member. Unused sick leave that was previously transferred under thisprovision and not used for the defined eligible sick leave purposes will be returned to thedonating employee.
Illness in Family
These days shall be deducted from accumulated sick leave.
Quarantine
When a communicable disease occurs in the home in which an employee resides, the employee shallstate the disease and dates of quarantine.
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d. Sick Leave Bank
1) There shall be a sick leave bank for employees. The Sick Leave Bank Committee shall reviewall applications/requests for the donation of sick leave and shall be comprised of arepresentative of the Department of Human Resources, one SMASA representative appointedby the SMASA President, two EASMC representatives appointed by the EASMC President,two CEASMC representatives appointed by the CEASMC President, and one SMCPSappointed non-voting member who would be the Supervisor of Health Services or an SMCPSlicensed registered nurse. One of the SMCPS appointees and one of the EASMC or CEASMCappointees will serve as co-chairpersons, as determined by the Sick Leave Bank Committee.The respective presidents will appoint replacements. All parties recognize that due to thepersonal and sensitive nature of sick leave donation review, the complete confidentiality by theSick Leave Bank Committee members is essential.
The Sick Leave Bank Committee, the SMASA, EASMC, and CEASMC Presidents, oneSMCPS Chief Negotiator, and one Maryland State Education Association (MSEA) UniServDirector representing EASMC/CEASMC shall meet no less than annually for a Sick LeaveBank Procedural Review. If the SMCPS Chief Negotiator is not a current SMCPS employee,then SMCPS will appoint an SMCPS negotiating team member to participate in the annualreview in place of the SMCPS Chief Negotiator. The purpose of the meeting will be to reviewsick leave bank guidelines and update them if deemed necessary by the majority of the reviewattendees. The Sick Leave Bank Guidelines will be posted on the SMCPS web site for easyemployee access.
SMCPS will indicate on each employee's personal pay statement whether or not that employeeis a member of the Sick Leave Bank.
2. Personal Leave
Four days of personal leave for unit members with full pay are allowed in accordance with theprocedure set forth in Article VIII, Paragraph A, and these days shall not be charged against anemployee's sick leave.
a. If personal days are unused, those days will automatically roll over to the following year as personalleave with a maximum of a ten-day personal leave balance allowable unless an employee requestsotherwise in writing in accordance with published SMCPS payroll procedures. These days may notbe used consecutively in a five-day block during any of the following time periods.
o Directly before or after the Thanksgiving breako Directly before or after the Winter Breako Directly before or after the Spring Breako The first five days of school for studentso The last five days of school for students
b. Personal days in excess often days shall be carried over as sick leave.
c. 11 month employees
2)
3)
l6
J.
Personal leave shall be accumulative to ten days. All used days per year beyond ten days shall becarried over as sick leave. However, once the employee has reached the ten day cap, they mayexercise an option of selling back a maximum of three days per year beginning in FY 2016. Theemployee wishing to cash in three days must make written request by Septernber 15 of each year.The transfer of days or optional remittance of leave over ten days shall be made based on their leavebalance as of September 30 of each year. The transfer of or payment of leave in excess of l0 dayswill be made by the second paycheck in October.
d. Permission for such leave must be obtained in advance, except in an emergency, as indicated in theapproval procedure. Absences for the following reasons will be charged against personal leave.
o Personal Reasons
o Graduation Exercises - Leave will be granted for attendance at graduation exercises to anemployee who is being awarded a degree.
o Examinations - Leave will be granted to an employee who is taking a culminating examinationfor a master's or doctoral degree, or who is taking an examination to obtain a Marylandcertificate required for the employee's current assignment.
o Religious Observation - Advanced approval is required.
Annual Leave
Twelve-month emplo
Years ofEmployment
AnnualLeaveDays
t-4 15
5-9 t910-19 22
20+ 24
re entitled to annual leave on the following employment basis.
a. Supervisors responsible for approving leave requests shall answer the request within five workdaysof receipt of an SMCPS leave request form.
For FY2016 and FY2017: This leave shall be accumulative to fifty-five (55) days. All unused daysper year beyond fifty-five (55) days shall be carried over as sick leave. However, once theemployee has reached the 55-day cap he/she may exercise an option of selling back a maximum ofthree days per year. The employee wishing to cash in leave days must make written request bySeptember 15 of each year. The transfer of days or optional remittance of leave over fifty-five (55)days shall be made based on the leave balance as of September 30 of each year. The transfer of orpayment for leave in excess of 55 days will be made by the second paycheck in October.
Effective July 1,2017 (FY20l8): This leave shall be accumulative to fifty (50) days. All unuseddays per year beyond fifty (50) days shall be carried over as sick leave. However, once theemployee has reached the 50-day cap he/she may exercise an option of selling back a maximum ofthree days per year. The employee wishing to cash in leave days must make written request bySeptember 15 of each year. The transfer of days or optional remittance of leave over fifty (50) days
17
b.
shall be made based on the leave balance as of September 30 of each year. The transfer of orpayment for leave in excess of 50 days will be made by the second paycheck in October.
Absences for the following reasons will be charged to administrative leave with no loss in salary.
a. Bereavement Leave
Employees shall be entitled to bereavement leave as follows. The employee shall state therelationship and the date of death. Bereavement leave shall commence on or after the date of death,but not after the funeral. Employees having good and sufficient reason to take eligible bereavementleave in other than consecutive days, or other than directly after the funeral, may submit a writtenrequest to the immediate supervisor.
1) Up to seven (7) consecutive workdays will be allowed for the death of a spouse.
2) Up to five (5) consecutive workdays will be allowed for immediate family members (adopted,foster, or natural child, grandchild, parent, brother, sister, or anyone who has lived regularly inthe household) of the employee, spouse or life partner.
3) Up to three (3) consecutive workdays will be allowed for an uncle, aunt, grandparent, or brother-in-law/sister-in-law (sibling's spouse) of the employee or spouse.
4) Up to two (2) consecutive workdays will be allowed for nieces and nephews.
b. School Visits Inside and Outside the County
Plans for visitation must be approved in advance by the appropriate supervisor.
Professional Meetings
Plans for attending such meetings must be approved in advance by the appropriate supervisor.
Sabbatical Leave
The purpose of sabbatical leave shall be for professional advancement.
The number of employees on sabbatical leave at one time shall be limited to one with theapproval of the Board.
3) Sabbatical leave for employees will be reimbursed at arate of one-half of gross annual salary forthat year not to exceed one (l) year in duration. Only employees who have worked continuouslyfor a period of seven (7) years for the Board will be eligible to apply for sabbatical leave. Theemployee granted sabbatical leave must guarantee to work in the St. Mary's County PublicSchool System for a period of one (1) year following the sabbatical leave. The employee shallsign a promissory note agreeing to repay the Board an amount equal to the salary he/shereceived plus interest at the current prime rate, if he/she does not fulfill the agreement. Thepromissory note will be considered paid if the employee fulfills one year of service for the Boardfollowing the sabbatical.
Early Departure for Educational Purposes
c.
d.
l)
2)
18
Up to three (3) days will be allowed. Only tenured/nonprobationary employees under contract withthe Board for the following year will be eligible. Written request must be made to the AssistantSuperintendent of Fiscal Services and Human Resources not less than two (2) weeks in advance ifpossible. An employee may be excused without loss of salary provided students and teachers are notin attendance and the employee has completed end-of-year records.
Jury Duty
Employees summoned to serve as jurors must notify their immediate supervisor to be excused inorder to serve as a member of a jury. Such an absence, if properly approved, will be granted withoutpenalty to salary or other form of leave for which the employee may be eligible. Employees mustprovide a copy of the official notification to their immediate supervisor at least seven working daysprior to the court date. An employee being released from jury duty during working hours mustreturn to his/her work station for the remainder of his/trer workday, if released in sufficient time tohave two or more hours on the job before normal quitting time.
Court Summons
When an employee is to be absent due to a court summons, subpoena or as a witness, a copy ofthe summons, subpoena, or letter requesting the employee's presence as a witness must besubmitted to his,/her immediate supervisor. This requirement should be completed in time forthe supervisor to obtain a suitable substitute.
Salary Conditions
a) Witness for the Board - if an employee appears as a witness for the Board at a court hearingwith or without a subpoena, no deductions shall be made from hisftrer salary.
b) Subpoenaed witness - if an employee appears in court in response to a subpoena to act as awitness for the State or for a private citizen, no deduction shall be made from his/her salary.
c) Witness for a private citizen - any court appearance as a volunteer witness for a privatecitizen shall be with no deduction in pay, provided the employee elects to use availablepersonal or annual leave.
d) For job related personal court summons - no reduction in leave or salary unless the employeeappears as a defendant and is adjudged guilty.
h. SMCPS Internal Interview
Employees who are candidates for internal vacancies, whether for promotional opportunities orvoluntary transfer requests, may use administrative leave (when no substitute is required) to attendany related interview scheduled by SMCPS during the duty day. Plans for attending such interviewsmust be approved in advance by their immediate supervisor.
5. Inclement Weather
When schools are closed early due to snow or other inclement weather, eleven-month employees willremain on duty until 30 minutes after students and busses have departed. Central and school offices willremain open. Twelve-month personnel, including emergency personnel, will work regular hours unless
l9
(}b'
l)
2)
released by the Superintendent or his/her designee. Liberal leave will be approved for twelve-monthemployees.
If schools are closed for inclement weather and ten- and 1l-month employees are not reporting, thenexempt, non-essential, 12-month employees may choose to telecommute (work from home) on thosedays in lieu of taking leave by contacting in writing their immediate supervisor no less than 30 minutesprior to the normal work reporting time. Upon completion of the work day, the employee shall submitwritten confirmation of the hours worked by indicating both the work day start and completion times,and a brief summary of the nature of the work accomplished. The employee may be required to presentevidence of work accomplished during telecommuting time.
D. Leave Without Pay
Approved leaves of absence without pay are as follows.
l. Parental/Child Care Leave
An employee may be granted, upon written request, a leave of absence without pay to care for the childof such employee. Said child care leave may also be granted to an employee adopting a child, tocommence at any'time during the first year after receiving custody of said child, or prior to receivingsuch custody if necessary in order to fulfill the requirements for adoption.
Maternity
An employee who wishes to leave her position prior to the period of disability associated withchildbirth and/or does not wish to return to her position after such period of disability shall normallybe granted, upon request, a leave of absence without pay. Said employee shall notifu theSuperintendent in writing of her desire to take such leave and, except in case of emergency, shallgive such notice at least thirty (30) days prior to the date on which she wishes her leave to begin. Aphysician's statement verifuing pregnancy shall be included with such notice. In case of intemrptedpregnancy, the employee on said leave may return to active duty when her health will permit, asattested to by her physician.
An employee on such leave cannot be given any positive assurance that she will be reassigned to thework site where she previously worked, but the Board obligates itself to offer to the employee, onthe expiration of leave, employment for which the employee is properly qualified without creating anew position or transferring another employee. To facilitate the employee's return consistent withher stated schedule, she should give the Superintendent, in writing, as much notice of her anticipatedreturn as possible.
The maternity leave may not extend beyond June 30 of the current year; however, if requested inwriting, this leave may be extended beyond that date.
Employees who are granted maternity leave may not accrue sick leave or annual leave during thisapproved leave.
e. The unused sick leave of an employee on said maternity leave will be held in abeyance until suchtime she returns to active service.
3. Workers' Compensation
a. Any employee who suffers a job-related injury or illness and qualifies for benefits under the20
2.
a.
b.
c.
d.
j.
Workers' Compensation Law and because of such injury or illness is medically unable to return towork for more than three (3) consecutive days after the occurrence, may be granted administrativeleave with pay for a period up to 30 duty days.
For any lost time that does not qualify under the Workers' Compensation Law, leave will becharged accordingly.
Any Workers' Compensation payments made for temporary disability due to said injury or illnessduring this 30 duty-day period shall be endorsed over to the Board.
If a determination is made that the employee is eligible for Workers' Compensation, then all sickleave and annual leave up to the 30 days provided in this provision, used as a result of the job-related injury or illness prior to such determination, shall be restored to the employee.
During the time the employee is drawing administrative leave with pay or Workers' Compensationbenefits, the employee's leave will not be permanently charged (leave may be initially charged andsubsequently reversed).
For the purpose of determining weekly Workers' Compensation benefits, the weekly wage will bebased on the employee's actual work year and per diem rate rather than the SMCPS twelve-monthpay schedule.
If unable to return to work after 30 duty days of approved administrative leave an employee mayelect to take sick or annual leave (sick leave must be exhausted first) in place of collecting Workers'Compensation temporary disability payments.
An employee may not draw both a salary from the Board and Workers' Compensation payments. Ifthe employee receives a payment from Workers' Compensation for the same time that sick or annualleave was used towards salary, then his or her payment will be reduced by the amount of theWorkers' Compensation payment. The employee will be entitled to the payment received fromWorkers' Compensation.
After the thirtieth day of approved administrative leave, employees who receive Workers'Compensation in lieu of sick or annual leave will not be responsible for their health insurancepremium (described in Article VII) for this time period.
Before an employee can return to work from a work related injury, it is required that the employeehave a medical release stating when the employee is able to return to work and that the employee isable to fulfilI the requirements of his/her position or stating the reasonable accommodations thatneed to be made.
k. Any employee who suffers an injury or illness verified to be job-related (based on the Report ofInjury, Employee Statement Form, and the Supervisor Accident Report form completed by theemployee or supervisor) and is able to continue work with medical treatment for such injury orillness, will be granted administrative leave for up to four visits for related medical appointmentsrequired during the duty day. A doctor's receipt or note will be required for verification of requiredappointments.
4. Other Causes - Approved in advance by the employee's immediate supervisor except in case ofemergenc,
2r
b.
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0b.
h.
E. Family and Medical Leave Act of 1993
The right of employees to family and medical leave shall be as set forth within this document and theFamily and Medical Leave Act (FMLA) of 1993. The Board will charge the employee's accumulated sickleave concurrent with time period approved under the FMLA and if no sick leave is available, annual orpersonal leave may be used. An eligible employee is one who has been employed during the prior year withSMCPS for at least the number of hours required for eligibility under Federal law.
School Involvement Leave
Employees who are parents of school age children are encouraged to participate in school activities relatedto the education of their children. The employee may elect to use any personal or annual leave available.Leave without pay may also be used for these events. Except in cases of emergency, the employee willrequest such leave in accordance with leave procedures in this article.
Assault Leave
See Article XI, Employee Protection.
Political Leave
The Board may grant a leave of absence without pay to tenured or non-probationary employees whowish to campaign for public office and will grant such leave to the employee if elected to serve insaid office. An employee on such leave cannot be assured of reassignment to the same site aspreviously assigned, but the Board obligates itself to offer the employee, on the expiration of theleave, employment for which the employee is properly qualified, if a vacancy exists, withoutcreating a new position or transferring an existing employee.
Leave will be coordinated with the Superintendent or his/her designee so as to ensure minimumdisruption to the work site.
I. Nursing Mothers
SMCPS shall provide coverage (with no charge to the employee's leave) for up to l5 minutes once per dutyday to female staff members who request to breast pump in order to nurse their children during the first yearof birth. The employee and the site administrator shall work collaboratively to develop a schedule that doesnot negatively impact the mother or the instructional program within the school. When possible, theemployee and site administrator shall schedule time during the duty day when the employee is able to breastpump in a clean, private, and secure environment (not a restroom) and when the employee is not assignedstudents. Employees who require more than 15 minutes in the duty day (either twice during one duty day ormore than l5 minutes for one session) shall submit a leave request via the electronic absence reportingsystem so that the substitute coverage can be arranged.
F.
G.
H.
a.
b.
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A.
ARTICLE IXCOURSE TUITION
This program is designed to provide training and advanced education for permanent employees who wish toimprove their performance in their present positions, in preparation for advancement, or as part of an approvedprofessional development plan.
Tuition reimbursement (fees and materials are not included) will be provided for appropriate coursesleading toward:f . initial certification,2. renewal of Standard Professional Certificate,3. Advanced Professional Certificate,4. Master's Degree,5. continuation of other professional license or certificate required for employment, or6. any other approved course work.
B. The reimbursement will not exceed the actual amount the employee paid for tuition.
C. Employees may be reimbursed for tuition under the following conditions. SMCPS is not responsible forcourses selected by the employee that do not meet the criteria for certification or reimbursement. While notrequired, SMCPS encourages employees to verify courses with the Department of Human Resources bysubmitting a Tuition Reimbursement Application via the SMCPS website The Assistant Superintendent ofFiscal Services and Human Resources or designee will approve the Tuition Reimbursement Request
application, indicating approval or denial. The employee will be notified within ten workdays of its submission.
1. The course/credits taken are appropriate for the position and certification of the individual employee.
2. The employee has not been previously reimbursed for the same course.
3. The course/credits are from a regionally accredited college or university (if pursuing college credits).
4. The following required documentation has been submitted to the Department of Human Resources: (l)An online SMCPS tuition reimbursement application (pre-approval is not required for tuitionreimbursement), (2) official transcript of grade received with a minimum of grade "C" within 45 days ofthe completion of the course, and (3) original receipt or electronic confirmation of payment (if no hardcopy receipt is provided) from the college or university within 45 days following receipt of grade slip ortranscript of the completion of the course. If an extension is needed, the employee must request it inwriting within the 45-day period noted above. Credits must be earned within the fiscal year during whichthe employee is requesting reimbursement.
5. The employee has not exceeded his/her annual tuition reimbursement allocation.
D. Employees enrolled in courses through Direct Pay agreements for non-SMCPS courses must submit for pre-approval to the Department of Human Resources prior to registration per the memorandum of understandingwith each participating Direct Pay school. The Direct Pay school will be responsible for submitting the officialtranscript and bill for payment to the Department of Human Resources on behalf of the employee within 45days of the completion of the course. SMCPS will pay for the portion of tuition that is approved (fees andmaterials are not included) and employees will be billed by the universities for the remaining balance.
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Pre-approval is not required for SMCPS Department of Teaching, Learning and Professional DevelopmentDirect Pay courses, although the employee will be responsible for completing any paperwork required bySMCPS and for any amount that exceeds his/her annual tuition allocation.
E. If the employee wants to confirm the appropriateness of a course prior to registration, advance written approvalmay be sought via an online SMCPS Tuition Reimbursement Request form application submitted to HumanResources via the SMCPS on-line web portal. The Assistant Superintendent of Fiscal Services and HumanResources or designee will sign review the SMCPS Tuition Reimbursement Application, indicate approval ordenial, and notify the employee via his/her SMCPS email account within ten workdays of the applicant'ssubmission via the web portal.
F. The reimbursement will not exceed the actual amount the employee paid for tuition.
G. Appropriate credit will be determined by the current requirements for certificates for administrators, supervisors,and teachers, and by the current professional licensure and/or certification requirements for bargaining unitmembers. In order to receive tuition reimbursement for credits leading toward an Advanced ProfessionalCertificate or a Master's Degree, the employee shall hold a valid Standard Professional Certificate orprofessional license/certificate for hislher present assignment.
H. Reimbursement for tuition shall not exceed the following amounts. In determining whether the annualmaximum reimbursement amount has been reached, the year to which the reimbursement applies will be basedon the date of issuance of the grade slip for a completed course. An administrative employee pursuing a Ph.D.or an Ed.D. will be allocated additional tuition reimbursement for a maximum of $5,000 per year.
School Year Annual Maximum2013-2014 s28002014-2015 $2900
I. An employee who has received a Ph.D. or an Ed.D. under an SMCPS tuition reimbursement program mayreceive $3,000 professional stipend for completing a study or problem of practice approved by theSuperintendent or desi gnee.
J. Based upon successful application process, tuition reimbursement may also be applied as a fee waiver up to themaximum yearly amount for the following certifications and designations.
o Certificated Employees: National Board for Professional Teaching Standards (NBPTS) certification. Speech and Language Therapists: National Certificate of Clinical Competency (CCC)o Nurses: Nationally Certified School Nurse (NCSN)o Occupational Therapists: Doctorate of Occupational Therapy (DOT)o Physical Therapists: Doctorate of Physical Therapy (DPT)o Audiologists: Fellow of American Academy of Audiology (FAAA)
K. Any employee who leaves the Board's employ within one year after completion of a course for which they havereceived reimbursement from the Board shall re-pay the full amount of such reimbursement to the Board withadvance written notice to the employee. The Board may deduct such re-payment from any remaining pay owedto the unit member. As described in Article VI, the employee will have the option when possible (based onremaining number of paychecks) to have the deduction divided into two or more paychecks. The Board willattempt to deduct the money evenly from remaining checks owed. This repayment provision shall not apply inthe case of a unit member who must leave the Board's employ due to military transfer, spousal job transfernecessitating a move of over 50 miles, personal or family illness, divorce or child custody issues, involuntary
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A.
B.
termination by Board, non-renewal of nontenured employees, or other cause approved by the Board. If theemployee who was granted a waiver pursuant to this subsection returns to a teaching position less than 50 milesaway within one year of their leaving the Board's employment, they shall reimburse the Board according to theabove provision unless they sought employment with the Board and were not offered a contract. Any employeeforced to repay such reimbursement shall have that same reimbursement reversed (tuition repaid) uponreturning to the Board and successfully completing two more years of employment.
L. In accordance with the provisions of COMAR Section 13,A..12.01.14, the Board will not require coursework forcertification renewal for professionally certificated employees who are 55 years of age or older or who havebeen employed for at least 25 years in public school service or approved nonpublic school service.
ARTICLE XDEDUCTIONS
The Board shall deduct membership dues from employees' salaries for the Association, Maryland StateEducation Association, as said employees voluntarily authorize such deductions by means of an appropriatewritten authorization form.
The Association shall provide the Department of Fiscal Services annually, ten (10) workdays prior to thesecond pay date in October, with a list of employees who have current membership in the Association. Formembers who join the Association after the second pay in October and authorize payroll deductions forSMASA dues, SMASA will provide the member's name and the total amount of prorated dues to bededucted over the remaining number of pay dates having dues deductions.
The Board and the Association agree that any employee who requests dues deduction shall be responsiblefor fulI payment of the dues authorized for the current school year. An employee whose contract isterminated during the school year shall have deducted from his/trer final salary payment in an amount equalto his/her remaining dues authorization. The authorization form shall include a statement to this effect andit shall be the responsibility of the Association to make the employee aware of this provision before he/shecompletes the form. In the event the employee's final salary payment shall be an amount not sufficient tomeet the remaining dues, the responsibility for collection of such monies shall rest entirely upon theAssociation.
Deductions shall be withheld in twenty one (21) equal consecutive installments beginning with the secondpay period in October. The Board will transmit the dues deducted to the Association within five (5)workdays after each pay date.Payroll deduction shall be made available at the request of the individual employee providing a minimumenrollment of fifteen (15) employees as certified by the Superintendent or designee.
3. Group insurance plans4. United States Savings Bonds5. Credit Unions6. Any other deductions authorized by the Superintendent
Pre-tax payroll deductions for available a03@) or other approved plans shall be made available at thewritten request of the individual employee. Any selected a03@) vendor shall offer no less than 20investment options. SMASA shall participate and have input in any plan or vendor changes.
The Association shall indemnify and save the Board harmless against any and all claims, demands, suits, orany other forms of liability that shall rise out of or by reason of action taken or not taken by the Board for
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C.
D.
E.
F.
G.
C.
the purposes of complying with any of the provisions of this article, or in reliance on any list, notice orassignment furnished under any such provisions.
H. Any employee who desires to terminate SMASA membership and/or dues deductions must contact SMASAdirectly. Cancellation of dues deductions can be effected only by written notice to the President of theAssociation by certified US mail postmarked no later than September l0th of any given year.
ARTICLE XIEMPLOYEE PROTECTION
A. Employees will immediately report to their immediate superior in writing all cases of assault suffered bythem in connection with their employment. The immediate supervisor shall provide the appropriate form incases of assault against an employee and shall submit the completed form to the Assistant Superintendent ofFiscal Services and Human Resources if leave is required or taken as a result of the assault.
B. The Assistant Superintendent of Fiscal Services and Human Resources will forward the report to theDirector of Safety and Security who will serve as liaison among the employee, the police and the courts ifnecessary.
The Board agrees to provide comprehensive general liability insurance coverage to employees while theyare acting within the scope of their assigned responsibilities. This insures against the cost of investigating,defending and paying claims for damages on account of personal injury or death to non-employees and forproperty damage arising out of occurrence to which the coverage applies.
As part of his/her job responsibilities, an employee shall not transport a student in hislher private vehicle.
The Board agrees to provide the personal property insurance for property owned by employees while onschool system premises as limited by the insurance conditions. Insurance carrier denial of an employeeclaim does not relieve SMCPS of the responsibility to reimburse the employee for the cost to repair orreplace employee personal property, up to the value of $300 demonstrated to have been damaged while onschool premises, due to no fault of the employee.
l. Any employee who sustains a verifiable loss as a result of the transport of SMCPS property within a
private vehicle shall be reimbursed up to the amount of $300.
2. Any employee, who in the performance of hisArer job responsibilities, sustains a verifiable loss ofSMCPS property as a result of its transport within a private vehicle shall not be liable for itsreplacement or repair. Transport of SMCPS property for other than performance of job responsibilitiesshall be with advance supervisor permission.
Complaints concerning school personnel shall be handled as follows.
l. Employees and the Board agree that as a general rule, complaints concerning personnel should be dealtwith at the lowest organizational level.
2. Decisions on complaints shall not be made without interviewing the subordinate against whom thecomplaint was lodged. If the complaint is in writing, the unit member will be given a copy and requiredto sign the material acknowledging receipt of the copy.
D.
E.
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3. In order to respect the rights of all persons involved, each will have the right to be informed of allscheduled meetings concerning the complaint.
4. Any parent, student, or other third person complaints made to any member of the administration that areused in any manner in evaluating such personnel will be investigated and called to hisArer attention,unless the investigation is being conducted by a law enforcement agency or the Department of SocialServices.
5. Anonymous complaints that have not been verified shall not be used against the employee in matters ofdiscipline or evaluation.
G. The employer shall maintain and promote the availability of an Employee Assistance Program.
H. The Board shall make known to each affected employee any derogatory material that is being placed inhis/her personnel file and he/she shall be given the opportunity to review and file a reply to such material.Individual responses to self-assessment materials cannot be used negatively in that employee's evaluationbut will be used for discussion and goal setting.
I. Employees shall have the right, upon notice, to review and copy material in their personnel file, excludingpersonal references. The employee has the right to be accompanied by an Association representative.
J. Appeals to purge personnel records of adverse information must be made in writing to the AssistantSuperintendent of Fiscal Services and Human Resources, who will confer with the currentprincipal/immediate supervisor.
K. The Board shall respect the confidentiality of personal references and other academic credentials and notestablish a separate personnel file that is not available for the employee's inspections.
ARTICLE XIIPROMOTIONAL VACANCIES
A. Notice
Notice of all administrative and supervisory positions as identified on the A&S salary schedule, as well as
those positions not on the A&S salary schedule which pay a differential above the base salary, shall beposted on the job vacancy bulletin board (Board's web site) on the SMCPS electronic system. During theschool year such announcements will be delivered to employees at the school or office site. During thesummer such announcements will be distributed to employees. The notice will include the requirements forthe position.
B. Application
Interested applicants may apply by submitting an application to the Assistant Superintendent of FiscalServices and Human Resources. The application must be received prior to the established deadline.
C. Selection and Notification
1. All applicants who meet the minimum qualifications shall be interviewed. All other applicants shall
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receive notification in writing that they were not selected for an interview.
2. Interviews will be coordinated by the Department of Human Resources according to interviewprocedures posted on the SMCPS web site for employees to access.
3. Following action by the Board to fill an administrative or supervisory vacancy, and prior to the officialpublic announcement, the Assistant Superintendent of Fiscal Services and Human Resources ordesignee will notify all applicants who were interviewed as to the person receiving the appointment.Upon request, the Assistant Superintendent of Fiscal Services and Human Resources or designee willmeet with individuals to discuss why they were not selected.
4- Following interviews to fill a "pool" of similar vacancies (positions for which there are more than oneopening and for which the site is yet to be determined), the Assistant Superintendent of Fiscal Servicesand Human Resources or designee shall make a good faith effort to notify either orally or in writing allapplicants who were interviewed as to whether or not they were accepted into the pool.
5. Upon request from an employee who has been denied a promotional vacancy, the AssistantSuperintendent of Fiscal Services and Human Resources or designee will provide written feedback tothe employee as to suggestions based on the interview that the employee may take to improve chancesfor future advancement or change of assignment and the reasons for the denial without revealingpersonal information about other applicants.
D. Salary Computation
Employees receiving a promotion will be placed on the new salary scale according to the following steps.
1. If the employee is currently in a ten-month or eleven-month assignment, the value of their current salarywill be computed based on the number of months of the new assignment.
2. Based on the salary range for the newly assigned position, the employee will be placed at the first highersalary (as established on step 1 above) of the new schedule plus one step.
3. If the employees are reclassified as part of a group, those employees will be placed at the next higheststep on the appropriate salary range.
ARTICLE XIIIPROCEDURES FOR HANDLING GRIEVANCES
A. Grievance - A grievance is any claim by a grievant that there has been a violation, misinterpretation, ormisapplication of the terms of this agreement.
B. Grievant - An individual employee or the Association.
C. Time Limits - All time limits herein shall consist of workdays. The number of days indicated at each stepshould be considered a maximum and every effort should be made to expedite the process. The time limitsin any step of this procedure may be extended or reduced in any specific instance by mutual agreementbetween the aggrieved party and/or his/her representative, and the Superintendent or hislher designee.
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D.
E.
A.
Nothing herein contained will be construed as limiting the right of any employee who has a concern todiscuss the matter informally with the administrator who made the decision on the issue and to have theconcern resolved without intervention of the Association.
Procedure
1. Step I - The parties acknowledge that it is most desirable for an employee and the administrator whomade the decision on the issue being grieved to resolve any problem relating to the terms of thisAgreement through free and informal communications. However, if such informal processes fail tosatisfu the employee, the problem may be further processed as a grievance provided that the grievance issubmitted in writing within twenty (20) days of the alleged grievance.
Step 2 - The grievant must submit the grievance in writing to the administrator who made the decisionon the issue being grieved. The administrator being grieved will arrange for a meeting to take placewithin four (4) days after receipt of the grievance. The grievant and the administrator being grievedshall be present for the meeting. The Association and/or the Board's representative may be present atthis step and any step thereafter. The administrator being grieved shall provide the grievant with awritten answer on the grievance within four (4) days after the meeting.
Step 3 - If the grievant is not satisfied with the decision rendered by the administrator being grieved atStep 2, then he/she may appeal to the Superintendent within six (6) days of the receipt of the decision ofthe administrator being grieved. The Superintendent shall arrange for a meeting with the grievant totake place within five (5) days of his/her receipt of the appeal. Each party shall have the right to includein its representation such witnesses and counselors as it deems necessary to develop facts pertinent tothe grievance. Upon conclusion of the hearing, the Superintendent will have ten (10) days in which toprovide hislher written decision to the grievant.
Step 4 - If the grievant is not satisfied with the decision of the Superintendent in Step 3, or if theSuperintendent fails to render a decision within the prescribed time, the grievance may within fifteen(15) days be submitted to arbitration by the Association under the Voluntary Labor Rules of theAmerican Arbitration Association. The arbitrator shall have no authority to add to, alter, amend ormodifo any provision of this Agreement or to make any award which will in any way deprive the Boardof any of the powers delegated it by law. The award in writing of the arbitrator, except as noted in theabove statement, shall be final and binding on the aggrieved and the Board.
F. The Association and the Board shall bear its own expenses in these arbitration proceedings, except that theyshall share equally the fee and other expenses of the arbitrator in connection with the grievance submitted tohimArer.
ARTICLE XIVASSOCIATION PRIVILEGES AND RESPONSIBILITIES
The Association will be provided access to a copy of the official Board meeting agenda prior to the meetingand a copy of the Board minutes after their approval by the Board.
A portion of the existing bulletin board space in faculty lounges and at Board facilities that serve as worksites for SMASA unit members shall be reserved for the purpose of displaying Association notices,circulars, and other materials of interest to employees.
2.
J.
4.
B.
29
C.
D.
E.
F.
Participation by SMASA in new personnel orientation (including any additional ad hoc orientationsessions) is valued and encouraged. The Association will be provided time, as specified by the Board, notless than thirty (30) consecutive minutes during the personnel orientation program (not included in thedesignated lunch period) for newly employed SMASA bargaining unit personnel for Association orientationas well as space as designated by the Board to disseminate information relative to the Association.
The Association will have the right to have placed in the SMCPS hiring packet for all new unit members aletter prepared by the Association that welcomes the new employees and informs said employees that theAssociation is recognized as the exclusive negotiating representative for all unit members employed by theBoard of Education of St. Mary's County.
The Board will provide the Association with an electronic copy of the current Directory of School Officials,Principals, and Teachers in St. Mary's County as such material is prepared by the staff. The Associationwill provide the Assistant Superintendent of Fiscal Services and Human Resources with an electronic copyof the active Association membership.
Within fifteen (15) calendar days following the approval of a leave of absence, the Department of HumanResources shall notify the Association of the name of the Association member(s) taking the leave(s) and thelength of the leave(s).
The Department of Human Resources will provide the Association with a list of all employees terminatingtheir emplo5rment no later than September 1, of any school year.
Association designees will be granted reasonable administrative leave to transact Association businessduring the normal work day as needed a request must be made, in advance in writing, by the SMASApresident or his/trer designee to the Superintendent of Schools.The Superintendent or his/her designee shall provide SMASA with the names and work locations of newbargaining unit employees as soon as reasonably possible after their dates of hire.
Each month the Board will provide an electronic transmission of bargaining unit data to MSEA includingnames, identification numbers, assigned sites, salaries (range, step), certifications, and positions/titles.
Fair Share Representation Fee
1. Upon enactment of fair share representation fee legislation pursuant to Section 6-407 of the EducationArticle of the Annotated Code of Maryland, bargaining unit employees who begin work after June 30 ofthat year (of enactrnent) shall, as a condition of employment, be required to either join the Associationor pay a representation fee. This fee shall be based on chargeable activities and shall not exceed themembership dues of the Association and its affiliates.
2. Upon such enactment, any unit member hired after June 30 of that year (of enactment) who elects not tojoin the Association shall be required to pay the representation fee. Prior to each October lst, theAssociation shall notify the Board of those unit members who have elected not to join the Association.The Board shall deduct such representation fee from employees' payroll checks in the same manner as
SMASA dues are deducted pursuant to this Agreement.
3. The Association shall indemnify and save the Board harmless against any and allclaims, demands, suits, and any other form of liability that shall arise out of or by reason of action taken
or not taken by the Board for the purposes of complying with any of the provisions of this paragraph
G.
H.
J.
K.
K. If any provision of this paragraph K is held to be in violation of any state or federal law, saidprovision shall be deemed to be modified to bring it into compliance with said law.
ARTICLE XVVOLUNTARY TRANSFERS AND REASSIGNMENTS
In order to promote collaboration and commitment, unit members may request consideration for lateralreassignment in writing to Human Resources. The fact that an employee requests a reassignment shall not be aguarantee that the employee will be selected.
A. The Board will notif,r, by email, all administrative unit members of any known administrative vacancies.Current SMCPS administrators who submit an application or letter of interest and who meet thequalifications for an advertised position will be interviewed before any external candidates are interviewed.
B. If an external candidate is selected, the Assistant Superintendent of Fiscal Services and Human Resourcesor designee will, upon request, provide written feedback to the internal candidates who were not selected as
to recommendations for improving the chances for future advancement or change of assignment, and theconsiderations for the decision, without revealing personal information about other candidates.
C.
ARTICLE XVIINVOLUNTARY TRANSFERS AND REASSIGNMENTS
An involuntary transfer or reassignment will be made only after a meeting between the employee involvedand the appropriate administrator, at which time the employee will be notified of the considerations for thetransfer and reassignment. If the decision stands following the employee/administrator meeting, the finalassignment and considerations shall be summarized in writing.
In the event that an employee objects to the transfer or reassignment discussed at the meeting, upon histrerwritten request, the Superintendent will meet with him /her.
When a principal or supervisor is considering an involuntary transfer or reassignment, they shall discuss thepossibility with the affected employee as soon as the information is available, but no later than July l5th, ifpossible. After July 15th, the proper administrator will meet with the employee and provide the employeethe considerations for any change. If the decision stands following the employee/administrator meeting, thefinal assignment and considerations shall be summarizedin writing.
An administrative unit employee who is reassigned to a position paylng less than his/her current positionwill continue to be paid on the original, higher pay scale for three years if the reassignment is not the resultof disciplinary action.
An employee being involuntarily transferred or reassigned shall have the right to apply for any vacancy forwhich he/she is properly certificated.
An employee who is transferred involuntarily after the beginning of the work year will be given at least two(2) full days without other assignments in order to perform some of the professional responsibilitiesrequired to adequately prepare for hisftrer transfer.
F.
A.
B.
D.
E.
3l
A.
B.
ARTICLE XVIIHEALTH AND SAFETY
When a room, building or area because of its condition is judged by authorized qualified personnel to createa health or safety hazard, or a condition unsuitable for teaching or supervising children, the place shall beclosed to students and employees, if thus recommended by the qualified person, until such hazard can becorrected. Employees shall not be required to work in spaces below 60 degrees F or above 85 degrees Funless the regular responsibilities of their position require working in such conditions.
Unit members shall not be required to handle or search for any object suspected of being an improvisedexplosive device (lED) or similar device, that could be life threatening. In the interest of student and staffwell being, unit members may volunteer to assist in such search, but in no way shall be subject to reprisalfor choosing not to participate.Employees will not be expected to return to buildings when IED threats have occurred until a decision hasbeen made by the Superintendent or his,/her designee and the responding law enforcement agency.
C.
A.
B.
ARTICLE XVIIIJUST CAUSE
Tenured and nonprobationary unit members shall not be disciplined or reduced in compensation without just cause.
All noncertificated employees shall serve a probationary period of six (6) work months. At any time during theprobationary period, a noncertificated employee may be discharged, disciplined, reprimanded, or demoted, withoutcause. The appropriate supervisor should inform the noncertificated employee of the areas of weakness and givesuggestions for improvement in time for the employee to demonstrate improvement, if necessary.
ARTICLE XIXEMPLOYEE EVALUATION
In a given year, no employee shall be terminated from employment as a result of an ineffective rating basedsolely on student growth.
SMCPS and the Association are mutually committed to a fair performance assessment process based oncurrent educational research and agree to continue to seek consensus on a performance assessment tool andprocess. Until changes are mutually agreed upon by the Board and the Association, performance assessmentwill be based on the current version of LPAS (where applicable) collaboratively developed by SMASA andsubmitted to MSDE in December of 2012. Use of student data in the evaluations of instructionalsupervisors, academic deans, and other SMASA bargaining unit employees not covered by the December2012 LPAS model will be in accordance with an evaluation instrument and process to be collaborativelydeveloped by SMASA appointed representatives and the Board.
ARTICLE XXPLANS OF ASSISTANCE
In order to promote fairness and continuous self-improvement, employees will be notified as soon aspossible of areas of concern in performance and will be afforded the opportunity for improvement.
A.
32
B.
C.
In the event of documentation other than formal evaluation of a less than satisfactory perfonnance by anemployee, the evaluator may meet with the employee to develop a plan of assistance.
If an employee receives an evaluation that indicates areas of unsatisfactory performance, the evaluator shallmeet with the employee to develop a plan of assistance for improvement and to ensure subsequentcounseling and assistance. In developing the plan of assistance and timelines, the employee shall have theright to SMASA representation.
The plan of assistance shall include the following:
Statement of problem(s) or concern(s) related to areas of unsatisfactory perforrnanceDesired improvement including specifi c, measurable criteriaSuggestions for improvementProvisions for assisting the employee including responsible parties and associated timelines (such as
peer coaching, additional training, assignment of a mentor, opportunities for visitation, andmodeling/demonstration)
e. Timeline and criteria for monitoring employee's future performance including an end or reevaluationdate for the plan of assistance
f. Signatures of supervisor and the employee
ARTICLE XXIACADEMIC FREEDOM
In performance of their education functions, unit employees shall be responsible to provide students with theopportunity to investigate all facets, sides, and/or opinions of and about any and all topics and materials introducedor presented and shall have a special responsibility to provide such opportunity with regard to those which are ormay be of a controversial nature. Such material presented to students must be relevant to the basic content of thecurriculum and appropriate to the maturity level and intellectual ability of the students. The employee shall furtherbe responsible to permit the expression of the views and opinions of others and to encourage students to examine,analyze, evaluate and synthesize all available information about such topics and materials and to encourage each toform hislher own views and opinions of others and for the right of individuals to form and hold different views andopinions. The basic content of a course and provisions for its implementation and supervision shall be theresponsibility of the Board.
ARTICLE XXIISEVERANCE PAY
The Board and the Association acknowledge that it is in the best interests of students and the school communityto have their regular administrator or supervisor present as often as possible, to provide instructional leadershipand administrative continuity in order to promote and reward responsible use of sick leave, any employee at thetime of retirement or death while under contract shall receive severance pay for unused sick leave at their per diemrate up to a maximum limit defined below. To be eligible, the employee must have been employed by the Boardfor ten years.
The maximum amount of severance pay will be determined by years of service and may not exceed the followingamounts.
D.
a.
b.c.
d.
JJ
Years of SMCPS Service
SickLeave
balancest0-20 2r -30 3l+
1 to 100 $2700 $2950 $3200101- 1 50 $3700 s39s0 s4200151 to200
$4700 $49s0 $s200
201 andbeyond
$s700 $s9s0 $6200
ARTICLE XXIIIEMPLOYEE RIGHTS
The Board will not discriminate against any employee because of race, color, religion, gender, age, marital status,sexual orientation, disability or national origin.
In the event that the Equal Employnent Opportunity Commission (EEOC) or the Maryland General Assemblyamends or creates additional designations to their non-discrimination clause(s), they will automatically be added tothis article.
ARTICLE XXIVGENERAL
A. The Association will provide a copy of the proposed Comprehensive Agreement to all unit members for thepurpose of ratifi cation.
If any provision of this Agreement or any application of this Agreement to any employee or group ofemployees is held to be contrary to law by a court of competent jurisdiction, such provision or applicationwill not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions andapplications will continue in full force and effect.
The Board and SMASA are mutually committed to a non-adversarial, consensus building negotiationsprocess. As partners in St. Mary's County Public Schools, we believe that respect and trust are essential inachieving our common goal of fulfilling the promise in every child.
D. Negotiations for successor agreement shall begin no later than October l5th unless it is mutually agreed tostart on a different date.
In the event of impasse in negotiations, the Association and the Board will pursue resolution before theMaryland Public School Labor Relations Board in accordance with Section 6-408 of the Education Articleof the Annotated Code of Maryland.
This Agreement is contingent upon the Board of Education receiving or identifying sufficient revenue tofund the fiscal items. In the event the agreement is not fully funded, the parties shall continuenegotiations. If at the conclusion of negotiations, the initial agreement was not fully implemented due tolack of funding, and if during the contract period additional non-restricted funds are identified or available,they shall be used, to the extent possible, to fully fund the priorities identified by the parties in the initial
B.
C.
E.
F.
34
for
A.
B.
l.2.
J.
C.
agreement.
ARTICLE XXVDURATION
The provisions of this Agreement will be effective as of July 1,2075, and will remain in fulI force andeffect until June 30,2018, with openers as follows:
The following sections of this agreement will be subject to open negotiations in school year 2015-2016FYl T(effective July 2016 for school year 2076-2017):
l. Article VI, Salary
2. Article VII, Insurance
3. One opener for each side.
The following sections of this agreement will be subject to open negotiations in school year 2016-2017FY18 (effective July 2017 for school year 2017-2018):
Article VI, Salary
Article VII, Insurance
One opener for each side.
In school year 2017-2018, full contract negotiations will take place for a successor agreement effective July1,2018 (FYl9 for school year 2018-2019).
F. The Board and the Association agree to convene a joint study committee to:
1 . SMASA and the SMCPS will appoint an equal number of representatives to a joint committee to studyreducing retiree's share of the premium based on accrued sick leave upon retirement.
Recommendations will be forwarded from the joint study committee to the SMASA and SMCPSbargaining teams for possible inclusion in the FY 2016 contract.
2. A committee be established to define system-wide guidelines of what is eligible as work performed
beyond the appropriate job descriptions. The committee is to complete its initial work by June 30, 2015
and will meet each spring thereafter to review the guidelines. Changes to the guidelines will be
mutually agreed upon by both parties.
3. A committee be established to develop system-wide guidelines to define staffing recommendations forevents. The committee is to complete its initial work by June 30,2015 and will meet each spring
thereafter to review the guidelines. Changes to the guidelines will be mutually agreed to by both
parties.
for
E.
35
IN WITNESS WHEREOF, the parties hereunto set their hands and seals this day of _ 2015.
BOARD OF EDUCATIONOF ST. MARY,S COLTNTY
%?nr<rt {Tammy McCourt, CPAChief Negotiator, Negotiating Team
Interim Superintendent of Schools
ST. MARY'S ASSOCIATION OF
SUPERVISORS AND ADMINISTRATORS
SMASA President, Ex-Officio Team Member
Kim Summers
Team Member
Besseck
Chief NegotiatorMSTA/MSEA UniServ Director
Dale Farrell
Team Memberie Copsey
Karin M. BaileyTeam Member
36
APPENDIX
Salary Schedule
A-1
SALARY SCTIEDULE '5SUPERV|SORS AtO AOM|N|STRAIoRS FOR 11 ANO i2.ltortH Et PLOYEES
FOR FY 2016
9ep
R.ng.I c D t F G H I J K
l.'l s0 JO s0 l0 JO l0 s0 l0 30 !0 s0
t.? l0 l0 s0 JO l0 t0 30 50 s0 s0 t0
t-3 30 l0 l0 JO l0 ,0 l0 l0 t0 s0 t0
t-1 t0 s0 s0 l0 388.306 t93.681 t99389 t0 l0 s0 l0
1 i71,801 t76.171 t80.813 s85.734 t90.955 t95.r95 1r02371 t108.505 3115.220 tr2?.236 t129581
2 t73.955 s78.159 t83237 J88306 J93.68,{ t99.389 s105,1.t2 111136{ t118.676 J125.903 3133571
3 176.r?1 t80,813 t85.73{ ,90355 195.495 t102,37r 3108.605 s115220 1122.236 Jr29.681 t137578
4 !78.!59 183.21' t88305 t93,681 399.3a9 !105.a.t2 sl11a6.1 tl18576 I125.903 !133.571 J141-705
180.813 185.73.4 t90355 t96,195 t102.171 310E.505 lrt5220 1t22236 t129.68! 1137.578 J1{5357
6 t83.237 188.306 t93$81 t99J89 3105.t{2 3r r r.664 t118.616 s125S03 t133.57r 1141.705 t150335
I t85.734 t90.955 196,{95 tr02J71 1108.605 s1r5.220 tl22236 t129.681 tr]7.576 s1{5.957 t 15.r345
8 t88.106 t93.681 J99389 1105/12 3111.85r t1r8.676 3125303 3133571 t141.705 tr50.335 3159,{91
9 t90.955 t96.195 1102J71 1108.605 3115.220 t122.2t6 !129.68r 3137578 tr15.957 3154.845 J1€.!275
t0 s91.601 199.389 1105,a,i2 11fl36,1 t'n8.575 tr25.goj $33571 Jt41J05 3150.335 3't59.491 116920l
l-lnpbmo dlon Yeril. llrt.a. lbg.se .t5 cr.dls or APC +21 crodlti wil 16 ut h 3!0l) dd.d ro rl,|e g.ori tdry.2. I-t.at [bg... .30 credl. or APC .36 credit! wll ra! ul h l150o.dd!d io rhG 0.o.. .*r.3. I-i.r'r D.gr.e ..t5 credls or AFC .51 credh. wil re! ut h t2lmddcd ro rll. 916 t . *y.l. A lbciorle .rned ln . progttn +p]ovod by !h.. uperinlendent dd !l rl lnrlliudon Tprored b, rhe r upc.ht odeot wll r.ruh in 33.200 dd.d ro rh. g,o.r t.tr.y.5. A l0* r.ductlon o, 0ro.s s dry wit be mGdr tor . Prov: k n.l C.(lbie.6. A. tfl)o bngeviry increm.nr wll b€ ldded to th. 916r tdry i th€ 15ah. mrh, 25lh, ad 3orh r.r o, c.cdirdb .ervice.7. Erployee. rec6 klng r promotbn wll b€ ple€d on the new r &y .cd. Gco.diDg io rh. tolbwing lte[ll:
atthaemFoyoebcurrenttintten.monthoteleven-moolh.3aiF|meni.thevaluoolthakcrarert5drywllbecompdedbsedonthenumberofmonthtolth€
ncw a!i0nment.b. 8r.d on tho r dty rd|g€ to. !h. nswt ..! lgoed 9l,6 irbo. inc ampbt.c ril be phc.d i lhe tirir highlr ..lry lc e.trbl! hed on .t.p I $ove) ol rho n.w
rchadula. plua one !iop.c. I th. employost ts rocls3lied a ptt o, a group. ,lo.e empht.€i wil bo ple.d a th€ lr.n hlgh€. t rtsp on th. lpproprld€ . *ry 3c.te.
l. Ecm.ntry. choob wlh ce.dticded ltdt of45or mor6 redefin d - Princip.t t.
SALARY SCHEDULE #5SUPERVISORS AND AOMINISTRATORS FOR 11 ANO 12+,tONTH EMPLOYEES
FOR FY 2017
1. Ma3t6.'! tbgree +15 credlts or ABC +21 credits willrG!uh in lSlxl dded to th€ gro33 3.lary.
2. M.3t.r'i D60r66 +30 crodlt. or APC +35 cr.dib willre!ult ln ll,600 added to th. gross satary.
3. Met.r'3 Oegroa +45 crodils or APC +51 crodlB wlllr€3ult in $2,/O0 added io the gro33 .alary.
4. A Doctor.te earno d in a prog ram approvo d by the s upo rini6 nde nt and at an institution approv.d by tho s u p6 rlnto nde nt w lll .e 3 ult in t3,Am added to thc g ro! 3 s atary.
5. A t0% raductlon of gro33 Balary willb! mads for a P.ovi!ional C6rtlflcat6.
S.AnlEoOlongevitylncr€m.ntwlllbeaddedtothegrosssalaryalthelSth,2oth,25th,and3l}thysarotcredlabte3ervic..
7. Enploy.!! recoiving a promotion will b6 plac6d on lho now ralary scale accordlng to the lollowing 6tops:
a. lfth6 .mPloy€s is cu.rently in a tcn.month or clevcn-month .s5 ignment, tho valu. ol th6ir current salary willb! comput€d ba!od on th€ numbe, of months of th.nsw a3rlgnmGnt.
b. Eased on the.alary rang€ for ths nowly assign€d posltlon, lh. 6In ploy€o wlllb€ placed attho ti.6t high6r 3alary (as establLhsd on step l above) ofth6 new
schodul6, plu! one !tep.
c. lf th6 om ployeo3 ar! rocl.3sifi.d a3 part ot a group, thore employe€3 willbo placed at th6 nsxt hlghe.t 3t6p on th€ .ppropriate 6alary scato.
8. E6m€nlary Bchools wlth c6rllflcatod Bl.ffof45or mors are defined as Princip.lll.
steP
RangeB c o E G H I J K
1 $7.1,801 $76,174 160,E13 $85,734 $90,9s5 196,495 1102,371 t108,605 1115.22O 1122,236 t129,681
2 173,955 t78,.159 4a3,237 laa.306 t93,6Eil s99,389 t105,442 l'r'r r,E64 1118,676 $r2s,903 1r33,571
3 476,171 t80,813 365,73,1 190,955 t96,49s s102,371 $108,605 4115,220 t122,236 $129,681 t137,s78
1 578,459 !83,237 188,306 t93,6E4 199,3E9 4105.42 s111,86,1 $11E,676 4125.903 t133,57.1 $141,705
5 s80,813 1E5,734 $90,955 t96,495 5102,37r 110E,605 s115,220 ,122,236 $129,6a1 $137.578 S1/15,957
0 383.237 388,305 $93,6E2t $99,389 $105,4212 ll l1,85zl t118,676 1125.903 $133,571 3'l/t'1,705 1150.335
7 $85,734 190,955 t96,495 $102.371 $108,605 3't't 5,220 1122,236 t129,681'l37,57E
i145,957 tl5.(,845
8 16E,306 193,684 199,389 t105,142 t11t,66rt 1118,676 s'r25,903 3133,571 l't4't,705 $150,335'l59,49r
9 l9o,95s t96,495 1102,371 i10E,605 j115,220 1122,236 t129,68.1 s137,578 t145,957 l154,Ezt5 t161,275
10 193,684 $99,389 $105,442 i'r 1'r,864 $118,676 t125,903 i133,57.t 412t1,705 4150,335 l'l59,/tg'l $'t69,204
A-3