·1

Memorand4ïilôf AgrêemeÎî~. :'., '::.

This Memorandum of Agreement dated this 12th day of September, 2012 by andbetween the negotiating representatives of the Uniondale Union Free District and theUniondale Administrators Association, the "UAA").

.1. The labor agreement between the parties for the period July 1, 2008 throughJune 3D, 2014 shall be modified as set forth herein. Except for thechanges/modifications set forth in this Memorandum of Agreement, theprovisions of said contract shall remain unchanged.

2•. This agreement is subject to ratification by the Board of Education of the Districtand the membership of the Uniondale Administrators Association.

I. Duration: Effective July 1,2012 through June 30,2018.2. Compensation:

Salary Schedules:2012-20132013-20142014-20152015-20162016-20172017-2018

2.75% plus increment1.5% plus increment1.5% plus increment1.5% plus increment1.5% plus increment1.5% plus increment

:i. ffitaltb Care Çontributio:n$~

zo IZ-Zöí3 15%2013-2014 16%2014-2015 ·17%2015-2016 18%2016-2017 19%2017-2018 20%

For the 2012-13 school year, no tenured member of the bargaining unit shall beexcessed or outsourced. With respect to the 2013-14 school year through the2017 -18 school year, the District will notify UAAmembers of the anticipatedabolition of their positions, in writing, no later than May 1for an abolitioneffective the immediately following July 1. In the event of an abolition during orafter the 2013-14 school year on a date other than July l, the District willprovide at least 2 months' written notice to the affected administrator. For theperiod July 1, 2013 through June 30, 2018, ifan administrative position isabolished and an individual excessed. (I) he or she shall be entitled to a teaching

LJTlDS40S-l3v I/M060~82ICOO~ 7900,

position for which he or she is certified provided that he or she served satisfactorily asan administrator and further provided that no teacher has a superior claim to the

- -of administrators who have served satisfactorily, he or she shall be entitled to beinterviewed for vacancies in the position of principal. For purposes ofthis provision,"satisfactory" shall mean "effective" or "highly effective" pursuant to the APPR Planimplemented by the District.

This provision will sunset and be of no force or effect as of the close of businesson June 30, 2018.

S. Any provisions of the collective bargaining agreement or principal evaluationprocedures that predate this memorandum of agreement that are inconsistentwith the APPR Plan and related procedures shall be deemed modified only to theextent necessary to comply with Section 3012-c of the Education Law andapplicable regulations and agreed upon APPR Plan and procedures.

:6. If (a) the Uniondale Administrators Association, the Uniondale Teachers'Association or the Board of Education fails to approve this Memorandum ofAgreement or the APPR Plan or (b) the Commissioner of Education/StateEducation Department rejects the APPR Plan, the parties will promptlyreconvene to negotiate modifications to those areas of the APPR Plan requiringcollective bargaining by law. In such a case, this Memorandum of Agreementshall not take effect unless and until the APPR plan is approved by theCommissioner of Education/State Education Department in sufficient time forthe District to remain eligible for increases in state aid.

7. All directives identified in PERB Case No. U-31503 shall be withdrawn by theDistrict and the UM shall withdraw the improper practice charge with prejudice,which withdrawal shall not be deemed a change in either party's position on theissues therein.

B. The APPR plan shall be referenced in the collective bargaining agreement,

9, 60 Points: The entire 60 point component shall sunset and be of no force of effectafter all principals have received their composite APPR scores for the 2012-13school year.

a. The Rubric shall be Kim Marshall's Principal Effectiveness Rubric ScoringChart: See Attachment L1A

b. Evaluation Procedures: See attachment L2c, List of Artifacts (District reserves the right to assess the acceptability and

value of a given artifact): See Attachment L3d, HEDI Band:

H - 59-60 RECEIVEDLJ'I'/D84\l190v I /MO-l80 13/COO:!7902 FEB a 5 2013

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E - 57-58D - SO-56i - 0-49

10.Appeals

Available only for ineffective and developing ratings.

The basis for and components subject to appeal are those set forth in EducationLaw Section 3012-c.

The procedures for an appeal shall be as set forth in the collective bargainingagreement, with respect to grievances. Final determination - advisoryarbitration as per Article X of the CBA

11. PIPSunsets as of the close of business on June 30, 2014

All PIPs shall commence within 10 days of the start of a new school year.

Requirements of the PIP shall occur when practicable during regular work hoursand be at the District's expense. Any requirements beyond the regular work dayshall not exceed 15 hours annually.

Principals placed on a PIP as of the beginning of a school year shall be given amidyear evaluation. If the evaluation shows improvement resulting in a rating ofhighly effective, the PIP shall remain in effect until the end of the year, withmodifications as appropriate.

12. Local 20/15 Points:

Sunsets as of the close of business after all principal composite scores have beencalculated for 2012-13.

For K-S Principals, the measure shall be the percentage of students in theprincipal's building who achieve the growth target in grades 3-5 ELAand math asset by Seantron Performance series. See Scoring Chart, Attachment Cl (15points), C2 (20 points), as applicable

For 6-8 Principals, the measure shall be the percentage of students in theprincipal's building who achieve the growth target in grades 6-8 ELAand math asset by Seantron Performance series. See Scoring Chart, Attachment Cl (15points), C2 (20 points), as applicable RECEIVED

FEB O 5 2013

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Scores shall be communicated tothe principal by June 30 of each year, or as soonas practicable after the District receives such information.

. ii

B. A rating of ineffective for the 2012-13 school year shall not be considered forpurposes of an expedited 3020-a hearing under Education Law Section 3012-c.

14. If 10% or more of the students in a given building absent themselves for morethan 10% of the school year, the 60 point component score will be enhanced by %of a point.

15. The 100 point composite score (Overall Composite) shall be communicated inwriting to the principal on or before September 1, or promptly after the Districtreceives the necessary information from the State Education Department.

16. For purposes of the Evaluation Procedures, any visit which will be part of theevaluation/APPR process shall be deemed a "formal school visit."

Date

RECEIVEDFEB O 5 2013

PERSONNEL UFSDUNIONDALE,. NV 11553

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EVALUATION !>ROCEDuáES

1. VISITS:

The Evaluator as part of the following process shall ensure that any observed deficiency,r that the Evaluator may observe, is documented, in writing, along with constructive undspecific ways in which the Building Principal may achieve improvement in regareis lothat specific perceived deficiency.

Nnl1.fpl1lll'prl nrinr innlc:

At least three (3) formal school visits (at least one unnnnounced) ..:}vill. be made duringeach probationary year. One school visit shall takeÚp.l,nce bet\:~2r:!.1 O~'tqber lSI undNovember 30111

• One school visit shall take place pctwc;e1i\I[¡l1uary l st::å.ng::F~brllary 281h,

One school visit shall take place between AI'

Tenured principals: '~'f.ii)J,J·l/'·

,At least iwo (2) J'armai schoolyear. One school visit shall taischool visit shal I take place betw

Conduct of School Visits: ")\;;':;::~U~:,L;:;.;'

Formal monitoring or observation

.,:¡¡ ,,"'.'~.ti "¡g ..",

oqtl';'~'work performance of a Principal shall be

School visits ,vipl'il1cip~'(~eJn~ o

8'~lcled only by anyone of the evaluators of record for the

nU bè'liît least ninety minutes in duration'.:::._:'"

s~heç!lIled thl'~e)'(3) school days in advance. At the time the Evaluator arrives for ant1llaïÚlo,uJlced'~.'isit, the Evaluator shall infann the principal that such visit will constitutean Llnall;'~~'{ï';lcedschool visit for APPR evaluntion purposes.

A pre-observation meeting will be held at least two (2) school days prior lo scheduledformal school visit to discuss planned activities lo be observed and the related practicerubric domalns that will be the focus of the school visit.

However, if the evaluator observes anything of concern during an informal visit, helshewill make the principal aware of il and the will conduct a post-observation meeting andwrite-up ns provided herein.

RECEIVEDFEB O 5 2013

Post-observation meetings will be held for announced and unannounced visits no Interthan one week of the formal school visit and a written summary, including any suggestedguidance, which is to be delivered to principal within one week of the post-observationmeeting Oll a fonn to be mutually agreed-upon by the parties.

Principal shnll have one (l) week to submit Il response to the school visit including Emysupporting documentation.

There will be fl written formative mid-year evaluation completed by the Evaluator on nform to be mutually agreed-upon by the parties that will be Pr.p\~¡è1edto the Principal no

ol. •••.•

mid-year evaluntion is meant lo provide the building principal \viîh,9.,dHstruç:tive feedbackas lo his/her progress Oll selected goals and 011 each dd!nain witli'\h~, J11L11~1~lly selectedprincipal practice rubric. ",,,,,;;"'(1<:>,_,, ";'\;h, "q¡>::);:,;':,"

Evaluations of'Principuls shall not beemployer except as provided by law.

2. END OF THE YEAR EVALUATIÖÑ '0....~

.é'i~cy01' prospective~~;p;

RECEIVEDFEB a 5 2013

¡PERSONNEL UfSD!UNIONDALE., NY 11553

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Mutually Agreed Upon Administrative Artifacts! Evidence that may be Submitted in Support of the. ... .

Portfolio and/or End of the Year Evaluation

!;Kë;'!JllPJªsof Evidence / Artifacts:BuJldlng goalsSchool Improvement PlanGrade level goalsConference day programsStaff development planStaff development calendarStaff development agendas and productsFaculty meeting agendasStaff memosParent lettersAdministrative council meeting agendasDepartment, grade level and/or team meeting agendas,Scheduled collaboration and common planning timeMlsslon/vlslon statement postersInstructional data compiled for staffBoard presentationsAdvisory committee meeting agendasEnd-af-year reportSchool newsletterParent and student communicationSchool websiteStrategic planMonthly reportsSchool report cardParent meeting agendasBuilding wide discipline planInterscholastic academic eligIbility policyCharacter education programsGuidance planStudent recognitIon programsBuilding toursStudent orientation assemblies and lessonsNew entrant orientation program

RECEIVEDFEB a 5 2013

fP'IERSONI'SElI!JFSDUNIONDALE,. NV 11553

1

Mutually Agreed Upon Administrative Artifacts I Evidence that may be Submitted in Support of the

Portfolio and/or End of the Year Evaluation'

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Examples of Evidence L Artifacts:Recruiting, hiring and retainIng quality staffNew teacher orientation and induction programsStaff development planStaff development calendarStaff development agendas and productsTeacher mentor programsAdministrative orientation and induction programsNew administrator mentor programsStaff recognition programsTeacher and adminIstrator observatIons and evaluationsTeacher observation scheduleTenure recommendationsRecommendations for continued employmentSupervision of teacher APPR p/ansObservations and evaluations of non-certified staff (cier/cal, security, food service, teachingassistants, cafeteria aides, hall monitors, individual aides, etc.)Child study team meetlngsMotivational assemblies, speakers and programsPlanning and development of teacher In-service programsStaff development plan and calendarProfessional development program agendas and productsDemonstration plans and lessonsProvide teachers with opportunities to observe best practicesWalk-through observation schedulesAdministrative council meeting agendasFaculty meeting agendasSchool climate surveysAdministrative journa IAdministrative calendarAttend local, state and/or national professional conferencesProfessional reading library for staffSupportive notes from staff or communityStudent recognition for acadernlcs and athleticsArt & music awards programs and competitionsExamples of Evidence / Artifacts: (continued)Honor societies

RECEIVEDfEB O J 1013

PERSONNEL PJFSDUNIONDALE,- NV 11553 _

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Portfolio and/of End of the Year Evaluation

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Student faculty communication committeeGuidance plan and programIdentifIcation and placement of ELLand Students with DisabilitiesAnnual review of Students with DisabilitiesChild Study Teams,Student agenda bookRegistration proceduresCharacter education programsRecords management proceduresCollege application processClass rankingHonor rollCommencement exerciseStudent activities (homecoming, prom, dinners, dances, field trips, etc.)Interscholastic athletic programsIntramural athletic programsExtended day programsGED programsSchool newspaperYearbooksLlterary magazineStudent media centerschool talevislen and (adjoStudent mentor program

RECEIVEDFEB a 5 2013

PERSONNEl UFSDUNIONDALE" NY U553

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Portfolio and/or End of the Year Evaluation ... ....

EX,ª1!1Plesof Evidence I Artifacts:Master scheduleDuty rostersClass rostersStaff MemosAssessment preparation and planningProctor schedulesAdministration, scoring and reporting of state assessments: Regentsexaminations, mid-termexaminations, ACT, SAT, IB, AP and NYSESLATAnalyses of data and application to instructionTransportation schedule and rostersClasssize reportStaffing projectionsCalendar planningBudget development (equipment, supplies, technology, textbooks, shared services,etc.)BEDSReportVADIRReportAISprogramsSubstitute coverageCabinet meetingsAdministrative council meeting agendasGeneral faculty and staff meeting agendasDepartment meeting agendasGrade Level meeting agendasTeam meeting agendasFaculty meeting agendasMonthly reportsEnd-af-year reportBuilding expectations I rules communicated and postedSchool safety and emergency planCrisismanagement team meetingsPhone log and emailFire Inspection report & insurance auditAd hoc meetings and agendasSchool security planSchool safety committee

FEB O ~ 2013lP'ERSONNEL IUfSiJ

UN'ONDAlE, NY 11553

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Council of Adm¡nistrato;~and s~p~rvj~ôrs,(ÇA~l.: ,P . '..:. . .... . .. ,. . ¡ ¡ ", ::' .' ~ ¡ . > .' ':'., '" ' , • - ,. '. ",;, ., L ,< ~ • ,::,:'

Mutually Agreed Upon Administrative Artifacts / Evidence that may be Submitted in Support of the

Portfolio and/or En~'~ft;'~ 'Y~a/~~~Iuation

I< School attendance policyfl Staff memos .'I! Plant management wall< through11 Student orientation documentsII Regular meetings with maintenance staff~ Safety survey datal', Teacher handbook,Ill Substitute handbookIt Student agenda bookø New teacher orientation and Induction program

• Teacher/administrator mentor program,,' District Code of Conduct

" 3214 Due Process proceduresO' Student disciplinary hea rings

• Suspension reportsiii Immunization report!Ic School health reportII Infection prevention policy, MRSR¡ etc.

" Parent communIcation, letters, email, telephone.\1 Parent portal communicationç:, School report cardII Open school nightsl" Meet the teacher nights:. Parent teacher conference daysfl Progress reportsQ Report cards,ill Bi-lingual communicationril Emergency telephone system'If EmerBency website information

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RECEIVEDFEB a 5 2013

, PERSONNEl UFS£»lINfONDJU.E., NY 11553

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RECEI,VEDFEB a 5 2013

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}olEDIPoints PercentaBe of Students Meeting Target ¡

0% to 5%-'-

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11% to 15%

- 16% to 19%~ ___ I-' 20% to 22%

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r¡... , ,_ - _ J 23% to 25%

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- :31% to 33%, .. _"

--_ .. _ .. 34% to 39%

10 40% to 45%

11 '46% to 51%52% to 57%

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!_14 ,- .- ¡ 60% to 64%J; 15 ß5% to 67%_,

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16 '68% to 71%- • r· ...

17 .~-72% to 75%f.., 18 : 76% to 80%r ,19 81% to 85%¡.. - :'85%+20

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RECEIVEDFEB a5 2013

PERSONNEl UFSDUNIONDALE" NV 11553

AGREEMENT

-between-

UNIONDALE UNION FREE SCHOOL DISTRICT

-and-

UNIONDALE ADMINISTRATORS ASSOCIATION

July 1,2008 - June 30, 2013

AGREEMENT made this 9th day of March, 2009 by and between UNIONDALE UNION

FREE SCHOOL DISTRICT (hereinafter referred to as the "District") and the UNIONDALE

ADMINISTRATORS ASSOCIATION (hereinafter referred to as the "Association"). All

references to supervisory personnel not included in the Association shall hereinafter be referred to

as the "Administration".

WHEREAS, the Association was, on the 8th day of October, 1968, recognized by the

District for the purposes of collective bargaining and the settlement of grievances for the members

of the Supervisory Negotiating Unit, and

WHEREAS, it is understood and agreed that the District may create or substantially alter

existing positions, and

WHEREAS, negotiations have been completed between the parties pursuant to the

provisions of the Public Employees Fair Employment Act;

NOW, THEREFORE, in consideration of the mutual covenants contained herein, it is

mutually agreed as follows:

ARTICLE I. RECOGNITION

The Association shall be, subject to the provisions of the Public Employees Fair

Employment Act, the collective bargaining agent for a unit composed of all Principals, Assistant

Principals, the Administrative Assistants for Central Registration, Early Childhood Programs,

Testing Assessments and Grants, Nursing Services/Supervisor of Nurses, Business Affairs and/or

Accounting, Data Services and the Directors of Physical Education, Athleticsand Health, Science,

English Language Arts, Special Services, Pupil Personnel Services/Committeeon Special Education,

Technology Services, Social Studies, ArtIMusic, Occupational Education, Second Languages,

Mathematics, Guidance/Scholarship Recruitment! Academic Rigor, Library Media Services/lnstructional

Integration of Technology, Facilities, and the Deans of Students.

ARTICLE II. ASSOCIATION USE OF SCHOOL FACILITIES

The Association may use a member's office for the meetings of its members or committee thereof at

reasonable times outside of school hours without cost or prior approval. At all other times, or for the use

of other facilities, applications for such use shall be made in accordance with District policy and regulations

for the use of school facilities.

ARTICLE III. EVALUATION OF ASSOCIATION MEMBERS

Evaluations may be made of members of the unit by their superiors, the Assistant

Superintendent for Curriculum and Instruction, the Deputy Superintendent and the Superintendent of

Schools. Such evaluations shall be in writing, subject to, review with the person evaluated. Any

evaluation review with a member of the unit shall be conducted by the Superintendent of Schools or

another supervisory person in the next higher level of administrative authority.

A member of the unit shall be notified by April 1 of the Superintendent's intention to terminate

a member of the unit, or withhold all or part of a salary increase for a member of the unit, based on an

evaluation which involves a rating which is unsatisfactory. Such evaluation is subject to review by

the Board. The April 1st notice requirement shall not preclude the District from terminating a member

of the unit, or withholding all or part of a salary increase for a member of the unit based on events which

occur, or become known, after April 1st, which result in a rating which is unsatisfactory.

Nothing contained herein shall preclude the District from having outside surveys or studies made by

qualified persons or organizations provided that, if such studies or surveys include individual evaluations of

Administrators, copies of the reports of such studies are furnished to the Association and copies of such

2

individual evaluations shall be furnished to the person evaluated.

The Association will seek a grant to fund a mentor program. If such a grant is identified

and secured, the parties will meet to agree upon terms. It is expressly understood and agreed

that the District does not agree to contribute to the cost of a mentor program in any way

whatsoever beyond the funds provided by the grant.

ARTICLE IV. ADMINISTRATORS' FILES

An Administrator may examine hislher personnel file, except for material which is of a confidential

nature, at reasonable times. Upon such examination, he/she shall have the right to make his comments

in writing as to any non-confidential material in hisIher file and such written comments shall be

attached to the material to which it refers. He/she shall also have the right, at hisIher own cost and

expense, to make copies of such non-confidential material.

A copy of any derogatory or critical material pertaining to an Administrator's conduct,

service, character or personality shall be forwarded to the Administrator at the time the material is

filed. Administrators shall acknowledge that they have read such material by affixing their

signature on the actual copy to be filed, with the understanding that such signature merely

signifies that the material to be filed has been read and does not necessarily indicate agreement

with its content.

ARTICLE V. LEAVES OF ABSENCE

A. Immediate Family - is defined, for purposes of this Article, as an Administrator's

spouse, children, foster children, step-children, parents, foster parents, parents-in-law, brothers,

sisters, or other relatives for whose financial or physical care the Administrator is responsible. An

3

Administrator shall not be considered responsible for said "other" relative unless said person

resides in the same residence as the Administrator and is deductible upon the Administrator's

United States Income Tax Return.

B. Sick Leave - Members of the bargaining. unit shall earn twelve (12) days of sick leave

with full pay per year cumulative to a maximum of 225 days.

In addition those members of the unit whose employment includes regular service during July

and/or August of each school year shall be entitled to an additional sick leave day for each twenty (20)

working days of such service (without apportionment for lesser period). Said summer sick leave days

shall be cumulative as regular sick leave. The District reserves the right to require a doctor's certification

ofi1!ness or injUl)' for summer sick leave days so used.

In the event an Administrator has used all his/her sick leave, or has not yet earned his/her

annual sick leave, the District shall allow members to donate their own accumulated sick days to other

unit members on a case by case basis for serious illness or injury. The District may require medical

documentation and will not unreasonably deny donations of such days.

c. Leaves Because of Illness of Someone Other Than an Administrator - An

Administrator shall be granted leavewith pay chargeable to Sick Leave for the following reasons:

l. If absence is necessitated by exposure to contagious disease i n which the health of

students or o t h e r employees would be impaired by the Administrator's attendance. Such absence shall be

subject to the approval of the school doctor, whose decision as to necessity shall be fmal. This decision

shall be made after a consultationwith the individual's family physician, if requested.

2. In the case of il!ness or serious injury to a member of the Administrator's immediate

family which necessitated the Administrator's absence from work because of the need for the personal

4

attention of the Administrator. Such leave shall not exceed twelve (12) days in anyone school year.

D. Child Care Leave - Upon request, an Administrator will be granted a leave of absence

without pay, not to exceed two years' duration, for the care of a newly-born infant or adopted child or for the

preparation for same. Upon return from such Leave, they shall be reinstated to the same or comparable

position and shall advance to the next step on the salary schedule, when applicable, on the basis of their

professional preparation.

Such leave shall be without payor other employee benefits, except that Administrators may, at their

own cost and expense, continue as an enrolled member o f a group benefit plan.

Such leave shall commence insofar as possible at either the beginning of the school year or the

beginning of a semester. Such leaves shall terminate at the beginning of the school year.

E. Death Leave - An Administrator shall be granted up to a maximum of five (5) days of

leave with full pay during the school year for the death of each member of hisIher immediate family,

and his/her grandparents, step-parents, step-brother/sister, brother/sister in law, and significant partner,

provided that the Administrator attends the services, if any, for the deceased. Such leave shall not be

cumulative, if unused, and shall not be charged against sick leave. In the event of the death of an

Administrator's spouse, the leave may be extended to a maximum of ten ClO) days. In the event

of the death of a relative who is not in the immediate family, death leave may be granted at the sole

discretion of the Superintendent. In the event of the death of a close friend, the Administrator may take

personal business leave.

F. Personal Business Leave - An Administrator shall be allowed up to three (3) days

of leave with full pay, one of which shall be deducted from sick leave, during each school year

for the purpose of transacting or attending to personal business which requires absence during

5

school hours. Members of the unit hired on or after July 1, 1980 shall be allowed up to two (2)

days of leave with full pay during each school year for the purpose of transacting or attending to

personal business which requires absence during school hours.

A list of acceptable reasons for such leave days is annexed hereto. Except in emergencies, an

Administrator desiring to leave hereunder shall give his/her Building Principal or immediate supervisor

written application therefore at least three (3) school days in advance of the day he proposes to be absent.

Such leave shall not be cumulative and shall be subject to the Board's approval through the

Superintendent of Schools. The applicant shall indicate the reason for which the leave is being

taken. Approval will not be denied except in the event of an emergency.

Personal Business Leave shall be used only for the purpose of handling personal affairs which

cannot be transacted on the weekend or after school hours. It is not for casual or indiscriminate use. Any

Administrator who, by willful misrepresentation, violates this policy shall forfeit any further right hereunder

until reinstated by the Board on recommendation of the Superintendent of Schools.

In unusual circumstances the Superintendent may in hisIher sole discretion grant additional

personal leave. In exercising his/her discretion the Superintendent shall take into account, among other

reasons, an administrator's prior use of personal leave in the District.

G. Extended Leaves of Absence - Extended leaves of absence without pay may be

granted to Administrators for any purpose provided that:

1. The person receiving the leave in good faith expresses in writing his intention to

return to this District for at least a period of one (1) year thereafter, and

2. Such leave shall commence, insofar as possible, at either the beginning of the

school year or the beginning of a semester. Such leaves shall terminate at the beginning of the school

6

year.

3. Benefits do not accrue while a unit member ison extended leave of absence.

H. Jul}' Duty - Employees summoned for jury service will be paid the difference between

their regular daily rate of pay and the daily jury service fee for each day they are required to serve as

Jurors.

ARTICLE VI. ATTENDANCE INCENTIVE

Members of the unit who do not absent themselves from work during the year shall be entitled to a

$1,000 attendance incentive.

Members of the unit who do not absent themselves from work during the year for more than

three (3) days shall be entitled to a $500 attendance incentive.

Absences covered herein shall only be those charged to sick and personal leave.

Payments shall be made in a separate check as soon as possible following the end of the school

year.

This provision shall expire on June 30, 2013 notwithstanding the Triborough Law.

ARTICLE VII. MEAL REIMB URSEMENT

Members of the unit shall receive meal reimbursement to a maximum of $30 per meal and

$1,250 per year for meals on evenings when such members attend Board of Education, PTA and/or

Open House meetings. District supplied vouchers with receipts shall be submitted for

reimbursement.

Reimbursement within the maximums described above may also be macle for meals not covered

therein upon recommendation of the Superintendent with the approval of the Board.

7

ARTICLE VIII. VACANCIES

If any of the positions covered by this Agreement become vacant for any reason, the District

agrees that vacant positions will be filled as soon as practicable after a qualified candidate is found.

Unless the position is to be terminated, the District agrees to give notice to the Association, to the

staff of each school, and to other sources of applicants within ten (lO) days following the Board's

next regular meeting. Said notice shall include the job description, job requirements and procedures

for application. Said procedures shall include a termination date for the receipt of applications not later

than ninety (90) days thereafter. If no acceptable candidate has been found within that period, the

District agrees to reissue notices with respect to said vacancy.

The District agrees, unless the said position is to be terminated, not later than the close of the

current school year, to make an interim appointment to fill the vacancy, including reasonable

remuneration.

The Association may grieve alleged violations of this provision.

ARTICLE IX. TAX-SHEL TERED ANNUITIES

Members of the unit shall be eligible to participate in Tax-Sheltered Annuities available to the

District.

ARTICLE X. GRIEVANCE PROCEDURE

All members of the unit are guaranteed the right to be heard and to present their grievances in

accordance with the following plan. Decisions shall be rendered judiciously

and promptly.

8

Definitions

1. "Grievance" - a complaint by a member of the unit that (1) there has been as to

himlher a violation, misinterpretation, or inequitable application of any of the provisions of this

Agreement, or (2) he/she has been treated unfairly or inequitably by reason of an act or conditions (a) which

is contrary to established District policy or practice, or (b) which would unfairly or inequitably alter or

extend hisIher duties and responsibilities except that no "grievance" shall apply to any matter as to

which (1) any rule or regulation of the State Commissioner of Education has the force and effect of

law, or (2) the Board is without authority to act.

2. "Aggrieved Party" - refers to a member of the unit who files a grievance.

3. "Days" - refers to working school days of the school year.

4. "School Year" - refers to the period of time commencing on September 1 and

running through the following June 30th.

5 . I t i s understood that the Association may file a grievance on its o w n behalf

only in those instances involving an alleged violation of the provisions of this Agreement

involving rights of the Association, (e.g., Article II, VI).

Procedural Stages

Step One: Any member of the unit having a grievance shall discuss it with his/her

immediate supervisor or the Administrator or member of the Administration at the next level of

administrative authority with the objective of resolving the matter informally. The aggrieved party

may appear alone or with a representative of the Association. The presentation of such a grievance

shall take place within fifteen (15) days following the time the aggrieved party is aware of the act

or condition which is the basis of the grievance. The aggrieved party and the immediate

9

supervisor or other Administrator or member of the Administration shall, within five (5) days of

presentation of the grievance, confer on the grievance with a view to arriving at a mutually

satisfactory resolution of the grievance.

Step Two: If the grievance is not resolved informally, it shall be reduced to writing on

the proper form and presented to the Superintendent of Schools within five (5) days after the

notice of no resolution. Within fifteen (l5) days after receipt of the written grievance, the

Superintendent of Schools shall conduct a hearing on the grievance, and within five (5) days

thereafter render a written decision to the aggrieved party, with a copy to the Association if it has been

represented in the proceedings.

Step Three: A grievance dispute, which was not resolved by the foregoing may be submitted

by the Association to arbitration for an advisory ruling if it involves the application or interpretation

of this Agreement. If it has arisen with respect to established practices or policies of the District, it may

be submitted to arbitration for a ruling solely as to whether District policies or practices were either

disregarded or applied in such a discriminatory, arbitrary, or capricious manner as to constitute an

abuse of discretion.

The aggrieved party shall proceed through the Association.

The proceeding shall be initiated by filing with the District and the American Arbitration

Association a Notice of Arbitration within ten (lO) days after receipt of the decision concluding Step

Two hereof. The Notice shall include a brief statement setting forth precisely the issue to be decided by

the Arbitratorand the specificprovisionof the Agreement, policy or practice of the District which is involved.

The Notice s h a Il be filed with a request f o r the appointment of an Arbitrator.

The parties agree to endeavor to meet the earliest possible hearing date request of the

10

Arbitrator and hisIher advisory ruling or decision shall be rendered not later than ten (lO) d a y s from

the date of the closing of the hearing. It shall be in writing and sh a Il set forth his/her ruling or decision and

hisIher opinion on the issues submitted, and may recommend an appropriate remedy where he/she

finds a violation.

The Arbitrator's fee a n d filing fee, if any, will be shared equally by the aggrieved party or the

Association and the District.

Within twenty (20) days of the receipt of the Arbitrator's decision, the District shall advise the

Association and/or the aggrieved party of its acceptance or rejection, in whole or in part. If the District

fails t o s o advise, the Arbitrator's decision shall become final.

Step Four: A grievance dispute which has not been resolved by t h e foregoing may be

submitted by the aggrieved party to a fmal hearing before the Board of Education. Petition for such a

hearing shall be made within ten (lO) days after receipt, directly or indirectly, of the District's advice with

respect to the Arbitrator's decision, and shall be accompanied by a copy of all prior notices, petitions,

decisions, etc. The Petition and accompanying papers may be served on the District Clerk or a

member of the Board of Education. A hearing s h a Il be held within fifteen (15) days and a decision

rendered thereafter within thirty (30) days of the hearing's close, with copies to the Association and

to the aggrieved party. No grievance may proceed to Step Four without the consent and

participation of the Association. In the absence of such consent and participation of the

Association, the grievance shall be deemed concluded as of the last decision issued.

General Principles

1. Failure to communicate the decisions with respect to Step One shall permit the

lodging of an appeal at the next step of the proceeding within the time which would have been allotted had

11

the decision been timely rendered.

2. Any decision which is not appealed within the specified time limits will be deemed to

have been accepted by the Association and/or the aggrieved party, and the grievance will be deemed to be

discontinued, further appeal thereon being barred.

3. No grievances which are substantially similar to a prior grievance which has been

denied at Step Three shall be brought by another member of the unit unless the prior grievance was denied

due to a violation of time limits.

4. The Association may pursue a group grievance on behalf members of the Association

provided those included become a party to the procedure by signing the grievance.

5. All parties shall make every reasonable effort to conclude the grievance process prior

to the close of the school year, but no aggrieved party shall be obliged to continue through a step of this

procedure after June 30th of any year and prior to September 1 following. The parties may, however,

agree to continue.

6. At any time a notice is required and additional information is required to

accompany such notice, the notice may include a request for an additional time period of not more

than ten (10) days within which t o submit such additional information.

ARTICLE XI. ORIEV ANCE PROCEDURES OF THE OTHER EMPLOYEE UNITS

Whenever another employee unit or a member thereof institutes a grievance whose resolution

may affect or c o n fl i c t with the normal duties, responsibilities or functions of any of the members of

the Association, the Association shall be notified as soon as practicable, but in any event within thirty (30)

days. The Association may be represented a t all conferences and hearings and may be heard thereat.

12

Failure to appear or to be heard shall preclude further objection with respect to the decisions or rulings. Ifthe

Association appears and indicates a request for same, it shall be furnished with copies of the

pertinent documents relating thereto, including copies of the decisions.

ARTICLE XII. CONFERENCES AND CONVENTIONS

The educational program of the Uniondale Public Schools depends, to a large extent, on

communications with other school districts in the county, the state and the nation, so that the District

may keep abreast of new ideas, programs and experimentations and also share our own ideas with

others.

Methods of doing this include:

1. Participating in the activities of professional organizations on a local, state

and national level;

2. Attending conferences, conventions and workshops;

3. Visiting schools where innovative projects or experimentations are

occurrmg;

4. Participating in the Middle States Association Program of visitations.

The Board of Education, the Superintendent of Schools and the members o f the Uniondale

Administrators Association should continuously investigate and evaluate the available conferences,

conventions, workshops and locations of innovative programs and cooperatively select those that

would be beneficial to the District's own program or t o the professional growth of any individual UAA

member.

Requests for attendance and/or reimbursement for attendance at conferences or to make specific

visitations shall be submitted to the Superintendent on forms supplied by the District and shall include the

13

purpose of the conference and the benefits to be derived by the District. The Superintendent shall

provide a written response to the applicant within thirty (30) days following the request. In the

event of a denial, this response shall include the reason therefor.

ARTICLE XIII. INSURANCE

A. Health Insurance

1. Members of the unit and their dependents shall be eligible for coverage

under the Empire State Health Insurance Plan and any options available thereunder. The District

shall pay 85% of the cost of such coverage for unit members.

2. Members of the unit who are eligible and enrolled in the District's health

Insurance plan and who withdraw from the District's plan shall receive one-half (112) of the

individual premium. provided they remain eligible and uncovered under such plan for a period of twelve

(12) consecutive months. This provision will only become effective if sufficient additional

administrators, beyond the 2008-09 number, participate in the opt-out so that the District realizes

overall savings.

Such payments shall be made at the end of the twelve-month period and annually

thereafter, provided such administrators are still eligible and uncovered under the District's plan.

Nothing contained herein shall preclude an eligible member from reentering the plan at any time

provided, however, that in the case of a member who reenters in less than twelve months or on a date

prior to an annual payment, no payments shall be made.

4. The District may switch carriers to another plan providing comparable coverage to

14

the statewide plan. At least ninety (90) days' notice shall be given to the Association. In the event of a

dispute as to the coverage of the new plan, the dispute shall be submitted to arbitration, provided,

however, that such grievance shall be instituted at the Superintendent's Level and provided further that

for this case only the decision of the Arbitrator shall be final and binding. The plan shall not be switched

until a decision from the Arbitrator has been rendered.

5. In the event the District negotiates a change in carriers with the UTA, the

Association shall be subject to the same coverage.

6. The District shall provide an IRe § 125Plan.

B. Group Life Insurance - The District shall provide and pay the full premium for Group Life

Insurance in an amount of $150,000 for each Administrator who i s regularly employed on a full-

time basis. Such coverage shall become effective as soon as possible following the signing of this

agreement.

For newly-employed Administrators, such insurance shall not be effective for a period offour

months from the first day of work.

e. Dental Insurance - The District agrees to provide dental insurance coverage to its

Administrators equal to the coverage it provides its teachers.

D. Long-Term Disability Insurance - The District shall contribute up to the rate of

$900 per year ($75.00 per month) per participant towards the premium for a disability insurance plan

mutually acceptable to the parties.

The District shall provide notice of any rate changes in the plan as soon as practicable.

E. The District shall offer an IRe §457 plan.

F. Members will pay 403(b) administrative expenses on the same terms as teachers.

15

ARTICLE XIV. TERMINAL ALLOWANCE

The District agrees to pay a terminal allowance of at least $20,000 to tenured unit members upon

retirement, provided such members have at least 15 years of service i n the District. The method of

payment of this allowance shall be specified by the Administrator in writing prior to the time of

retirement. Payments shall be made no later than the last pay period in December following

retirement. Except in medical emergencies, the Administrator shall notify the District at least 120

days prior to the effective date of retirement and the District s h a Il notify the Administrator not l e s s

than sixty (60) days prior to the retirement date as to the amount of the terminal allowance.

M em b e r s of the unit who use in excess of 45 sick and/or personal days i n their lastthree (3)

years of service shall not be eligible for the $20,000 minimum. Such unit members shall have their

Terminal Allowance determined by the Board in its sole nongrievable discretion.

ARTICLE XV. SALARIES

1. Subject to other provisions i n the contract, e.g., Article II I, wage increases

and salariesforthe derationofthis Agreement are reflected in attached appendices.

a. For the 2008-2009 school year, there shall be a 2.0% increase on each

salary schedule.

b. For the 2009-2010 school year, there shall be a 2.0% increase on each

salary schedule.

c. For the 2010-2011 school year, there shall be a 2.5% increase on each

salary schedule.

d. For the 2011-2012 school year there shall be a 2.75% increase on each

salary schedule.

16

e. For the 2012-13 school year there shall be a 2.75% increase on each salary

schedule.

2. The time worked beyond the ten-month school year (September 1 June 30),

heretofore referred to as "Additional Time," shall not be enlarged or diminished during the term of

this Agreement unless prior consultation and discussion is entered into with the individuals whose

schedule would be affected, and reasonable notice of the change is provided.

3. If an Administrator is required to perform additional work or to attend meetings

beyond hisIher current "Additional Time," he/she shall have the option of accepting the appropriate

additionalpayor of receiving compensating time off,which time, however, is subject to the approval of the

Superintendent. If an administrator has his/her "Additional Time" reduced, his/her compensation shall be

reduced accordingly.

4. Providing that it does not duplicate or conflict with hisIher professional duties,

obligations or responsibilities, an Administrator may administer, lead, participate, teach or supervise

youth educational functions or activities. If a teacher in the District receives additional compensation

f o r such work, nothing i n this Agreement shall prevent a n A dm inistrator from receiving such

compensation, provided that said work is outside the area of his/her responsibility.

5. The parties shall negotiate the minimum starting salary for all newly-created positions

within the bargaining unit, hiring, the Districtmay exceed theseminimums at its discretion.

In the event a newly-created position must be filled prior to an agreement on the

minimum salaries referred to above, said vacancy may be filled by the District at a salary which

shall be subj ect to adj ustment, if necessary.

6. Directors shall perform supervision of the Alternative School as part of their

17

normal job duties. Unit members on payroll prior to June 30, 2005, shall be compensated for

Alternative School supervision they provide for the 2004-05 and 2005-06 school years.

Effective July l, 2006, all Directors shall provide Alternative School supervision without any

additional compensation.

7. Newly hired members of the unit may be placed on any step of the salary

schedule when hired. If employed prior to February l of a school year, they shall advance to the

next step on the following July l. If employed subsequent to February l of a school year, they

shall advance to the next step the July l following the first July l st subsequent to their hiring.

8. Longevity: Members of the unit who are tenured and have at least the length of

service in the administrative unit in the District as set forth below shall receive an annual stipend

as set forth below. Such service award may be withheld at the non-grievable discretion of the

Superintendent of Schools for less than satisfactory service. The stipends are cumulative, i.e.,

the ten year stipend is in addition to the seven year stipend.

At the beginning of the seventh year of administrative service:

2008-09: $1,3502009-10: $1,5502010-11: $1,7502011-12: $1,9502012-13: $2,150

Tenured members of the unit who have ten years of administrative service:

2008-09: $2,7002009-10: $2,9002010-11: $3, l002011-12: $3,3002012-13: $3,500

9. A $2,000 differential shall be payable to all members of the unit upon attainment

18

of the Doctorate degree.

ARTICLE XVI. JOINT OBJECTIVES

The Board, the Superintendentand the UAA are the leadership team in the District.

When the leadership team agrees upon a specific goal, the necessary steps in implementation

should commence. Constant evaluation by the Board, the Superintendent a n d t h e UA A m u s t t a k e

place.

The Community should also be constantly made aware of progress and eventually of

completion.

Through the establishment of definite objectives which will be implemented by staff and

Administrators working in conjunction with the Superintendent and the Board, a true pattern for

progress will be established in Uniondale.

We believe the UAA should have the professional responsibility of policing its own

membership. To this end, a standing committee ofUAA members will be formed to enforce a strict code

of ethical behavior based on (but modified to meet our needs) the code of ethics of both the National

Association of Secondary School Principals and the National Association of Elementary School

Principals. The responsibility of the committee will be to work with the Board and the Superintendent

with a view toward correcting any conditions of malfeasance, misfeasance or non-feasance on the part of

any UAA member. Furthermore, it will be the function of this Ethics Committee of the UAA to

admonish or reprimand any member of the UAA who is not abiding by the standards of our

professional association.

19

ARTICLE XVII. SABBA TICALS

The District, in its sole discretion, may grant or deny requests for sabbatical leaves of

absence t o members of the Association. Request for sabbaticals shall be judged on an individual

dual ad hoc basis.

Requests for sabbaticals shall be made in writing to the Superintendent by February l, and

the written response of the Superintendent shall be give by April l.

ARTICLE XVIII. TERM OF AGREEMENT

The terms of this Agreement shall remain in full. foree and effect for the period of July 1, 2008

through and including June 3O, 2013.

ARTICLE XIX. MISCELLANEOUS PROVISIONS

1. This Agreement shall constitute the full and complete Agreement between the

parties with respect to the provisions included, and may be altered, changed, added to, deleted from or

modified only through the voluntary, mutual consent of the parties in a written and signed

amendment to this Agreement.

2. This Agreement shall supersede any rules, regulations or practices of the District

which shall be contrary to or inconsistent with its terms. The District agrees that it will not

establish any rules, regulations or policies contrary to the terms of this Agreement unless

required to do so by law or regulation of the Commissioner of Education having the force and

effect by law.

3. In the event that any other negotiating unit in the District requests or demands

things which would have an effect on the position, duties, responsibilities, functions or working

conditions of this unit, th e District may, in its discretion, call upon the Association or any of the

20

Administrators to participate in the negotiations for the purpose of eliminating controversy between

the units. In the event that the Association does not enter into such negotiations, it is agreed that

the Association shall abide by the decision reached in such negotiations. Neither the Association

nor any of the Administrators shall be required to negotiate on behalf of the District with any other

negotiating unit, but may be requested to serve as members of study committees or as resource

persons and witnesses in Fact-Finding.

4. This Agreement shall supersede any individual arrangements, agreements or

contracts between the District and an individual Administrator.

5. If any provision of this Agreement sha Il be found contrary to law, all other provisions

will continue in full foree and effect.

ARTICLE XX. TAYLOR LA W NOTICE

IT IS AGREED BY AND BETWEEN THE PARTIES THAT ANY PROVISION OFTHIS AGREEMENT REQUIRING LEGISLA TIVE ACTION TO PERMIT ITSIMPLEMENTATION, BY AMENDMENT OF LAW OR BY PROVIDING THE ADDITION-ALFUNDS THEREFOR, SHALL NOT BECOME EFFECTIVE UNTIL THE APPROPRIA TELEGISLATIVE BODY HAS GIVEN APPROVAL.

IN WITNESS WHEREOF, the parties have set their hands and seals this __ day of

______ , 2010.

UNIONDALE UNION FREESCHOOL DISTRICT

UNIONDALE ADMINISTRA TORSASSOCIATION

PresidentSuperintendent

D#508708

21

REASONS FOR PERSONAL LEAVE

l. Real property title and mortgage closings.

2. Income tax hearings required by the state, city or federal governments.

3. Adoption hearings.

4. Court appearances.

5. Graduation exercises of Administrator, spouse or child.

6. Emergency hospital registration for family member.

7. Honors and awards ceremony involving Administrator, spouse or child.

8. Emergency family situations.

22

WORK YEAR: ADMINISTRATIVE STAFF

"12 Months:" 22 Vacation Days

DirectorsAdministrative Assistants

"11 Months" 22 Vacation Days; Off during recesses anddistrict-approved holidays* when teachers are off.

Secondary School PrincipalsSecond School Assistant PrincipalsDeans of StudentsElementary School PrincipalsElementary School Assistant Principals

1. All 11 month unit members may schedule no less than 17 vacation days during thesummer months (pursuant to the work year as defined in the contract).

2. Up to 5 such carried over vacation days may be taken during the school year subject tothe following:

a. Members may not schedule more than two carried-over days consecutively.b. The use of such carried over days shall be subject to approval as set forth in the

Agreement.c. It is understood that the use of vacation days during certain times of the school

year would unreasonably interfere with the educational program, including thefollowing list of examples which is illustrative and not meant to be exhaustive:

~ Days prior to the December, February and Spring breaks, the lastweek that students are in class, the first week of school, days ofNYS testing, High School Senior Prank Day.

Such days will not be approved, or requested.

"10Months" Work September 1 - June 30; plus 10 days during the summer.Off during recesses and holidays *when teachers are off.

Vacation days and summer work schedules are subject to the approval of the Superintendent ordesignee.

An Administrator who leaves the District's employment prior his/her anniversary date shall beentitled to pro-rated vacation benefits for that year. If such individual has already received morethan his/her prorated vacation entitlement, pay for the excess time shall be deducted from his/herfinal wages.

*Does not include the days prior to the opening of school in September and the days followingthe close of school, with the exception of Labor Day.

23

UNIONDALE UFSDUAA

Earning Schedule for Date Range: 07/01/08 - 06/30/09

Schedule Id: 446 Principal Principal Principal Asst Prin Asst Prin Asst Prin Director AdminStep HS MS Eiern HS MS Eiern Asst

1 $114,295 $110,838 $96,081 $87,122 $84,359 $73,788 $94,029 $87,4882 $117,081 $113,625 $98,867 $89,909 $87,145 $76,574 $96,815 $90,2763 $119,867 $116,412 $101,653 $92,696 $89,931 $79,360 $99,601 $93,0624 $122,654 $119,198 $104,440 $95,481 $92,718 $82,147 $102,388 $95,8485 $125,441 $121,984 $107,226 $98,268 $95,504 $84,933 $105,174 $98,6356 $128,227 $124,770 $110,012 $101,055 $98,291 $87,720 $107,961 $101,4227 $131,013 $127,557 $112,799 $103,841 $101,077 $90,506 $110,747 $104,2088 $133,801 $130,344 $115,586 $106,628 $103,864 $93,292 $113,533 $106,9949 $136,586 $133,130 $118,372 $109,413 $106,649 $96,080 $116,321 $109,781

10 $139,373 $135,916 $121,159 $112,201 $109,437 $98,866 $119,106 $112,56711 $142,158 $138,704 $123,944 $114,987 $112,223 $101,652 $121,893 $115,35412 $144,946 $141,489 $126,732 $117,773 $115,009 $104,438 $124,679 $118,14013 $147,733 $144,276 $129,518 $120,560 $117,796 $107,225 $127,466 $120,92614 $150,518 $147,062 $132,304 $123,347 $120,582 $110,011 $130,252 $123,71415 $153,305 $149,849 $135,091 $126,133 $123,369 $112,798 $133,039 $126,49916 $156,092 $152,636 $137,877 $128,919 $126,155 $115,584 $135,825 $129,28617 $158,878 $155,421 $140,664 $131,705 $128,941 $118,371 $138,612 $131,99018 $161,664 $158,208 $143,450 $134,492 $131,729 $121,15819 $164,451 $160,995 $146,236 $137,279 $134,355 $123,94320 $167,237 $163,781 $149,023 $126,64821 $151,810

24

UNIONDALE UFSDUAA

Earning Schedule for Date Range: 07/01/09 - 06/30/10

Schedule Id: 447 Principal Principal Principal Asst Prin Asst Prin Asst Prin Director AdminStep HS MS Eiern HS MS Eiern Asst

1 $117,152 $113,609 $98,483 $89,300 $86,468 $75,633 $96,380 $89,6752 $120,008 $116,466 $101,339 $92,157 $89,324 $78,488 $99,235 $92,5333 $122,864 $119,322 $104,194 $95,013 $92,179 $81,344 $102,091 $95,3894 $125,720 $122,178 $107,051 $97,868 $95,036 $84,201 $104,948 $98,2445 $128,577 $125,034 $109,907 $100,725 $97,892 $87,056 $107,803 $101,1016 $131,433 $127,889 $112,762 $103,581 $100,748 $89,913 $110,660 $103,9587 $134,288 $130,746 $115,619 $106,437 $103,604 $92,769 $113,516 $106,8138 $137,146 $133,603 $118,476 $109,294 $106,461 $95,624 $116,371 $109,6699 $140,001 $136,458 $121,331 $112,148 $109,315 $98,482 $119,229 $112,526

10 $142,857 $139,314 $124,188 $115,006 $112,173 $101,338 $122,084 $115,38111 $145,712 $142,172 $127,043 $117,862 $115,029 $104,193 $124,940 $118,23812 $148,570 $145,026 $129,900 $120,717 $117,884 $107,049 $127,796 $121,09413 $151,426 $147,883 $132,756 $123,574 $120,741 $109,906 $130,653 $123,94914 $154,281 $150,739 $135,612 $126,431 $123,597 $112,761 $133,508 $126,80715 $157,138 $153,595 $138,468 $129,286 $126,453 $115,618 $136,365 $129,66116 $159,994 $156,452 $141,324 $132,142 $129,309 $118,474 $139,221 $132,51817 $162,850 $159,307 $144,181 $134,998 $132,165 $121,330 $142,077 $135,29018 $165,706 $162,163 $147,036 $137,854 $135,022 $124,18719 $168,562 $165,020 $149,892 $140,711 $137,714 $127,04220 $171,418 $167,876 $152,749 $129,81421 $155,605

25

UNIONDALE UFSDUAA

Earning Schedule for Date Range: 07/01/10 - 06/30/11

Schedule Id: 448 Principal Principal Principal Asst Prin Asst Prin Asst Prin Director AdminStep HS MS Eiern HS MS Eiern Asst

1 $120,081 $116,449 $100,945 $91,533 $88,630 $77,524 $98,790 $91,9172 $123,008 $119,378 $103,872 $94,461 $91,557 $80,450 $101,716 $94,8463 $125,936 $122,305 $106,799 $97,388 $94,483 $83,378 $104,643 $97,7744 $128,863 $125,232 $109,727 $100,315 $97,412 $86,306 $107,572 $100,7005 $131,791 $128,160 $112,655 $103,243 $100,339 $89,232 $110,498 $103,6296 $134,719 $131,086 $115,581 $106,171 $103,267 $92,161 $113,427 $106,5577 $137,645 $134,015 $118,509 $109,098 $106,194 $95,088 $116,354 $109,4838 $140,575 $136,943 $121,438 $112,026 $109,123 $98,015 $119,280 $112,4119 $143,501 $139,869 $124,364 $114,952 $112,048 $100,944 $122,210 $115,339

10 $146,428 $142,797 $127,293 $117,881 $114,977 $103,871 $125,136 $118,26611 $149,355 $145,726 $130,219 $120,809 $117,905 $106,798 $128,064 $121,19412 $152,284 $148,652 $133,148 $123,735 $120,831 $109,725 $130,991 $124,12113 $155,212 $151,580 $136,075 $126,663 $123,760 $112,654 $133,919 $127,04814 $158,138 $154,507 $139,002 $129,592 $126,687 $115,580 $136,846 $129,97715 $161,066 $157,435 $141,930 $132,518 $129,614 $118,508 $139,774 $132,90316 $163,994 $160,363 $144,857 $135,446 $132,542 $121,436 $142,702 $135,83117 $166,921 $163,290 $147,786 $138,373 $135,469 $124,363 $145,629 $138,67218 $169,849 $166,217 $150,712 $141,300 $138,398 $127,29219 $172,776 $169,146 $153,639 $144,229 $141,157 $130,21820 $175,703 $172,073 $156,568 $133,05921 $159,495

26

UNIONDALE UFSDUAA

Earning Schedule for Date Range: 07/01/11 - 06/30/12

Schedule Id:451 Principal Principal Principal Asst Prin Asst Prin Asst Prin Director AdminStep HS MS Eiern HS MS Eiern Asst

1 $123,383 $119,651 $103,721 $94,050 $91,067 $79,656 $101,507 $94,4452 $126,391 $122,661 $106,728 $97,059 $94,075 $82,662 $104,513 $97,4543 $129,399 $125,668 $109,736 $100,066 $97,081 $85,671 $107,521 $100,4634 $132,407 $128,676 $112,744 $103,074 $100,091 $88,679 $110,530 $103,4695 $135,415 $131,684 $115,753 $106,082 $103,098 $91,686 $113,537 $106,4796 $138,424 $134,691 $118,759 $109,091 $106,107 $94,695 $116,546 $109,4877 $141,430 $137,700 $121,768 $112,098 $109,114 $97,703 $119,554 $112,4948 $144,441 $140,709 $124,778 $115,107 $112,124 $100,710 $122,560 $115,5029 $147,447 $143,715 $127,784 $118,113 $115,129 $103,720 $125,571 $118,511

10 $150,455 $146,724 $130,794 $121,123 $118,139 $106,727 $128,577 $121,51811 $153,462 $149,733 $133,800 $124,131 $121,147 $109,735 $131,586 $124,52712 $156,472 $152,740 $136,810 $127,138 $124,154 $112,742 $134,593 $127,53413 $159,480 $155,748 $139,817 $130,146 $127,163 $115,752 $137,602 $130,54214 $162,487 $158,756 $142,825 $133,156 $130,171 $118,758 $140,609 $133,55115 $165,495 $161,764 $145,833 $136,162 $133,178 $121,767 $143,618 $136,55816 $168,504 $164,773 $148,841 $139,171 $136,187 $124,775 $146,626 $139,56617 $171,511 $167,780 $151,850 $142,178 $139,194 $127,783 $149,634 $142,48518 $174,520 $170,788 $154,857 $145,186 $142,204 $130,79319 $177,527 $173,798 $157,864 $148,195 $145,039 $133,79920 $180,535 $176,805 $160,874 $136,71821 $163,881

27

UNIONDALE UFSDUAA

Earning Schedule for Date Range: 07/01/12 - 06/30/13

Schedule Id:435 Principal Principal Prlncloal Asst Prin Asst Prin Asst Prin Director AdminStep HS MS Eiern HS MS Eiern Asst

1 $126,776 $122,941 $106,573 $96,636 $93,571 $81,847 $104,298 $97,0422 $129,867 $126,034 $109,663 $99,728 $96,662 $84,935 $107,387 $100,1343 $132,957 $129,124 $112,754 $102,818 $99,751 $88,027 $110,478 $103,2264 $136,048 $132,215 $115,844 $105,909 $102,844 $91,118 $113,570 $106,3145 $139,139 $135,305 $118,936 $108,999 $105,933 $94,207 $116,659 $109,4076 $142,231 $138,395 $122,025 $112,091 $109,025 $97,299 $119,751 $112,4987 $145,319 $141,487 $125,117 $115,181 $112,115 $100,390 $122,842 $115,5888 $148,413 $144,578 $128,209 $118,272 $115,207 $103,480 $125,930 $118,6789 $151,502 $147,667 $131,298 $121,361 $118,295 $106,572 $129,024 $121,770

10 $154,593 $150,759 $134,391 $124,454 $121,388 $109,662 $132,113 $124,86011 $157,682 $153,851 $137,480 $127,545 $124,479 $112,753 $135,205 $127,95112 $160,775 $156,940 $140,572 $130,634 $127,568 $115,842 $138,294 $131,04113 $163,866 $160,031 $143,662 $133,725 $130,660 $118,935 $141,386 $134,13214 $166,955 $163,122 $146,753 $136,818 $133,751 $122,024 $144,476 $137,22415 $170,046 $166,213 $149,843 $139,906 $136,840 $125,116 $147,567 $140,31316 $173,138 $169,304 $152,934 $142,998 $139,932 $128,206 $150,658 $143,40417 $176,228 $172,394 $156,026 $146,088 $143,022 $131,297 $153,749 $146,40318 $179,319 $175,485 $159,116 $149,179 $146,115 $134,39019 $182,409 $178,577 $162,205 $152,270 $149,028 $137,47820 $185,500 $181,667 $165,298 $140,47821 $168,388

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INDEX

Article Page

ADMINISTRA TORS' FILES IV 3ASSOCIATION USE OF SCHOOL FACILITIES II 2ATTENDANCE INCENTIVE VI 7

CONFERENCES AND CONVENTIONS XII 13

EVALUATIONS OF ASSOCIATION MEMBERS III 2GruEVANCEPROCEDURE X 8

GruEVANCEPROCEDURESOFTHEOTHEREMPLOYEE UNITS XI 12

INSURANCE XIII 14JOINT OBJECTIVES XVI 19LEA VES OF ABSENCE V 3MEAL REIMBURSEMENT VII 7

MISCELLANEOUS PROVISIONS XIX 20RECOGNITION I

SABBA TICALS XVII 20SALAruES XV 16TAX-SHELTERED ANNUITIES IX 8

TAYLOR LAW NOTICE XX 21TERM OF AGREEMENT XVIII 20TERMINAL ALLOWANCE XIV 16VACANCIES VIII 8

REASONS FOR PERSONAL LEAVE 22WORK YEAR 23SALARY SCHEDULES 24

D#730930

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