sasd - saea collective bargaining agreement 2012-2017 final

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CONTRACT

BETWEEN

THE SOUDERTON AREA EDUCATION ASSOCIATION

AND

THE SOUDERTON AREA SCHOOL BOARD

July 1, 2012 through June 30, 2017

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TABLE OF CONTENTS

ARTICLE I RECOGNITION .............................................................................................................. 1

ARTICLE II NEGOTIATION OF A SUCCESSOR AGREEMENT............................................... 1

A. Deadline Date............................................................................................................... 1

B. Modification ................................................................................................................. 1

ARTICLE III GRIEVANCE PROCEDURE ...................................................................................... 2

A. Definition ..................................................................................................................... 2

B. Grievance ..................................................................................................................... 2

C. Procedure ...................................................................................................................... 2

D. General Provisions ....................................................................................................... 3

ARTICLE IV DURATION OF AGREEMENT ................................................................................. 4

A. Effective Date .............................................................................................................. 4

ARTICLE V ASSOCIATION RIGHTS AND PRIVILEGES .......................................................... 4

A. Use of School Buildings .............................................................................................. 4

B. Use of School Equipment ............................................................................................ 4

C. Bulletin Boards ............................................................................................................ 4

D. Mail Facilities, Mailboxes and Electronic Communication System ........................ 4

E. Association Days ......................................................................................................... 5

F. Release Time For Souderton Area Education Association President ...................... 5

G. Membership Dues Deductions .................................................................................... 5

ARTICLE VI COMPENSATION ....................................................................................................... 6

A. Salary Schedule............................................................................................................ 6

B. Salary Guide Provisions, 2008-2009, 2009-2010, 2010-2011, and 2011-

2012 .............................................................................................................................. 6

C. Length of School Day .................................................................................................. 8

D. Work Year .................................................................................................................... 8

E. Salary Deductions ........................................................................................................ 9

F. Twenty-Two (22) Pays Per Year ................................................................................ 9

G. Payment Due Under All Supplemental Contracts ................................................... 10

H. Payment for Extra Duty for Student Activities ........................................................ 10

I. Curriculum Rate ......................................................................................................... 10

ARTICLE VII BENEFITS ................................................................................................................. 10

A. Life Insurance ............................................................................................................ 11

B. Medical Insurance ...................................................................................................... 11

C. Dental Plan ................................................................................................................. 11

D. Vision Care................................................................................................................. 12

E. Section 125 Flexible Benefits Plan ........................................................................... 12

F. Retired Employees ..................................................................................................... 13

G. Long Term Disability ................................................................................................ 13

H. Reimbursement for Unused Sick Leave/Unused Personal Days ............................ 13

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I. Reimbursement for Cost of College or University Credits ..................................... 14

J. Personal Days............................................................................................................. 16

K. Leave of Absence ...................................................................................................... 16

L. Part Time Bargaining Unit Employees .................................................................... 17

M. Long Term Substitutes .............................................................................................. 17

N. 403(b) Plan ................................................................................................................. 18

ARTICLE VIII MISCELLANEOUS PROVISIONS ...................................................................... 19

A. Separability ................................................................................................................ 19

B. Savings Clause ........................................................................................................... 19

C. No Strike - No Lockout Provision ............................................................................ 19

D. Meet and Discuss Provisions .................................................................................... 19

E. Waivers ....................................................................................................................... 20

F. Residency Clause ....................................................................................................... 20

G. Fair Share Fee ............................................................................................................ 20

H. Travel Expenses ......................................................................................................... 21

I. Notification of New Positions and Pending Vacancies ........................................... 21

J. Assignment and Transfer .......................................................................................... 22

K. Preparation Time/Team Planning Time ................................................................... 22

L. Meeting of the Month ................................................................................................ 23

ARTICLE IX SIGNATURES FOR AGREEMENT:....................................................................... 25

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NON-DISCRIMINATION CLAUSE

The parties agree that they will not discriminate against any employee because of race, creed,

color, national or ethnic origin, sex, age, marital status or disability.

PREAMBLE

This Agreement entered into this 16th

day of May, 2012, by and between the Board of Education

of the Souderton Area School District of Souderton, Pennsylvania, hereinafter called the

“Board,” and the Souderton Area Education Association, hereinafter called the “Association.”

WITNESSETH:

WHEREAS, the parties have reached certain understandings which they desire to confirm in this

Agreement.

In consideration of the following mutual covenants, it is hereby agreed as follows:

ARTICLE I

RECOGNITION

The Board hereby recognizes the Association as the exclusive and sole representative for

collective bargaining for all employees included in the Bargaining Unit as certified and

determined by the Pennsylvania Labor Relations Board. A copy of said determination is

attached hereto and made a part of this Agreement as Exhibit “A”.

ARTICLE II

NEGOTIATION OF A SUCCESSOR AGREEMENT

A. Deadline Date

The parties agree to enter into collective bargaining over a successor Agreement, no later

than January 10, 2017, unless changes are made by subsequent legislation regarding the

date of such negotiations.

Any agreement so negotiated shall be reduced to writing after ratification by the parties.

B. Modification

This Agreement shall not be modified in whole or in part by the parties except by an

instrument, in writing, duly executed by both parties.

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ARTICLE III

GRIEVANCE PROCEDURE

A. Definition

A grievance is a claim based upon an event or condition which affects the conditions or

circumstances under which a teacher works, allegedly caused by a misinterpretation or

inequitable application of the terms of the contract.

B. Grievance

The parties to this Agreement stipulate that an orderly and expeditious resolution of

grievances is necessary.

1. Grievances which are subject to binding arbitration include:

(a) Those grievances which require an interpretation and application of the

contract.

(b) It is understood, that in keeping with the limitation of Act 195, “any

decisions of the arbitrator or arbitrators requiring legislation will only be

effective if such legislation is enacted.”

2. Grievances which are not subject to binding arbitration include:

(a) Grievances which are not covered specifically in Section B. Item 1.

C. Procedure

STEP I

The grievant reports his grievance, in writing and on a form supplied by the employer, to the first

level supervisor within twenty (20) school days after its occurrence.

The first level supervisor shall meet with the grievant and shall indicate his disposition of the

alleged grievance in writing to the grievant within five (5) school days after the initial

presentation of the grievance.

STEP II

If the action in Step I above fails to resolve the grievance to the satisfaction of the Association,

the grievance may be referred to the Superintendent, or his designated representative, within

seven (7) school days after the reply from the first level supervisor.

1. If the grievance is not subject to binding arbitration, the Superintendent, or his

designated representative, shall meet with the grievant and shall indicate his

disposition of the alleged grievance in writing to the grievant within ten (10)

school days after being presented with the grievance.

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2. If the grievance is subject to binding arbitration, the Superintendent, or his

designated representative, after consultation with the School Board Committee,

shall meet with the grievant and shall indicate the disposition of the alleged

grievance in writing to the grievant within ten (10) school days after being

presented with the grievance.

STEP III

If the action in Step II fails to resolve the grievance to the satisfaction of the Association, it may,

within five (5) school days after the reply from the Superintendent, take the following action:

1. If the grievance is not subject to binding arbitration, the Association may request a

hearing before a Board Committee. The Board Committee shall meet with the

grievant and shall indicate the disposition of the alleged grievance in writing to the

grievant within fifteen (15) school days after being presented with the grievance.

2. If the grievance is subject to binding arbitration, the Association may request

binding arbitration. A single arbitrator shall be chosen and the proceeding

conducted in compliance with Section 903 of the Public Employee Relations Act.

The Board and the Association shall not be permitted to assert in such arbitration

proceeding any ground or to rely on any evidence not previously disclosed to the

other party.

D. General Provisions

1. The grievant may represent himself or be represented by the Association.

However, throughout all steps a representative from the Association and a

designated representative for the administration shall be given the opportunity to

be in attendance at each session. No professional organization other than SAEA

and/or its parent organizations may represent the grievant under this procedure.

2. All documents, communication, and research dealing with the processing of a

problem will be filed separately from the personnel files of the grievant.

3. The filing of any problem or the pendency of such under the provisions of this

article shall in no way operate to impede, delay, or interfere with the right of the

Board to take actions complained of, subject, however, to the final decision of the

problem.

4. The time limits set forth in the procedure shall be strictly observed unless changed

by written agreement of the parties.

5. Failure of any step of this procedure to communicate the decision in writing on a

problem within the specified time limits shall permit the Bargaining Unit

Employee to proceed to the next step. Failure at any step of this procedure to

appeal a problem to the next step within the specified time limits shall be deemed

to be acceptance of the decision rendered at that step.

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6. The Association, as the certified representatives of the Bargaining Unit Employees

covered by this Agreement and as a party to this Agreement, has the right to file

any grievances with or without the consent of affected members of the Bargaining

Unit.

ARTICLE IV

DURATION OF AGREEMENT

A. Effective Date

This Agreement shall be effective as of July 1, 2012 and shall continue in effect until

June 30, 2017, subject to the Association’s right to negotiate over a successor agreement

as provided in Article II. This Agreement shall not extend orally and it is expressly

understood that it shall expire on the date indicated.

ARTICLE V

ASSOCIATION RIGHTS AND PRIVILEGES

A. Use of School Buildings

The Association and its representatives shall have the privilege to use school buildings

for Association meetings at reasonable times and under reasonable conditions. The

principal of the building shall be notified a reasonable time in advance of the time, place

and purpose of any meetings. Persons other than the District employees may attend

meetings in District buildings with the approval of the Superintendent or his designate.

B. Use of School Equipment

The Association shall have the privilege to use school facilities and equipment with

advance permission of the building principal, to announce the time and place of official

Association meetings, at reasonable times, when such equipment is not otherwise in use.

The Association shall pay for the reasonable cost of all materials and supplies incidental

to such use, and for any repairs necessitated as a result thereof

C. Bulletin Boards

The Association shall have the right to maintain in each school building its own bulletin

board.

D. Mail Facilities, Mailboxes and Electronic Communication System

The Association shall have the privilege to use the interschool mail facilities, school

mailboxes and including the District’s email system, in accordance with District policy,

for Association communication.

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E. Association Days

Effective July 1, 2012, the Souderton Area School Board shall grant seventeen (17) days

each school year for Association business upon notification from the President of the

SAEA to the Superintendent of Schools. Such leave shall be granted for full or half days

only. The Association will be expected to reimburse the District the cost of the daily

substitute rate for each of the aforementioned days utilized.

F. Release Time For Souderton Area Education Association President

For the term of this Agreement, the Association President, if assigned at the secondary

level, will be granted two (2) consecutive periods per day, preferably at the end of the

school day, for involvement in Association business. A period shall be defined as a

length of time equivalent to one instructional period at the middle school or junior high

school; at the high school, two (2) periods shall equal one (1) block.

In the event that the President is an elementary teacher, that teacher/President will have

the option to select one of the following:

1. The President may transfer to the middle school, assuming that the President is

certified for the position and an opening exists, with the full rights to return to the

same elementary position at the end of the term as President; or

2. If the President chooses to remain in his/her elementary school assignment, every

effort will be made to grant the individual as much release time as is granted a

Bargaining Unit Employee from the middle school or high school. This shall

include, but not be limited to the following:

(a) No assigned duties (morning, lunch, afternoon) for the school year;

(b) Permission to leave school immediately after children have left his/her

supervision; and/or

(c) Special area subjects (art, music, P.E., etc) shall be scheduled at the end of

the day.

The Association agrees to pay the Souderton Area School District (SASD) the sum of

$5000.00 per year for said release time for the duration of this Collective Bargaining

Agreement. Said payment will be made to the SASD by November 30th

of each year.

G. Membership Dues Deductions

Professional Bargaining Unit Employees’ Association dues (SAEA, PSEA, NEA) may be

deducted in twelve (12) equal installments, two (2) equal installments, or one (1) lump

sum if the Bargaining Unit Employees so request from their Association treasurer who

will submit one list and signed authorization cards to the Business Office.

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Deductions will be made starting with the first pay in October and all Association dues

will be forwarded every two (2) weeks to the treasurer starting with the first pay in

October.

ARTICLE VI

COMPENSATION

A. Salary Schedule

Full time professional staff members in the employ of the Souderton Area School District

during the term of this contract shall receive the salary indicated in the salary-schedules

which are attached hereto, made a part hereof and Exhibit “B”.

B. Salary Guide Provisions, 2012-2013 through 2016-2017

1. Validity of Graduate Credit and Master’s Equivalent

(a) Graduate credits not credited toward a Master’s degree, but which have

been approved by the District office and taken before or during the degree

period, shall be credited toward any appropriate salary track beyond the

Master’s degree.

(b) A teacher holding a Master’s equivalent certificate shall be placed on the

same track on the salary scale as a person holding a bona fide Master’s

degree. In order to advance to any track beyond the Master’s equivalent

provision, the holder of a Master’s equivalent must earn a bona fide

Master’s degree, at which time all conditions of advancement belonging to

the Master’s degree, as shown on the salary schedule, will be applicable.

(c) Persons holding a Master’s equivalent certificate and who are already

beyond the Master’s degree track will remain in their present track.

(d) Staff members attaining an earned Doctorate degree in the Bargaining

Unit Employee’s area of assignment shall be entitled to receive the

following additional amounts:

2012-2013: $2,600

2013-2014: $2,700

2014-2015: $2,800

2015-2016: $2,900

2016-2017: $3,000

(e) Bargaining Unit Employees hired on or after October 10, 1994 as a

temporary professional Bargaining Unit Employee or a professional

Bargaining Unit Employee must possess an earned Master’s degree to be

eligible to progress to the Master’s column and beyond. Bargaining Unit

Employees hired as of that date who have a Master’s Equivalency

Certificate will be placed on the B+24 column of the salary schedule.

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(f) Any credits, undergraduate or graduate, which before July 1, 1975, have

been recognized and made applicable to placement on the salary guide

shall remain in force for purposes of salary increments. All credits after

July 1, 1975, must have written approval for advancement to a higher

track on the salary guide.

(g) Continuing Professional Education Credits (formerly known as in-service

credits) shall be defined as courses approved by the Intermediate Unit In-

Service Council and the State Department of Education for Continuing

Professional Education Credits (formerly known as in-service credits) and

will be applicable, up to a maximum of six (6) credits per Bargaining Unit

Employee, for placement on the salary schedule. Credits will require prior

approval by the District Superintendent or his designee.

(h) Prior approval must be obtained from the Superintendent or his/her

designee before graduate or Continuing Professional Education Credits

(formerly known as in-service credits) can be applied to advancement on

the salary guide.

2. National Board for Professional Teaching Standards Certification

(a) Bargaining Unit Employees who: (1) successfully complete National

Board for Professional Teaching Standards Certification; (2) continue to

maintain such certification; (3) provide appropriate evidence thereto to the

District Administration; (4) are not at or receiving credits towards the

Doctorate level, will be entitled to a bonus in the amount as follows:

$2,600 in the 2012-2013 school year; $2,700 in the 2013-2014 school

year; $2,800 in the 2014-2015 school year; $2,900 in the 2015-2016

school year; and $3,000 in the 2016-2017 school year. The bonus will be

paid in the last pay due the Bargaining Unit Employee only if the

Bargaining Unit Employee successfully completes a full year of active

service with the District. The bonus shall not be included in base salary

for future increase purposes. Bargaining Unit Employees will not be

entitled to any bonus payments in a year that they are on a leave of

absence, leave for professional development, sabbatical leave, sick leave

or in the event they are no longer working for the School District for any

reason.

3. Notification of Salary Status

(a) By June 1 each year, the District office shall notify all professional

Bargaining Unit Employees as to their current step, track, and salary. In

addition, all professional Bargaining Unit Employees shall be notified as

to their step, track, and salary status for the subsequent year.

(b) Any teacher who is qualified or will qualify for a step or track other than

as notified by the District Office must notify the District Office in writing

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by August 1 each year. An official transcript verifying the track change

must be received by the District Office no later than October 1 of the

given year; for those Bargaining Unit Employees earning a master’s

degree no later than January 31 of the given year. Failure to supply the

official transcript will result in the salary reverting back to the educational

level confirmed by the transcript provided by the Bargaining Unit

Employee.

4. Withholding of Salary Increase for Unsatisfactory Performance

Any salary increase is dependent upon satisfactory teaching performance, based upon the

temporary professional Bargaining Unit Employee or professional Bargaining Unit

Employee receiving satisfactory ratings in all of the four (4) categories (personality,

preparation, technique or pupil reaction) in the District approved alternate temporary

professional employee/professional employee rating form or the State approved rating

form for temporary professional and professional s (herein “Rating Form”) for the

preceding school year, as stated in the Pennsylvania State Code and in accordance with

regulations of the Department of Education. The District’s internal appeal process in

effect as of the date of this Collective Bargaining Agreement shall remain in full force

and effect during the term of this Agreement, with the final determination on the appeal

of the rating being within the discretion of the Superintendent of Schools.

C. Length of School Day

The working day shall be seven and one-half (7-1/2) continuous hours which shall

include a thirty (30) minute duty free lunch. With prior approval of the principal and

superintendent, a teacher may begin the work day earlier or later than the traditional

starting time to provide flexibility in meeting his/her workday requirements.

D. Work Year

For the purpose of determining salaries under Article VI of this Agreement, the work

year for members of the Bargaining Unit shall be as follows:

1. 1 flex day/year -

Newly hired Bargaining Unit Employees will be required to work the Flex Day as

an Induction Day during each of their first two years of employment in the

Souderton Area School District;

2. 2 days to be used to prepare for or close out the school year based upon procedures

established by the District (one of the two days must be utilized between August 1

and the first teacher day of the applicable school year; exceptions to the August 1

date may be made with the approval of the building principal);

3. 6 days to be used for in-service or parent conferences;

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4. For the term of the Collective Bargaining Agreement, there will be a total of 189

work days per school year.

“Days” shall be consistent with the definition in Article VI, C herein.

The school may schedule more than the applicable contract work days at the time of

calendar adoption, but the number of days actually worked during a school year shall not

exceed the amount of specified days in the contracted work year. Bargaining Unit

Employees during their first year of employment with the School District shall have two

(2) additional days of work prior to the start of the student school year and one (1)

additional day during the student school year for a total of three (3) days per school year

devoted to orienting such Bargaining Unit Employees to the operations in the School

District over the contracted work year applicable to Bargaining Unit Employees in the

School District. The one (1) additional day during the student school year will be

scheduled yearly on the basis of the approved school calendar.

Psychologists, Home and School Visitors, and Counselors shall be required to work the

same contracted work year as other Bargaining Unit Employees; however, the

psychologists, home and school visitors and counselors will be required to work a flex

schedule within the sole discretion of the School District Administration, which will

permit the psychologists, home and school visitors, and counselors to provide required

services during the summer months. Such a flex schedule for the psychologists, home

and school visitors, and counselors shall be finalized following consultation with the.

Superintendent and/or his designee. Where it becomes necessary for the psychologists,

home and school visitors, and counselors, to work beyond the contracted work year,

compensation will be paid at the District’s curriculum rate.

E. Salary Deductions

Where it becomes necessary to deduct from a Bargaining Unit Employee’s salary for

absence from employment, such deduction for each day shall be established at the rate of

I divided by the total amount of applicable contracted work days during the school year

of the Bargaining Unit Employee’s base salary.

F. Twenty-Two (22) Pays Per Year

All regular full-time Bargaining Unit Employees of the Souderton Area School District

are paid every other Friday up to a maximum of twenty-two (22) pays per year. Each pay

will be l/26th of a Bargaining Unit Employee’s salary with the balance paid in a lump

sum in the last pay in June. Such full-time Bargaining Unit Employees will be paid the

first pay day of a new Bargaining Unit Employee contract work year, following their first

full day of work for the District.

In the event schools are closed on the Friday for which pay is scheduled, checks shall be

issued to eligible Bargaining Unit Employees the last work day prior to that Friday.

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G. Payment Due Under All Supplemental Contracts

Supplemental contracts are paid by the business office upon requisition signed by the

building principal or immediate supervisor, and submitted in advance of the pay date. A

list of the dates on which each activity will be paid is prepared and issued to principals

and payees each year. Contracts of One Hundred Dollars ($100) or less will be paid, on

the date listed as the second payment of activity, in one (1) lump sum. All other contracts

will be paid in two installments according to the listed pay dates. All payments for

supplemental contracts will be made through payroll and all deductions will be processed

for payment in accordance with IRS/tax withholding regulations.

H. Payment for Extra Duty for Student Activities

Payments for extra duty for student activities will not be paid through the activity funds.

Bargaining Unit Employees participating in extra duty work pertaining to student

activities shall be paid at the end of the activity season. Such payment must be made

through the payroll for Bargaining Unit Employees and the activity fund will be billed to

reimburse the general fund for the gross amount.

Workers will be paid at the end of the activity season and names and amounts will be

listed on a payroll requisition form to be paid on the next available pay date.

I. Curriculum Rate

The curriculum hourly rate for Bargaining Unit Members will be as follows: $36 per hour

for the 2012-2013 school year; $37 per hour for the 2013-2014 school year; $38 per hour

for the 2014-2015 school year; $39 per hour for the 2015-2016 school year; and $40 per

hour for the 2016-2017 school year.

J. Release Time

As soon as practicable following the Association’s and District’s ratification of this

Mediator’s Proposal, the parties agree to form a joint labor-management committee with

the goal of recommending the amount of release time needed for special education

teachers to fulfill the requirements of writing individualized education plans, not to

exceed an average of one day of release time per special education teacher. The joint

labor-management committee will produce recommendations no later than September 30,

2012 for implementation in the 2012-2013 school year. The intent of this joint labor-

management committee is to memorialize the resulting recommendations into a

Memorandum of Understanding that will become effective in the 2012-2013 school year.

The intent is also to utilize the one (1) remaining flex day potentially for this purpose.

ARTICLE VII

BENEFITS

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A. Life Insurance

The Souderton Area School District shall contribute one hundred percent (100% of the

Bargaining Unit Employee’s rate for term life insurance in an amount equal to the

Bargaining Unit Employee’s salary or Twenty Thousand Dollars ($20,000), whichever is

greater.

B. Medical Insurance

General Provisions

1. During the term of the Collective Bargaining Agreement,, the School District shall

provide to Bargaining Unit Employees the same medical insurance program as set

forth in Article VII, B., of the Collective Bargaining Agreement between the

School District and the Association for the time period of July 1, 2009, through

June 30, 2012.

2. Bargaining Unit Employee contributions to the premiums for the core/Gold plan

will be 13% in the 2012-2013 plan year, 14% in the 2013-2014 plan year, 15% in

the 2014-2015 plan year, 16% in the 2015-2016 plan year, and 16% in the 2016-

2017 plan year. Bargaining Unit Employee contributions to the premiums for the

Standard/Bronze Plan will be. 6% in the 2012-2013 plan year, 6% in the 2013-

2014 plan year, 7% in the 2014-2015 plan year, 8% in the 2015-2016 plan year,

and 8% in the 2016-2017 plan year. The Bargaining Unit Employee’s share of the

premiums shall be paid through mandatory payroll deductions.

3. The Souderton Area School District has the prerogative to name the insurance

carriers and plans. Effective September 1, 2012, the District shall provide for the

duration of this Contract at least the equivalent benefits with respect to the medical

plans for those in effect as of that date, except as modified by this or subsequent

agreements. It is understood that any monies returned as excess premiums are to

be used at the School District’s discretion.

4. The School District will provide necessary documentation related to health care

premium calculations to the president of the Association, or his designee, no later

than August 1st of each year.

C. Dental Plan

Effective September 1, 2012, the District shall provide for the duration of this Contract at

least the equivalent benefits with respect to the dental plan in effect as of June 30, 2012,

except as modified by this or subsequent agreements. The Souderton Area School District

shall contribute ninety percent (90%) of the Bargaining Unit Employee rate for all

eligible Bargaining Unit Employees and dependents.

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D. Vision Care

Effective September 1, 2012, the District shall provide for the duration of this Contract at

least the equivalent benefits with respect to the vision plan in effect as of June 30, 2012,

except as modified by this or subsequent agreements. The Souderton Area School District

shall contribute ninety percent (90%) of the Bargaining Unit Employee and their eligible

dependents’ rate for those who desire to participate in the School District vision program.

E. Section 125 Flexible Benefits Plan

As a method to permit Bargaining Unit Employees to pay for their share of health benefit

plan premiums, including medical and dependent care spending accounts, through pre-

Federal income tax instead of after-Federal income tax contributions, the Board shall

continue to sponsor an Internal Revenue Code Section 125 Flexible Spending Account

Plan to include said medical and dependent care spending accounts. The Board’s

sponsorship of the aforesaid Internal Revenue Code Section 125 Flexible Spending

Account to include such medical and dependent care spending accounts as expressly

contingent upon the following:

1. The School District has in place a third party administrator that does not impose

any minimum number of employees electing such other eligible premiums on an

annual basis; and

2. Such third party administrator will not impose any charges upon the School

District for the administration of such plan; and

3. Such sponsorship is contingent upon the same being permitted pursuant to law.

In the event that the third party administrator does impose a minimum participation

requirement for the continuation of the Flexible Spending Account, then in that event,

such minimum participation requirement will immediately come into effect upon the

Flexible Spending Plan’s renewal.

In the event that the third party administrator does initiate any fees for the

implementation monthly or annual administration of the Flexible Spending Plan, such

fees shall be borne by the Bargaining Unit Employees participating in such Flexible

Spending Plans through mandatory payroll deductions. In the event the Internal Revenue

Code shall be modified to the extent that the Board’s sponsorship no longer provides the

benefits to the District and the Association as the result of the implementation and

continuation of the Flexible Spending Plan, then in that event, the District reserves the

right to terminate the plan at the earliest possible date.

District shall have the right to exercise its prerogative to implement changes to the

Flexible Spending Account Plan consistent with the Internal Revenue Code requirements.

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F. Retired Employees

Retired Bargaining Unit Employees may elect to remain in the District Group

Hospitalization Plan under conditions outlined in School District Policy.

G. Long Term Disability

The District shall contribute 1% of the Long Term Disability premium for all full time

Bargaining Unit Employees who elect to sign up for coverage. The balance of the

premium for the Long Term Disability program shall be paid by the Bargaining Unit

Employee through mandatory payroll deduction. The Association reserves the right to

name the carrier and the plan.

H. Reimbursement for Unused Sick Leave/Unused Personal Days

The Souderton Area School District shall reimburse each teacher upon retirement from

the District a portion of the value of accumulated unused sick leave and unused personal

days credited to him/her according to the following conditions:

1. Reimbursement will be at the rate of $51 per day for those Bargaining Unit

Employees retiring between September 1, 2012 and August 31, 2013; $52 per day

for those Bargaining Unit Employees retiring between September 1, 2013 and

August 31, 2014; $53 per day for those Bargaining Unit Employees retiring

between September 1, 2014 and August 31, 2015; $54 per day for those

Bargaining Unit Employees retiring between September 1, 2015 and August 31,

2016; and $55 per day for those Bargaining Unit Employees retiring between

September 1, 2016 and August 31, 2017.

2. This provision will not apply to furloughed employees.

3. Maximum Reimbursement - There shall be no maximum reimbursement for

unused sick leave/unused personal days paid pursuant to this section of the

Agreement.

4. Completion of Service Requirement - Reimbursement will not be paid until the

teacher completes at least five (5) years of service as a professional Bargaining

Unit Employee in the Souderton Area School District.

5. Definition of Retirement - For the purposes of this subsection of the contract,

“retirement” is defined as the period when the Souderton Area School District

teacher has qualified to draw compensation from the Pennsylvania Public School

Employees’ Retirement System, retires from the teaching profession and either

starts to receive compensation or elects to vest his or her rights until

superannuation retirement age is reached.

6. Death - In the event a teacher of the Souderton Area School District dies prior to

retirement, reimbursement shall be made to a named beneficiary or the teacher’s

estate.

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I. Reimbursement for Cost of College or University Credits

Commencing July 1, 2012, the Souderton Area School District will reimburse certified

Bargaining Unit Employees with temporary professional or permanent professional

Bargaining Unit Employee contracts for graduate credit according to the following scale:

Grade of “A, B, or C” or “pass”:

the actual cost per credit for the Pennsylvania State System of Higher Education

(i.e., Kutztown, West Chester; it does not include Penn State, University of

Pittsburgh, or Temple).

Grade of “D” or less; “fail” in a fail course -- there shall be no reimbursement.

Beginning for courses that commence on or after July 1, 2012, the total amount of tuition

reimbursement distributed to certified Bargaining Unit Employees with temporary

professional or permanent professional Bargaining Unit Employee contracts will not

exceed $200,000 in each fiscal year of the Collective Bargaining Agreement. Tuition

reimbursement will be distributed on “first-come, first-served” basis.

1. In the event a Bargaining Unit Employee is unable to receive tuition

reimbursement in the immediately preceding school year because the cap of

$200,000.00 was exceeded, such Bargaining Unit Employee will be entitled to

receive priority for such tuition reimbursement in the following fiscal year.

2. Notwithstanding the foregoing, during the 2012-2013 school year, Bargaining

Unit Employees who are on the masters, masters +12, and masters +24 columns

who are preapproved and enrolled in a second masters degree program as of July

1, 2012, in the discipline that such Bargaining Unit Employees teach and those

Bargaining Unit Employees who are on the masters, masters +12, and masters

+24 columns who are preapproved and enrolled in an additional certification

program as of July 1, 2012, will be entitled to first priority for the $200,000.00 of

available tuition reimbursement during only the 2012-2013 school year. Then,

the next priority during the 2012-2013 school year for tuition reimbursement will

be for those Bargaining Unit Employees who have not yet achieved 24 credits

toward a Level II certificate. The balance of the tuition reimbursement monies

will be provided to the remaining Bargaining Unit Employees on a first-come,

first-served basis.

3. Those Bargaining Unit Employees who are on the masters, masters +12, and

masters +24 columns who achieve enough credits for column movement as of the

commencement of the 2012-2013 school year will be granted that column

movement for the purposes of determining the proper step in the masters column

subsequent to the collapse of the masters +12 and masters +24 columns as of the

2014-2015 school year. (The entitlement to column movement will not be

permitted until the 2014-2015 school year).

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4. Reimbursement shall be made for graduate credits, earned after the Bachelor’s

degree as follows:

(a) Maximum of nine (9) credit hours per year (July 1 to June 30) for persons

not in a program leading to a professional degree or additional

certification.

Maximum of fifteen (15) credit hours per year (July 1 to June 30) for

persons in a program leading to a first master’s degree, a doctorate degree,

or additional certification.

5. Reimbursement shall be made for undergraduate credits earned after the

Bachelor’s degree up to a maximum of:

Fifteen (15) credit hours per year (July 1 to June 30) for a person to take

undergraduate courses related to the area in which that person is teaching or

scheduled to teach for the first time. Permission to take undergraduate credits will

be based on a person’s need as determined in a joint conference between that

individual and the Superintendent or his designee.

6. Provided the Bargaining Unit Employee is still in the employ of the Souderton

Area School District, reimbursement will be made within twenty-one (21) days

after receipt of an official transcript showing completion of course work and

grade received.

7. Notice of approval or disapproval of credit work shall be given no later than one

week after the meeting of the second class.

8. Credits that are not within the Bargaining Unit Employees’ field of certification

require prior approval by the District Superintendent or his designee. Prior

approval is defined as one (l) week before the meeting of the first class.

9. Each bargaining unit member shall repay the District all tuition reimbursement

received for courses taken or for a program taken during a school year, in the

event that the bargaining unit member separates from employment in the District

within one year of the date of successful completion of the course or program.

The only exception to this requirement is if the employment separation was as the

result of the bargaining unit member's death, disability or furlough from

employment with the district.

10. No reimbursement shall be made to an eligible Bargaining Unit Employee

completing courses, which costs have been fully covered by scholarship or private

grants. In cases where a partial scholarship or grant covers a portion of the tuition

costs, the District will pay the difference in cost, up to the required amount

pursuant to the agreement.

11. No reimbursement shall be made to Bargaining Unit Employees taking any video

courses, correspondence courses, courses on cruise ships, home study courses,

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distance-learning courses, or courses falling within the general intent of this

provision, unless specifically approved in writing by the District Superintendent.

J. Personal Days

1. Each professional or temporary professional Bargaining Unit Employee is entitled

to three (3) days’ leave for personal reasons per year. Whenever possible, an

eligible Bargaining Unit Employee should notify the building principal of their

intent to utilize a personal day prior to the event.

2. In the 2012-2013 and 2013-2014 school years, each professional or temporary

professional Bargaining Unit Employee will be entitled to one (1) additional day

of leave for personal reasons. These additional days will be subject to the

limitations expressed in Article VII,J,3&4, but will not count towards part of the

total unused personal days to be rolled into a personal day account as expressed in

Article VII,J,5.

3. Personal days may not be taken during the first five (5) teacher work days or the

last five (5) teacher work days of the school term without the written approval of

the Superintendent.

4. No more than ten percent (10%) of a building’s professional or temporary

professional staff shall utilize a personal day during the five (5) day period before

or after a holiday or scheduled day off Requests shall be honored in the order they

are received.

5. Unused personal days at the end of each year will be rolled into a personal day

account and will accumulate up to a maximum of twenty-five (25) days. Upon

retirement or resignation from the school district, with a minimum often (10)

years of service in the Souderton Area School District, the Bargaining Unit

Employee will be reimbursed for these accumulated days at the then current full

day substitute rate in effect at the time of leaving service. Reimbursement will be

made into a 403(b) account with a District approved provider. The District will

provide each Bargaining Unit Employee with an accounting of his/her personal

day account by September 1st of each year. The Bargaining Unit Member will

have the right to roll any unused personal days into SICK DAYS within ten (ten)

working days of District notification if he/she so desires, otherwise all days are

placed in the Bargaining Unit Employee personal day account. It is further

understood that once these personal days are placed in the personal leave account,

they shall NOT be retrieved or borrowed or otherwise withdrawn at any time for

any reason without written permission of the Superintendent.

K. Leave of Absence

All professional Bargaining Unit Employees not eligible for a sabbatical leave may be

entitled to a leave of absence without salary and benefits according to the following

conditions.

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1. The Bargaining Unit Employee must have attained tenure and must have taught

four (4) years in the Souderton Area School District. Where unusual

circumstances warrant consideration, the Superintendent may waive the four (4)

year stipulation.

2. The leave of absence shall be either for one (1) semester or one (1) full year.

3. Professional Bargaining Unit Employees on leave of absence shall have the right

to continue all insurance coverage guaranteed by contract. Such coverage shall be

totally at the expense of the Bargaining Unit Employee. The teacher on leave is

not to be eligible for any other contractual benefits.

4. Leave shall be granted for education if enrolled at an accredited institution for an

advanced degree or additional certification. Request for education leave must be

made with the Superintendent sixty (60) days prior to the leave.

5. Leave shall be granted for health reasons upon the expiration of accumulated sick

leave and upon certification by a doctor. Request for medical leave must be made

with the Superintendent at least thirty (30) days prior to the leave, unless the leave

is of an emergency nature.

6. There will be no guarantee that the teacher will return to the same position.

L. Part Time Bargaining Unit Employees

Bargaining Unit Employees who are employed to work fewer than twenty-five (25) hours

per week are eligible to receive fringe benefits on a pro-rated basis. For example, if

employed for .5 of the work day, the Souderton Area School District’s contribution to the

premium would be .5 less any required Bargaining Unit Employee co-payment.

M. Long Term Substitutes

1. Long term substitutes shall be eligible for all applicable benefits and leaves of

absence provided by this Agreement.

2. Long term substitutes who are subsequently hired as a professional or temporary

professional Bargaining Unit Employee will be eligible for tuition reimbursement

as set forth in section G of this Article, provided that the courses were approved

and taken while employed as a long term substitute at Souderton Area School

District.

3. Long term substitutes will be paid at step one (1) of the applicable salary schedule.

4. Long term substitutes will not earn seniority or tenure or privileges associated with

such status.

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N. 403(b) Plan

1. Bargaining Unit Employees who qualify for the Unused Sick/Personal Day Plan

pursuant to the Collective Bargaining Agreement or who qualify for any eligible

severance benefits that Board and Association would mutually agree should be

deposited in a 403(b) tax sheltered annuity account, shall result in an Board

contribution being deposited into a 403(b) tax sheltered annuity account that must

be established by the eligible Bargaining Unit Employee. Under no circumstances

shall said 403 (b) account be established after separation of service. Such

participation in tax sheltered annuity accounts shall be mandatory, and the failure

to establish an account will cause the Bargaining Unit Employee to forfeit this

benefit in its entirety.

2. Board and Association agree that the contributions set forth herein are Board

contributions, and notwithstanding the language in the Collective Bargaining

Agreement, no cash option is available. Contributions are limited to the limits set

forth in Section 415 of the Internal Revenue Code. Excessive contributions will

be made to the Bargaining Unit Employee’s account in the next subsequent school

year up to the Section 415 limit.

3. Association, on behalf of each Bargaining Unit Employee, acknowledges

acceptance for the purposes of allowing Bargaining Unit Employees to receive

non-elective contributions to Section 403(b) annuity contracts, which have been

individually established for Bargaining Unit Employees.

4. Association, on behalf of each Bargaining Unit Employee, further acknowledges

and agrees that in the event any Bargaining Unit Employee has been deemed to be

in constructive receipt of any of the amounts contributed or intended to be

contributed to the Section 403(b) annuity contracts, the Bargaining Unit Employee

shall reimburse Board for any withholding taxes, other than Board’s share of FICA

taxes that would otherwise be due and owing by Board, and any interest thereon,

which Board may be required to pay as the result of such constructive receipt.

Alternatively, at the request of Board, the Bargaining Unit Employee shall pay

such taxes directly to the Internal Revenue Service or the Pennsylvania

Department of Revenue.

5. Association, on behalf of each Bargaining Unit Employee, hereby authorizes

Board to satisfy repayment obligations by applying such obligations to any

amounts that the Board was otherwise required to contribute to a Section 403(b)

annuity contract on behalf of the Bargaining Unit Employee as described herein.

6. In the case of the death of the Bargaining Unit Employee 403(b) holder, all

remaining entitled monies are due the named beneficiary designated on the plan.

7. Association, on behalf of itself and each Bargaining Unit Employee, sets forth its

obligation to indemnify and hold harmless Board, its agents, employees, and

Board Members from any claim, which the Internal Revenue Service or the

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Pennsylvania Department of Revenue could assert with respect to this provision of

the Collective Bargaining Agreement and the transactions described herein, other

than Board’s share of FICA taxes that would otherwise be due and owing by

Board to the Internal Revenue Service.

8. District shall continue to sponsor a 403(b) plan for Bargaining Unit Employees,

consistent with the Internal Revenue Code requirements.

ARTICLE VIII

MISCELLANEOUS PROVISIONS

A. Separability

If any provision of this Agreement or any application of this Agreement to any

Bargaining Unit Employee or group of Bargaining Unit Employees is held to be contrary

to law, then such provision or application shall not be deemed valid and subsisting,

except to the extent permitted by law, but all other provisions or applications shall

continue in full force and effect.

B. Savings Clause

The Board agrees that all economic benefits granted by Board regulation shall be in full

force and effect for the duration of the contract.

C. No Strike - No Lockout Provision

Both parties agree to faithfully abide by the provisions of the Pennsylvania Public

Employee Bargaining Law, Act 195 and Act 88. As a condition of the various provisions

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

members of the Bargaining Unit will not engage in a strike (as that term is defined in Act

195 and Act 88) during the term of this Agreement, and the employer pledges that it will

not conduct or cause to be conducted, a lockout during the term of this Agreement.

D. Meet and Discuss Provisions

The Souderton Area School Board “shall be required to meet and discuss on policy

matters affecting wages, hours and terms and conditions of employment as well as the

impact thereon upon request by public employee representatives.”

In accordance with the above section the Board agrees to abide by the following

procedures:

1. The Association will be notified if the Board is considering a change in policy.

This notification will be made in writing to the President of the Association the

next school day after the first public reading.

2. The Board will “meet and discuss” with the Association before changing policy if

the Association desires such a meeting.

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3. Opportunity for the Association to be heard regarding any contemplated changes

at an open board meeting if the Association so requests.

4. An agenda will be prepared for all “meet and discuss” sessions. Upon written

request by the Souderton Area Education Association a meeting shall be convened

within a two (2) week period of the time following such request. However, this

time may be extended if it is mutually agreeable.

5. All questions raised in writing by the Association will be answered in writing no

later than two (2) weeks after the next regularly scheduled school board meeting

following the “meet and discuss” session.

E. Waivers

The parties agree that all negotiable items have been discussed during the negotiations

leading to this agreement, and that no additional negotiations on this agreement will be

conducted on any item, whether contained herein or not, during the life of this agreement.

F. Residency Clause

It is agreed that during the term of this agreement there shall be no attempt on the part of

the Board to adopt a residency clause that will affect those persons who are members of

the Bargaining Unit at the time of the execution of this agreement.

G. Fair Share Fee

Employees in the Bargaining Unit who are not members of the Association at the

commencement of the school year, shall be required to pay to the Association a “fair

share fee” for services rendered as the exclusive bargaining agent for the school year in

question. For the purposes of this section, “fair share fee” shall mean the regular

membership dues required of members of the Souderton Area Education

Association/PSENNEA less the cost for the previous fiscal year of its activities or

undertakings which were not reasonably employed to implement or effectuate the duties

of the Bargaining Unit Employee organization as exclusive representative. The District,

on or before September 30th

of each school year, will provide the Association with a list

of the names and last known addresses of all Bargaining Unit members. The District will

also provide the Association with the name and last known address of a Bargaining Unit

Employee hired after September 30, such notice to be provided within thirty (30) days

after the date of hire. By January 31 of each year, the Association shall provide the

District with the names of Bargaining Unit members who are non-members of the

Association, the amount of the “fair share fee,” and payment schedule for the deduction

of the fee. The payment schedule shall be similar to the calendar dates established for

payroll deductions for Association members. For Bargaining Unit Employees hired after

September 30, 1992, and each year thereafter, the Association will provide the District

with the amount of the fee and a payment schedule for deduction of the fee within thirty

(30) days after the receipt of notice from the District of such Bargaining Unit Employee’s

hiring. The District will deduct such fee from the paychecks of each non-member in

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accordance with the schedule provided, and shall transmit the amount deducted to the

Association treasury each month.

The Association shall indemnify, defend and hold harmless the Board, each individual

Board member, the administration and the administrative employees against any and all

claims, demands, suits, loss or expense, liability, claims for back pay, attorney’s fees,

court or administrative agency costs or any other liability that shall arise out of any claim,

suit, action, proceeding or grievance relating to the implementation of this section of the

Collective Bargaining Agreement. The Association shall, at its own cost and expense,

defend any such claim, suit, action, proceeding or grievance, whether groundless or not,

which may be commenced against the Board, the administration or administrative

employees by reason of this section of this Collective Bargaining Agreement, and the

Association shall pay and all judgments which may be recovered in any and all such

action, 21 claim, proceeding, suit or grievance, and defray all expenses, including costs

and attorney’s fees, which may be incurred in or by reason of such action, claim,

proceeding, suit or grievance. Attorneys employed by the Board or its agents shall not

enter into any matter pursuant to this section unless the Association does not fulfill its

responsibilities as are set forth herein.

H. Travel Expenses

The District shall pay mileage to each professional Bargaining Unit Employee covered by

this Agreement at the then current rate of mileage reimbursement established by the

Internal Revenue Service under only the following circumstances:

1. Professional personnel who are assigned daily duties that involve the use of a

vehicle between two (2) or more schools.

2. Approved travel by professional personnel outside of the School District.

3. Any other exceptions approved by the Board of School Directors.

Rate for Mileage - Payment of mileage will be made at the rate of the current Internal

Revenue Service allotment.

I. Notification of New Positions and Pending Vacancies

All promotions within the instructional and administrative staff of the Souderton Area

School District are made upon the recommendation of the Superintendent of Schools and

the approval by the Board of School Directors.

All openings for positions, both new and vacated, will be made known to the professional

Bargaining Unit Employees of the District through the District’s electronic

communication system.

A Bargaining Unit Employee wishing to be considered for a position other than his/her

present one, should apply in writing through his/her building principal or immediate

supervisor, to the Assistant to the Superintendent/Human Resources. A written request

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for consideration for a position other than the position presently held may be withdrawn

at any time by the person who filed it.

When a position is to be filled, the declaration of interest file will be checked and all

persons having a written request on file for the open position will be notified. A written

request for consideration for another position will be kept active until that position is

filled.

J. Assignment and Transfer

During the term of this Agreement, the District shall effectuate the transfer and

assignment of professional personnel in accordance with Souderton Area School District

Board Policy No. 409, Assignment and Transfer, revised effective September 1, 1997.

Notification of Assignments for the upcoming school year will be mailed to Bargaining

Unit Employees on or before July 1 of the school year in question (herein “Assignment”).

Bargaining Unit Employees shall be notified in writing of any change in Assignment

(herein “Revised Assignment”).

In the event a Revised Assignment is mailed to Bargaining Unit Employees between the

date of the Assignment and August I of the same school year in question, the Assistant to

the Superintendent/Human Resources, applicable school Principal, or other designated

Administrator shall meet with the Bargaining Unit Employee and Association

Representative, if requested, to discuss the Revised Assignment. At such a meeting, the

Bargaining Unit Employee and/or Association Representative will present the Bargaining

Unit Employee’s concerns relating to the Revised Assignment. This meeting obligation

only pertains to revised Assignments mailed between July 1 and August 1 of the same

school year.

The designated representative of the District Administration shall conduct a meeting

concerning the revised assignment if the Assistant to the Superintendent/Human

Resources, receives a written request from the Bargaining Unit Employee on or before

August 10 of the school year in question. In the event the Bargaining Unit Employee

does not timely request such a meeting or attend such a meeting as scheduled on or

before August 15 of the school year in question, the Bargaining Unit Employee waives

any and all rights for a meeting. No grievances shall be permitted pursuant to this section

of the Collective Bargaining Agreement, other than the grievant’s right to pursue a

grievance as a result of the failure of the Assistant to the Superintendent/Human

Resources or designated member of the Administration to conduct a meeting as required.

Nothing in this article shall be deemed to limit the authority of the District to make

assignments and transfers.

K. Preparation Time/Team Planning Time

Effective July 1, 2012, the practice for team planning time shall continue. It is

understood that team planning time is to be teacher-directed. It is also recognized that

from time to time specific issues arise warranting the participation of the School District

Administration at a team planning meeting.

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All teachers shall be scheduled the equivalent of one (1) instructional period per day for

preparation time. Each high school teacher shall be scheduled for a preparation period

equivalent to one-half of one high school block. Each middle and junior high school

teacher shall be scheduled for a preparation period equivalent to one (1) middle school or

junior high instructional period. Each teacher of grades one through five shall be

scheduled for a preparation period equivalent to one (1) elementary special subjects

instructional period. Each kindergarten teacher shall be scheduled for eight (8)

preparation periods per five-day cycle equivalent to one (1) kindergarten special subject

instructional period.

Effective as soon as practicable following both parties ratifying this Mediator’s Proposal, the

parties agree to form a joint labor-management committee at each level of the District

(elementary, middle, high school) with a goal that the committee will work to establishing

written minimum expectations for bargaining unit members’ use of team-planning time.

The joint labor-management committees at each level will produce recommendations no

later than May 1, 2013 for implementation in the 2013-2014 school year. The intent is to

memorialize the resulting recommendations in a Memorandum of Understanding to become

effective during the 2013-2014 school year.

L. Meeting of the Month

Monthly meetings will continue to be used as the initial vehicle by which the Association

can bring concerns and questions to the School District Administration. The meeting will

usually take place ten (10) work days after the exchange of the agenda items.

The agenda will include issues brought up at the Representative Council. It is the duty of

the Association Secretary to provide the parties involved with an agenda as soon as

possible after the Association Representative Council meeting. Agenda items must

include a brief summary for each issue.

Attendance at the meeting of the month will be the District Superintendent, District

Assistant Superintendent, Association President, Association Vice President, Association

Secretary, Association Treasurer, Association Grievance Chairperson, and a person with

first-hand experience with the issue, as well as key administrators and/or principals

involved in the agenda topics.

The purpose of the meeting of the month is to address the agenda issues. If an issue is

not resolved at this meeting, the School District must offer its solution for the issue

within five (5) school days. The resolution or proposed resolution needs to be in writing

via email to all parties present and affected, with a hard copy to the Association Secretary

to keep on record.

Extension of the five (5) days may be granted at the Association’s discretion.

Nothing in this provision shall limit the Association’s right to grieve or follow any other

procedure it deems appropriate.

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ARTICLE IX

SIGNATURES FOR AGREEMENT

IN WITNESS WHEREOF, the parties to this agreement have hereunto set their hands and seal

this day and year.

Attest:

Secretary

SOUDERTON AREA EDUCATION

ASSOCIATION

By:

President

Attest:

Secretary

BOARD OF SCHOOL DIRECTORS OF THE

SOUDERTON AREA SCHOOL DISTRICT

By:

President

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COMMONWEALTH OF PENNSYLVANIA

Pennsylvania Labor Relations Board

IN THE MATTER OF THE EMPLOYES OF:


:

:

:

:

:

Case No. PERA-U-88-540-E

(PERA-R-512-E)

NISI ORDER OF UNIT CLARIFICATION

A Petition for Unit Clarification was filed with the Pennsylvania Labor Relations Board

(Board) on December 12, 1988, by the Souderton Area Education Association, PSEA/NEA,

requesting that the Certification of Representative issued by the Board on December 28, 1970, to

Case No. PERA-R-512-E, be amended to include in the unit description regular part-time

employes.

On January 17, 1989, the Board issued an Order and Notice of Hearing setting January

19, 1989 as the date of the telephone pre-hearing conference, and March 28, 1989, as the hearing

date. Prior to the conduct of the pre-hearing conference, the Board was informed that the parties

were engaging in settlement discussions which obviated the need for a pre-hearing conference.

Thereafter, on March 10, 1989, the Board received a letter from the Employer agreeing to the

inclusion of regular part-time employes in the unit.

ORDER

In view of the foregoing and in order to effectuate the policies of the Act, the Board

Representative

HEREBY ORDERS AND DIRECTS

that the Certification of Representative issued by the Board on December 28, 1970 in all other

matters and respects shall be and remain in full force and effect.

IT IS HEREBY FURTHER ORDERED AND DIRECTED

that in the absence of any exceptions filed pursuant to 34 Pa. Code Section 95.98, within twenty

(20) days of the date hereof, this Decision and Order shall become and be absolute and final.

SIGNED AND DATED at Harrisburg, Pennsylvania, this fifteenth day of March, 1989,

pursuant to 34 Pa. Code Section 95.23(c).

PENNSYLVANIA LABOR RELATIONS BOARD

JAMES L. CRAWFORD, Board Representative

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EXHIBIT "B"


PROFESSIONAL STAFF SALARY SCHEDULES

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2012-13 Salary Schedule (reflects reduction of 3/192 work days)

No step or column movement

Bachelor Bach+12 Bach+24 Masters Mast+12 Mast+24

STEP 1 2 3 4 5 6

1 39,859 41,520 43,182 47,333 48,993 50,686

2 41,454 43,182 44,908 49,227 50,953 52,714

3 43,113 44,908 46,705 51,195 52,992 54,823

4,5 44,836 46,705 48,573 53,243 55,111 57,015

4,5 44,836 46,705 48,573 53,243 55,111 57,015

6 46,630 48,573 50,516 55,373 57,316 59,296

7 48,495 50,516 52,536 57,588 59,609 61,668

8 50,435 52,537 54,638 59,891 61,993 64,134

9 52,452 54,638 56,823 62,287 64,473 66,699

10 54,551 56,824 59,096 64,779 67,052 69,368

11 56,732 59,097 61,460 67,370 69,733 72,143

12 59,002 61,460 63,918 70,065 72,523 75,028

13 61,362 63,918 66,476 72,867 75,424 78,029

14 63,817 66,476 69,135 75,782 78,441 81,151

15a 66,370 69,135 71,900 78,813 81,578 84,396

15 75,026 78,152 81,278 89,093 92,219 95,405

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2013-14 Salary Schedule

No step or column movement


STEP 1 2 3 4 5 6

1 39,859 41,520 43,182 47,333 48,993 50,686

2 41,454 43,182 44,908 49,227 50,953 52,714

3 43,113 44,908 46,705 51,195 52,992 54,823

4,5 44,836 46,705 48,573 53,243 55,111 57,015

4,5 44,836 46,705 48,573 53,243 55,111 57,015

6 46,630 48,573 50,516 55,373 57,316 59,296

7 48,495 50,516 52,536 57,588 59,609 61,668

8 50,435 52,537 54,638 59,891 61,993 64,134

9 52,452 54,638 56,823 62,287 64,473 66,699

10 54,551 56,824 59,096 64,779 67,052 69,368

11 56,732 59,097 61,460 67,370 69,733 72,143

12 59,002 61,460 63,918 70,065 72,523 75,028

13 61,362 63,918 66,476 72,867 75,424 78,029

14 63,817 66,476 69,135 75,782 78,441 81,151

15a 66,370 69,135 71,900 78,813 a 81,578

b 84,396

c

15 75,026 78,152 81,278 89,093 a 92,219

b 95,405

d

a,b,c,d – for purposes of determining salaries in

the subsequent year, those bargaining unit

employees being paid at the salaries footnoted

a, b, c, or d in the 2013-14 school year will advance to the salaries footnoted a, b, c, or d in

the 2014-15 Salary Schedule

LN1 967570v14 06/08/12

30

2014-15 COLUMN REDUCTION AND MIGRATION All members at present step and column change label to new step and column

and add one step for 2014-15 step movement


STEP 1 2 3 4 5 6

1 B Step 2 B12 Step 2 B24 Step 2 M Step 2 M Step 3 M Step 4












13 B Step 14 B12 Step 14 B24 Step 14 M Step 14 M Step 15 M Step 15a

14 B Step 15 B12 Step 15 B24 Step 15 M Step 15 M Step 15a M Step 15a

15a B Step 15a B12 Step 15a B24 Step 15a a b c

15 B Step 15a B12 Step 15a B24 Step 15a a b d

a,b,c,d – for purposes of determining salaries

in the subsequent year, those bargaining unit

employees being paid at the salaries

footnoted a, b, c, or d in the 2013-14 school

year will advance to the salaries footnoted a,

b, c, or d in the 2014-15 Salary Schedule

LN1 967570v14 06/08/12

31


Migration and Step Movement from 2013-14

Bachelor Bach+12 Bach+24 Masters

STEP 1 2 3 4

1,2 41,454 43,182 44,908 49,227

3 43,113 44,908 46,705 51,195

4 44,836 46,705 48,573 53,243

5,6 46,630 48,573 50,516 55,373

7 48,495 50,516 52,536 57,588

8 50,435 52,537 54,638 59,891

9 52,452 54,638 56,823 62,287

10 54,551 56,824 59,096 64,779

11 56,732 59,097 61,460 67,370

12 59,002 61,460 63,918 70,065

13 61,362 63,918 66,476 72,867

14 63,817 66,476 69,135 75,782

15 66,370 69,135 71,900 78,813

15a 75,026 78,152 81,278 83,148

15b 75,026 78,152 81,278 87,721

89,093 a 92,219

b 95,405

c

96,919 d







[

LN1 967570v14 06/08/12

32


Step Movement from 2014-15: all move one step


STEP 1 2 3 4

1,2,3 43,113 44,908 46,705 51,195

4 44,836 46,705 48,573 53,243

5 46,630 48,573 50,516 55,373

6,7 48,495 50,516 52,536 57,588

8 50,435 52,537 54,638 59,891

9 52,452 54,638 56,823 62,287

10 54,551 56,824 59,096 64,779

11 56,732 59,097 61,460 67,370

12 59,002 61,460 63,918 70,065

13 61,362 63,918 66,476 72,867

14 63,817 66,476 69,135 75,782

15 66,370 69,135 71,900 78,813

15a 75,026 78,152 81,278 83,148

15b 75,026 78,152 81,278 87,721

15c 75,026 78,152 81,278 95,405

89,093 a 92,219

b 95,405

c

96,919 d







LN1 967570v14 06/08/12

33


Step Movement from 2015-16: all move one step


STEP 1 2 3 4

1 43,544 45,357 47,172 51,707

2,3,4 45,284 47,172 49,059 53,775

5 47,096 49,059 51,021 55,927

6 48,980 51,021 53,061 58,164

7,8 50,939 53,062 55,184 60,490

9 52,977 55,184 57,391 62,910

10 55,097 57,392 59,687 65,427

11 57,299 59,688 62,075 68,044

12 59,592 62,075 64,557 70,766

13 61,976 64,557 67,141 73,596

14 64,455 67,141 69,826 76,540

15 67,034 69,826 72,619 79,601

15a 75,776 78,934 82,091 83,979

15b 75,776 78,934 82,091 88,598

15c 75,776 78,934 82,091 96,359

96,359 a 96,359

b 96,359

c

96,919 d

a,b,c,d

–those bargaining unit employees being

paid at the salaries footnoted a, b, c, or d in

the previous (2015-16) school year advance

to the salaries footnoted a, b, c, or d in the

current (2016-17) Salary Schedule

sasd - saea collective bargaining agreement 2012-2017 final

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