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AGREEMENT
BETWEEN
THE BOARD OF EDUCATION
OF THE TOWN OF COLCHESTER
AND
LOCAL 1303-77 OF COUNCIL #4
AMERICAN FEDERATION OF STATE, COUNTY
AND MUNICIPAL EMPLOYEES, AFL-CIO
(CUSTODIANS)
July 1, 2016 - June 30, 2019
4977909v1
August 3, 2016
TABLE OF CONTENTS
ARTICLE I— RECOGNITION 1.0. eceesesecresesesececseenersesseseaseasscsseseatecsnensnesesssnsenseenees 1
ARTICLE I - UNION SECURITY ooo. cesesecssesenesseseeneescseeeecseensnassnananenacsvaveceeaveeeeenaeseeneees 1
ARTICLE III — SENIORITY oo. esecesessesssesesesesesesesesesesssescsescsesesssesesssescssuceaseerseneeenenseeneas 2
ARTICLE IV - HOURS OF WORK - OVERTIME AND HOLIDAY PAY woe ceeeeeeeeeeeee 4
ARTICLE V — HOLIDAYS wie cececececseesesessesesesssssescessessseseseessesessseseesseseassesessesucasuausaseeseassenens 8
ARTICLE VI — VACATIONS ......cccccccseseseseesesesssescseseesseseseessescasseseasseneassesessanseaceasensesseneaeeees 9
ARTICLE VII — LEAVES... eceseseseees Leseseecsessseversesssensnsevsescsusavsosesscassensessecsscaesesseevsessaaeans 10
ARTICLE VIII - GRIEVANCE PROCEDURE ...ssssssssssssossssesscsssssessssssressssssasesseonsenseeetsans 13
ARTICLE IX - DISCIPLINARY ACTION oo. cccecsesesssesesrescsesnsnescsesnssesseesneneneaseenensarsesnensens 15
ARTICLE X — WAGES .o.ecccscccscssessessssssessssesssesseussessenessscersrsscecsesueasecseeseacesvaseacansuencaveveneneners 15
ARTICLE XI - SAFETY AND HEALTH... ccccccessscssssesescessseseesessseneneensnseaseassesasearesnes 16
ARTICLE XI - INSURANCE AND PENSION ......scssccscssesesesestesrssseeresnsesssreseeneessestenseaseneees 16
ARTICLE XIII ~ MISCELLANEOUS ov. icceccecseecsesseseseseerescsesesnensncensnsnsseeusessvavaveneneareucaenensens 21
ARTICLE XIV - MANAGEMENT RIGHTS wu... cece cece cseeceeseenecseesenenesacsnenscenenesenaseeevaaes 21
ARTICLE XV - SAVINGS CLAUSE occ nececseenscscsnesseeneessenenseensnscsnsnsrsnanecsnanees 21
ARTICLE XVI— DURATION sesesceesesecscaesessesesevesscsesesessesscsusnsessesssecessesessssenensesesnesessessssnesiess 22
APPENDIX A - WAGE SCHEDULES oo... ccccecceccccescscscsesesesescsesescsesnecsvscacssneneaeseaeseneaenenees 24
APPENDIX B— MEDICAL INSURANCE PROGRAMS ....oceec ccs reee eens reeseenenenenseeeenies 25
APPENDIX C - DENTAL INSURANCE. ......oeccecsccesesssesesssesescasscseseseecsssesescseseasscassesenseceanegs 31
This Agreement is entered into by and between the Town of Colchester Board of Education,
hereinafter referred to as the “Employer” and Local 1303 of Council #4, American Federation of
State, County and Municipal Employees, AFL-CIO, hereinafter referred to as the “Union.”
ARTICLE I
RECOGNITION
The Employer recognizes the Union as the sole and exclusive bargaining agent for the purpose of
collective bargaining on all matters of wages, hours of employment and other conditions of
employment for all eligible employees. Eligible employees shall be defined to mean those
employees employed for twenty (20) hours a week or more, doing custodial and repair and
maintenance work.
ARTICLE II
UNION SECURITY
2.0 All employees in the bargaining unit shall, as a condition of employment, become a
member of the Union in good standing, or pay a service charge equal to the cost of
collective bargaining, contract administration and grievance adjustment (but not more than
Union dues) for the duration of this Agreement or any extension thereof.
2.1 Upon receipt of a signed authorization form from the employee involved, a copy of which
is attached to this Agreement as Appendix D, the employer shall deduct from the
employee’s pay on the first and second payroll of each month, in substantially equal
installments, such initiation fees and/or dues as the Union shall determine. The Union
agrees to hold the employer harmless from damages arising from the making of authorized
deductions.
2.2 The amount will be certified by a responsible Union officer in writing and may be raised
or lowered by the Union at any time upon notification by said officer to the Employer.
2.3 Such payroll deductions, as provided herein, shall be remitted to the Council #4 office of
the Union by the fifteenth (1 5th) day of the next month following the month in which such
dues and/or service fees were deducted along with a list of names of employees from whom
the deductions have been made.
2.4 New employees shall sign a payroll deduction card at the time of hire, effective the first
payroll following completion of the probationary period, ninety (90) working days from
the date of hire.
2.5 The employees agree, individually and collectively, that there shall be no strikes at any
time during the terms of this Agreement and/or during any extensions or renewals of this
Agreement,
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2.6
2.7
3.0
3.1
3.2
3.3
The Employer agrees that there will be no lockout of any of its employees during the life
of the Agreement and/or during any extensions or renewals of this Agreement.
At least one bulletin board shall be reserved at an available place in each building, to the
extent possible, for the use of the Union notices or announcements.
The Employer shall provide one copy of the contract to each employee upon signing of the
Agreement. New Employees shall be supplied a copy of the contract at the time they are
employed. The Council #4 office shall be supplied with five (5) signed contracts at the
time of signing or as soon thereafter as is possible, but no longer than thirty (30) days.
ARTICLE Ul
SENIORITY
Seniority for the purposes of this Agreement is defined as an employee’s continuous length
of service from his/her last date of hire with the Board of Education in the bargaining unit.
Upon the written request of the Union, the Employer shall prepare a list of employees
showing their seniority in length of service and deliver the same to the Union on December
1% of each year. Unless the Union files a grievance concerning the list within thirty (30)
days of receipt of same, the list will be presumed to be correct for all purposes of this
contract, said grievance to be in writing. Upon completion of their probationary period,
new employees shall be added to this list, and credited with service to the date of most
recent hire. Employees would not be eligible until the date they were employed to
continuously work on the basis of twenty (20) hours or more per week, as a bargaining unit
employee. Summer, work study students and temporary help are excluded from the
provisions of this Agreement.
Temporary help is defined as employees hired on a temporary basis to fill in during periods
of extended illness or other authorized leave of regular employees and to provide assistance
on a temporary basis.
New employees shall serve a probationary period of ninety (90) working days (not
including days missed because of illness or other leave), and shall have no seniority rights
during this’ period, but shall be subject to all other provisions of this Agreement, except the
right to grieve discharge through the grievance procedure. This probationary period maybe
extended for an additional thirty (30) days after consultation with the Union and written
notification to the employee and Union stating the reasons. All employees who have
completed the probationary period shall acquire length of service records as of the date of
their employment.
a. All vacancies and new positions shall be posted for a period of seven (7) days on
bulletin boards to be provided for such purposes, prior to the Employer filling such
vacancies or new positions. If the senior employee successfully bids for the
vacancy or new position, the seven (7) days will be waived. Employees wishing to
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3.4
3.5
be considered for assignment to such vacancies or new positions shall personally
submit their request electronically to the Director of Educational Operations or
his/her designee. An employee having difficulty with completion of on-line
application materials shall be provided with a brief tutorial on request. Employees
requesting consideration and who are not selected for such assignment in
accordance with the provisions of this Agreement may appeal the action through
the grievance procedure. Assignment of employees between any schools may be
made by the Employer when it is deemed in the best interest of the system.
b. Upon written request, a copy of the job posting and a list of the persons bidding for
the job shall be sent to the Union President at the end of the posting period.
All vacancies shall be filled within thirty (30) working days of the date of any employee
vacating a position or of the establishment of a new position, provided qualified applicants
are available.
a. When a vacancy exists or a new position is created, the employee with the highest
seniority who applies for the position shall be given the first opportunity to fill the
position-provided he/she has the qualifications to perform the work. This provision shall
not apply to promotional opportunities, which shall be filled by the Superintendent on the
basis of the best qualified person for the position.
b. The person appointed to the vacancy or new position and the Union President
shall be notified in writing of the appointment. All such appointments shall be made not
later than thirty (30) days after the posting period.
When an employee is retained in a vacancy or new position for a period of sixty (60) work
days, then he/she shall be considered qualified and allocated to said position, if the position
continues to exist; otherwise, he/she shall return to his/her former position, or a position
with an equal salary and comparable duties. The above 60-day period shall be a
probationary period for the employee in the new position; an evaluation of the employee
shall take place within seven (7) work days prior to the end of the 60-day period. If the
Employer determines that the employee has not successfully completed the probationary
period in the new position, then he/she shall return to his/her former position or a position
with an equal salary and comparable duties.
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3.6
3.7
3.8
4.0
Layoffs shall take effect as follows:
a. Part-time employees
b. Probationary employees
c. The employee with the least seniority within classification first, provided that an
employee so identified for layoff may bump the least senior employee in the next
lower classification, if the employee has more seniority than that employee to be
bumped.
d. The superintendent of schools shall give written notice to the Union President and
to all employees to be affected by any proposed layoff at least fourteen (14)
working days before the effective date thereof.
For a period of up to twenty-four (24) months, laid-off full-time employees with the most
seniority shall be rehired within the classification from which they were laid off or in which
they have previously served and no new employees shall be hired in those classifications
until the employees set forth above have been given an opportunity to return to work. Five
(5) days written notification to the last known address shall be sufficient notification. If no
reply is received within fifteen (15) days after the mailing of notification as aforesaid, then
all of the provisions of this section shall have been deemed complied with, and the laid off
employee forfeits all further re-employment rights. Returning employees, under the
provisions of this section, must return to work within thirty (30) calendar days from the
date of the mailing of the notification.
a. The provisions of Section 3.7 shall not apply to emergencies, the use of temporary
help, or temporary replacements pending the return of any employee who has been
recalled from a layoff.
No students shall be used to replace laid-off custodians. The employment under federal
and/or state supplementary employment programs may be utilized but not to replace any
custodians who have been laid off.
ARTICLE IV
HOURS OF WORK - OVERTIME AND HOLIDAY PAY
The basic work day shall be eight (8) hours a day, five days a week, Monday through Friday
exclusive of lunch time. Employees shall take one-half (1/2) hour for duty-free lunch at a time
designated by the shift supervisor subject to the needs of the system as determined by the building
principal provided they remain on the premises.
4.1
For the purposes of Article 4 and this agreement, time “worked” shall be inclusive of
vacation time, personal leave time, sick time, funeral time and any other authorized time
that an employee is paid for but is not actually present in the work place.
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4.2
43
44
4.5
4.6
The Board may exercise its right to establish shifts by changing shifts for one or more
unit members at a school.
When the Board exercises its right to make shift changes for school vacation periods, it
shall comply with the following procedures:
a. The Board shall provide notice to the affected bargaining unit members, and the
Union, not less then ten (10) calendar days in advance of the shift change;
b. The new shift will not start more than three (3) hours before nor end more than
three (3) hours after the regularly scheduled shift;
c. Employees affected by a shift change shall not lose benefits under the collective
bargaining agreement;
Provided an employee had worked at least forty (40) hours in the applicable pay cycle,
time and one-half shall be paid for:
a. All work performed in excess of eight (8) hours in any one day.
b. All work performed on Saturday as such.
c, All work performed on holidays plus regular holiday pay.
Double time shall be paid for:
a, All work performed on Sunday as such.
a. Bargaining unit employees shall be given preference on all overtime assignments.
b. All overtime work shall be divided as equally as possible among employees within
schools with weekend work given on a rotating basis.
c. If an employee is scheduled overtime and does not avail himself/herself of the
opportunity to work, he/she will be charged with the scheduled overtime as if he/she
had worked,
d. Overtime hours of all employees in the bargaining unit shall be posted on a suitable
bulletin board, every three (3) months.
e. All activities including activities for groups other than Board of Education shall be
subject to the terms of this Agreement.
Additional Work/Closures
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a. Call in Pay:
An employee called into work at a time not contiguous to his/her regularly
scheduled working hours, shall be paid a minimum of three (3) hours. The
employee shall be paid at his/her regular hourly rate if the employee has worked
less than forty (40) hours in the applicable pay cycle and at the applicable premium
rate if the employee has worked forty (40) hours in the applicable pay cycle.
b. Additional Work Contiguous to an Employee’s Shift:
Anemployee continuing to work after his/her scheduled shift shall be paid at his/her
regular hourly rate if the employee has worked less than forty (40) hours in the
applicable pay cycle. An employee reporting to work at a time prior to his/her
scheduled shift will be paid his/her regular hourly rate (if the employee has worked
less than forty (40) hours in the applicable pay cycle) as long as notice is provided
as set forth in this paragraph; (1) for day custodians, it is scheduled prior to 8:00
p.m. of the previous day, and (2) for evening custodians, it is scheduled prior to
9:00 a.m. on the day in question. If the conditions for notice for an early report
have not been met, then the call-in pay provisions set forth in Section 4.6 a. above
shall apply.
c. Individual School(s) Closure:
In the event that a school is or schools are closed for students for an emergency
related event, day shift employees shall report to work per their regularly scheduled
shift and evening shift employees shall report to work at a predetermined earlier
shift. Earlier predetermined shifts for each work location shall be determined at the
beginning of each fiscal year by mutual agreement between the Director of
Educational Operations and the Union. Employees who do not report to work due
to pre-approved vacation time or personal leave time shall be charged to vacation
and/or personal time accordingly. Employees calling in absent due to illness shall
be required to submit medical documentation substantiating the absence. An
employee reporting to work shall be paid at his/her regular hourly rate (if the
employee has worked less than forty (40) hours in the applicable pay cycle).
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4.7
4.8
d. District Closure:
In emergency situations necessitating the closure of the district as a whole, the
Superintendent may direct specified employees to report to work. An employee
reporting to work pursuant to such a directive shall be awarded compensatory time
for time worked as provided herein. An employee directed to report to work before
his/her scheduled shift shall receive overtime in accordance with paragraph b.
above. For hours worked during the employee’s scheduled shift after the district
closure has been called the employee shall receive their base pay plus compensatory
time. Such compensatory time shall be awarded at time and one-half provided the
employee works forty (40) hours in the applicable pay cycle. Employees who are
required to work their entire shift shall receive their base pay plus twelve hours of
compensatory time regardless of when the district closure is called. An employee
directed to work after his/her regularly scheduled shift shall receive overtime in
accordance with paragraph b. above. An employee shall be permitted to use
compensatory time within a reasonable period after making the request, if such use
does not “unduly disrupt” the operations of the district. Prior to the end of the fiscal
year, an employee shall be paid for unused compensatory time. The Director of
Educational Operations reserves the right to mandate an employee to take
accumulated compensatory time prior to the end of any given fiscal year.
The Board may utilize up to ten (10) part-time (under twenty (20) hours per week)
custodians on a regular basis for bargaining unit work as long as the Board maintains a
staff of at least thirty (30) bargaining unit employees.
The Board shall establish a master overtime list including all members of the bargaining
unit. When overtime assignments are not covered appropriately by personnel at the
individual school the master list shall be utilized to make overtime assignments, provided
that the Board may deviate from the list if there are special qualifications necessary to
cover the assignment.
If overtime assignments cannot be filled by utilizing the master voluntary overtime list,
the assignment will be sent back to the original school location to be filled. If the
assignment cannot be filled on a voluntary basis, the Board shall assign the overtime
assignment from a rotating involuntary overtime list at the building level, starting with
the member with the least amount of seniority.
If an employee is scheduled overtime from this master list and does not avail
himself/herself of the opportunity to work, he/she will be charged with the scheduled
overtime as if he had worked. In determining ‘appropriate’ coverage of overtime
assignments, the Board may limit any individual overtime assignments if, in the Board’s
opinion, said assignments may affect the employee’s ability to perform his/her regular
assignment.
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ARTICLE V
HOLIDAYS
5.0 | New Year’s Day Labor Day
Martin Luther King Day Veterans’ Day
Presidents’ Day Lincoln’s Birthday
Columbus Day Thanksgiving Day
Good Friday Day After Thanksgiving Day
Memorial Day Christmas Day
Independence Day
If the Board schedules school for students on a holiday listed above, and as a result, school is in
session, then employees shall be required to work. In such event, in lieu of the scheduled holiday,
each employee shall receive a floating holiday (but not before the holiday occurs within the school
calendar), Such floating holidays shall be scheduled individually by mutual agreement between
the employee and the supervisor.
In lieu of Lincoln’s Birthday, employees shall receive a floating holiday to be scheduled
individually by mutual agreement between the employee and the supervisor at any time between
Lincoln’s Birthday and June 30. Employees shall give at least two (2) days prior written notice of
a request to take this floating holiday. During the first year of employment, to be eligible to take
Lincoln’s Birthday as a floating holiday, an employee must be employed by the Board prior to
Lincoln’s Birthday. The Board reserves the right to limit the number of employees absent under
this provision on any specific day.
a. Either the last work day before Christmas or the first work day after Christmas
depending on whether or not school is in session.
b. Any day declared a holiday by state or federal decree or statute and school is not
thereby in session.
5.1 a. Holidays falling on Saturday shall be celebrated the preceding day and when school
is not thereby in session.
b. Holiday falling on Sunday shall be celebrated on Monday and when school is not
thereby in session.
5.2. Whenever any of these holidays shall occur while an employee who has obtained a formal
leave of absence for illness under Article VII is out on sick leave, the employee shall accept
the day as a holiday with no charge to sick leave.
5.3. When a holiday occurs during a regular vacation, said holiday shall not be charged against
the employee’s earned vacation time.
5.4 An employee shall not be paid for a holiday if he/she fails to report for work on the
regularly scheduled work day prior to, or following the holiday. This section shall not
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apply if an employee is on a pre-approved authorized leave, or produces medical
documentation substantiating the need for absence from work due to illness on the day
before or day after the scheduled holiday.
ARTICLE VI
VACATIONS
6.0 Employees shall be given vacation at their base rate on the following basis:
a.
6.1 a.
6.2 a.
c.
An employee who has completed one year of service shall be entitled to a vacation
of ten (10) working days annually, five (5) days of which may be taken after but
not before six (6) months of service.
An employee who has completed five (5) years of service shall be entitled to a
vacation of three (3) weeks annually.
An employee who has completed twelve (12) years of service shall be entitled to a
vacation of four (4) weeks annually.
The employee’s anniversary date will be used to determine the amount of vacation
time due.
The vacation period will be set by mutual agreement no later than April 1 between
the Superintendent or his/her designee and the employees, except that seniority
shall govern preference. The Board reserves the right to limit the number of
employees on vacation at any one time, including the right to prohibit vacation
during certain busy periods. Employees may schedule vacation time during the
school year, subject to the above limitations.
Prorated accumulated annual vacation pay shall be granted to an employee in the
event he/she terminates employment, provided fourteen (14) days notice has been
given in writing to the Employer.
In the event of the death of an employee, his/her prorata accumulated vacation pay
shall be paid to the beneficiary designated by such employee in writing on a form
provided for this purpose that shall be retained in his/her folder.
6.2.a above shall not apply in the event of termination for just cause.
6.3 Vacations shall not be cumulative from year to year. Exceptions may be made upon written
request to the Superintendent of Schools.
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7.2
73
ARTICLE VII
LEAVES
Employees shall be entitled to sick leave, at current base pay accruing at the rate of one
and one-half days per month, to a maximum of eighteen (18) days during a fiscal year.
Such sick leave that is not used shall be accumulated to a maximum of one hundred and
forty (140) days. All current employees who have accumulated in excess of 140 days as of
June 30, 1993, are entitled to utilize said accumulation, but shall accumulate no more sick
days beyond the 140 day limitation.
Employees who have served the minimum of fifteen (15) years of consecutive service in
the system, upon retirement, shall receive payment for twenty-five percent (25%) of all
accumulated unused sick leave days accrued as of June 30, 2000 based on salary at the time
of severance. Employees must give one year notification of intent to retire, or the payment
may be deferred to the next budget year. For purposes of this sick leave severance
allowance, all employees may accumulate up to 170 days, provided that this benefit is
limited to employees employed on June 30, 2000, and days to be paid out shall not accrue
further after June 30, 2000.
Sick leave may be used in the following cases:
a. Personal illness or physical incapacity due to illness or disability.
b. Enforced quarantine of the employee in accordance with community health
regulations.
c. Medical appointments that cannot reasonably be scheduled outside assigned work
hours.
For any absence a doctor’s certificate shall be submitted to the Director of Educational
Operations upon the employee’s return to work, at the request of the Director of
Educational Operations, if he/she reasonably believes that there may be abuse of the
provisions of Article VII.
Injury Leave
Injury leave, as distinguished from sick leave shall mean paid leave given to an employee
due to absence from duty caused by a compensable accident or injury that occurred while
the employee was engaged in the performance of his/her duties. Any employee absent due
to an injury incurred in the performance of his or her duties shall be paid his/her regular
weekly wage until such time as he/she receives workers’_compensation checks, at which
time he/she shall then receive only the difference between the amount of the compensation
check and the compensation he/she received from the employer on the date of the
compensable injury or illness. The employee shall reimburse the employer for any sums
paid up to that date by virtue of the workers’ compensation checks. Such differential and
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7A
75
7.6
77
full weekly payment shall be made for a period not to exceed six (6) months from the date
of the accident.
Military Leave
Military leave shall be granted to regular employees in accordance with the requirements
of law, when such employees are required to serve a period on active reserve or National
Guard duty. During any period of field training for the reserve corps, the employee shall
be paid the difference, if any, between his/her regular and military salary, as may be
required by law. Copies of orders to active duty or field training shall be provided as soon
as possible to the Superintendent or his/her designee. After the completion of any such
military service, such employees shall be re-employed in accordance with the requirements
of state and federal law.
A leave of absence for required military service without pay shall be granted upon written
request to any employee who enters a branch of the armed services of the United States for
four (4) years or less.
Required military service shall mean induction into the Armed Services or voluntary
enlistment in lieu of imminent induction.
a. No employee shall lose any seniority standing because of the required military
service including service in the National Guard or Organized Reserves.
b. The employee’s accumulation of sick leave upon leaving shall be retained to his
credit when he returns from military service.
c. On return from military service, the employee shall be reinstated to his former job
or one of like rank and shall receive credit for the yearly increments awarded during
his absence for military service provided he reports for duty within the period of
time prescribed by law from his discharge.
d. Upon return of an employee from military service, the full time employee with the
least seniority will be subject to layoff.
Section 7.5 shall be applied to the extent that the provision does not conflict with state or
federal law.
In addition to the sick leave, each employee shall be entitled to absence with full salary not
to exceed four (4) days for the death of spouse, child or parents of the employee. For the
death of any other member of the immediate family, this absence shal] not exceed three (3)
days. Members of the immediate family include: parents of current spouse, grandparents,
grandchildren, brothers, sisters, and any relation who resides in the employee’s household.
a. In the first year of employment, members of the bargaining unit will earn one-half
personal day per month, subject to a maximum of six (6) personal days without loss
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1]
7.8
d.
of pay per year. This accrual provision shall not apply to bereavement leave.
Members of the bargaining unit employed for one year or more will be allowed a
maximum of six (6) personal days without loss of pay per year. It is understood
that all six (6) days are granted only for matters of pressing personal needs which
cannot otherwise legitimately be performed outside the work day. The reasons for
which personal days are granted are:
1. A death of a close friend or a relative other than those individuals list in
section 7.6;
2. An emergency which arises over which the employee has no control;
3. Legal business;
4. Wedding or attendance at graduation within the employee’s immediate
family; immediate family defined as the employee, son, daughter, mother,
father, sister, brother, grandparent, or grandchild;
5. Religious holidays.
6. Up to one (1) day for which no specific reason is required to be given.
When an employee notifies the shift supervisor and the building administration of
his or her intent to use a personal day, on the form designated for this purpose he/she
will indicate for which of the six (6) reasons, in paragraph a. above, the day is to be
taken subject to the formal approval of the Director of Educational Operations
provided that for leave under paragraph 2 above (emergency situations), the
employee shall describe the specific circumstances that cause the absence to be a
matter of pressing personal need that cannot otherwise legitimately be performed
outside the work day.
Except in cases of emergency, notice shall be given to the immediate supervisor at
least forty-eight (48) hours in advance.
All personal days, including funeral leave, shall not exceed six (6) days per year.
Jury Duty
Each employee of the maintenance/custodial staff shall be, if called, allowed to serve on
jury duty without the loss of pay provided:
a.
The employee allows the Superintendent of Schools to deduct any and all monies
paid to him/her for serving on a jury, reporting for jury duty or awaiting selection
for jury duty from his/her regular pay.
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7.9.
8.0
8.1
The jury duty plus travel time to and from the court in which the jury is polled
infringes on more than half of the employee’s regularly scheduled work shift.
Should an employee report to work on his/her regular assigned shift within two (2)
hours after its normal starting time (lateness caused by jury duty, travel directly
connected with jury duty and ample time to change clothes) the employee will not
be required to deposit the monies received for serving on a jury with the
Superintendent of Schools and shall receive full compensation for the day’s work.
Should an employee choose not to report to his/her regularly assigned shift (within
the limits described in c. above) then (1) the employee shall not receive regular
compensation, and (2) the employee shall not be required to deposit with the
Superintendent of Schools the monies received for serving on a jury.
Copies of jury duty notification shall be provided as soon as possible to the
Superintendent of Schools or his/her designee.
In exceptional circumstances, the Superintendent may grant additional leave with or
without pay, subject to notification to the Union. Action by the Superintendent under this
paragraph shall not be subject to the grievance procedure.
ARTICLE VIII
GRIEVANCE PROCEDURE
For the purpose of this Agreement, the term “grievance” means any dispute between the
Employer and the employees, or the Union, concerning the application, claim of breach or
violation of this Agreement.
Any such grievance shall be settled in accordance with the following grievance procedure:
a.
Step 1.
The aggrieved employee and/or his/her Steward or Representative shall within
fifteen (15) working days of the occurrence take up the grievance matter with the
Director of Educational Operations in an effort to get the grievance resolved
immediately.
Step 2.
If the grievance is not settled in the first step, the grievance will be reduced to
writing within fifteen (15) working days of the time the grievant knew or reasonably
should have known of the event or condition giving rise to the grievance or the
grievance shall be deemed to be waived. It shall be submitted to the Superintendent
of Schools. The Superintendent will adjust the grievance at once or give an answer
to the Union in writing within fifteen (15) working days of receipt of the grievance.
2016-2019 Agreement
8.2
8.3
8.4
9.0
9.1
9.2
c. Step 3.
If the Union is not satisfied with the disposition of the grievance by the
Superintendent of Schools, it may submit said grievance within fifteen (15)
working days of receipt of the Superintendent’s decision to the State Board of
Mediation and Arbitration for the arbitration in accordance with its rules and
procedures. The arbitrator shall have no power to add to, subtract from or modify
in any way any of the specific terms of this Agreement. The ruling of the arbitrator
shall be binding upon both parties. The costs of arbitration shall be borne equally
by both parties.
Nothing herein shall be construed as prohibiting an aggrieved party from handling his/her
own grievance if he/she so desires, but no agreement shall be made that is contrary to any
of the terms of this Agreement. Only the Union shall have the power to submit a grievance
to arbitration.
The Employer shall allow the aggrieved employee(s) and a local Union officer the
necessary time off without loss of pay to resolve any such grievance(s) in accordance with
those procedures as set forth in 8.1 Steps a. through c.
All documents, communications and records dealing with the processing of a grievance
shall be filed separately from the personnel files of the participants.
ARTICLE IX
DISCIPLINARY ACTION
No employee shall be discharged or otherwise disciplined without just cause.
Disciplinary actions shall normally follow this order:
a. Documented Verbal warning
b. Written warning
C. Suspension
d. Discharge
Certain infractions may require immediate suspension or discharge.
All disciplinary actions above may be subject to the grievance procedure.
All other disciplinary actions, verbal, written warnings, or any other type of action deemed
to be minor by the employer shall not be considered as evidence of progressive discipline
two (2) years after the said minor violation has occurred, provided that there is no further
disciplinary action during that period.
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14
ARTICLE X
WAGES
10.0 Wage scales and classifications shall be negotiated and made part of this Agreement as
Appendix A.
10.1 Employees assigned by their supervisor to work in a higher classification for more than
three (3) days continuously shall be paid at their step for the higher classification on the
salary schedule, with such higher compensation to be retroactive to the first day. When
the supervisor is absent, such assignment shall be made by the Director of Educational
Operations or his/her designee. In the event that such employee has replaced another
employee on sick leave, vacation, leave of absence or other temporary leave, the employee
shall return to the compensation he/she received immediately prior to replacing the absent
employee. The following provisions shall be applied to administer this paragraph:
a. Any part of a work day shall meet the fourth day requirement and the employee
shall be paid the entire day at the rate of the higher classification in addition to the
three previous days.
b. If an employee assigned to work in a higher classification for less than three (3)
months, he/she shall not be paid at the higher classification for any days he/she is
absent from an assigned work day for any reason. After the completion of three (3)
months of continuous service in the higher classification, the employee shall be
paid at the higher classification rates for days that the employee is absent from an
assigned work day for any reason.
c. If an employee is working in a higher classification the work day prior to a paid
holiday he/she shall be paid at the higher classification for the holiday.
d. If while working in a higher classification an employee works overtime for job
related duties or is called into work for job related duties he/she shall be paid
overtime at the higher classification.
e. If an employee is working in a higher classification and is assigned overtime to
provide custodial coverage for a non-school related event; e.g. Parks & Recreation,
school rental, etc. he/she shall not be paid at the higher classification.
10.2. Employees hired on or before June 30, 2013 shall receive longevity pay on their
anniversary date in a lump sum payment in accordance with the following schedule:
Completion of 15 years of continuous service: $750
Completion of 20 years of continuous service: $1,500
ARTICLE XI
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15
SAFETY AND HEALTH
11.0 Any employee should report an unsafe condition to the Director of Educational Operations
or his/her designee without delay.
ARTICLE XII
INSURANCE AND PENSION
12.0 The Board shall provide to all unit members, subject to the conditions herein stated, the
following individual and dependent insurance coverage, as determined by the unit member,
with the features of the insurance plans outlined, hereinbelow:
12.0 The Board shall provide to all unit members, subject to the conditions herein stated, the
following individual and dependent insurance coverage, as determined by the unit member,
with the features of the insurance plans outlined, hereinbelow:
1. For employees who are enrolled in the Preferred Provider Plan (“PPO Plan”
during the 2015-2016 contract year, and remain continuously enrolled in the PPO
plan, the Board will offer the PPO Plan as outlined in summary form in Appendix
B. Effective July 1, 2016, the employee shall pay nineteen and one-half percent
(19.5%) by automatic payroll deductions. Effective July 1, 2017, the employee
shall pay twenty and one-half percent (20.5%). Effective July 1, 2018, the
employee shall pay twenty-one and one-half percent (21.5%).
The PPO Plan is only available to those employees enrolled in the PPO plan
during the 2015-2016 contract year and remain continuously enrolled in the PPO
Plan. Any employee hired on or after July 1, 2016, or who enrolls in the Board’s
insurance after July 1, 2016, or who switches to the HDHP after July 1, 2016 is
not eligible for enrollment in the PPO Plan.
2. The High Deductible Health Care Plan (HDHP) as outlined in summary form
Appendix B with employee paying five percent (5%) less than that paid for the
PPO plan for the premium by automatic payroll deductions. (e.g. when PPO cost-
sharing ratio is Board 80%/employee 20%, HDHP cost sharing ratio would be
Board 85%/employee 15%).
3. The Board shall provide prescription drug coverage for employees through the
applicable formulary, with employee retail co-payments of $10/$25/$40
(generic/preferred brand/non-preferred brand) and mail order co-payments of
$20/$50/$80 (generic/preferred brand/non-preferred brand) for a 90 day supply.
Prescription coverage shall be subject to the applicable HDHP deductible in the
first instance.
4. The insurance programs cited, hereinabove, are available to all unit members
working thirty (30) or more hours per week. Bargaining unit employees who
2016-2019 Agreement
16
worked a schedule of between twenty (20) and thirty (30) hours per week prior to
July 1, 2013, and have continued to receive health insurance benefits shall be
eligible to continue to receive health insurance benefits in accordance with this
Article.
5. Thirty thousand dollars ($30,000.00) Term Life Insurance, plus an equal amount
of coverage for accidental death and dismemberment, for each employee, and the
Board shall pay the full premium for this insurance.
6. The following Vision Care Rider, with family coverage is provided to the
employee with the same premium share as noted in Section 12.0(1), hereinabove.
Coverage is provided according to policy schedule:
a,
b.
Visual examination, including refractions.
Lens, including coverage for:
(1) Single lenses
(2) Bi-Focal lenses
(3) Tri-Focal lenses
(4) Contact lense(s)
(5) Frames
7. The Board shall provide each member of the bargaining unit with family
coverage, the following dental coverage with the same premium share as noted in
Section 12.0(1), hereinabove:
a.
2016-2019 Agreement
The Blue Cross/Blue Shield FLEX Plan for Dental Care which shall
not have any deductible (first dollar coverage) for diagnostic/
preventative dental services which shall include, but not be limited to,
oral examination, x-rays, simple extractions, emergency treatment,
prophylaxis (cleaning), fluoride treatments, repair of dentures, fillings,
and endodontics as described in the plan provided.
There will be a twenty-five dollars ($25.00) per insured individual, per
year front-end deductible for all other basic benefits covered by the
FLEX Dental Plan.
Payments are to be based on reasonable and customary charges.
Dental coverage shall also include all Rider A benefits (inlays [not part
of bridge], crowns [not part of bridge], space maintainers, oral surgery
and apicoectomy) payable to eighty percent (80%) of reasonable and
customary charges.
Dental coverage shall also include all Rider D benefits (orthodontist)
payable at the rate of sixty percent (60%) of covered expenses until the
17
insurance carrier has paid six hundred dollars ($600.00) per insured
individual under the age of 20; the six hundred dollars ($600.00) is a
lifetime maximum.
f. Insured/spouse and unmarried dependents to age 25. For employees
hired after July 1, 2004, dependents over nineteen must also be full-
time students. The conditions set forth in this subsection shall not
replace any conditions set forth under applicable state or federal law.
g. Coverage will be limited to a maximum benefit of $2,000 per person
per calendar year for Diagnostic & Preventive and Basic services as
outlined in the attached Appendix C.
12.1 Retired employee shall be allowed the option of purchasing any of the coverages offered
to active employees, excluding life insurance, at the group rate under the group policies of
the Board of Education. Provisions of this coverage are to be determined by the terms and
conditions of the individual insurance companies.
12.2 The Board may substitute insurance carriers or administrators as it sees fit so long as the
new carrier or administrator provides reasonably comparable coverage and administration.
The Board may also adjust plan designs, so long as the Board continues to offer both a PPO
type plan to eligible employees and an HDHP type plan; and provided the substitute PPO
and HDHP plans provide reasonably comparable coverage. The Board shall provide
written notice of the change in carrier, plan and/or administrator to the Union. Following
receipt of such written notice, the Union shall have thirty (30) calendar days to dispute the
Board’s determination that a change in carrier, plan or administrator does not provide
reasonably comparable coverage._Disputes as to comparability are to be resolved forthwith
by expedited final and binding arbitration before a mutually agreeable arbitrator
experienced in matters of insurance coverage.
12.3. The Board shall establish a retirement plan either similar to or part of the Town of
Colchester plan. The Plan is a Section 457/individual R.A. plan, as set out below. The
key provisions of the plan are set out below for informational purposes. The Plan shall be
as set out in the Plan documents, which shall be controlling, and which are available to unit
members upon request.
Employees shall be permitted to participate in the Retirement Plan after one year of
employment. The Board shall contribute 3% of base (not including overtime or longevity)
pay for all eligible employees up to the beginning of the fiscal year following the
completion of the fourth year of employment. Thereafier, the Board will contribute 4% of
base (not including overtime or longevity) pay. Employees may contribute into the
Retirement Plan in accordance with limits established under federal law. The employee
can withdraw the Board portion contributed to his/her Individual Retirement Account, as
well as his/her own contribution, at any time, but if it is before retirement or under the age
of 59 4 years, in accordance with law, such withdrawal will be included as part of his/her
income, and it will be subject to substantial penalties, such as a 6 month loss on interest,
2016-2019 Agreement
18
and at least a 10% payment to the IRS. If the account is closed completely, the employee
shail be excluded as a participant in the future. Yield interest shall fluctuate up or down,
pending on the current rate of interest. The Board contribution shall be made to the
employee’s Section 457/individual LR.A. Account through payroll deduction in
accordance with law.
Upon request of a unit member, the Board shall deduct from the member’s salary any
amount designated for a pension or retirement plan. The Board shall forward such monies
to the designated pension or retirement plan. It is understood that such deduction be in
equal amounts for each pay period and extend over at least three months before the member
may make a change.
12.4 Should the health insurance plan change for a majority of Board employees,
notwithstanding the provisions of Article 16.0, the Board shall have the right to reopen this
Article for the purpose of negotiating in accordance with statute over making such changes
in the health insurance plan as set forth above.
12.5 Any employee who elects to waive medical insurance benefits will receive a cash
settlement as follows:
1. Individual - five hundred thirty-five dollars ($535.00);
2. One/One - one thousand one hundred thirty dollars ($1,130.00); and
3. Family - one thousand five hundred dollars ($1,500.00).
4. This settlement will be prorated on a monthly basis if the employee leaves the
school system prior to the end of the fiscal year. An employee who elects to
waive medical insurance coverage may re-elect to have the insurance coverage-at
any time. In such a case, the cash settlement will be prorated on a monthly basis.
Even though this option is elected by an employee, an employee shall still enjoy
the benefits found in Section A, paragraph 4 of this Article. Subject to the rules
and regulations of the Internal Revenue Service and the Section 125 Plan, where a
change in an employee's status prompts the employee to resume Board provided
insurance coverage, the prior written waiver may, following written request to the
Board, be revoked. Upon receipt of revocation of the waiver, insurance coverage
shal! be reinstated as soon as possible. Such coverage shall be subject to any
regulations or restrictions, including waiting periods, which may be prescribed by
the appropriate insurance carrier administering the Board's insurance plan.
5. The Board reserves the right to publicize and/ or enhance the waiver option at any
time.
12.6 The Board shall provide a long term disability plan for each twelve (12) month employee
beginning after a ninety (90) day disability period. This benefit shall provide an income
to the disabled employee of 60% base salary up to a maximum benefit of $4,000 per
2016-2019 Agreement
19
month payable to age sixty-five (65). This benefit shall be available to employees
working thirty (30) or more hours per week. Notwithstanding the foregoing, bargaining
unit employees who worked a schedule of between twenty (20) and thirty (30) hours per
week prior to July 1, 2013 shall be eligible to continue to receive LTD benefits in
accordance with this Article.
12.7 Anemployee may contribute any part of his or her wage to a deferred compensation plan
(IRC 403b) which the Board shall make available and administer on behalf of the
employees. The administration and contributions to the plans shall be in accordance with
IRS rules and regulations. Each employee may make a contribution of his/her choice or
make no contribution. The Board will provide forms in September of each year to each
employee to make his/her selections regarding contributions from the choices offered by
the Board. The Board will conduct information meetings regarding this deferred
compensation plan.
ARTICLE XII
MISCELLANEOUS
13.0 In the event of major disagreements during the term of this Agreement, the Union and the
Employer agree to meet to discuss the issues involved.
ARTICLE XIV
MANAGEMENT RIGHTS
14.0 Itis recognized that the Board has and will continue to retain responsibility and prerogative
to direct the operation of the public schools in the Town of Colchester in all its aspects,
including but not limited to the following: to maintain public elementary and secondary
schools and such other educational activities as in its judgment will best serve the interests
of the Town of Colchester, to give the children of Colchester as nearly equal advantages as
may be practicable; to decide the need for school facilities; to determine the care,
maintenance and operation of buildings, lands, apparatus and other property used for
school purposes; to employ, assign and transfer employees; to suspend or dismiss the
employees of the Board in the manner provided by statute; to prepare and submit budgets
to the Town of Colchester and, in its sole discretion, expend monies appropriated by the
Town for the maintenance of schools, and to make such transfers of funds within the
appropriated budget as it shall deem desirable. These rights, responsibilities and
prerogatives are not subject to delegation in whole or in part, except that the same shall not
be exercised in a manner inconsistent with, or in violation of, any of the specific terms and
provisions of this contract.
ARTICLE XV
SAVING CLAUSE
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20
15.0
15.1
15.2
16.0
16.1
16.2
If any section, sentence, clause or phrase of this Agreement shall be held for any reason to
be inoperative, void or invalid, the validity of the remaining portion of this Agreement shall
not be affected thereby, it being the intention of the parties in adopting this Agreement that
no portion thereof, or provision herein, shall become inoperative or fail by reason of the
invalidity of any other portion or provision and the parties do hereby declare that it would
have severally approved of and adopted the provisions contained herein, separately and
apart from the other.
This Agreement contains the full and complete agreement between the Board and the union
on all negotiable issues, and neither party shall be required, during the term thereof, to
negotiate upon any issue whether it is covered or not covered in this Agreement.
Any item not covered in this Agreement may be governed by existing policies, rules,
regulations of the Board, or by the modification of existing policies, rules, regulations or
the adoption of new policies, rules, or regulations.
ARTICLE XVI
DURATION
This Agreement shall become effective upon execution by the parties, with the insurance
changes effective as soon as practicable thereafter, and shall remain in effect until June 30,
2019, and from year to year thereafter unless either party notifies the other no later than
150 days from the expiration date above that it wishes to modify or change this agreement
in any manner. Wage increases shall be retroactive to July 1, 2016, and insurance changes
shall be implemented as soon as practicable after the ratification of the contract.
Upon receipt of such notice, meetings will begin as soon as possible to negotiate such
changes, but no later than thirty (30) days after such notice has been received by either
party.
This Agreement shall remain in full force and effect during such negotiations.
2016-2019 Agreement
21
IN WITNESS WHEREOF, the undersigned parties have set their hands this 21% day of
September, 2016.
2016-2019 Agreement
BOARD OF EDUCATION OF THE TOWN
OF COLCHESTER_.
By.
‘cas ip Chairperson
LOCAL 1303, COUNCIL #4, AFSCME,
AFL-CIO
by ‘he Vregseht
_ David Fitzgerald, President
By De ie AA.
By Keen bilan
Council 4, AFSCME, AFL-CIO
22
APPENDIX A
Effective July 1, 2016 Effective July 1, 2017
Step GradeI Grade JI Grade III Step Grade] Gradell Grade III
1 15.28 17.12 19.35 1 15.62 17.51 19.79
2 15.58 17.35 19.85 2 15.93 17.74 20.30
3 15.90 17.68 20.16 3 16.26 18.08 20.61
4 16.25 17.99 20.49 4 16.62 18.39 20.95
5 17.12 19.11 24.72 5 17.51 19.54 25.28
6 17.41 19.59 25.15 6 17.80 20.03 25.72
7 18.66 19.92 25.48 7 19,08 20.37 26.05
8 19.58 22.66 26.54 8 20.02 23.17 27.14
Effective July 1, 2018
Step Gradel Gradell Grade III
1 15.97 17.90 20.24
2 16.29 18.14 20.76
3 16.63 18.49 21.07
4 16.99 18.80 21.42
5 17.90 19.98 25.85
6 18.20 20.48 26.30
7 19.51 20.83 26.64
8 20.47 23.69 27.75
1. Effective July 1, 2016, there shall be no step movement.
2. Effective July 1, 2017, there shall be no step movement.
3. Effective July 1, 2018, there shall be no step movement.
4. After consultation with the Union the Board may hire above Step one based on comparable
experience.
2016-2019 Agreement
23
APPENDIX B
INSURANCE PROGRAMS
(Article XID)
Blue Cross/Blue Shield Century Preferred Provider Plan:
Following are some of the co-pay, deductible, and coverage features of the PPO Plan
The PPO Plan is only available to those employees enrolled in the PPO plan during the 2015-
2016 contract year and remain continuously enrolled in the PPO Plan. Any employee hired on or
after July 1, 2016, or who enrolls in the Board’s insurance after July 1, 2016, or who switches to
the HDHP after July 1, 2016 is not eligible for enrollment in the PPO Plan.
SCHEDULE OF BENEFITS
CENTURY PREFERRED
This schedule generally describes the benefits available for Covered Services. For a more detailed explanation of
benefits provided, you should refer to the appropriate section of the Summary Booklet, available at the
Superintendent’s Office. This Schedule of Benefits is subject to all the terms, conditions, and limitations set forth in
the Summary Booklet.
Benefit In Network Out of Network
Deductible & Co-Insurance N/A Cele: Seon 82 000/84,500
Out of pocket max:
$6,000/12,000/18,000
Inpatient Hospital Services $300 per admission Covered at 80% Deductible & Coins.
Outpatient Hospital Services $100 co-pay Covered at 80% Deductible & Coins.
Inpatient Mental and Substance Abuse $300 per admission Covered at 80% Deductible & Coins.
Substance Abuse Inpatient $300 per admission, Covered at 80% Deductible & Coins.
Emergency Care
Emergency Room Visits $175 co-pay $175 co-pay
Walk in Care (Walk in Center $30 co-pay Covered at 80% Deductible & Coins.
or Physician's Office)
Ambulance . No co-pay Paid as In-Network Service
Unlimited per trip for Land
$4,000 per trip for Air
2016-2019 Agreement
Benefit
In Network
Out of Network
Physician Services
Medical Care $30 co-pay Covered at 80% Deductible & Coins.
Specialist Services
Medical Care $40 co-pay Covered at 80% Deductible & Coins.
Preventive Care
Pediatric: (Well Child Care)
(According to Age Base Schedule) $0 co-pay All Out of Network is
Adult Physical Examinations:
(According to Age Base Schedule)
Gynecological: (1 per year)
Mammography:
Vision Exam:
(1 vision exam and refraction every 2 cal.
Years)
Hearing Exam:
(1 Hearing Exam ever 2 cal. Years)
Covered at 80% Deductible & Coins.
Outpatient Therapy Coverages
Speech Therapy, OT, PT and
Chiropractic Services
$40 co-pay to max. 50
combined visits per
medical condition per
Cal Yr for In-network
Services. Excess paid
as out of network
benefit.
Covered at 80% Deductible &
Coinsurance with max. of 50 combined
visits per year
High-Cost Diagnostic Services
prior authorization required
$100 co-pay Covered at 80% Deductible &
Coinsurance
Electroshock $40 co-pay Covered at 80% Deductible & Coins.
Prescription Drug Benefits $10 generic, $25 Covered at 80% Deductible & Coins.
preferred brand, $40
non- preferred brand;
Unlimited max. 2 x
retail for mail order
Outpatient Mental Health
& Substance Abuse
$40 co-pay
Covered at 80% Deductible & Coins.
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25
Benefit
In Network
Out of Network
Home Health Aides
80 visits; case
Covered at 80% above deductible to
management stop loss; 80 visits
Nursing & Therapeutic Services 200 visits (80 visits of | Covered at 50% above deductible to
which can be a Home stop loss; up to 200 visits per year
Health Aide)
Skilled Nursing Facility $300 per admission Covered at 80% Deductible & Coins.
(Up to 120 days per Calendar Year)
Maternity Care
Prenatal and Postnatal
$40 co-pay first visit
only
Covered at 80% Deductible & Coins.
Durable Medical Equipment
Hearing Aid Coverage available for dependent
children age 12 yrs and under with a max of
$1,000 within a2 yr period,
Covered in full
Covered at 80% Deductible & Coins.
Hospice Care (inpatient)
60 days
$300 per admission
Covered at 80% Deductible & Coins.
Penalty for failure to pre-certify Elective
Hospital Admission, Partial Hospitalization
or Day/Night Visit Programs or Certify a
Medical Emergency within 2 business days
$250 Hospital
& 25% Physician of
(MAA) Max.
Allowable Amount
$250 Hospital
& 25% Physician of (MAA)
Eligibility
Insured/spouse and
unmarried dependents
to age 26.
Same
This insurance matrix appendix contains a summary and description of the PPO Plan. It is agreed
and understood by the parties that the insurance description contained in this matrix are descriptive
only and is not the insurance policy. All questions or issues concerning insurance coverage and
related matters shall be determined by reference to the actual insurance policy documents issued
or possessed by the insurers and/or plan administrators.
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26
HIGH DEDUCTIBLE HEALTH CARE PLAN:
(Following are some of the co-pay, deductible, and coverage features of the HDHP Plan.
This plan will be effective as soon as practicable after execution of the agreement between the parties)
The HDHP Plan is the only plan available to employees hired on or after July 1, 2016.
Routine Gynecological
MEDICAL SERVICES
Medical Office Visit
Outpatient - PT/OT
Chiropractic
Allergy Services
Diagnostic Lab & X-ray
Surgery Fees
Office Surgery
2016-2019 Agreement
BENEFIT _
COST SHARES | a
In-Network services and Out-of-Network services and
Out-of-Network services subject to deductible and coinsurance.
No Referrals Required
Deductible: $2,000 Individual, $4,000 Two or More
In Network Coinsurance 100%
Lifetime Maximum In-Network - Unlimited
Out-of-Network Benefits
Coinsurance 80% / 20%
Out-of-pocket Maximum $4,000 Individual; $6,850 (in network)
$8,000 (Out of network) Two or More
Lifetime Maximum Out-of-Network - Unlimited
Only In-Network Benefits Hlustrated Below
“PREVENTIVE CARE Annual |
Pediatric Covered 100% - Not Subject to Deductible
Adult Covered 100% - Not subject to Deductible
Vision Exam Covered 100% - Not Subject to Deductible
Hearing Covered 100% - Not Subject to Deductible
Covered 100% - Not Subject to Deductible
100% after deductible
100% after deductible
50 visits per calendar year
Add'l coverage after 50 visits subject to OON deductible/coinsurance
100% after deductible
100% after deductible
100% after deductible
100% after deductible
27
BENEFIT
COST SHARES —
Outpatient MH/SA 100% after deductible
EMERGENCY SERVICES .
Emergency Room 100% after deductible
Urgent Care Facility 100% after deductible
Ambulance 100% after deductible
INPATIENT HOSPITAL © Note: Ail hospital admissions require pre-cert
General/Medical & Surgical
Ancillary Services
(Medication, Supplies)
"Substance Abuse/Detox
Rehabilitative
Skilled Nursing Facility
Hospice
OUTPATIENT HOSPITAL
Outpatient Surgery
Facility Charges
Diagnostic Lab & X-ray
Pre-Admission Testing
OTHER SERVICES
Durable Medical Equipment
Prosthetics
Home Health Care
Infertility Services
2016-2019 Agreement
100% after deductible
100% after deductible
100% after deductible
Covered 100%
100% after deductible
Covered up to 100 days per calendar year.
Add'l coverage after 100 days subject to OON deductible/coinsurance
100% after deductible
120 days per calendar year
100% after deductible
100% after deductible
100% after deductible
100% after deductible
100% after deductible
100% after deductible
100% after deductible
200 visits per calendar year.
100% after deductible
28
BENEFIT
_ COST SHARES
Prescription Drugs - After deductible is met: 2 x retail for mail order / $10 generic, $25
preferred brand, $40 non- preferred brand; Unlimited max.
The Board will contribute fifty percent (50%) of the applicable HDHP deductible amount. The
Board’s contribution toward the HDHP deductible will be deposited into the HSA accounts with
the payroll dates of the contract year. The parties acknowledge that the Board’s fifty percent
(50%) contribution toward the funding of the HDHP plan is not an element of the underlying
insurance plan, but rather relates to the manner in which the deductible shall be funded for active
employees. The Board shall have no obligation to fund any portion of the HDHP deductible for
individuals upon their separation from employment.
This insurance matrix appendix contains a summary and description of the HDHP Plan. It is agreed
and understood by the parties that the insurance description contained in this matrix are descriptive
only and is not the insurance policy. All questions or issues concerning insurance coverage and
related matters shall be determined by reference to the actual insurance policy documents issued
or possessed by the insurers and/or plan administrators.
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29
APPENDIX C
DENTAL INSURANCE
Benefit
Individual Deductible: $25 (applies to Basic Services and Major Services only)
Family Deductible: $75 (applies to Basic Services and Major Services only)
Lifetime maximum:
$600 per member per lifetime for Category 3
All other categories are subject to a maximum of $2,000 per
person per calendar year.
Insured/spouse and unmarried dependents to age 25. For
employees hired after July 1, 2004, dependents over 19 must
also be full-time students
Diagnostic and Preventive Services
Initial and periodic oral exams and cleanings
Topical application of fluoride
Space maintainers
X-rays
Emergency Treatment
Prophylaxis
Space Maintainers
Payable at 100% of usual, customary and reasonable charges
at participating dentists.
Basic Services
Fillings
Root Canals
Stainless steel crowns
Extractions
Oral Surgery
Repair and relining of dentures
Apicoectomy
Inlays I/tooth/5 years
Onlays 1/tooth/5 years
Crowns 1/tooth/5 years
Payable at 80% of usual, customary and reasonable charges at
participating dentists.
Major Services
Orthodontics
Payable at 60% of usual, customary and reasonable charges at
participating dentists (to age 19) - $600 lifetime maximum
2016-2019 Agreement
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