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AGREEMENT
BETWEEN
THE COLCHESTER BOARD OF EDUCATION
AND
THE COLCHESTER FEDERATION OF EDUCATIONAL PERSONNEL
LOCAL #1303-450 OF COUNCIL 4,
AFSCME, AFL-CIO
(OFFICE PROFESSIONALS)
Effective on execution through June 30, 2024
July 30, 2021
TABLE OF CONTENTS
PAGE
ARTICLE I RECOGNITION 1
ARTICLE II BOARD'S PREROGATIVES 1
ARTICLE III NON-DISCRIMINATION 2
ARTICLE IV WORKING CONDITIONS 3
ARTICLE V LEAVES OF ABSENCE 4
ARTICLE VI SENIORITY 8
ARTICLE VII PERSONNEL FILES 9
ARTICLE VIII GRIBVANCE PROCEDURE 10
ARTICLE IX UNION RIGHTS 12
ARTICLE X CONDITIONS OF EMPLOYMENT 13
ARTICLE XI FRINGE BENEFITS 13
ARTICLE XII SAVINGS CLAUSE 16
ARTICLE XIII MISCELLANEOUS 16
ARTICLE XIV DURATION 17
ARTICLE XV RETIREMENT PLAN 17
ARTICLE XVI LONGEVITY 17
ARTICLE XVII SALARY SCHEDULES 18
SIGNATURE PAGE 19
APPENDICES A-C INSURANCE PROGRAMS 20
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AGREEMENT
BETWEEN
THE COLCHESTER BOARD OF EDUCATION
AND
THE COLCHESTER FEDERATION OF EDUCATION PERSONNEL
LOCAL #1303-450, AFSCME, AFL-CIO
(OFFICE PROFESSIONALS)
THIS AGREEMENT IS MADE AND ENTERED INTO by and between the Colchester Board
of Education of the Town of Colchester (hereinafter referred to as the "Board") and the
Colchester Federation of Educational Personnel, Local #1303-450 of Council 4, AFSCME, AFL
CIO (hereinafter referred to as the "Union").
WHEREAS, Connecticut law recognizes the procedure of collective bargaining as a
peaceful, fair and orderly way of conducting relations between municipal employees and their
employer, and
WHEREAS, the office professionals employed by the Colchester School System selected
as their sole representative the Union, resulting in the Union becoming exclusive bargaining
representative for all office professionals in the unit, and
WHEREAS, the Board and its designated representatives have met with representatives
of the Union and have fully considered and discussed amongst themselves, salary schedules,
working conditions, personnel policies and other conditions, relative to employment, it is agreed
as follows:
ARTICLE I
RECOGNITION
The Board recognizes the Union as the exclusive bargaining representative for all office
professional employees, excluding employees in such classification who work less than twenty
(20) hours per week, and excluding the secretary to the Superintendent of Schools, the HR
Assistant and all others excluded by MERA, for the purpose of negotiating with respect to salary,
fringe benefits and conditions relative to employment.
ARTICLE II
BOARD'S PREROGATIVES
It is recognized that the Board has and will continue to retain, whether exercised or not,
the sole and unquestioned right, 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;
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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 determine the number, age and qualifications of the pupils to be admitted into each
school;
to employ, assist and transfer school employees;
to suspend or dismiss school employees in the manner provided by statute or board
policy;
to designate the schools which shall be attended by the various children within the Town;
to make such provisions as will enable each child of school age residing in the Town to
attend school for the period required by law and provide for the transportation of children
wherever it is reasonable and desirable;
to prescribe rules for the management, studies, classification and discipline for the public
schools;
decide the textbooks to be used;
to make rules for the arrangement, use and safekeeping of the school libraries and to
approve the books selected therefore and to approve plans for school buildings;
to prepare and submit a budget to the Board of Finance and, in its sole discretion, expend
monies appropriated by the Town for the maintenance of the schools, and to make
transfers of funds within the appropriate 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 the Agreement. No action taken by the Board with respect
to such rights, responsibilities, and prerogatives, other than as there are specific provision herein
elsewhere contained, shall be subject to the grievance and arbitration provisions of this
Agreement.
ARTICLE III
NON-DISCRIMINATION
The Board agrees to continue its policy of non-discrimination against any employees on the basis
of any Federal or State of Connecticut protected class, including race, color, national origin, age,
sex or marital status, religion, sexual orientation, ancestry, disability, pregnancy, genetic
information, gender identity or expression, veteran status or membership or participation in, or
association with, the activities of any employee organization, except in the case of a bona fide
occupational qualification. Complaints under this Article are excluded from the grievance
arbitration procedure in this contract. (Article VIII Step 3, A)
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ARTICLE IV
WORKING CONDITIONS
A. Work Year:
1. The work year for employees will be two hundred and sixty (260) days per year.
B. Work Hours:
1. Employees shall be paid for hours worked. Any work performed above forty (40)
hours shall be paid at one and one-half (1 ½) times the hourly rate.
2. If, in his or her discretion, the Superintendent releases employees early or permits
a late start to the work day because of inclement weather or other good cause,
such employees shall receive compensation for the hours they were otherwise
scheduled to work.
3. The regular work hours for employees will be eight (8) hours per day.
4. Vacancies directly caused by the creation of new positions, death, retirement,
resignation or any other severance from employment shall be posted for (5) days
on the district's website prior to making an appointment. However, the Board
reserves the right to make interim appointments. The senior most qualified
applicant to the position shall be appointed. Qualifications shall be determined by
the Superintendent, whose judgment shall be final and binding. The Union
President shall be notified electronically of all appointments, when filled.
5. The Board may schedule professional development related to position
responsibilities for employees and require employees to attend and participate in
such sessions. When such required sessions occur beyond the employee's
regularly scheduled hours, employees will be compensated.
C. Every employee represented by this Agreement will be given a duty-free lunch period of
not less than thirty (30) minutes incorporated within the above designated work day, the
scheduling of which is approved by the employee's supervisor.
D. Tentative Assignments:
Employees should be notified in writing of their tentative assignment for the next school
year on or about June 1st. Any change(s) made in the table of organization by the Board
that leads to the elimination of positions within the bargaining unit shall be subject to
discussion with the Union at least two (2) weeks prior to the contemplated change(s).
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E. Employee Protection:
The Board shall protect and save harmless any employee from financial loss or expense,
including legal fees and costs, if any, arising out of any claim, demand, suite or judgment
by reason of alleged negligence or other act resulting in bodily injury to or death to any
person or damage to or destruction of property within or without the school building,
provided such employee at the time of the occurrence resulting in injury, damage or
destruction was acting in the discharge of duties within the scope of employment or under
the direction of the Board as set forth in Connecticut General Statutes § 10-235. This
section is for informational purposes only.
F. Probation:
New employees shall serve a probationary period of seventy-five (75) working days
which do not include days missed because of illness or other leave, and shall have no
seniority rights, retirement contribution or paid leave (other than sick or bereavement
leave) during this period, but shall be subject to all other provisions of this agreement,
except the right to grieve any disciplinary matters through the grievance procedure. All
employees who have completed the probationary period shall acquire length of service
records as of the date of their initial employment as a member of the bargaining unit.
G. Just Cause:
No employee shall be suspended or discharged without just cause. Objections to earlier
written or verbal discipline may be raised at the time of suspension or discharge.
ARTICLEV
LEAVES OF ABSENCE
Sick Leave:
Every regular employee will receive sick leave of eighteen (18) days a year the basis of one and
one half (1½) days per month accumulated up to one hundred thirty (130) days. Justification of
excessive absenteeism may be required by the Director of Human Resources. No more than six
(6) sick leave days per year may be used for the care of a member of the immediate family,
defined as spouse, parent, brother, sister, child, grandparent, or grandchild. Sick leave must be
taken in one-quarter (1/4), one-half (1/2) or full day increments.
Childbirth:
Absence for spouse for birth or adoption of child not to exceed two (2) days in any school year.
Personal Leave:
A. Members of the bargaining unit will be allowed a maximum of four (4) personal days
without loss of pay per year. It is understood that all four (4) days are granted only for
matters of pressing personal needs which cannot otherwise legitimately be performed
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outside the working/teaching day. Personal leave must be taken in one-quarter (1/4),
one-half (1/2) or full day increments. The reasons for which personal days are granted
are:
1. A death of a close friend or a relative other than those individuals listed below in
the section pertaining to bereavement leave.
2. An emergency which arises over which the employee has no control;
3. Legal business;
4. Wedding within the employee's immediate family (immediate family for the
purpose of this subsection shall be defined as son, daughter, mother, father, sister,
brother, in-laws, grandparent, or grandchild);
5. Religious holidays.
6. Up to two (2) days for which no specific reason is required to be given.
7. Graduation of an immediate family member (immediate family for the purpose of
this subsection shall be defined as spouse, parent, brother, sister, in-laws, child,
grandparent, or grandchild).
B. When an employee notifies the building administration of his or her intent to use a
personal day, he/she will indicate for which of the seven (7) reasons, in Paragraph A
above, the day is being taken.
C. Except in cases of emergency, notice shall be given to the building principal at least
forty-eight (48) hours in advance.
D. All personal days, including funeral leave as set forth in section A.l . above, shall not
exceed four (4) days per year.
E. In order to help ensure continuity for students, personal leave shall normally not be
granted on the last day before a school holiday or vacation period or on the first day of
school after a holiday or vacation period. Exceptions to this rule shall be made for
emergencies that arise over which the employee has no control and may be made for
extenuating circumstances as determined by the Superintendent.
Bereavement Leave:
In addition to personal leave, each employee shall be entitled to absence with full salary not to
exceed four (4) days for the death of any member of the immediate family. Immediate family for
the purpose of this subsection shall be defined as spouse, child, parents, parents of current
spouse, grandparents, grandchildren, brothers, sisters, and any relation who resides in the
employee's household.
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Jury Duty:
An employee shall be entitled to full pay at current base rate for absence due to jury duty
providedthat reimbursement for same and regular pay together does not exceed the employee's
regular wage. The employee shall give adequate notice of jury call to his or her supervisor.
Holidays:
Employees are entitled to the following paid holidays provided that school is not in session. If
school is held on a holiday, the Board shall provide a floating holiday in its place as is scheduled
by mutual agreement between the employee and the Superintendent or his/her designee, between
the date of the holiday and June 30th• During the first year of employment, to be eligible to take a
floating holiday as a floating holiday, an employee must be employed by the Board prior to the
holiday in question. In the event that an employee is not able to reach an agreement about the
scheduling of the floating holiday with the Superintendent or his/her designee due to the
administration's denial of floating holiday requests, the employee will be permitted to take the
floating holiday on a date to be scheduled prior to July 31st of the succeeding contract year.
New Year's Day Labor Day
Martin Luther King Day Veterans' Day
Presidents' Day Columbus Day
Good Friday Thanksgiving Day
Memorial Day Day after Thanksgiving
Independence Day Christmas Day
Day before or day after Christmas
The Board shall also provide employees with a paid holiday on any day declared a holiday by
state or federal decree or statute and school is not thereby in session.
Vacations:
Employees shall be given vacation at their base rate on the following basis:
1. An employee who has completed one year of service shall be entitled to a vacation
of ten (10) working days annually.
* An employee who has completed six (6) months of service may receive an
advance of vacation leave of up to five (5) working days, to be taken from the ten
(10) working days' vacation leave benefit available during the second year of
service.
2. an employee who has completed five (5) years of service shall be entitled to a
vacation of fifteen (15) days annually.
3. an employee who has completed ten (10) years of service shall be entitled to a
vacation of twenty (20) days annually.
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4. The employee's anniversary date will be used to determine the amount of vacation
time due, within the fiscal year.
Vacation requests in excess of three (3) days shall be filed thirty (30) days in advance.
Where vacation leave requests would cause operational difficulty for the district, the
Superintendent, after consultation with the Union President, reserves the right to deny
such vacation request. The parties acknowledge that the Superintendent's prior approval
of vacation leave requests shall not be used as evidence that similar requests do not pose
operational difficulty for the district. It is recognized for school-based office
professionals that vacation requests for the 5 days prior to start of school, the 5 days after
start of school, the 5 days prior to end of school year, and the 5 days following end of
school year are discouraged and will only be approved in extraordinary circumstances,
with a 30 day advance notice, by the supervisor and Superintendent of Schools. Vacation
days shall not be cumulative from fiscal year to fiscal year. Exceptions may be made at
the discretion of the Superintendent of Schools. Employees shall be paid for unused
vacation time, on a pro-rata basis, should she/he leave the employ of the Colchester
Board of Education in good standing. If an employee should die while in the employ of
the Board of Education, his/her estate shall be paid any money owed for unused vacation
time.
Maternity and Adoption Leave:
1. Maternity leave shall be granted by the Board of Education, and the employee
may use accumulated sick leave for disabilities caused or contributed to by
pregnancy, miscarriage, abortion, childbirth and recovery therefrom.
2. Leave shall continue as long as the employee is disabled. The Board reserves the
right to determine the period of disability through review by a physician it selects
and pays for. The Board shall be notified at least thirty (30) days before the
estimated time of commencement of the leave.
3. The availability of extension of leave, the accrual of seniority and other benefits
and privileges, reinstatement and payment under any health or temporary
disability due to pregnancy or childbirth shall be available on the same terms and
conditions as they are applied to other disabilities.
4. Employees who are expecting to deliver or adopt a child or whose spouse is
expecting to deliver a child may request a child rearing leave of absence without
pay or benefits of up to one year. Employees shall request such leave at least
sixty (60) days prior to the anticipated commencement of such leave, and such
leave request shall set forth the date on which leave shall conclude. Whenever
possible, employees who return from leave during the same school year shall be
returned to his/her former assignment. Employees on such leave may continue to
participate in the group insurance coverage at their own expense, except to the
extent that employer payment of premium may be required by the FMLA. To the
extent that the provisions of the Family and Medical Leave Act apply to members
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of the bargaining unit and to such leave, child-rearing leave shall run concurrent
with any leave entitlement under the Family and Medical Leave Act.
Leaves Without Pay:
Leaves of absence without pay shall be granted upon application of such employees in cases of
extreme personal hardship such as, but not limited to, extended illness of the employee, illness of
a member of the immediate family, or other reasons, upon recommendation of the
Superintendent and subject to the approval of the Board.
Sick Leave Severance Pay:
Upon termination of employment in good standing, with a minimum of fifteen (15) years of
continuous service with the Colchester Public Schools, twelve month employees shall receive
twenty-five (25%) percent of all accumulated unused sick days based on salary at the time of
severance. This benefit shall not be available to employees hired on or after July 1, 1999.
Family and Medical Leave Act:
The provisions of the federal Family and Medical Leave Act shall apply to members of the
bargaining unit who are eligible in accordance with its terms; and any time of leaves by this
agreement that are covered by this Act shall run concurrent with any leave entitlement under the
federal Family and Medical Leave Act.
ARTICLE VI
SENIORITY
A. Employees will have system wide seniority, based upon the length of continuous service
with the Colchester School System, within a bargaining unit position. The Board shall
prepare a list of employees showing their seniority in length of service and deliver the
same to the Union on December l st of each year. Unless the Union files an objection
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. The Union's objection shall be made 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.
B. Layoffs:
In the event a position is eliminated, the employee holding such position (the "Affected
Employee") shall be laid off. Instead of accepting the layoff, the Affected Employee,
within forty-eight (48) hours of notification from the Superintendent, shall have the
option to assume the duties of the least senior employee, provided the Superintendent
determines that the Affected Employee is qualified to assume the duties of that least
senior employee, on the basis of the following factors:
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1. An interview with the Affected Employee to discuss willingness to assume the
duties of the least senior employee.
2. Past evaluations and employment history of the Affected Employee.
3. Whether the Affected Employee has any experience with the duties of the least
senior employee.
4. Whether the Affected Employee, even with additional training, has the capabilities
to perform the duties of the least senior employee.
All employees who have been laid off will be placed on a recall list for two (2) years and
qualified employees based on the criteria described above must be recalled for any office
professional position before any new people can be hired to fill the vacant positions.
Notification of recall shall be mailed, return receipt requested, to the last address given by
the employee. If the laid off employee refuses the offer or does not respond to a
notification of recall issued by the Board within fifteen (15) days, then that employee
relinquishes all rights to recall.
ARTICLE VII
PERSONNEL FILES
Official employee files shall be maintained in accordance with the following procedures:
A. Administrators will be encouraged to place in the file information of a positive nature
indicating special competencies, achievements, performances or contributions of a civic
nature. All material received from and signed by responsible sources concerning an
employee's conduct, service or character may be placed in the file. No anonymous letters
or materials shall be placed in an employee's personnel folder. The employee shall be
notified in advance of the placement of any critical material in his/her file by being
provided with a copy of such material with the notation, "cc: Personnel File."
Employees have the right to respond by addenda affixed to such critical material.
B. The employee shall upon request be given the opportunity to review the contents of his or
her file. Reasonable requests for review shall not be withheld. It shall be the
responsibility of the central administration, when requested, to arrange a convenient
appointment with each employee that will enable that employee to have ample time to
fully review any and all documents in his or her file in the presence of an administrator or
his or her designee.
C. The employee has the right to reply to any document with a formal letter addressed to the
Superintendent of Schools. This letter will be placed in the file.
D. The employee shall be permitted to copy materials in his/her file.
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ARTICLE VIII
GRIEVANCE PROCEDURE
Definitions:
A. A "grievance" shall mean a complaint by a grievant that there has been a violation,
misinterpretation or misapplication of the provisions of this contract.
B. As used in this Article the term "grievant" shall mean either (1) an individual employee
or (2) a group of employees having the same grievance, or (3) the Union.
C. The purpose of the grievance procedure is to secure, at the lowest possible administrative
level, solutions to any problems which may arise.
D. No reprisals of any kind shall be taken by any member of the Board or Administration
against any participant in the grievance procedure by reason of such participation.
E. All "days" shall mean work days when the office of the superintendent is open.
Procedures:
A grievant and a Union Representative (if the grievant so desires) shall first discuss the
grievance with the grievant's immediate administrative superior.
STEP I If the matter is not satisfactorily adjusted within five (5) work days, the grievant
shall submit it in writing within five (5) work days to the grievant's immediate
administrative superior. Such written grievance must be filed within ten (10)
work days of the date that the grievant should have been logically aware of the act
or circumstances giving rise to the grievance, except that an extension shall be
granted if mutually agreed-upon and reduced to writing. The administrative
supervisor shall meet with the grievant and a Union representative and must
render his/her decision in writing, with copies to the grievant and the Union,
within five (5) work days of the meeting with the grievant.
STEP II Failing satisfactory settlement within such time limit, the grievant may within five
(5) work days appeal in writing to the Superintendent, and such writing shall set
forth specifically the basis of the grievance. The Superintendent or his/her
designee shall meet with the grievant and a Union representative within five (5)
work days of receipt by him/her of such appeal and shall give his/her decision in
writing to the grievant and the Union within five (5) work days of such meeting.
STEP III Board of Education
Failing satisfactory settlement within such time limit, the grievant may within
seven (7) work days after receipt of the Superintendent's decision at Step 2 appeal
in writing to the Board, and such writing shall set forth specifically the basis of
the grievance. The full Board, or a committee of the Board, shall meet with the
grievant and a Union representative at its next regular scheduled meeting or a
special meeting within thirty (30) calendar days from the date the grievance was
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submitted to the Board. The full Board, or a committee of the Board, shall render
its decision in writing to the grievant and the Union within seven (7) work days of
such meeting.
STEPN Arbitration
A. If the decision of the Board does not resolve the grievance to the satisfaction of
Union, it may submit the grievance to the American Arbitration Association, in
accordance with applicable administrative procedures, practices, and rules.
Whether or not previously indicated at earlier steps, the provisions of the contract
which are involved shall be identified in the submission.
B. Notice of intention to submit to arbitration under subsection A. above, must be in
writing addressed to the Superintendent of Schools, and submission to arbitration
must be made no later than fifteen (15) days following receipt of the Board's
decision.
C. The arbitrator shall hear and decide only one grievance in each case. He/She shall
be bound by and must comply with all the terms of the contract. He/She shall
have no power to add to, delete from, or modify in any way any of the provisions
of this contract.
D. With respect to grievances involving a violation, misinterpretation or
misapplication of the provisions of this contract, the arbitrator's decision shall be
final and binding.
E. Fees and expenses of the arbitrator shall be borne equally by the Board and the
Union.
General Provisions:
A. A grievant may be represented at steps I - III of the grievance procedure by any person
of his/her choice provided, however, that such person shall not be an official or a
representative of any other employee organization. At Step N, the Union has the choice
of representative. When a grievant is not represented by the Union, the Union shall have
the right to be present and to state its views at all steps of the grievance.
B. Nothing contained herein shall be construed to prevent any individual employee from
informally discussing a complaint with his/her immediate superior or processing a
grievance in his/her own behalf in accordance with Steps I through II of the grievance
procedure.
C. Meetings held under this procedure shall generally be conducted on non-school time at a
place that will afford a fair and reasonable opportunity for all persons proper to be
present and to be heard. If, at the option of the Board, hearings are held during school
hours, persons proper to be present shall be excused without loss of pay.
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D. All documents, communications and records dealing with the processing of a grievance
shall be filed separately from the personnel files of the participants.
E. The parties may mutually agree to participate in mediation, on such terms and conditions
as may be established in writing.
ARTICLE IX
UNION RIGHTS
A. Information to the Union:
1. The parties shall make available to each other upon request any and all
information, statistics and records which are relevant or necessary for the proper
enforcement and implementation of the terms of this Agreement or for negotiating
a successor agreement, to the extent to which such material is available or is
reasonably obtainable, except for information which is legally privileged.
B. Copies of Agreement:
The Board agrees to post a copy of the collective b�rgaining agreement on its website, so
that each member of the bargaining unit may have access to the agreement. The Board
shall provide the Union with two (2) executed copies for its own use.
C. School Visitations:
The Board shall permit the President of the Local #1303-450 of Council 4, or his/her
designated representative, with the permission of the principal or, in his/her absence, the
person in charge of the school, to visit the schools for any purpose relating to the terms
and conditions of this Agreement. Any such visits shall be conducted in accordance with
the school district's visitors' policy and procedures. If conferences with members of the
bargaining unit are necessary, they shall be scheduled outside of working hours or on
scheduled breaks, or by pre-arrangement and permission of the administration, so as not
to interfere with the duties and responsibilities of the school employee(s). This
permission shall not be unduly withheld.
D. Dues Deduction
1. The Board agrees that, upon submission of a voluntary dues checkoff card for
payroll deduction of his/her Union membership dues, the proper deduction will be
made each month from the employee's salary and forwarded to the Union
monthly. Upon the payment thereof to the Union the Board shall be held free and
harmless from any liability in handling such Union dues and may require a release
from the Union.
2. The Board shall deduct the amount certified by the Union as the annual dues from
the pay of each employee authorizing such deduction, in equal semi-monthly
installments. All such deductions shall be remitted to the Union by the fifteenth
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(15th) day of the month for which the deduction is made. Employees on leaves of
absence must make suitable arrangements in advance of such leave to pay the
Union dues directly to the Union.
3. Payments for new employees shall commence within thirty (30) days following
the employee's submission of an authorization.
4. The Union shall hold the Board harmless against any and all claims, demands,
liabilities, lawsuits, counsel fees or other costs which may arise out of, or be by
reason of, actions taken against the Board as a result of administration of the
provisions of this section.
ARTICLEX
CONDITIONS OF EMPLOYMENT
Prior to making any changes in the terms and conditions of employment, the Board shall
negotiate such changes with the Union in accordance with law.
ARTICLEXI
FRINGE BENEFITS
A. Each employee will receive access to all applicable insurance policies and contracts.
Eligible employees electing to enroll in the Board's insurance program will receive the
insurance coverage as listed below. Employees must work at least thirty (30) hours per
week to be eligible for insurance benefits.*
*Employees working less than thirty (30) hours per week in the 2018-2019 fiscal year
who are enrolled in the Board's health and dental insurance program during the 2018-
2019 contract year and remain continuously enrolled in the Board's insurance program
shall continue to be eligible for such benefits. In the event that any such employee dis
enrolls from the health and dental insurance program, the employee will no longer be
eligible for such benefits unless he or she works at least thirty (30) hours per week.
The Board shall provide the following coverages, subject to the conditions herein stated,
to all eligible employees as described above. Eligible employees shall have the option to
select medical insurance coverage as described below under section 1 or 2.
1. For employees who are enrolled in 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 A.
Effective upon execution of the 2021-2024 collective bargaining agreement, the
employee shall pay twenty-four percent (24%).
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
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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 Appendix B.
Year Board Premium Contribution Employee Premium Contribution
2021-2022 82% 18%
2022-2023 81.5% 18.5%
2023-2024 81% 19%
3. The following Vision Care Rider, with family coverage is provided to the
employee with the same premium share as noted in Section A l or A2,
hereinabove. Coverage is provided according to policy schedule:
a. Visual examination, including refractions.
b. Lens, including coverage for:
(1) Single lenses
(2) Bi-focal lenses
(3) Tri-focal lenses
(4) Contact lense(s)
(5) Frames
4. 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 or
A2, hereinabove:
a. The Blue Cross/Blue Shield FLEX Plan for Dental Care as outlined in
Appendix C 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.
b. 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.
c. Payments are to be based on reasonable and customary charges.
d. 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 (80%) percent of reasonable and
customary charges.
e. Dental coverage shall also include all Rider D benefits (orthodontist)
payable at the rate of sixty (60%) percent of covered expenses until the
- 14 -
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 dependent child 19-24. For employees
hired after July 1, 2004, dependents over nineteen must also be full-time
students.
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 Appendix C.
B. All members of the bargaining unit who retire after twenty (20) years' service in
Colchester shall be allowed to buy any of the coverages offered to active employees at
the Group Rate under the Group Policies of the Board at their own expense. Provisions
of this coverage are to be determined by the terms and conditions of the individual
insurance companies and/or third party administrators.
C. 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, and provided the substitute
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 reasonable comparability are to be resolved
forthwith by expedited final and binding arbitration before a mutually agreeable arbitrator
experienced in matters of insurance coverage.
D. All bargaining unit members shall receive Fifty Thousand ($50,000) Dollars in life
insurance.
E. The provisions of this Article concerning plan design shall be subject to renegotiations in
accordance with statute, should health insurance benefits change for a majority of Board
employees through negotiations.
F. The Board shall implement and maintain a Section 125 Salary Reduction Agreement that
will be designed to permit exclusion from taxable income of the employee's share of
health and life insurance premiums. The Board makes no representation or guarantees as
to the initial or continued viability of such a salary reduction agreement, and shall incur
no obligation to engage in any form of impact bargaining in the event that a change in
law reduces or eliminates the tax-exempt status of employee insurance premium
contributions. So long as the Board makes a good faith effort to comply with this
paragraph, neither the Union or any employee covered by this Agreement shall make any
claim or demand, nor maintain any action against the Board or any of its members or
agents for taxes, penalties, interest or other cost or loss arising from a flaw or defect in
the salary reduction agreement, or from a change in law that may reduce or eliminate the
employee tax benefits to be derived therefrom.
- 15 -
G. The Board shall provide a long-term disability plan for each employee beginning after a
ninety (90) day disability period. In accordance with such terms and conditions as may
be established by the carrier, this benefit shall provide an income to the eligible disabled
employee of 60% base salary up to a maximum benefit of $4,000 per month.
ARTICLE XII
SAVIN GS CLAUSE
1. If any provision of this Agreement is, or shall at any time be contrary to law, then such
provision shall not be applicable or performed or enforced, except to the extent permitted
by law, and any substituted action shall be subject to appropriate consultation and
negotiation with the Union.
2. In the event that any provision of this Agreement is, or shall at any time be contrary to
law, all provisions of this Agreement shall continue in effect.
ARTICLE XIII
MISCELLANEOUS
A. Any employee required by the Board to use his/her personal automobile in the discharge
of his/her job duties, shall be reimbursed for his/her mileage at the I.R.S. approved rate.
B. The Union shall not instigate, support or condone any strike, slowdown or interference
with the orderly operation of the school system. 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.
C. In addition, the Board shall reimburse any member of the bargaining unit for the cost
(tuition, materials) of specialized training as the Board may require.
ARTICLE XIV
DURATION
A. This Agreement shall be effective upon execution by both parties, with salaries
retroactive to July 1, 2021 and shall remain in effect through June 30, 2024.
B. This Agreement shall constitute the full and complete agreement between the parties, and
neither party shall be obligated during its term to negotiate on any item, except by mutual
written consent, whether it is covered by this Agreement or not.
- 16 -
ARTICLE XV
RETIREMENT PLAN
A. The Board shall establish a retirement plan either similar to or part of the Town of
Colchester plan. The Plan is a Section 457 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.
B. For employees who have completed their probationary period, 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 from the account in accordance with federal law. The Board
contribution shall be made to the employee's Section 457 Account through payroll
deduction in accordance with law.
C. 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.
ARTICLE XVI
LONGEVITY
Members of the bargaining unit shall receive longevity stipends as follows:
10 - 15 years of continuous service - $250
15 - 20 years of continuous service - $350
20 plus years of continuous service - $450
25 plus years of continuous service - $600
This benefit will be paid to unit members in the payroll following their anniversary date. This
benefit shall be limited to employees hired prior to October 1, 1999.
ARTICLE XVII
SALARY SCHEDULES
OFFICE PROFESSIONALS
GWI: 2.25% 2.25% 2.25%
2021-22 2022-23 2023-24
Job Rate $23.75 $24.28 $24.83
- 17 -
The probationary rate for new employees (first seventy-five working days) shall be set at ninety
percent (90%) of the job rate.
Wages shall be paid by electronic deposit to a qualified financial institution of employees' choice
and be computed by using the actual number of hours worked or contractual leave paid for each
biweekly pay period. Payment shall be made on the regular pay day after said hours of work
have been completed.
- 18 -
SIGNATURE PAGE
COLCHESTER BOARD OF EDUCATION
COLCHESTER FEDERATION OF
EDUCATIONAL PERSONNEL
LOCAL #1303-450 of Council 4, AFSCME, AFL
CIO
Date
__
q ! C\\ �) ;:;}-(
\_......_\_.__��-
AFSCME Council 4
Cf / 7 / � o � I
Date ----�--
- 19 -
APPENDIX A
INSURANCE PROGRAMS
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.
The PPO Plan is eliminated effective July 1, 2022.
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: $ l ,500/$3,000/$4,500
Deductible & Co-Insurance NIA Co-Insurance: 80%
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
- 20 -
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) Covered at 80% Deductible & Coins.
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)
Outpatient Therapy Coverages
Speech Therapy, OT, PT and $40 co-pay to max. 50 Covered at 80% Deductible &
Chiropractic Services combined visits per Coinsurance with max. of 50 combined
medical condition per visits per year
Cal Yr for In-network
Services. Excess paid
as out of network
benefit.
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 $40 co-pay Covered at 80% Deductible & Coins.
& Substance Abuse
Home Health Aides 80 visits; case Covered at 80% above deductible to
management stop loss; 80 visits
- 21 -
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 Covered at 80% Deductible & Coins.
only
Durable Medical Equipment Covered in full Covered at 80% Deductible & Coins.
Hearing Aid Coverage available for
dependent children age 12 yrs and under
with a max of $1,000 within a 2 yr
period.
Hospice Care(inpatient) $300 per admission Covered at 80% Deductible & Coins.
60 days
Penalty for failure to pre-certify Elective $250 Hospital $250 Hospital
Hospital Admission, Partial & 25% Physician of & 25% Physician of(MAA)
Hospitalization or Day/Night Visit (MAA) Max.
Programs or Certify a Medical Allowable Amount
Emergency within 2 business days
Eligibility Insured/spouse and Same
unmarried dependents
to age 26.
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.
- 22 -
APPENDIXB
HIGH DEDUCTIBLE HEALTH CARE PLAN:
(Following are some of the co-pay, deductible, and coverage features of the HDHP Plan for the
2021-2022 and 2022-2023 contract years)
The HDHP Plan is the only plan available to employees hired on or after July l , 2016.
Effective July 1, 2022, the HDHP Plan will be the only plan available to employees.
BENEFIT
COST SHARES
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 Illustrated 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
Routine Gynecological Covered 100% - Not Subject to Deductible
MEDICAL SERVICES
Medical Office Visit 100% after deductible
Outpatient - PT/OT 100% after deductible
--- - -- --- . ... - - -
Chiropractic 50 visits per calendar year
Add'l coverage after 50 visits subject to OON
deductible/coinsurance
--
Allergy Services 100% after deductible
- 23 -
Diagnostic Lab & X-ray 100% after deductible
Surgery Fees 100% after deductible
. - •-·- · - -- ·· -···· --· - - - ·- · - - ---
Office Surgery 100% after deductible
--- --·-· --- -···- - - - ·- ·· · ·· - -
Outpatient MH/SA 100% after deductible
- ... ··----- - ·--- - . ---·- - . -
EMERGENCY SERVICES
Emergency Room 100% after deductible
- -- --- -···· -· --------·------ · --- - - -
Urgent Care Facility 100% after tleducti-ble
·- --- -- -·· -· ·-·- - -· · . . . ·- · - -·
Ambulance 100% after deductible
--- -· .. . --- - ----·- - -·- --·---
INPATIENT HOSPITAL __ ,_NoJ:�: __Allh��IJ.i!c:1!_9:Qlllissi2!J:s ��ql!ire pre-cert
General/Medical & Surgical 100% after deductible
.. .
Ancillary Services
(Medication, Supplies) 100% after deductible
.. .
Psychiatric 100% after deductible
- - ··-·- -- · ·-- - --- -- ·· - -- -
Substance Abuse/Detox Covered 100%
Rehabilitative 100% after deductible
Covered up to 100 days per calendar year.
Add'l coverage after 100 days subject to OON
deductible/coinsurance
Skilled Nursing Facility 100% after deductible
120 days per calendar year
···-
Hospice 100% after deductible
- -· - -· -·· ···
OUTPATIENT HOSPITAL
.. -�- -- -- --- -·-· · ·--- · - -- --- ------ --- --------- ·--..---- - - - ----- ·-- ·- -- ----· - - -
Outpatient Surgery 100% after deductible
Facility Charges
--- . - - .. . ··- - -- - .. - . --- --
Diagnostic Lab & X-ray 100% after deductible
Pre-Admission Testing 100% after deductible
OTHER SERVICES
----------------·--------- -- ------ -· ·- ·---- - ----- -------·- ·----------- ·--·- -------------------- - - -- - - - - ·-----·- -·--·------ -
Durable Medical Equipment 100% after deductible
--- - - - -- - .
Prosthetics 100% after deductible
- 24-
Home Health Care 100% after deductible
200 visits per calendar year.
Infertility Services 100% after deductible
..
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 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.
*Except as otherwise stated below,_the Board will make its contribution to an employee's HSA
in four (4) equal installments, on the following schedule:
• 25% of Board's contribution on 1st regular payroll date after September 15th
• 25% of Board's contribution on 1st regular payroll date after December 15th
• 25% of Board's contribution on 1st regular payroll date after March 15th
• 25% of Board's contribution on 1st regular payroll date after June 15th
*In 2022-2023, for employees enrolled in the PPO in the 2021-2022 contract year and moving to
the HDHP effective July 1, 2022, who are eligible for an HAS contribution, the Board will
contribute its fifty percent (50%) of the applicable deductible amount as follows:
• 50% of Board's contribution on 1st regular payroll date after 7/15/22
• 50% of Board's contribution on 1st regular payroll date after 9/15/2022
For HDHP plan participants who may not be eligible (Medicare enrolled or receiving benefits
from TriCare or VA) for a HSA contribution as a matter of federal law, the Board shall reduce
the employee's premium contribution in a manner equivalent to the monetary value of the
Board contribution to the applicable deductible amount for the employee's coverage level.
Board contributions to an employee's HSA shall be pro-rated for a partial year of employment.
In the event that an employee gives written notice of his/her intent to leave the district, any
further Board contributions to an employee's HSA shall reflect the pro-rated amount of the
employee's deductible funding through his/her last day of employment with the district.
- 25 -
- 26 -
HIGH DEDUCTIBLE HEALTH CARE PLAN:
(Following are some of the co-pay, deductible, and coverage features of the HDHP Plan for the
2023-2024 contract year)
Effective July l , 2022, the HDHP Plan will be the only plan available to employees.
BENEFIT
COST SHARES
In-Network services and Out-of-Network services subject to
deductible and coinsurance.
No Referrals Required
Deductible: $2,250 Individual, $4,500 Two or More (Shared In-
Network and Out-of-Network)
In Network Coinsurance 100%
Lifetime Maximum In-Network - Unlimited
Out-of-Network Benefits
Coinsurance 80% / 20%
In-Network Out-of-Pocket Maximum: $4,500 Individual,
$8,150 Two or More (Shared with Out-of-Network)
Out-of-Network Out-of-Pocket Maximum: $4,500 Individual,
$9,000 Two or More (Shared with In-Network)
Lifetime Maximum Out-of-Network - Unlimited
Only In-Network Benefits Illustrated 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
Routine Gynecological Covered 100% - Not Subject to Deductible
MEDICAL SERVICES
Medical Office Visit 100% after deductible
Outpatient - PT/OT 100% after deductible
Chiropractic 50 visits per calendar year
Add'l coverage after 50 visits subject to OON
deductible/coinsurance
- 27 -
Allergy Services 100% after deductible
.PI�ggostic Lab & X-ray 100% after deductible
... .Surge!:Y Fees 100% after deductible
Office Surg�!:Y 100% after deductible
Outpatient MH/SA 100% after deductible
EMERGENCY SERVICES
Emergt?.�9.Y Room 100% after deductible
:µ�gent Care Facility 100% after deductible
Ambulance 100% after deductible
INPATIENT HOSPITAL Note: All hospital admissions require pre-cert
General/Medical & Surgical 100% after deductible
Ancillary Services
(Medication, Supplies) 100% after deductible
.f�ychiatric 100% after deductible
100% after deductible
Substance Abuse/Detox
Rehabilitative 100% after deductible
Covered up to 100 days per calendar year.
Add'l coverage after 100 days subject to OON
deductible/coinsurance
Skilled Nursing Facility 100% after deductible
120 days per calendar year
Hospice 100% after deductible
OUTPATIENT HOSPITAL
Outpatient Surge!:Y 100% after deductible
Facilit _Charges
.J?J!:l:ggostic Lab & X-ray 100% after deductible
Pre-Admission Testing 100% after deductible
- 28 -
OTHER SERVICES
Durable Medical Equipment 100% after deductible
Prosthetics 100% after deductible
100% after deductible
Home Health Care 200 visits per calendar }'.ear.
Infertility Services 100% after deductible
After deductible is met: 2 x retail for mail order / $10 generic,
Prescription Drugs $25 preferred brand, $40 non- preferred brand; Unlimited max.
The Board will contribute a percentage of the applicable HDHP deductible amount into an
employee's HSA account, as set forth below.
For plan participants who may not be eligible (Medicare enrolled or receiving benefits from
TriCare or VA) for a HSA contribution as a matter of federal law and who is enrolled in the
HDHP Plan, the Board shall reduce the employee's premium contribution in a manner
equivalent to the monetary value of the Board contribution to the applicable deductible amount
for the employee's coverage level.
The parties acknowledge that the Board's contribution toward the funding of deductible for the
HDHP plan by contribution to an employee's HSA 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. Board contributions to an employee's HSA
shall be pro-rated for a partial year of employment. In the event that an employee gives written
notice of his/her intent to leave the district, any further Board contributions to an employee's
HSA shall reflect the pro-rated amount of the employee's deductible funding through his/her last
day of employment with the district.
The Board will contribute to the annual deductible for employees' HDHP in the amounts set forth
below:
50% for the individual plan
50% for the 2-person or family plan
The Board will make its contribution to an employee's HSA in four (4) equal installments, on the
following schedule:
• 25% of Board's contribution on 1st regular payroll date after September 15th
• 25% of Board's contribution on 1st regular payroll date after December 15 th
• 25% of Board's contribution on 1st regular payroll date after March 15th
• 25% of Board's contribution on 1st regular payroll date after June 15th
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
- 29 -
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.
- 30 -
APPENDIXC
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 Payable at 100% of usual, customary and reasonable
Initial and periodic oral exams and charges at participating dentists.
gs
Topical application of fluoride
Space maintainers
X-rays
Emergency Treatment
Prophylaxis
Space Maintainers
Basic Services
Fillings Payable at 80% of usual, customary and reasonable
Root Canals charges at participating dentists.
Stainless steel crowns
Extractions
Oral Surgery
Repair and relining of dentures
Apicoectomy
Inlays 1/tooth/5 years
Onlays 1/tooth/5 years
Crowns 1/tooth/5 years
Major Services
Orthodontics Payable at 60% of usual, customary and reasonable
charges at participating dentists (to age 19) - $600
lifetime maximum
- 31 -
MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding (hereinafter "MOU") is made by and between the
Colchester Board of Education (hereinafter the "BOARD") and LOCAL #1303-450 of
COUNCIL 4, AFSCME, AFL-CIO (OFFICE PROFESSIONALS) (hereinafter the "UNION"),
both of which are sometimes hereinafter referred to as "the parties".
WHEREAS, the BOARD and the UNION are parties to a collective bargaining agreement
covering the period July 1, 2019 to June 30, 2021 (the "Agreement").
WHEREAS, the BOARD and the UNION have completed the process of negotiating for a
successor agreement to the Agreement (the "Successor Agreement").
WHEREAS, as part of the tentative agreement for the Successor Agreement, the parties have
agreed to execute this MOU pertaining to moving from a system of annualized pay to a system
of pay for actual hours worked or credits as paid leave.
NOW THEREFORE, the parties agree as follows:
1. For bargaining unit members separating from employment during the 2021-2022 contract
year, the BOARD shall use July 1, 2021 as the date from which to calculate any adjustment in
wage payments owed at the time of separation by the separating employee to the BOARD and/or
by the BOARD to the separating employee.
2. The terms of this MOU are recognized as a joint agreement by the BOARD and the
UNION, and the terms thereof shall not be subject to any grievance, administrative, judicial, or
other challenge except where necessary to enforce the specific terms of the Agreement.
The signatures below indicate that this MOU has been fully approved by the parties and they
have the capacity to act on behalf of their representative entities.
Agreed to and approved by the undersigned, this Z / day of .Sap to¾,bt,("2021.
I
FOR THE BOARD FOR THE UNION
10047751 1