TeacherContract 20172020

AGREEMENT
BETWEEN
THE COLCHESTER BOARD OF EDUCATION
THE COLCHESTER FEDERATION OF TEACHERS
Local #1827
AMERICAN FEDERATION OF TEACHERS
AFT-CONNECTICUT
AFL-CIO

July 1, 2017- June 30, 2020

November 17, 2016
5167726v1

 

 


ARTICLE
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APPENDIX A
APPENDIX B
APPENDIX C

 

 

TITLE PAGE
AMENDMENT .............ceecccccecececeeceeeceeeeeeeeeseeeecs 31
AUTHORIZED LEAVE .....0.0..... cc csesseeeeeeeeeceteeeneees 18
BOARD PREROGATIVES .............ccceecceseeeseeeeeeees 2
CLASS SIZE 0.0... cece ce ceeecccceccececeeeeoeneeseeeeeeeeenens 20
CONSULTATION PROCEDURE ............:0cccceeeeeees 6
CONTINUING DEVELOPMENT ...............eeessceeeeee 23
DEFINITIONS... occ eeeccceeeteeeeeeeseeeseeaeeesensees 33
DEGREE DEFINITIONS. ...........0:cccccccececeeceeeeeeeees 24
DURATION OF CONTRACT 34
FAIR PRACTICES ooo... eee cece ceeseeeeeeeeeceeeeneneesees 1
GRIEVANCE PROCEDURE 3
HIRING OF PROFESSIONAL STAFF 7
HOLDOVER ..0..... occ ceeeeeeccccceseteeeeececeeeneeeseneeeees 34
INSURANCE BENERPITS ....... 0. .seeceeecceeeeeeeeeeeeeeees 26
JURY DUTY 00... eee ce cece ntteeeeeeeeeeeeeeeneneeereeee 20
LAYOFF AND RECALL 1.0.0... ...ccecceecceecsseaeeeeeeeees 31
MATERNITY LEAVE ...........ccccccccecsececceeseeeeneeess 17
PARENTAL LEAVE........0.....:cssesseseeeeeeeeeeueaseeeees 17
PAYROLL DEDUCTIONS ............ccseccceecceneseeeeees 21
PERSONAL DAYS... . cece ec ccccceeeececceeeeeseteeeeeneeess 14
PERSONNEL FILES AND EVALUATIONG............. 13
PLACEMENT ON THE SALARY SCHEDULE. ......... 23
PREAMBLE ..........ccccccceseesetceseeeceeeeeeeceeeeaeaaaenea 1
PROFESSIONAL DAYS 0.0.00... cc ceeeseeeeeeeeeeeeaeeeeees 16
PROMOTIONS AND TRANSFERS .............000ceeeeeee 11
RECOGNITION 00.00.02... ceccsceesteeeeeeteceteeeeeneeeeenee 1
SABBATICAL LEAVE..........:cccscccsseeceeeeeecesseeeeeee 18
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9
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22
SALARY SCHEDULES ......00....cccccseeeeeeeeeeeeceeesseeesseseenennes
CO-CURRICULAR DUTIES 0.00... 0. iceeeeeeeceeeeceneeseseeeseeenenaes
INSURANCE PROGRAMS ...... 00. .cccceeececcceeeeneeeeeeseeanaaaeeeees


THIS CONTRACT IS MADE AND ENTERED INTO on this day of

, 2016, by and between the Colchester Board of Education (herein
referred to as the "Board") and the Colchester Federation of Teachers, Local #1827,
AFT-Connecticut, AFL-CIO (herein referred to as the "Federation").

ARTICLE 1
Preamble

The Board of Education of the Town of Colchester and the Colchester Federation of
Teachers, Local # 1827, AFT-Connecticut, AFL-CIO, agree and recognize that they
have an interest in educational excellence that is far beyond the scope of a collective
bargaining Agreement governing terms and conditions of employment. The Board of
Education and the Colchester Federation of Teachers wish to declare their mutual intent
to work toward the achievement of common aims as follows:

A. The formulation of realistic goals and programs consistent with the best
educational theory.

B. The development of a system of communication and consultation designed for
more harmonious relations of parties concerned as well as to expedite business to
a fruitful conclusion.

C. It is hoped that this common effort will contribute in significant measure to the
advancement of public education in the Town of Colchester.

ARTICLE 2
Recognition

The Board recognizes the Federation as the exclusive bargaining agent for all persons to
teach employed under a duration shortage area permit and certified professionals,
including, but not limited to adult education and summer school instructors, who are
employed by the Board in positions requiring a teaching certificate and are not included
in the administrator's unit or excluded from the purview of Connecticut General Statutes
§10-153a, et. seq., as amended from time to time.

ARTICLE 3
Fair Practices

The Board agrees not to discriminate against any teacher on the basis of race, creed,
color, national origin, age, sex, sexual/affectional preference, marital status, disability,
pregnancy, genetic information, gender identity or expression, or membership or
participation in, or association with, the activities of any teachers' organization, except in

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the case of a bona fide occupational qualification. This section is for informational
purposes only.

ARTICLE 4
Board Prerogatives

A. 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; 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,
assign and transfer teachers; to suspend or dismiss the teachers of the schools in
the manner provided by statute; 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; to decide the textbooks to be
used; to make rules for arrangement, use and safekeeping of the school libraries
and to approve plans for school buildings; 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 the 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. The Board's
right to make policy with respect to such rights, responsibilities and prerogatives,
other than as there are specific provisions herein elsewhere contained; shall not be
subject to the grievance and arbitration provisions of this contract.

B. This contract shall be applicable to all board-sponsored programs.


ARTICLE 5
Grievance Procedure

The purpose of the grievance procedure is to secure, at the lowest possible
administrative level, solutions to any problem which may arise.

A. Definitions:

1.

A "grievance" shall mean a complaint by a grievant that (1) he/she has
been treated unfairly or inequitably or (2) there has been a violation,
misinterpretation or misapplication of the provisions of this contract or (3)
that there has been an alleged failure to follow the established procedures
of the teacher evaluation program.

As used in this Article the term "grievant" shall mean either (1) an
individual teacher, (2) a group of teachers having the same grievance, or
(3) the Federation. Such grievances shall be processed at all steps by
using testimony of affected individual(s) whether or not they are named
grievant(s).

As used in this Article, the term "days" shall mean calendar days,
exclusive of holidays, weekends, and vacation periods during the school
year.

B. Procedures:

1.

A grievant and a Federation Representative (if the grievant so desires)
shall first discuss the grievance with the grievant's immediate
administrative supervisor.

a. Step 1: Supervising Administrator

If the matter is not satisfactorily adjusted within five (5) days, the
grievant shall tell his/her administrator of his/her intent to submit it
in writing within seven (7) days to the grievant's supervising
administrator, who may adjust the grievance or refer the matter to
the appropriate administrator who has the authority to adjust the
grievance. Such written grievance must be filed within twenty-one
(21) days of the date that the grievant knew or should have known
of the act or circumstance giving rise to the grievance, except that
an extension beyond twenty-one (21) days shall be given in cases
of serious illness, but such extension shall not exceed twenty-one
(21) days. The supervising administrator shall meet with the
grievant and a Federation Representative and must render his/her
decision in writing with copies to the grievant and the Federation,

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within seven (7) days of the written submission to him/her by the
grievant.

Step 2: Superintendent of Schools

Failing satisfactory settlement within such time limit, the grievant
may within seven (7) days after receipt of the decision rendered at
Step 1 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 Federation Representative within seven (7) days of receipt by
him/her of such appeal and shall give his/her decision in writing to
the teacher and the Federation within seven (7) days of such
meeting.

Step 3: Board of Education

Failing satisfactory settlement within such time limit, the grievant
may within seven (7) 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 Federation representative at its next regular scheduled
meeting or a special meeting within thirty (30) days from the date
the grievance was submitted to the Board. The full Board, or a
committee of the Board, shall render its decision in writing to the
grievant and the Federation within seven (7) days of such meeting.
For claims of failure to follow the established procedures of the
teacher evaluation program, the Board of Education shall be the
final step in the grievance procedure.

Step 4: Arbitration

(1) If the decision of the Board does not resolve the grievance
to the satisfaction of the Federation, the Federation only
may submit the grievance to the American Arbitration
Association for arbitration in accordance with its
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.

(2) Notice of intention to submit to arbitration under subsection

(1) above, must be in writing addressed to the
Superintendent of Schools, and submission to the American

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Cc.

Arbitration Association must be made not later than twenty-
one (21) days following receipt of the Board's decision.

(3) The arbitrator shall hear and decide only one (1) 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.

(4) 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.
With respect to grievances involving unfair or inequitable
treatment, the arbitrator's decision shall be advisory.

(5) Fees and expenses of the arbitrator shall be borne equally
by the Board and the Federation.

General Provisions:

1.

A grievant may be represented at any step of this 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 teacher organization. When
a grievant is not represented by the Federation, the Federation shall have
the right to be present and to state its views at all steps of the grievance
procedure.

Nothing contained herein shall be construed to prevent any individual
employee from informally discussing a complaint with his/her immediate
supervisor or processing a grievance in his/her own behalf in accordance
with the grievance procedure through Step 3 (Board of Education).

Meetings held under this procedure shall generally be conducted on non-
school time at a place which 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 necessary to
resolution of the matter shall be excused without loss of pay. Meetings
held under Steps 1 and 2 of the Procedures of this Article shall be held on
days when school is in session. If the time limits for such meetings fall on
days when school is not in session, excluding summer vacation days, the
applicable time limit shall be extended to the second school day thereafter
or otherwise as mutually agreed in writing.

All documents, communications and records dealing with the processing
of a grievance shall be filed separately from the personnel files of the
participants.

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5. Failure of the grievant at any step to appeal a grievance to the next step
within the specified time limits shall be deemed to be acceptance of the
last decision rendered.

6. Failure of the Administration or the Board to render a decision within the
specified time limit shall be deemed a denial of the grievance submitted,
and the grievant may proceed to the next step within the time limit which
would apply if a written denial had been rendered on the day on which the
time period for response expired.

7. The hearings at any step of the grievance procedure shall include only
those persons permitted above and their witnesses.

8. If the days for filing or appealing a grievance to the next step, set forth in
Steps 1-4 of the grievance procedure, fall within a scheduled school
vacation period, excluding summer vacation, the time limits shall
automatically be extended to the first school day following the vacation
period.

9. 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.

ARTICLE 6
Consultation Procedure

It is recognized by the Board and the Federation that all situations and
developments could not be anticipated at the time of negotiations of this
document. To achieve rapport between the Board and the Federation, periodic,
informal meetings shall be held when necessary between the negotiating groups of
each organization as requested by either the Federation or the Board.

The Board retains the sole right to determine, implement and/or change all
policies affecting the school system. The Board will provide the Federation with
copies of any such changes within thirty (30) days of making the change. The
Federation may demand to bargain over the impact of any change during the term
of this contract that significantly affects salaries or other conditions of
employment, in accordance with Connecticut General Statutes § 10-153a, et.
seq., as amended from time to time.


ARTICLE 7
Hiring Of Professional Staff

A Professional Staff Member, upon entering the Colchester School System, shall
receive full teaching credit on the salary plan for any previous teaching
experience in any state certified public, private, or federal military school system.

1.

Substitutes

When an individual is hired as a substitute to cover one (1) position on a
continuing basis for a single teacher for more than forty (40) days, the
Superintendent shall place said substitute teacher on the appropriate lane
of the salary schedule and the appropriate step, all in accordance with
Article 28 (Placement on the Salary Plan) of the contract. Said substitute
teacher shall receive all other contract benefits excluding those found in
the following Articles: Article 10 (Promotions and Transfers), Article 14
(Personal Days), Article 15 (Professional Days), Article 16 (Sick Leave),
Article 17 (Maternity Leave), Article 18 (Parental Leave), Article 19
(Authorized Leave), Article 20 (Sabbatical Leave), Article 21 (Jury Duty),
Article 25 (Teacher Protection), Section B only, Article 26 (Severance
Pay), Article 27 (Continuing Development), Article 30 (Insurance) and
Article 34 (Layoff and Recall). During this period absences will not count
as a break in continuous employment toward the completion of forty (40)
days.

No later than the one-hundred twenty-first (121st) consecutive day, said
teacher shall be paid in accordance with Article 28 (Placement on the
Salary Plan) and shall be entitled to all contract benefits, including
insurance benefits. Coverage for such insurance benefits shall be
instituted as soon as practicable in accordance with the terms of the
carriers and administrators of the insurance plan.

"Days" for this Article and section only shall mean actual days that the
substitute is covering the class.


ARTICLE 8
Teacher Duties

Professional staff shall be at their assigned stations at a specified number of
minutes before the start of the school day. Teachers shall remain in the building a
specified number of minutes after the close of school for consultation with
parents, teachers and administrators who have made prior appointments and to
provide extra help for those students seeking such help. Professional
responsibility dictates that teachers shall make themselves available to meet the
needs of their students. Except as consistent with professional responsibility, at
no school will the total number of scheduled minutes before and after school
exceed thirty-five (35) minutes. The distribution of these minutes shall be
determined by the administration at each school. The work day shall also
include the time necessary for the fulfillment of supervisory and detention duties
consistent in extent with established practice, provided that teachers on bus duty
shall remain on bus duty until the last bus has left. Upon request of either party,
there shall be further discussion of late bus issues.

Teachers leaving the building during the day must notify the principal or his/her
designee and must be cleared in accordance with a sign-out procedure established
by the building principal of each school, which shall include the following
information:

1. Name of teacher;
2. Time and date of departure; and
3, Time of return.

All requests for formal release from contractual obligations during the months of
July and August must be made in writing to the Superintendent of Schools.

Requests for leave, made after the close of the school year, with the exception of
sick leave, or release from contractual obligations shall be made prior to August
1.

Prior to scheduling professional development activities which teachers are
required to attend outside the student work day, the Board shall consult with the
Federation. Such consultation shall be without prejudice to any rights the
Federation or the Board may otherwise have under Connecticut General Statutes
§10-153d or §10-153f(e).

Professional staff may be required to attend between one (1) and three (3) evening
meetings per year.


Professional staff may be required to attend between two (2) and four (4) faculty
meetings per month for a total time of between fifteen (15) and thirty (30) hours
annually outside the regular workday.

ARTICLE 9
Teacher Programming

Teachers (Grades 6-12) shall not be required to teach more than three (3) subjects
nor make more than three (3) teaching preparations within said subjects at any
time. These limitations shall apply to all classes, both elective and required, in
the following academic subject areas: social studies, science, mathematics,
English (hereinafter defined for this Agreement as “core academic subject
areas.”) Should revisions in the curriculum necessitate changes in the above, the
Board will negotiate the impact of such changes with the Federation. Assignment
to the mentor/advisory program during the homeroom/advisory period shall not
be considered a teaching assignment or teaching preparation.

Teachers (Grades 6-8) shall be assigned an equivalent amount of instructional
time to four (4) teaching periods, an equivalent amount of instructional time to
two (2) administrative periods (which may include a team planning period, and an
equivalent amount of instructional time to one (1) preparation period per teaching
day). Teachers (Grades 9-12) shall be assigned five (5) teaching periods, two (2)
administrative preparation periods per teaching cycle. Should changes in the
curriculum necessitate changes in the above, the Board will negotiate the impact
of such changes with the Federation. In long range assignments, an individual
teacher, if he/she desires, may substitute a teaching period for the administrative
periods. Any teacher who, when requested by the administration, agrees to teach
a sixth class requiring an additional preparation, shall be paid an annual stipend of
seven thousand five hundred dollars and no cents ($7,500.00). Any teacher who,
when requested by the administration, agrees to teach a sixth class which is an
additional section of one of the teacher’s existing classes (leading to a class load
of six classes), shall be paid an annual stipend of five thousand dollars and no
cents ($5,000.00). These payments shall be pro-rated for classes that meet less
than full time or less than a full year.

Teachers should be notified in writing of their tentative program assignments for
the coming year, including the school to which they will be assigned, the grade
and subjects they will teach, on or before June 1. In the event of an unanticipated
change in staff, including the resignation, termination or death of an employee,
during the summer months, every attempt to the extent possible will be made to
notify those teachers whose schedule will change as a result. Notification is to be
made in writing as soon as the change occurs. Those teachers involved shall be
given the opportunity to meet with the principal for possible readjustment of their
schedules.


In arranging schedules for teachers who serve more than one (1) school, an effort
shall be made to limit the amount of inter-school travel. Such professional staff
shall be notified of any changes in their schedule as soon as practicable. Such
teacher shall receive compensation at a rate equal to the IRS tax deduction
allowance as documented unless transportation is provided.

On full session days, all teachers shall have at least one (1) preparation period per
day.

Preparation periods are those periods which the teacher uses to fulfill his/her
responsibilities to his/her classes.

All teachers shall have an uninterrupted duty-free lunch period at least the same
length as the students.

In scheduling teachers who use more than one (1) teaching station, effort will be
made to minimize the number of rooms teachers shall be required to use,

Part-time teachers employed by the Board shall share in all the duties and
responsibilities as provided for in this Agreement on a pro-rata basis. Part-time
teachers employed by the Board will be required by the Superintendent or
designee to attend all professional development programs, without any additional
pay. Part-time teachers shall be required to attend all meetings scheduled beyond
the work day on any day on which they are scheduled to work, without any
additional pay. In the event that a part-time teacher is asked to attend a meeting
on a day that he/she is scheduled to work, but the meeting time is not contiguous
to his/her regularly schedule working day, the administration shall excuse the
attendance of the teacher for that date if the teacher notifies the administration in
writing that he or she has a conflict and cannot attend. In the event that a part-
time teacher is asked to attend a meeting on a day that is not a scheduled working
day, and the part-time teacher agrees to attend, the part-time teacher shall be paid
for such additional meeting time at his/her per diem rate, applied pro-rata on an
hourly basis. In scheduling part-time teachers, every reasonable effort shall be
made to schedule the teaching periods contiguously.

Should the Board restructure the student day, the Board shall provide written
notice of the proposed restructuring, and within thirty (30) days the Federation
may demand to bargain the impact of such restructuring. Should the Federation
demand to bargain, the Board agrees to negotiate the impact in accordance with
Connecticut General Statutes, § 10-153f(e).

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ARTICLE 10
Promotions And Transfers

Notice of all teaching, administration and co-curricular duty (Appendix B)
vacancies occurring during the school year shall be posted at all schools and on
the district website no less than five (5) school days prior to the closing date of
applications. Initial notices must be posted within the school system on the
faculty room bulletin boards. In the event that such opportunities arise outside
the school term, the Superintendent shall publicize such notices on the district
website and through weekly emails no less than five (5) calendar days prior to the
closing date of applications.

The notice of an opening or vacancy shall include the qualifications,
requirements, duties, salary range and other pertinent information about the
position in question as determined by the Superintendent.

Teachers who wish to apply for such opening shall file an application
electronically in accordance with district procedures before the closing date of
application.

The administration shall fill the vacant position(s) with the most qualified
candidate(s).

Upon request from the Federation President, the Federation will be given a listing
of all transfers known by the Superintendent. With prior consultation with the
successful candidate and the Federation, to avoid disruption to educational
programs, the Superintendent may defer implementation of any transfer granted
under this article until the beginning of the following school year.

Whenever it becomes necessary to transfer teachers, such transfers shall be made
in the following manner:

1, Voluntary Transfer: If there are teachers who wish to be transferred, the
Superintendent will give preference on the basis of:

a. What will result in the best educational program for the Colchester
Public School children.

b. Qualifications for the position established by the Board of
Education.

c. Seniority in the Colchester School System.

2. Involuntary Transfer: If teachers are to be transferred involuntarily, the
Superintendent will make such transfers on the basis of:

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a. What will result in the best educational program for the Colchester
Public School children.

b. Qualifications established by the Board of Education.

c. Seniority in the Colchester School System.

ARTICLE 11
Teacher and Federation Rights

There shall be made available to the Federation, upon written request, any and all
information, statistics and records which the Federation may deem to be relevant
or necessary for the proper enforcement and implementation of the terms of this
contract, to the extent to which such material is readily available or is reasonably
obtainable, and access is permitted by law.

The Federation President shall receive fifteen (15) copies of the teacher contract
upon execution. The Board shall post the teachers’ contract on the district
website. Each teacher shall receive a copy of the contract upon hire.

Written reprimands and/or suspensions without pay of certified staff members
shall be imposed only for just cause. Such teachers shall be notified in writing
when any reprimands are placed in his/her personnel file. The teacher may
challenge the just cause of the reprimand by filing a grievance in accordance with
the grievance procedure (Article 5).

In the event a principal or other administrator desires to discuss with an employee
matters which may affect his/her position in respect to discharge, resignation or
demotion, the employee may request to have a Federation Representative present
at such conference. In the event that an employee attends the conference without
such a Representative, he/she may request a Representative at any point during
the meeting, and the meeting shall be rescheduled to allow for the presence of the
Federation Representative. In the event the employee desires to have a
Federation Representative present, it is understood that the conference may be
scheduled so as not to interfere with the academic activities of the Federation
Representative. ("Demotion" shall not be interpreted to mean the movement of a
teacher from one grade level to another.)

All teachers who are not members of the Colchester Federation of Teachers shall
be required to pay an agency fee to the Colchester Federation of Teachers, set in
accordance with law, not more than its dues. The agency fee shall be deducted
from paychecks in the same manner in which dues are deducted. The Federation
shall hold the Board harmless against any and all claims, demands, liabilities,
lawsuits, counsel fees or other cost which may arise out of, or be by reason of,
the administration or enforcement of the provisions of this section.

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ARTICLE 12
Teacher Facilities

The Board and Federation agree that each school shall have the following facilities to the
extent possible:

A.

Space in each classroom in which teachers may safely store instructional materials
and supplies.

A teacher work area containing adequate equipment and supplies to aid in the
preparation of instructional materials.

An appropriately furnished room, which shall include a telephone, to be used as a
faculty lounge; said room to be in addition to one aforementioned work area.

Well-lighted and clean staff rest rooms.
Parking space of adequate portion and convenient location at each school.

Each teacher shall have the right to possess a key to his/her classroom and staff
lavatory facilities.

Adequate teaching facilities and equipment for teachers without a permanent room
must be provided.

Each teacher must be provided with a locked storage area in reasonable

proximity to his/her primary classroom.

ARTICLE 13
Personnel Files And Evaluations

Teachers shall be given access to, and a copy when requested, evaluation reports
prepared by their supervisor and they shall have the opportunity to discuss any
evaluation reports with their supervisors.

Teacher's Right To Answer Personnel Material

 

The Teacher shall have the right to file an answer to any evaluation and/or other
material placed in his/her file. Such answer shall be attached to the file copy.

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Teacher's Right Of Access To Personnel File

 

Pursuant to Section 10-151 of the Connecticut General Statutes, each professional
employee certified by the State Board of Education and employed by the Board
shall be entitled to knowledge of and access to supervisory records and reports of
competence, personal character and efficiency maintained in his/her personnel file
with reference to evaluation of his/her performance by the Board. It is
understood that the above will take place in the presence of the Superintendent or
his/her appointed representative.

Copy Of Personnel Material Furnished To Teacher

In order to effect compliance with Section A, B, and C of this Article, the Board
agrees that each teacher shall be furnished a copy of any material of an evaluatory
nature that the Board intends to use in the evaluation of the teacher's competence,
personal character and/or efficiency upon the teacher's written request. It is
understood that confidential or pre-employment references are not to be included
in the teacher's evaluation file. No such material of an evaluatory nature, other
than for which have been furnished to the teacher, shall be placed in the teacher's
file. No materials shall be used to evaluate a teacher's performance that have not
been made available or shown to the teacher.

Confidential Treatment Of Personnel Files

The Board shall continue its policy of treating personnel files with the highest
degree of confidentiality. To that end, no person other than the principal,
superintendent or his/her designee, persons entitled by law to such access, or the
Board shall have access to such files without the written consent of the teacher.

If any employee requests a letter of recommendation from the administrator or
his/her supervisor, and the administrator or supervisor agrees to write one, a
copy of the letter shall be placed in his/her personnel file upon the teacher's
request.

ARTICLE 14
Personal Days

Funeral Leave. A leave of absence not to exceed three (3) days immediately
following the date of death shall be granted to members of the bargaining unit
whose spouse, parent, brother, sister, in-laws, child, grandparent, or grandchild
dies. Such leave shall be with pay.

Full-time members of the bargaining unit will be allowed a maximum of six (6)
personal days without loss of pay per year. Members of the bargaining unit
employed less than full-time will be allowed a prorated maximum number of
personal days without loss of pay per year. It is understood that all six (6) days

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are granted only for matters of pressing personal needs which cannot otherwise
legitimately be performed outside the teaching day. The reasons for which
personal days are granted are:

1. A death of a close friend or a relative other than those individuals listed in
Section A;
2. An emergency which arises over which the teacher has no control;

3. Legal business;
4. Wedding ceremony within the teacher's immediate family; immediate
family defined as son, daughter, mother, father, sister, brother,

grandparent, or grandchild;

5. Religious holidays;

6. Graduation ceremonies of the teacher, spouse, parent, child or grandchild;
and
7. Up to one (1) day may be used for necessary personal business that cannot

otherwise be conducted outside the work day.

When a teacher 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 Section B
above, the day is being taken, and for leave under paragraph 2 above (emergency
situations) 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 teaching day.

Except in cases of emergency, notice shall be given to the building principal as
far in advance as possible but in any event at least seven (7) days in advance. In
cases of emergency, such notice shall be given as soon as possible once the
teacher is aware of the need for such leave. ©

All personal days, including Funeral Leave, shall not exceed six (6) days per
year.

The Superintendent, in his/her discretion, may grant additional leave under this
section under extenuating circumstances.

In order to help ensure continuity of instruction of classes, personal leave shall
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, or on a day scheduled for
professional development.

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Personal leave may be taken in one-quarter (1/4) day increments.

ARTICLE 15
Professional Days

Each teacher may be allowed time for planned professional growth with the prior
written approval of the administration, without loss of salary.

Request for such leave shall be made at least three (3) days in advance of a
planned professional day.

The Board of Education shall reimburse registration fees for professional
development workshops if approved by the Superintendent or his/her designee as
being in the best interest of the Colchester Public Schools.

Any teacher approved for a professional growth opportunity shall provide
information regarding the information learned at the professional growth
opportunity.

ARTICLE 16
Sick Leave

Any employee serving on a regular full-time contractual basis during a ten-month
period of any one (1) school year shall be entitled to eighteen (18) days sick leave
in any given year. Any employee serving on less than a full-time basis during a
ten-month period of any one (1) school year shall be entitled to a prorated amount
of sick leave. Should it become necessary for an employee to break his/her
contract, it is understood that no part of his/her sick leave shall be included in the
thirty (30) day period prior to the termination of said contract, except by approval
of the Superintendent,

Any unused sick days in a given year shall accumulate year by year until a
maximum equal to the teacher's work year is reached. If extenuating
circumstances should occur, a request for additional sick leave shall be
considered.

Any employee hired on a full-time contractual basis (not per diem substitutes) on
or after October 1st of any given year will be granted sick leave, the number of
days to be proportioned to the balance of the school year covered by the contract.
Any unused sick leave accumulated in such year shall be cumulative to a
maximum equal to the teacher's work year, provided the employee is rehired.

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The accumulated sick leave of any employee who is on authorized leave shall
remain intact, and upon the return of said employee the following school year,
shall again begin to accrue toward the maximum which is allowed.

Justification of excessive absenteeism may be verified by the building principal.
The principal may require a medical certificate after five (5) consecutive days of
absence or when circumstances otherwise reasonably justify the request.

Sick leave under this provision may be used for medical appointments that must
be scheduled during the teaching day. No more than twelve (12) sick leave days
per year may be used for the care of a member of the immediate family.

ARTICLE 17
Maternity Leave

Maternity Leave shall be granted by the Board of Education, and the teacher may
use accumulated sick leave for disabilities caused by or contributed to by
pregnancy, miscarriage, abortion, childbirth, and recovery therefrom. This leave
shall take precedence over the Family and Medical Leave Act, but shall be
designated as leave taken under FMLA, and shall be counted against the
employee's entitlement to leave under such Act.

The length of leave shall be a matter for the determination of the teacher and her
physician, subject to review upon request by an impartial physician designated by
the Board. In order to ensure continuity of the educational process, the teacher
shall notify the Board at least thirty (30) days before the estimated time of the
commencement of the leave, as well as the estimated time of the duration of the
leave. The length of the leave, as well as the date of commencement, may be
changed by the teacher after consultation with her physician, subject to review
upon request by an impartial physician designated by the Board. The cost of the
impartial physician shall be borne by the Board.

The availability of extensions of leave, the accrual of seniority and other benefits
and privileges, reinstatement and payment under any health or temporary
disability insurance shall be applied to disability due to pregnancy or childbirth on
the same terms and conditions as they are applied to other disabilities.

ARTICLE 18
Parental Leave

Any teacher who is the parent of a newborn infant (or a newly adopted or child newly
placed in foster care), and such teacher is not entitled to paid maternity leave, may
request one (1) week's leave of absence with pay to care for the newborn infant (or a
newly adopted or child newly placed in foster care). Such leave shall be given with full

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pay for the first day and insurance benefits, and for the remaining days with full pay and
insurance benefits, commencing when requested, but in any case within one year of the
birth, adoption or foster placement of the infant/child. This leave shall take precedence
over the Family and Medical Leave Act, but shall be designated as leave taken under
FMLA, and shall be counted against the employee's entitlement to leave under such Act.

ARTICLE 19
Authorized Leave

A. The Board of Education may authorize a leave of absence without pay for reasons
such as:

1. Graduate study - one (1) year for the study related to the subject matter to
be taught as an employee of the Colchester Board of Education. Evidence
of course work completed shall be submitted to the Superintendent as

requested.
2. Meeting legal requirements for the adoption of a child - one (1) year.
3. Military service - minimum legal requirement.
4, Federation business - two (2) years.
5. Child-rearing leave - one (1) year.
B. Persons on leave shall be given the option of continuing their insurance benefits at

their own expense. By March 1, the Superintendent shall mail to employees
whose leave expires at the end of the school year notification of the expiration of
leave. Such employee must notify the Superintendent in writing of his/her intent
to return by April 1 of that school year. Failure to provide such written
notification by such date shall be considered a resignation of employment. At the
expiration of the approved leave, the teacher shall be restored to his or her former
position or another position within his/her certification area to the extent possible.

ARTICLE 20
Sabbatical Leave

A. Sabbatical leave may be granted for programs of study, research, travel, or
professional improvement. It is understood that such leave is not granted as a
reward for work previously performed, but rather as an opportunity to prepare
for improved services in the schools of Colchester.

B. A sabbatical leave of absence may be granted to teachers of the Colchester Public
School System subject to the approval of the Board upon the recommendation of

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the Superintendent, when in their considered judgment the professional
competence of the staff member and the general welfare of the public schools will
be benefited.

An applicant may be asked to appear in person before the Board for an
explanation of his/her plans.

Applications for leaves for the next school year must be in the Superintendent's
Office by no later than the first schoo! day of the preceding November.

Applicants must have completed a minimum of seven (7) consecutive years of
service in the Colchester Schools.

Applications shall be considered in order of date received. Seniority in the
Colchester Schools shall be given preference when other factors benefiting the
Colchester Schools are equal.

The number of employees on sabbatical leave at any one time shall be limited to
one (1).

Sabbatical leaves may be combined with programs of study or research which are
financed by outside non-commercial agencies such as universities or foundations.

Qualified staff members may be permitted to request a sabbatical leave for one (1)
or two (2) semesters during a school year.

The portion of a regular salary paid while on leave shall be fifty percent (50%)
plus eight hundred fifty dollars ($850.00) for every dependent recognized by the
Internal Revenue Service. The Board will continue to pay for insurance benefits.

A teacher on sabbatical leave shall furnish as many reports as the Superintendent
deems necessary or reasonable to determine that the teacher is fulfilling the
agreement and all the requirements of the leave. A teacher shall not be
considered as having completed the requirements of the sabbatical leave until a
final report has been approved by the Superintendent.

At the expiration of a sabbatical leave, the teacher shall be restored to his/her
position or to a position with like nature, seniority, fringe benefits and pay
provided that the teacher remains eligible for reinstatement under other rules and
regulations of the Board.

It is understood that any teacher who has been granted a sabbatical leave shall
sign a two (2) year return agreement and is financially obligated for all amounts
paid on his/her behalf (including wages and fringe benefits) during the sabbatical
leave. Half of this amount is cancelled after return, and the remaining half is
cancelled after completion of the second year.

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ARTICLE 21
Jury Duty

Any teacher who is called for jury duty shall notify the Superintendent by the end of the
next work day following receipt of notification of prospective jury duty. Such employees
shall seek to be excused during the school year, and, if not, receive the necessary leave
to fulfill this legal obligation. This leave shall not be deducted from sick leave or from
personal days. The staff member shall receive no deduction in salary. The jury fee shall
be deposited with the Superintendent for transfer to the General Fund.

ARTICLE 22
Class Size

A. The determination of class size for purposes of this Article shall be made as of
October 1, or the first school day thereafter, of each school year. The Board of
Education agrees, to the goals:

1.

No core academic class (Grades K-2) shall exceed twenty-three (23)
students.

No core academic class (Grade 3, 4, 5) shall exceed twenty-six (26)
students.

The aggregate student load for any core academic teacher in Grades 6-8
shall not exceed one hundred thirty (130) students, and for any core
academic teacher in Grades 9-12 shall not exceed one hundred thirty-five
(135) students, provided that no individual core academic class shall
exceed thirty (30) students.

If, due to the unavailability of space to permit scheduling an additional
class or classes in order to reduce class size, it becomes necessary to
assign a core academic teacher to a class which exceeds the numbers listed
above, the principal shall stipulate the reason in writing to the
Superintendent of Schools. The Superintendent shall send a copy of the
principal's stipulation to the Federation President.

B. The class size of instructional areas including, physical education, art, family and
consumer science, technology education, world language, computer lab and music
education, as well as laboratories including biology, chemistry, physics, reading,
and foods shall be limited to the physical facilities available, the nature of the
instructional activity and the number of students that can be instructed safely.

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Study halls shall be limited to fifty (50) students per teacher, but at no time shall
there be more students than there are student stations.

The Board and the Federation recognize the need for adequate counseling services
and, with due regard for financial resources, acknowledge the goals set forth in
the following ratios:

1. Grades 6-8 ...... 500-1
2. Grades 9-12 ..,.250-1

ARTICLE 23
Payroll Deductions

The Board agrees to provide payroll deductions for professional labor
organizations as said professional staff members individually and voluntarily
authorize said deduction. The deductions will be transmitted to an individual
designated by the President of the labor organization.

All teachers’ annuities beginning with the contract period shall be required to
have a common anniversary date of January 1st.

The Board further agrees to provide payroll deductions for optional teacher
retirement for those teachers filing a form indicating they wish the same no later
than August 15th, or if hired at a later date, within thirty (30) days of
employment.

Upon payment of any of the above named deductions, the Board shall be held free
and harmless from any liability in handling such deductions and may require a
release from the designated teacher organization.

Teachers shall be paid bi-weekly on Fridays, through electronic direct deposit to
the financial institution of their choice. Teachers may elect to be paid in 22 (10
months) or 26 (12 months) payments, with such election to be made in writing at
the beginning of each school year. Teachers will receive their first paycheck on
the first regularly scheduled payday. If school ends before the last regularly
scheduled payday, teachers will receive their last check on the last work day of
the year. Such paychecks shall be of as near equal size as possible after
deductions. Teachers who elect the twenty-six (26) payment option shall receive
one check for the summer pay periods (calculated at their then current salary
rate).

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ARTICLE 24
Work Year

The teacher work year will be based upon one hundred eighty-one (181) full or
partial days of student attendance plus one (1) full day prior to the opening of
school and four (4) full days to be used for Board directed Professional
Development.

The administration may assign guidance counselors additional work days beyond
the regular work year. Any such days assigned by the administration shall be paid
per diem for each such full day assigned, payable on the next payroll date
following the completion of the days assigned. Guidance counselors may be
assigned by the administration to up to twenty (20) days beyond the regular work
year (based on building needs), but in no event will a guidance counselor be
assigned to work more than twenty (20) additional full workdays beyond the
regular work year without his/her consent.

ARTICLE 25
Teacher Protection

The Board will protect and save harmless any teacher from any financial loss and
expense, including legal fees and costs, arising out of any claim, demand, suit or
judgment as provided by Connecticut General Statutes § 10-235, as amended
from time to time. This section is for informational purposes only.

Whenever a teacher is absent from school as a result of a personal injury caused
by an accident arising out of and in the course of his/her employment, he/she
shall be paid his/her full salary (less the amount of any Worker's Compensation
award made for temporary disability due to said injury) for the period of such
absence, up to a maximum of one (1) year. No part of such absence shall be
charged to the teacher's annual or accumulated sick leave.

Teachers are not insured against loss or damage to personal property incurred
while in the performance of their job duties.

Teachers shall be protected in accordance with Connecticut General Statutes §10-
236a. This section is for informational purposes only. A copy of all assault
reports filed with the State Department of Education shall be sent to the
Federation President. Any teacher who has reported an assault shall have the
right to meet with the building principal to discuss any disciplinary action taken.

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ARTICLE 26
Severance Pay

Certified professional employees who have served a minimum of fifteen (15) years of
consecutive service in the system, upon retirement (i.e. filing with the TRB for
retirement benefits) or death, but not resignation, shall receive payment for twenty-seven
percent (27%) of all accumulated unused Sick Leave days based on salary at the time of
severance. To be eligible for this payment, teachers must have been hired on or before
June 30, 2017 and must give written notification by October 1 of intent to retire. If the
teacher does not retire at that time, he/she will not receive payment for accumulated sick
leave then or at any time in the future, unless the Superintendent determines that major
life changes create extenuating circumstances that justify excusing compliance with the
announced retirement, which determination shall not be unreasonable. Retiring teachers
shall receive this retirement benefit during the first payroll period for employees in the
fiscal year following retirement.

ARTICLE 27
Continuing Development

A. Teachers will be given an opportunity to participate in the development of
curriculum materials. Reimbursement for this service shall be in accordance with
Appendix B, #3 (Other).

B. With the approval of the Superintendent, and not subject to the grievance
procedure, the Board of Education will reimburse teachers for up to six (6) credit
hours of course work per fiscal year. The Board must be given prior notice of
intention to take credit courses by November 1 of the previous fiscal year. To be
eligible for course credit reimbursement, a teacher must be on the MA or above
salary schedule and obtain a B average or better in said course. Payment shall
not exceed one hundred dollars ($100.00) per credit.

Cc, Classroom teachers who successfully complete all requirements for National

Board Certification shall be reimbursed for out-of-pocket expenses for application
fees and related expenses in an amount not to exceed $2,000.

ARTICLE 28
Placement On The Salary Schedule

A. All teachers’ contracts shall be in accord with the salary plan taking into
consideration the following:

1. Degree status as defined in this Contract.

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2. Full credit for previous teaching experience in public, private and military
schools. Intermittent or short term substitute service will not be credited
as previous teaching experience.

3. Credit for teaching in the Peace Corps and Vista as long as such teaching
service is comparable to teaching performed in the Colchester Public
Schools as determined by the Superintendent. Credit may be given for
other experience as determined by the Superintendent to be relevant to the
teacher’s assignment in accordance with Article 28 (Placement on the
Salary Schedule) up to Step 6.

4. Credited experience for placement on the salary plan means teaching
experience in Colchester or approved experiences elsewhere. In the case
of a partial year of teaching, one-half year or more is credited as one (1)
year; less than one-half year will receive no credit.

Any teacher who qualifies shall be placed on the appropriate step of the BA+15,
MA+15, 6th Year+15 or Doctorate salary tracks, in accordance with Section A.
Such placement shall occur on the July 1 after the teacher meets the standards set
forth in Article 29 below, on the condition that on or before November 1 of the
prior fiscal year the teacher notifies the Superintendent in writing of the intention
to complete coursework that will advance him/her on the salary schedule. Should
such written notification be provided after November 1, the placement will occur
on July 1 of the subsequent year (e.g., written notification in March 2007 shall
result in change of status July 1, 2008).

ARTICLE 29
Degree Definitions

The salary plan listed in Appendix A of this contract shall be interpreted and
applied in accordance with the following definitions:

1. Bachelor: A baccalaureate’ degree earned at an accredited college
or university.

2. BA + 15 Fifteen (15) hours credit beyond the Bachelor's Degree
in a program leading toward the Master's Degree as
defined below.

3. Master: A master's degree earned at an accredited college or

university or the completion of thirty (30) credits
beyond the baccalaureate degree in a program approved
by an accredited college or university or the
Connecticut State Department of Education. Teachers
hired after July 1, 1998, must complete a master's

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degree within five (5) years of completion of the thirty
(30) credits in order to maintain placement at this salary

step.

4. MA + 15 Fifteen (15) hours credit beyond the Master's Degree in
a program leading toward the Sixth Year as defined
below.

5. Sixth Year: a. A sixth year certificate earned in an accredited

college or university or the completion of thirty (30)
credits beyond the master’s degree (as defined in
paragraph 3 above) in a program approved by an
accredited college or university, or a second
master’s degree earned in an accredited college or
university as approved by the Superintendent in
advance.

b. Credits other than those in a planned program must
be approved by the Superintendent to qualify for a
sixth year increment. Teachers hired after July 1,
1998 must complete the sixth year planned program
within five (5) years of receipt of the thirty (30)
credits in order to maintain step placement at this
level.

c. A sixty (60) credit master’s degree (e.g. social
work) shall be defined as a sixth year.

6. Sixth Year+15: Fifteen (15) credits beyond the Sixth Year (as defined in
: paragraph 5 above) in a planned program approved by
an accredited college or university or by the
Superintendent of Schools.

7. Doctorate: A doctorate degree earned at an accredited college or
university. Accreditation must be by a nationally
recognized accreditation authority. The additional
compensation noted in Appendix A of this contract shall
only be granted as long as the teacher is already on the
Sixth Year + 15 salary lane. The doctorate must be in
a planned program and only Ph.D.'s and EDD's are
acceptable for additional compensation.

Evidence of successful completion of graduate programs must be submitted prior
to receiving advance placement on the salary schedule. Advance placement shall
not be made retroactively.


ARTICLE 30
Insurance Benefits

The Board shall provide to all eligible teachers hired on or before June 30, 2015,
subject to the conditions herein stated, the following individual and dependent
health insurance coverage, as determined by the teacher, with the features of the
insurance plans outlined, herein below. Enrollment in the insurance plans shall be
subject to any and all eligibility requirements established by the insurance carrier
and/or plan administrator, at group rates subject to conditions imposed by the
carriers, with the employee portion of such coverage to be paid by the employee
through payroll deduction.

1. The Preferred Provider Organization (“PPO”) Plan as outlined in
summary form in Appendix C.

2. The High Deductible Health Care (“HDHP”) Plan as outlined in summary
form in Appendix C.

3. The insurance programs cited, hereinabove, are available to all teachers
hired on or before June 30, 2015 whose teaching load is at least fifty
percent (50%) that of a full-time teacher or who were employed prior to
September 1, 1987. Teachers hired after September 1, 1987, whose
assigned time is less than fifty percent (50%), shall be eligible to
participate at their own expense, provided that the Board shall pay a
prorated amount of the Board's share of premiums.

The Board shall provide to all eligible teachers hired on or after July 1, 2015,
subject to the conditions herein stated, the following individual and dependent
health insurance coverage, as determined by the teacher, with the features of the
insurance plan outlined below. Enrollment in the insurance plan shall be subject
to any and all eligibility requirements established by the insurance carrier and/or
plan administrator, at group rates subject to conditions imposed by the carriers,
with such coverage to be paid by the employee through payroll deduction.

1. The High Deductible Health Care (“HDHP”) Plan as outlined in summary
form in Appendix C.

2. The insurance program cited, hereinabove, is available to all teachers
hired on or after July 1, 2015 whose teaching load is at least fifty percent
(50%).

The following premium cost-sharing provisions shall apply:

1, The Board will continue a PPO plan, as described in Appendix C, with
teachers hired on or before June 30, 2015 being eligible to enroll.

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Effective July 1, 2017, the HDHP Plan shall be the core insurance plan.
For any teacher hired prior to July 1, 2015 who remains enrolled in the
PPO Plan, the Board will pay the same total dollar amount toward the
premium cost for the PPO Plan as the Board pays toward the premium
cost for the HDHP Plan for a teacher enrolled at the same coverage level.
The teacher shall pay 100% of the difference between the Board’s total
dollar premium contribution and the total premium cost for the POS/PPO
Plan.

Effective July 1, 2017, the employee shall pay nineteen (19) percent
(19%) of the premium costs for the HDHP Plan by payroll deduction.
Effective July 1, 2018, the employee shall pay nineteen and one-half
percent (19 & 1/2) of the premium costs for the HDHP Plan by payroll
deduction. Effective July 1, 2019, the employee shall pay twenty percent
(20%) of the premium costs for the HDHP Plan by payroll deduction.

D. The following provisions shall apply to all teachers whose teaching load is at least
fifty percent (50%):

1.

Fifty thousand dollars ($50,000.00) Term Life Insurance, plus an equal
amount of coverage for accidental death and dismemberment, for each
teacher, and the Board shall pay the full premium for this insurance.

The following Vision Care Rider, with family coverage is provided to the
employee with the same premium share as noted in Section C,
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

The Board shall provide prescription drug coverage with family coverage
for employees electing the PPO Plan through the applicable formulary,
with employee co-payments of $10/$25/$40 (generic/preferred brand/non-
preferred brand) with mail order co-payment at twice the retail co-
payment for a 90 day supply.

The Board shall provide prescription drug coverage with family coverage
for employees electing the HDHP Plan through the applicable formulary,
with employee retail co-payments of $10/$25/$40 (generic/preferred

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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 Board shall provide each member of the teachers' bargaining unit
with family coverage, the following dental coverage with the same
premium share as noted in Section C, hereinabove:

a.

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
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.

Insured/spouse and unmarried dependents to age 26. 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.

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.

E. All members of the teachers’ bargaining unit who retire from teaching under the
provisions of the General Statutes of the State of Connecticut shall be allowed to
participate in health coverage offered to active teachers in accordance with law.

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Provisions of this coverage are to be determined by the terms and conditions of *
the individual insurance companies.

The Board may substitute insurance carriers/plans/administrators as it deems fit
so long as the new carrier provides reasonably comparable coverage and
administration. Network equivalence shall not be a factor in considering
reasonably comparable coverage and administration if the disruption in doctor
utilization (by visit) is fifteen percent (15%) or less. The Board shall provide
written notice of the change in carrier, plan and/or administrator to the
Federation, together with information for distribution to Federation members.
Following receipt of such written notice, the Federation shall have thirty (30)
calendar days to dispute the Board’s determination that a change in carrier, plan
or administrator does provide reasonably comparable coverage. Failure of the
Federation to file such a claim within thirty (30) calendar days shall constitute a
waiver of such claim. Disputes as to reasonable comparability are to be resolved
forthwith by final and binding arbitration before a mutually agreeable arbitrator
experienced in matters of insurance coverage.

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 a
teacher's status prompts the teacher 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 shall 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.

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6. The waiver payment is not available to any employee who is receiving
health insurance through the Colchester Board of Education for the year in
which insurance has been waived.

H. The Board shall implement and maintain a Section 125 Salary Reduction
Agreement which 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
Federation or any teacher 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 which may
reduce or eliminate the employee tax benefits to be derived therefrom.

lL The Patient Protection and Affordable Care Act ("PPACA"; Public Law 111-
148) has set forth and codified under the Internal Revenue Code (IRC) §4980I
the imposition of an excise tax related to employer provided health insurance
plans that exceed certain value thresholds. The impact of the excise tax is
scheduled to take effect in 2020. The parties recognize that the excise tax may
go into effect prior to 2020 and that the timing of the imposition of the tax is
not within the parties’ control. In the event that the tax is scheduled to go into
effect during the term of this Agreement, the parties agree to commence
negotiations in accordance with the Teacher Negotiation Act, to determine
insurance provisions for the contract year in which the excise tax goes into
effect. During such negotiations, the parties will reopen this Article (including
the related appendices of the contract) for the purpose of addressing the impact of
the excise tax and negotiating insurance benefits. No other provision of the
contract shall be reopened during such negotiations.

ARTICLE 31
Salaries

The salary schedules for 2017-2018, 2018-2019 and 2019-2020 are attached hereto as
Appendix A. New salary schedules will be implemented at the start of the respective
school year, not the fiscal year.

- 30 -


ARTICLE 32
Amendment

A. This contract contains the full and complete agreement between the Board and the
Federation, except as noted below.

B. Negotiations with respect to salary for any new or revised position(s) within the
bargaining unit shall be initiated at the written request of either party.

Cc. This contract may be amended or modified by mutual written agreement of the
parties.
D. With regard to matters not covered by this contract, the Board agrees to make no

changes in existing policy affecting salaries or other conditions of employment
without prior consultation with the Federation.

ARTICLE 33
Savings Clause

A. If any provision of this contract 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 substitute action shall be subject to consultation
and negotiation with the Federation.

B. In the event that any provision of this contract is, or shall at any time be contrary
to law, all other provisions of this contract shall continue in effect.

ARTICLE 34
Layoff and Recall

A. No tenured teacher (as defined in Section 10-151(b) of the Connecticut General
Statutes as amended) shall be laid off when a position exists which is either vacant or
occupied by a non-tenure teacher and for which the tenured teacher is certified.

In the event that it becomes necessary to reduce the teaching staff, the following
procedure shall be followed in identifying the teacher whose contract is to be

terminated:
1. Non-tenured teachers in the affected certification areas shall be
terminated before tenured teachers on a system-wide basis.
2. Among tenured teachers in the affected certification area(s), the
least senior teacher within the following categories shall be
terminated:

-31-


a. Elementary (Kindergarten through Fifth Grade)
b. Middle (Sixth Grade through Eighth Grade)

c. Secondary (Ninth Grade through Twelfth Grade) within the
department in which the position is eliminated.

d. K-12 certified positions (e.g., speech and language
pathologist, social worker, school psychologist, special
education teacher, reading specialist, physical education
teacher, music teacher, art teacher)

3. A teacher who would otherwise be terminated from one of the four
categories set forth above shall be entitled to displace a less senior
teacher at another level if the teacher is certified and qualified for
said position.

It is understood that a layoff is a termination of employment subject to
administrative and/or judicial review in the manner set forth in §10-151 et seq. of
the Connecticut General Statutes as amended, and in no other manner. In the
case of judicial review under those statutory provisions, the parties agree that the
provisions of this Article can and should be submitted to the court.

The name of any employee who has been laid off shall be placed upon a
reappointment list and remain on such list for three (3) years provided such
teacher does not refuse a reappointment and provided such teacher applies in
writing by certified or registered mail for retention of his/her name on said list on
or before June first of each year subsequent to his/her termination.

No new employee shall be hired to fill a position for which an employee on the
reappointment list is certified. In cases where more than one (1) employee on the
reappointment list is certified or immediately certifiable for a particular position
to be filled, seniority shall be the determining factor in the recall process.

No employee who has been laid off shall be entitled to payment or accrual of any
compensation or fringe benefits, whether or not he/she remains on the
reappointment list. However, an employee who is re-appointed from the list shall
be entitled to reinstatement of any benefits earned or accrued at the time of layoff,
and further accrual of salary increments and fringe benefits shall resume where
they left off. No years of layoff will be credited as years of service for
compensation or retirement purposes.

Seniority shall be the determining factor in layoffs for tenured employees. For
non-tenured employees, if in the judgment of the Superintendent, non-tenure
teachers under consideration for layoff have similar skill, qualifications and

-32-


ability, then those having least years of continuous service in Colchester will be
released first.

The provisions of this Article shall not apply to holders of durational shortage
area permits, who are employees at will.

ARTICLE 35
Definitions

The following definitions shall apply to this contract:

1.

2.

10.

11.

12.

Board: The Board of Education of the Town of Colchester.

 

Federation: The Colchester Federation of Teachers, AFT Local
#1827, AFT-Connecticut, AFL-CIO

Administration: The Superintendent of Schools and all personnel serving
in positions requiring intermediate certification.

Teacher: Any employee of the Board serving in a position requiring
teaching or special service certificate.

School: Any work location to which a member of the bargaining
unit is assigned.

Teachers’ Bargaining Unit: All employees designated as members of the
unit as defined by Section 10-153b(a)(2) of
the Connecticut General Statutes.

Teachers' Bargaining Agent: The Collective bargaining agent chosen
pursuant to Section 10-153b(c) of the
Connecticut General Statutes.

Seniority: Continuing employment by the Board in accordance with
the teacher's original hiring date. Seniority shall not be

interrupted by Board approved leaves of absence.

Athletic Director: The Director of Athletics.

 

Increment: Vertical and/or horizontal movement on the Salary
Plan.

Form: Any one of the forms included in the appendices.

Days: A twenty-four (24) hour period.

-33-


B. Whenever the singular is used in this contract, it is to include the plural.

ARTICLE 36
Duration of Contract

This contract is the result of collective bargaining between the Board of Education and
the Colchester Federation of Teachers which has been conducted under the requirements
and directions of the Connecticut General Statutes. The contract shall be effective as of
July 1, 2017 and shall remain in full force and effect through June 30, 2020, unless
reopened pursuant to its terms. The provisions of this contract supersede all conflicting
policies and directives of the Board and may be changed only through mutual written
agreement.

ARTICLE 37
Holdover

A. In the event that the Board and the Federation shall fail to secure a successor
contract prior to the termination of this contract, the Board and the Federation
agree that all of the terms and conditions of this contract shall remain in effect
and be binding on both parties until a successor contract has been negotiated and
is operable.

B. The parties agree that negotiations for a successor contract shall begin in
accordance with statute. Any agreement so negotiated shall apply to all members
of the teachers' bargaining unit and shall be reduced to writing and signed by the
parties.

    

 

ile NL Frank Gionfriddo, yeh side:
font ster Board of Education ~~ Colchester ridao, Pye of chers

Nance w2 V1 Wha dave fx ye

Witiess Witnéss

-34-


APPENDIX A
2017-18 SALARY SCHEDULE
Step BA BA+15 MA MA+I15 6th Yr 6th Yr +15

2 43,705 44,409 45,114 45,821 46,527 47,232
3 44,601 45,296 45,990 46,687 47,384 48,077
4 45,646 46,327 47,016 47,699 48,388 49,071
5 46,801 47,476 48,150 48,828 49,506 50,179
6 48,422 49,088 49,752 50,422 51,085 51,754
7 50,051 50,822 51,469 52,088 52,705 53,328
8 52,428 54,574 55,334 55,937 56,540 57,148
9 54,722 56,924 59,073 59,661 60,248 60,840
10 55,696 59,285 63,574 64,178 64,780 65,391
11 57,786 62,198 67,721 68,351 68,979 69,618
12 62,969 68,144 74,736 75,424 76,110 76,809
13. 68,667 74,651 82,367 83,121 83,868 84,634

Doctorate: One thousand dollars ($1,000.00) above the Sixth Year+15 salary lane.
Teachers shall move one (1) step on the salary schedule during 2017-2018.

2018-19 SALARY SCHEDULE

Step BA BA+I5 MA MA+15 6th Yr 6th Yr + 15

1 .

2 43,924 44,631 45,340 46,050 46,760 47,468
3 44,824 45,522 46,220 46,920 47,621 48,317
4 45,874 46,559 47,251 47,937 48,630 49,316
5 47,035 47,713 48,391 49,072 49,754 50,430
6 48,664 49,333 50,001 50,674 51,340 52,013
7 50,301 51,076 51,726 52,348 52,969 53,595
8 52,690 54,847 55,609 56,119 56,624 57,140
9 54,996 57,817 60,336 60,889 61,437 61,997

10 58,530 61,864 65,465 66,065 66,659 67,267
11 62,042 66,194 71,030 71,680 72,325 72,985
12 65,765 70,828 77,068 77,773 78,473 79,189
13. 69,711 75,786 83,619 84,384 85,143 85,920

Doctorate: One thousand dollars ($1,000.00) above the Sixth Year+15 salary lane.
Teachers shall move one (1) step on the salary schedule during 2018-2019.

-35-


2019-20 SALARY SCHEDULE
Stepp BA BA+I15 MA MA+I15 6thYr 6th Yr+ 15

1

2 44,363 45,077 45,793 46,511 47,228 47,943
3. 45,272 45,977 46,682 47,389 48,097 48,800
4 46,333 47,025 47,724 48,416 49,116 49,809
5 47,505 48,190 48,875 49,563 50,252 30,934
6 49,151 49,826 50,501 51,181 51,853 32,533
7 50,804 51,587 52,243 52,871 53,499 54,131
8 53,217 55,395 56,165 56,680 57,190 37,711
9 55,546 58,395 60,939 61,498 62,051 62,617
10 59,115 62,483 66,120 66,726 67,326 67,940
11 62,662 66,856 71,740 72,397 73,048 73,715
12 66,423 71,536 77,839 78,551 79,258 79,981
13° 71,245 77,453 85,459 = 86,240 = 87,016 87,810

Doctorate: One thousand dollars ($1,000.00) above the Sixth Year+15 salary lane.
Teachers shall move one (1) step on the salary schedule during 2019-2020.

LONGEVITY PAYMENTS

A. A teacher in his/her sixteenth (16th) or seventeenth (17th) year of continuous
service in Colchester shall receive a longevity payment of one hundred fifty-six
dollars ($156.00).

B. A teacher in his/her eighteenth (18th) or nineteenth (19th) year of continuous
service in Colchester shall receive a longevity payment of two hundred ninety
dollars ($290.00).

Cc. A teacher in his/her twentieth (20th) or twenty-first (21st) year of continuous
service in Colchester shall receive a longevity payment of four hundred ten
dollars ($410.00).

D. A teacher who has more than twenty-one (21) years of continuous service in
Colchester shall receive a longevity payment of five hundred twenty dollars
($520.00).

E. A teacher who has more than twenty-five (25) years of continuous service in
Colchester shall receive a longevity payment of seven hundred fifty dollars
($750.00).

F, Leaves of absence approved by the Board shall count as year(s) of service and
shall not be viewed as breaks in the continuity of service.

- 36 -


APPENDIX B
CO-CURRICULAR DUTIES

For Sections 1 and 2 and that which addresses clubs not identified, dollar amounts shall
be computed by applying the percentages indicated to the following base salary:

2017-18: $43,705
2018-19:$43,924
2019-20: $44,363
Years of Experience

1. Physical Education Positions 1-3 4-6 7-10
Athletic Director (Bacon Academy) 18 19 20
Soccer Coach (boys/girls)** 9 10 il
Assistant Soccer Coach (boys) 7 8 9
Cross Country Coach 8 9 10
Assistant Cross Country Coach 6 7 8
Varsity Football Coach (including spring football) 11.75 12.75 13.75
Assistant Football Coach (including spring football) 9 10 11
JV Football Coach (including spring football) 7 8 9
Varsity Volleyball Coach 9 10 11
JV Volleyball Coach 7 8 9
Basketball Coach (boys/girls)** 10 11 12
Assistant Basketball Coach (boys/girls)** 8 9 10
Freshman Basketball Coach (boys/girls) 6 7 8
Wrestling Coach . 10 11 12
Assistant Wrestling Coach 8 9 10
Baseball Coach 10 11 12
JV Baseball Coach 8 9 10
Softball Coach (girls) 10 11 12
Track & Field Coach (boys/girls)** - 10 11 12
Assistant Track & Field Coach (boys/girls)** 8 9 10
Indoor Track & Field (boys/girls) 10 11 12
Cheerleading Coach (BA) 8 9 10
JV Soccer (boys/girls)** 7 8 9
JV Softball 7 8 9
Golf Coach (BA) : 6 7 8
Tennis Coach (BA) 6 7 8
Assistant Cheerleading/Coach (BA) 6 7 8

WIIMS Athletics
Athletic Coordinator 5
Soccer Coach (girls/boys)** 4
Cross Country Coach 4
Basketball Coach (girls/boys)** 5
Softball Coach 3
Track & Field Coach (girls/boys)** 3

K-12 Intramurals (hourly) $25.16

WAAIADH
IAC oon

- 37 -


Years of Experience
2. Department Chairpersons (Grades 9-12)

A.1-4 members in a department 6 7 8

B. 5 members plus in a department 6.5 75 8.5
Class Advisors (11th and 12th Grades) 5 6 7
Class Advisors (9th and 10th Grades) 4 5 6
Team Leaders (Grades 6-8) 5.5 6.5 75
Yearbook Advisor (BA) 8 9 10
Drama Coach (BA) 7 8 9
Newspaper Advisor (BA) 8 9 10
National Honor Society Advisor 6 7 8
Student Council Advisor 6 7 8
Future Business Leaders of America Advisor (BA) 8 9 10
Program Representatives 5 6 7
Math Team Advisors (2) 4 5 6
Technical Student Assoc. Advisor (BA IA Club) 4 5 6
Marching Band & Small Ensembles Director (BA) 8 9 10
Honor Guard Advisor (BA) 3 4 5
Marching Band Assistant (BA) 3 4 5
Student Council Advisor (WJJMS) 2.5 3.5 4.5
Yearbook Advisor (WJJMS) 3.5 4.5 5.5
Jazz Band Director (BA/WJJMS)*** 3 4 5
Chemical Hygiene Officer 6 7 8
PAL Advisor 4 5 6

Clubs (Hourly) $25.16

3. Instruction

Homebound Instruction $35.00
Adult Education Enrichment Instruction $35.00
Curriculum Development* $35.00
Summer School Teachers $35.00
Mandated Related Services $55.00
K-8 Summer School Director $5,300

PreK-12 Summer Special Education Director $5,300

9-12 Summer School Director

* CEUs where applicable or Stipend; not both.

ee Separate positions for boys and girls and not a combined activity.

** ‘Includes one Jazz Band Director at BA and another Jazz Band Director at
WJJMS.

Clubs not identified above will be paid at the following rate:
Years of Experience
1-3 4-6 7-10
4 5 6

Clubs running for a portion of the school year will be paid proportionately based on the
time the club runs.

- 38 -


APPENDIX C
INSURANCE PROGRAMS
(Article 30)
Preferred Provider Plan:

Available only to teachers hired on or before June 30, 2015

Following are some of the co-pay, deductible, and coverage features of the PPO Plan

 

 

 

 

Benefit In Network Out of Network

Deductible & Co-Insurance N/A Deductible:  $1,500/$3,000/$4,500
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
Unlimited per trip for Land No co-pay Paid as In-Network Service
$4,000 per trip for Air
Physician Services
Medical Care $30 co-pay Covered at 80% Deductible & Coins.
Specialist Services
Medical Care $40 co-pay Covered at 80% Deductible & Coins.

 

 

 

-39-

 


 

 

Benefit In Network Out of Network
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:

(i 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 preferred
brand, $40 non- preferred
brand; Unlimited max. 2 x
retail for mail order

Covered at 80% Deductible & Coins.

 

Outpatient Mental Health
& Substance Abuse

$40 co-pay ©

Covered at 80% Deductible & Coins.

 

Home Health Aides

80 visits; case management

Covered at 80% above deductible to
stop loss; 80 visits

 

Nursing & Therapeutic Services
& Home Health Care

200 visits (80 visits of which

$50 Deductible per year, Covered at

 

 

can be a Home Health Aide) 80% above deductible to stop loss; up
to 200 visits per year
Skilled Nursing Facility $300 per admission Covered at 80% Deductible & Coins.

(Up to 120 days per Calendar Year)

 

 

 

-40-

 


 

Benefit

In Network

Out of Network

 

Maternity Care
Prenatal and Postnatal

$40 co-pay first visit only

 

Durable Medical Equipment

Hearing Aid Coverage available for
dependent children age 12 yrs and under
with a max of $1,000 within a 2 yr
period.

Covered in full

Covered at 80% Deductible & Coins.

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.

-41-

 


HIGH DEDUCTIBLE HEALTH CARE PLAN:

(Following are some of the co-pay, deductible, and coverage features of the HDHP Plan)

 

BENEFIT

 

COST SHARES .__

 

In-Network services and Out-of-Network services subject to
deductible and coinsurance.

 

No Referrals Required

 

Deductible: $2,000 Individual, $4,000 Two or More

 

Out-of-pocket Maximum: $4,000 Individual;
$6,850 (in network) $8,000 (Out of network) Two or More

 

 

In Network Coinsurance 100%

 

Lifetime Maximum In-Network - Unlimited

 

 

Out-of-Network Benefits "

 

Coinsurance 80% / 20%

 

Lifetime Maximum Out-of-Network - Unlimited

 

 

Only In-Network Benefits Illustrated Below

 

 

PREVENTIVE CARE

 

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

 

 

Diagnostic Lab & X-ray

100% after deductible

 

 

Surgery Fees

100% after deductible

 

 

Office Surgery

100% after deductible

 

 

Outpatient MH/SA

100% after deductible

 

 

 

 

-42-

 


 

   

Y SERVICES _

 

 

Emergency Room

100% after deductible

 

 

 

 

Urgent Care Facility 100% after deductible
Ambulance 100% after deductible

 

 

INPATIENT HOSPITAL

   

All

 

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

 

 

 

TENT HOSPITAL [Oo

    

 

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

i 100% after deductible

 

 

 

 

Prosthetics 100% after deductible
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.

 

-43-

  

 


The Board will contribute a percentage of the applicable HDHP deductible amount into a
teacher’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, the
Board shall make available a HDHP/HRA plan with the same deductible funding as received
by HSA participants. The parties acknowledge that the Board's contribution toward the
funding of deductible for the HDHP plan by contribution to a teacher’s HSA (or HRA
contribution) 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 (or HRA contribution) for
individuals upon their separation from employment. Board contributions to a teacher’s HSA
(or HRA contribution) shall be pro-rated for a partial year of employment. In the event that
a teacher gives written notice of his/her intent to leave the district, any further Board
contributions to a teacher’s HSA (or HRA contribution) shall reflect the pro-rated amount of
the teacher’s deductible funding through his/her last day of employment with the district.

In 2017-2018, the Board will contribute fifty percent (50%) of the applicable HDHP Plan
deductible amount. For 2017-2018, the Board will make its contribution to a teacher’s HSA
(or HRA contribution) in one (1) payment on the following schedule:

e 100% of Board contribution on 1st regular payroll date after 9/15/2017

In 2018-2019, the Board will contribute fifty percent (50%) of the applicable deductible
amount. For 2018-2019, the Board will make its contribution to a teacher’s HSA (or HRA
contribution) in two (2) equal installments, on the following schedule:

e 50% of Board’s contribution on ist regular payroll date after 9/15/2018

e 50% of Board’s contribution on 1st regular payroll date after 3/15/2019

In 2019-2020, the Board will contribute fifty percent (50%) of the applicable deductible
amount. For 2019-2020 and thereafter, the Board will make its contribution to to a
teacher’s HSA (or HRA contribution) in four (4) equal installments, on the following
schedule:

¢ 25% of Board’s contribution on Ist regular payroll date after September 15"
e 25% of Board’s contribution on ist regular payroll date after December 15"
e 25% of Board’s contribution on Ist regular payroll date after March 15"

e 25% of Board’s contribution on Ist regular payroll date after June 15"

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.


DENTAL INSURANCE

 

Benefit

 

Individual Deductible:
Family Deductible:
Lifetime maximum:

$25 (applies to Basic Services and Major Services only)
$75 (applies to Basic Services and Major Services only)
$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 1/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

 

-45-