MASTER AGREEMENT. between. Seeley Lake Elementary School. School District #34. and. Seeley Lake Organization. of Teachers MEA/MFT, NEA/AFT

Transcription

1 MASTER AGREEMENT between Seeley Lake Elementary School School District #34 and Seeley Lake Organization of Teachers MEA/MFT, NEA/AFT July 1, 2013 June 30, 2015

2 Preamble THIS AGREEMENT, entered into by the Seeley Lake Public School Board for District #34, hereinafter referred to as the Board, and the Seeley Lake Organization of Teachers, MEA/MFT, NEA/AFT, hereinafter referred to as the Federation, has as its purpose the promotion of harmonious relations between the Board and the Federation, the establishment of pay, hours of work and other terms and conditions of employment for all teachers represented by the Federation. Article 1 Recognition 1.1 Association Recognition The Board hereby recognizes the Federation as the exclusive representative for collective bargaining purposes with respect to wages, hours, fringe benefits, and other conditions of employment for all employees of the appropriate unit as defined in this Agreement. 1.2 Teacher Definition: Unless otherwise indicated, the term teacher when used hereinafter in this Agreement shall refer to all employees in the appropriate unit as defined in this Agreement. 1.3 Appropriate Unit Definition: The appropriate unit shall consist of all teachers of the school district who are certified in class I, II, IV, V or VI, as provided in the applicable school laws of Montana, and whose positions call for or require such certification, but shall exclude and exempt the following: a. Supervisors as defined by the Act. b. Temporary employees. c. Substitute teachers. d. And, all other employees. Article 2 Powers of the Board 2.1 The Board has and shall retain all powers, rights, authority, and responsibility conferred upon and vested in it by law. The management of the district and the direction of its employees are vested exclusively in the Board. All matters not specifically and expressly covered or treated by the language of this Agreement may be administered by the Board in accordance with such policy or procedure as the Board may determine. Management rights will not be deemed to exclude other management rights not herein specifically enumerated. 10/28/ (July 1)-2015 (June 30) 2

3 Article 3 Federation Security 3.1 Any teacher or member of the bargaining unit may become a member of the Federation under the procedures specified by the Federation. 3.2 No employee in the bargaining unit shall be required to become a member of, or pay dues to, the Federation as a condition of employment. Each member shall have the right to join, not join, maintain or drop Federation membership. Membership in the Federation shall be separate, apart and distinct from assumption by each employee of his equal obligation to supply the financing of the cost of collective bargaining from which the employee receives benefits equal to those received by Federation members. It is recognized that the Federation is required both under law and under this Agreement to represent all of the employees in the bargaining unit fairly and equally without regard to whether or not an employee is a member of the Federation. Inasmuch as the terms of this Agreement have been made for all employees in the bargaining unit, and all employees derive benefit thereunder, it is fair that each employee in the bargaining unit assume his fair share of the obligation along with the grant of equal benefits contained in this Agreement. As a condition of employment an employee covered by this agreement will become a member of the Federation or pay a representation fee as determined by law. All laws will be respected relating to representation fees, including religious objections. Prior to the District collecting representation fees from non-members, the Federation shall fully comply with its obligations under state and federal law. 3.3 Upon receipt of written authorization an employee covered by this Agreement, the District shall deduct from the employee s pay the Federation dues or representation fee in an amount certified by the treasurer of the Federation. All monies deducted shall be forwarded on a monthly basis to the treasurer of the Federation. 3.4 The Federation agrees to indemnify and hold harmless the school district, the Board, each individual Board member, and all Administrators and school officials against any and all claims, suits, or other forms of liability, and all court costs arising out of the operation and provisions in this Agreement between the parties for dues deductions or the payment of a representation fee. Article 4 Fair Dismissal The Board of Trustees agrees to fair and equitable implementation of fair labor practices and to comply with the following: 4.1 Newly hired teachers shall serve a probationary non-tenure teaching period as prescribed by Montana law ( MCA). Renewal or non-renewal of teachers after the nontenure probationary period shall be in accordance with Montana law ( MCA). 10/28/ (July 1)-2015 (June 30) 3

4 4.2 Notification of teacher reelection acceptance in accordance with MCA The trustees shall provide written notice by June 1 to all teachers who have been reelected. Any teacher who does not receive notice of reelection or termination is automatically reelected for the ensuing school fiscal year. 4.3 Any teacher who receives notification of reelection for the ensuing school fiscal year shall provide the trustees with written acceptance of the conditions of the reelection within 20 days after the receipt of the notice of reelection, and failure to notify the trustees within 20 days constitutes conclusive evidence of the teacher s nonacceptance of the tendered position. Article 5 Teachers Obligations 5.1 Teachers will perform all duties faithfully and satisfactorily and as directed by the administrator of Seeley Lake Elementary School District. Teachers agree to comply with and abide by all rules and regulations promulgated by the Board of Trustees and to comply with and abide by the pertinent statutes of the State of Montana. Teachers must have and maintain a valid teaching certificate. Article 6 Labor Management Committee 6.1 The School District and the Federation agree to establish a joint committee for the purpose of discussing teacher evaluation, student discipline, class interruption, and other areas of mutual concern. It is intended that this provision will provide the Federation with input regarding the previously mentioned areas. 6.2 Committee meetings shall be upon the request of either party but shall be no more than four times per year, except by mutual agreement. 6.3 Nothing in this article will be construed to restrict the Board of Trustees or the administration in their sole and exclusive right to make and implement policy and rules and regulations. Article 7 Evaluation Procedures 7.1 The School District will formulate an evaluation procedure. The procedure will be nondiscriminatory and will be uniformly applied throughout the system. The Board of Trustees will make final decisions on evaluation policy after providing teachers the opportunity for input. 7.2 A meeting between the teacher and the administrator shall be held within one week of the date of the evaluation. 10/28/ (July 1)-2015 (June 30) 4

5 7.3 All written evaluation reports will be placed in the teacher s file. The reports will be discussed between the teacher and the administrator and shall be signed by the teacher before it is placed in the file. The teacher shall be provided the opportunity, if he/she wishes, to write a rebuttal to the evaluation, which will be attached to the evaluation report. 7.4 All written evaluations will be kept confidential and those having access to the evaluations are the administration, school board and the teacher evaluated. Article 8 Reduction in Force 8.1 In a situation where the Board feels it necessary to relieve teachers from duties because of lack of duties or funds, or a change in curriculum or under conditions where continuation of such work be inefficient or non-productive, the Board shall use certification and seniority as the criteria. In the event that certification and seniority are equal, then recommendations of the administration shall be the determining factor. Any teacher on lay-off status shall be recalled, in inverse order of lay-off, for any openings available for a period of two (2) years provided they are fully qualified for the openings. In consideration of recall the Board shall utilize the same criteria as used in the consideration of lay-off. If a teacher is offered reinstatement and refuses, then that teacher s rights under this article are relinquished. This article does not apply to non-tenured teachers. Non-tenured teachers would be dismissed or non-renewed in accordance with Montana Statutory provisions. Article 9 Teacher and Federation Rights 9.1 Nothing herein shall be construed to deny or restrict the rights accorded the teachers covered by this Agreement under Montana or Federal law or other applicable rules and regulations. 9.2 The officers and officials of the Federation shall be provided with sufficient copies of this Agreement for distribution to teachers within the Federation. 9.3 No material derogatory to a teacher s conduct, service, character, or personality shall be placed in the files unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that s/he read such material by affixing his/her signature on the actual copy to be filed with the understanding that such signature merely indicates that he/she has read the material to be filed and does not necessarily indicate agreement with the content. Personnel files will not be kept on computer storage. 9.4 The teacher shall have the right to answer any material filed and his/her answer shall be attached to the file copy. 9.5 Upon request, teachers shall have the right to see and reproduce material in their personnel file from the date of appointment. Teachers shall pay the cost of reproduction. 10/28/ (July 1)-2015 (June 30) 5

6 9.6 The Seeley Lake Organization of Teachers shall have the right to use schoolrooms for meetings as long as prior permission is granted by the school administrator or his/her designee. 9.7 The Seeley Lake Organization of Teachers may use office machines with prior permission of the school administrator or his/her designee. It is understood that the teachers will reimburse the school district for reproduction costs and that teachers will pay for any damages that occur while office machines are in the use of the teachers for Federation business. 9.8 The teachers may use school mailboxes and designated bulletin board space for Federation business. Article 10 Seniority 10.1 Seniority shall be the length of continuous service of a teacher in the school system. Seniority shall be computed on the basis of full-time service A list shall be maintained by the administration showing the seniority of each member of the bargaining unit by school system and school. This list shall also include certification renewal date information. Such list shall be made available to the Federation on or about October 15 th of each year. The administration shall provide the roster to the Federation Part-time employees employed prior to September 1, 1979, will enjoy seniority rights computed at the rate of one year for each year with the district with no reference made to the number of hours worked. Article 11 Non-Discrimination 11.1 No member of the bargaining unit shall be discharged or discriminated against in violation of Section , MCA, The Federation and the Board affirm their joint commitment that no bargaining unit member shall be discriminated against with respect to any term or condition of employment for reasons that violate state or federal law The Board shall make certain that teacher application forms and oral interview procedures shall omit any reference to the teacher applicant s membership in teacher-employee organizations The Board shall agree that, where women are concerned, the principle of equal pay be observed for comparable work and duties and that all fringe benefits shall apply to female employees in the same manner as to male employees. 10/28/ (July 1)-2015 (June 30) 6

7 Article 12 Transfer Procedures 12.1 A vacancy is any open bargaining position that the Board intends to fill including, but not limited to, summer school and extra-duty positions Whenever a vacancy occurs or is anticipated, the Board or its agent shall promptly notify the Union President and staff in writing for no less than (7) seven days prior to public advertisement of vacancy, and direct a copy of same by registered mail to each, if any, laid-off employee that meets the criteria of recall under the collective bargaining agreement when they were laid-off. The notice shall contain a complete job description, a statement of minimum qualifications, and, if the position is not covered by the terms of this Agreement, a salary range. Where specific training, experience, certification, endorsement or other qualifications are prerequisites for a vacancy, such conditions shall be stated in the notice Transfer requests shall show preference to employees in accordance with qualifications and seniority. In filling vacancies, the Board will consider the following criteria (listed without relationship to order of importance): (1) ability, (2) qualifications, and (3) recommendations of the administration, (4) seniority, and (5) the needs of the district as determined by the Board. If qualifications are equal, then seniority shall be the determining factor. In the event that teachers are transferred out of their positions at the convenience of the Board, then, said teacher shall be permitted to return to his/her previous position as soon as the Board can reasonably find a solution to the situation that made the transfer necessary Present employees will be given first consideration in filling any new positions in the District for which they are qualified Should the Board or its agent deny a request for transfer it will, within fifteen (15) calendar days, provide the employee and the Union a written statement of the Board s rationale Objections to the denial of voluntary transfer may be resolved through the grievance procedure beginning on step 2. If the dispute is ultimately resolved in the favor of the Board, or if the Union does not process the grievance through arbitration, the employee shall, if he or she requests, be released by the Board from his or her contract. Article 13 School Year 13.1 Teachers will be employed for a period of not more than 187 days, exclusive of legal holidays and vacations. 10/28/ (July 1)-2015 (June 30) 7

8 Article 14 - Work Day 14.1 The workday for full-time teachers will begin 15 minutes before the beginning of classes and end 30 minutes after the dismissal of students. On days preceding school holidays and the last student day of each week, the teacher s workday ends with the dismissal of classes. Exceptions can be made only with administrative approval. The Board reserves the right to alter the schedule in case of emergency Every effort will be made to schedule CST, IEP, 504, and other special education meetings during the teacher s contract day. When these meetings extend beyond the contract day, teachers shall earn compensatory time on an hour-for-hour basis with the compensatory time being accrued in fifteen (15) minute increments. Compensatory time will be taken at a time mutually agreed upon between the teacher and administrator. Compensation time shall be used during the school year earned. Unused earned time shall be lost at the end of said school year Curriculum work completed beyond the contract day will be compensated at the rate of $20 per hour. Prior approval by the administrator is required Included in the workday is the teacher s obligation to participate in staff meetings, departmental meetings, parent conferences, and inservice meetings. Open house, which may occur outside the regular workday, shall be attended at no additional pay to teachers but shall count toward the final PIR day of the school year on an hour-by-hour basis Outside morning duty will not be required for teachers. Article 15 Leave 15.1 Sick Leave: Sick leave may be used for personal illness or illness in the immediate family. Immediate family is defined as: the teacher s and spouse s parents, children, siblings, grandparents and grandchildren. For the contract school year, each teacher shall accumulate thirteen (13) days. Beginning in September the maximum accumulation of sick leave days from year to year shall be ninety (90) days per teacher. Teachers who start the school year with the maximum accumulation of ninety (90) days will be permitted to draw on an additional thirteen (13) during that year, but at no time will the maximum accrual be more than ninety (90) days. After five (5) consecutive sick days, or where there is evidence of sick leave abuse, the District may require that the illness be verified by a physician. Five (5) sick leave days may be used for personal leave each year. 10/28/ (July 1)-2015 (June 30) 8

9 15.2 Bereavement Leave: A total of five (5) days per death in a school year, with no deduction of pay or benefits, shall be granted to each teacher to attend to matters relating to the death of a member of his/her immediate family. Immediate family is defined as: the teacher s and spouse s parents, children, siblings, grandparents and grandchildren Duty Leave: The administration shall have the discretionary power to grant a teacher duty leave for the purpose of professional development without salary deduction. Each case shall be handled on its merit. Teachers shall be reimbursed for reasonable expenses incurred while on duty leave. Expenses shall be paid as follows: registration and fees, mileage as described in Montana Code MCA, meals at $26.00 per day, or at $6.00 for breakfast, $8.00 for lunch and $12.00 for dinner per day, and motel at reasonable actual cost. The Federation agrees this is an administrative prerogative. A complaint arising from this clause will be carried only to the second step of the grievance procedure. It is understood that granting duty leave in any single case, shall not be established precedent for granting duty leave in future cases Professional Leave: The administration, after considering the request, shall have the discretionary power to grant a teacher professional leave without salary deduction. Each case shall be handled on its own merit Leave Of Absence: A tenured teacher may apply for a leave of absence without pay for up to one year to further his/her professional goals. The granting or denial of such leave shall be at the sole discretion of the Board. If the leave is granted, the following provisions shall apply. 1. The leave is contingent upon the District s ability to secure an acceptable replacement. 2. The teacher, upon returning, shall be reinstated to his/her previous position or to a similar position with previously accrued sick leave, tenure, if applicable, and experience. 3. The teacher on leave may remain in the group insurance plan at his/her own expense. 4. The teacher may be required to guarantee in writing, prior to his/her departure, that he/she will return to employment with the District immediately after the approved 10/28/ (July 1)-2015 (June 30) 9

10 leave period. In every case, the teacher must give written notice to the District prior to April 1st of his/her intention to return to the District for the ensuing school year. Failure to notify the District prior to April 1st shall result in forfeiture of his/her reinstatement rights Maternity Leave: Maternity leave shall be granted in accordance with Sections and 311, MCA. After exhausting accumulated sick leave, a teacher may request a leave of absence without pay. The District may require an appropriate medical certification for all leaves and requests to return to work. Employee rights shall be retained while the teacher is on approved maternity leave. Upon return to work the teacher s salary shall be on the same level on the salary schedule as attained when the leave was granted. All reasonable efforts shall be made to have maternity leave start and expire as to be in the best interests of the students directly affected. The teacher shall be reinstated to her original position or an equivalent position. The Board will continue payment of health insurance premiums for a teacher on unpaid maternity leave for up to forty (40) working days or as required by law, whichever is greater. Payment of health insurance premiums shall be made in accordance with applicable provisions of this Agreement. Teachers who desire maternity leave shall apply in writing to the district for such leave at least ninety (90) days prior to the time the leave is expected to begin. The request shall state the time that the leave is expected to start and end, if known Sick Leave Bank 1. The purpose of the Sick Leave Bank is to provide emergency sick leave to teachers who have serious illness or injury, and who have exhausted their personal sick leave. It may also be used for teachers who have a spouse or child with a serious illness or injury. 2. Banked sick leave days may not be granted for elective surgery or during any period an individual is receiving disability benefits from social security, a retirement plan, long-term disability, or during any period of time an individual is drawing or is eligible to receive workers' compensation benefits. 3. Any teacher may apply to the Sick Leave Bank Committee to withdraw sick leave days currently in the bank. 4. The Sick Leave Bank Committee will consist of an administrator, and two teachers chosen by SLOT. The Sick Leave Bank Committee will meet when a request for 10/28/ (July 1)-2015 (June 30) 10

11 days is submitted to the administrator and/or SLOT president. The committee reserves the right to request medical documentation. 5. A teacher may be eligible to draw on the bank after one complete year of service. 6. Sick leave bank days will not be granted for normal maternity leave. Should an employee experience an abnormal pregnancy, as determined by a physician, or the baby experiences life threatening medical problems, the committee will consider a request for sick leave bank days reviewing the medical needs as verified by a physician of the parent or baby. 7. Sick bank days can only be used if all sick and personal leave days have been exhausted by the employee. 8. Voluntary contributions of unused sick leave may be deposited into the sick leave bank on the last working day of the school year. 9. Any contribution made by a teacher is confidential and must be submitted in writing to the district clerk. 10. A teacher must maintain a minimum of 10 sick leave days before contributing to the sick leave bank. 11. The maximum number of days the bank may hold is 125 days. Article 16 Insurance Coverage 16.1 The School District shall contribute single person premiums per month per employee for coverage for insurance benefits. Employees working less than full-time, but at least half time, shall receive pro-rated insurance benefits If an employee works at least half-time for school district #34, and is also employed with another school district and is eligible for insurance with the other school district, the employee may request school district #34 to seek to enter into an agreement with the other school district to pay its portion of the health insurance benefit directly to the other school district for health insurance for said employee. This will occur only if entering into such an agreement does not jeopardize the group health insurance program provided to employees of school district #34, and will be reviewed on a year-by-year basis. Article 17 Coaching Assignments 17.1 Anticipated coaching assignments will be offered for the coming school year at the same time that the school district offers letters of intent or individual teaching contracts. All offers of coaching assignments shall be at the discretion of the Board. 10/28/ (July 1)-2015 (June 30) 11

12 17.2 Nothing in this provision shall limit the school district s discretion to alter coaching or athletic director assignments due to unanticipated circumstances or to grant compensation for activities in addition to those listed above All coaches shall be placed on the following salary matrix. Head coach - $1,500 stipend Assistant coach - $1,000 stipend Article 18 Preparation Time 18.1 No teacher shall have more than 27 1/2 clock hours of assigned student responsibility per week. Teachers working less than full time shall have their assigned student responsibility prorated. Article 19 Lunchroom Duty 19.1 Teachers with lunchroom duty shall receive their lunch free of charge. Article 20 Conclusion Benefits 20.1 A tenured teacher who terminates employment with the district is entitled to a lump-sum payment equal to substitute s pay for a maximum of one hundred three (103) unused leave days. Accrual of sick leave credits for calculating the lump-sum payment provided for in this subsection begins July 1, A teacher may start the school year with a maximum accumulation of forty (40) days sick leave. However, a teacher does not forfeit any sick leave rights or benefits for additional sick leave days in excess of the forty (40) days he/she has accrued prior to July 1, Conclusion Benefits: Employees who have been employed by the Seeley Lake School District #34 for more than ten (10) years will at the time of their retirement from the district, receive a one-time lump sum benefit in accordance with the following formula: Sixty dollars ($60.00) for each year of service for years in excess of ten (10) years of employment with the district. Retirement will be defined in accordance with that definition which is utilized by the Montana Teachers Retirement System. In order for a teacher to qualify for benefits under this provision, the teacher must provide documentation to the district that they are receiving benefits from the Montana Teachers Retirement System. 10/28/ (July 1)-2015 (June 30) 12

13 Article 21 - Grievance Procedure 21.1 A grievance is defined as an alleged violation or misapplication of a specific provision of this Agreement. The purpose of this procedure is to secure, at the lowest possible level, equitable solutions to grievances. Nothing contained herein shall be construed as limiting the right of any teacher having a grievance to discuss the matter informally with the Superintendent and having the grievance adjusted without intervention of the Federation Any teacher having a grievance shall file the grievance at the first step of the grievance procedure within ten (10) school days of the event giving rise to the grievance As used in this article, the term teacher shall mean (1) one teacher, (2) a group of teachers having the same grievance, (3) Seeley Lake Organization of Teachers, MEA/MFT, NEA/AFT Level One: A teacher having a grievance shall first discuss the grievance with the administrator, with the object of resolving the matter informally. At any level, the teacher may be represented by or with a fellow member of the Federation or by an official of the Federation Level Two: If the aggrieved teacher is not satisfied with the disposition of his/her grievance at Level One, or if no decision has been rendered within five (5) school days after the presentation of the grievance, he/she may file the grievance within fifteen (15) school days from the event first giving rise to the grievance, in writing with the Board of Trustees, alleging which section of the contract has been violated. The Board will hear the grievance at the next regularly scheduled meeting of the Board, or a special meeting may be called by the Board to hear the grievance. Within fifteen (15) calendar days of the Board meeting at which the grievance was heard, the Board shall issue a written decision regarding the grievance Level Three: If within ten (10) school days after the grievance is heard at Level Two, the teacher is still not satisfied with the determination of the School District, the Federation may submit the grievance to final and binding arbitration. The parties will jointly request a list of five (5) qualified arbitrators from the Board of Personnel Appeals and shall alternately strike names until an arbitrator is selected to hear the grievance. A flip of the coin will determine who is to strike the arbitrators list first. The arbitrator shall hear the case and the parties will be permitted to introduce evidence and witnesses at the hearing. By mutual agreement, the arbitrator may attempt to mediate a settlement of the grievance. If no settlement can be reached, the arbitrator shall issue 10/28/ (July 1)-2015 (June 30) 13

14 his/her decision within thirty (30) days from the end of the hearing. The parties shall pay their own costs for the arbitration hearing and shall share equally the expenses and fees of the arbitrator. The arbitrator shall have jurisdiction over disputes or disagreements relating to grievances properly before the arbitrator pursuant to the terms of this procedure. The jurisdiction of the arbitrator shall not extend to proposed changes in terms and conditions of employment as defined herein and contained in this written agreement; nor shall an arbitrator have jurisdiction over any grievance which has not been submitted to arbitration in compliance with the terms of the grievance procedure. Article 22 Effect of Law, Rules, and Regulations 22.1 The parties recognize that all teachers covered by this Agreement shall perform the teaching services prescribed by the School District. The parties also recognize the right, obligation and duty of the Board of Trustees and its duly designated officials to promulgate policies, rules, regulations, directives and orders insofar as such rules, policies, regulations, directives and orders are not inconsistent with the terms of this Agreement. The parties further recognize that the School District, all teachers covered by this Agreement, and all provisions of the Agreement are subject to the laws of the State of Montana, Federal laws and valid rules of State and Federal regulations and orders of the State and Federal governmental agencies. Article 23 No Strike/No Lock Out 23.1 During the term of this Agreement, the Union agrees not to strike and the District agrees not to lock out employees. Article 24 Saving Clause 24.1 If any section, subdivision, paragraph, sentence clause, phrase or other part of this Agreement is determined or declared to be contrary to, or in violation of any State or Federal law by a court of competent jurisdiction, the remainder of this Agreement shall not be affected or invalidated. If any portion of the contract is found to be invalid, the parties shall meet immediately to negotiate the affected provision. Article 25 Scope of Agreement 25.1 This Agreement constitutes the entire agreement between parties and no verbal statements supersede any of its provisions. Any amendment supplemental hereto shall not be binding upon either party unless executed by the parties hereto. The parties further acknowledge, that during the course of collective bargaining each party had the unlimited right and opportunity to offer, discuss, accept or reject proposals. Therefore, for the term of this Agreement, no further collective bargaining shall be had upon any provisions of this Agreement, nor upon any subject of collective bargaining, unless by mutual consent of the parties hereto. 10/28/ (July 1)-2015 (June 30) 14

15 Article 26 Contract 26.1 This contract shall at all times be made available by the District in printed form to teachers and applicants who desire them. The cost will be absorbed by the District. Article 27 Duration of Agreement 27.1 This agreement shall be in effect from July 1, 2013 until June 30, This Agreement shall be considered as renewed from year to year thereafter, unless either party gives written notice after January 1, 2015 of the desire to modify the same. If such notice is given, the parties agree to begin negotiations within a reasonable period of time. If such notice is not given prior to July 1, 2015, then this Agreement is to stand renewed for the following year It is understood that all monetary items within this agreement are subject to receipt of anticipated revenue. If anticipated revenue is increased or decreased as a result of legislative action taken during the term of this Agreement, the monetary items provided for in this Agreement shall be subject to renegotiation upon the written request by either party. This agreement ratified by the Federation and the Board of Trustees and signed this day of, For the Seeley Lake Organization of Teacher, MEA/MFT, NEA/AFT: President Vice-President For the Board of Trustees, Seeley Lake Elementary School District #34: Board Chair District Clerk 10/28/ (July 1)-2015 (June 30) 15

16 Appendix A Salary Guidelines A. A new teacher will be given the maximum of seven (7) years of credit for prior experience on the salary schedule. B. A teacher may move a maximum of one step vertically (except as defined in C) and one lane horizontally per year. A teacher may move more than one lane horizontally if she/he earns a Master s degree. C. No steps shall be granted on the salary schedule for less than one hundred twenty days (120) of teaching in the school year. D. Horizontal movement on the schedule is contingent on completion of semester hours of credit relevant to the educational programs of the school district. This shall be brought to the attention of the administrator by May 1st of the year before so the budget can be adjusted. Transcripts or grade slips should be submitted before September 10 th of the year the increase is to take effect. E. Any credits earned prior to teacher licensure may not be used for horizontal movement. F. Matters concerning a teacher s placement on the salary schedule may be referred to the Labor/Management Committee for recommendations to the Board of Trustees. G. Any teacher beyond Lane F, Step 15 of the Primary salary schedule or Lane E, Step 15 of the Secondary salary schedule will receive a $2,000 longevity stipend. The longevity stipend will be prorated for teachers working part-time. The $2,000 longevity stipend eliminates any step beyond Lane F or Lane E, Step 15. H. Any teacher currently employed at Seeley Lake Elementary having BA+18 credits as of September 10, 2013, will be eligible for the secondary salary matrix (Appendix B Primary and Secondary). 10/28/ (July 1)-2015 (June 30) 16

17 Appendix B Certified Salary Schedules Primary A B C D E F STEPS BA BA+18 BA+36 MA MA+10 MA ,000 31,000 32,000 32,000 34,000 36, ,200 32,300 33,300 33,300 35,300 37, ,600 33,600 34,600 34,600 36,600 38, ,500 34,900 35,900 35,900 37,900 39, ,500 36,200 37,200 37,200 39,200 41, ,500 37,500 38,500 38,500 40,500 42, ,500 38,800 39,800 39,800 41,800 43, ,500 40,100 41,100 41,100 43,100 45, ,500 41,400 42,400 42,400 44,400 46, ,500 42,700 43,700 43,700 45,700 47, ,000 45,000 45,000 47,000 49, ,300 46,300 46,300 48,300 50, ,600 49,600 51, ,900 50,900 52, ,200 52,200 54, Primary STEPS BA BA+18 BA+36 MA MA+10 MA /28/ (July 1)-2015 (June 30) 17

18 Secondary A B C D E STEPS BA BA+18 BA+36 BA+54 BA ,000 31,000 32,000 34,000 36, ,200 32,300 33,300 35,300 37, ,600 33,600 34,600 36,600 38, ,500 34,900 35,900 37,900 39, ,500 36,200 37,200 39,200 41, ,500 37,500 38,500 40,500 42, ,500 38,800 39,800 41,800 43, ,500 40,100 41,100 43,100 45, ,500 41,400 42,400 44,400 46, ,500 42,700 43,700 45,700 47, ,000 45,000 47,000 49, ,300 46,300 48,300 50, ,900 49,600 51, ,200 50,900 52, ,200 52,200 54, Secondary STEPS BA BA+18 BA36 BA+54 BA /28/ (July 1)-2015 (June 30) 18