ARTICLE 5

 

Leaves of Absence

 

5-1 Sick and Personal Leave

 

5-1.1 For Members on Continuing Contract

 

Members of the bargaining unit who are on continuing contract will be allowed leave for personal illness and for personal reasons which are by nature a necessity or an emergency. Such members will receive five (5) days at the beginning of the school year and accrue one half (1/2) day per month of service for a ten (10) month school year. The total accrued time shall be ten (10) days per contract year cumulative to one hundred five (105) days.

 

If a member is absent because of personal illness, he/she must submit a medical certificate if requested to do so. Administrative approval is required when the leave is for an emergency or other necessity. Of the days allowed for sick and personal leave, two (2) days of leave may be used for undisclosed personal reasons provided that a member obtains the approval of his/her supervising principal. A principal may withhold permission only if, in his/her opinion, granting such permission would be detrimental to the functioning of the school. No undisclosed personal days may be taken on workshop days, during the first or last week of school, or contiguous with school vacation periods or student holidays. No days may accumulate from year to year as undisclosed personal days.

 

If a member has completely exhausted his/her sick leave and accrued sick leave, he/she will be paid at his/her normal daily pay rate for additional days absent (known as intermediate sick leave) up to such time as Long Term Disability commences or the cessation of the disability, whichever occurs first. The combination of paid sick leave and intermediate sick leave will not exceed ninety (90) calendar days (minus accrued sick days) for a single occurrence of illness.

 

For members of the bargaining unit who have given proper notice of retirement and duly accepted by the Board, authorized absences incurred during the final year of employment in the District will not be deducted from the total accumulated sick leave.

 

5-1.2 For Members Not on Continuing Contract.

 

Members of the bargaining unit who are not on continuing contract will be allowed leave for personal illness and for personal reasons which are by nature a necessity or an emergency. Such members will receive five (5) days at the beginning of the school year and shall accrue one (1) day per month of service for a ten (10) month school year. The total accrued time shall be fifteen (15) days per contract year cumulative to forty-five (45) days while the individual is considered a non-continuing contract member of the bargaining unit. However, only a maximum of ten (10) such accumulated days per contract year may be credited toward the buy back retirement plan.

If a member is absent because of personal illness, he/she must submit a medical certificate if requested to do so. Administrative approval is required when the leave is for an emergency or other necessity.

 

Of the days allowed for sick and personal leave, two (2) days of leave may be used for undisclosed personal reasons provided that a member obtains the approval of his/her supervising principal. A principal may withhold permission only if, in his/her opinion, granting such permission would be detrimental to the functioning of the school. No undisclosed personal days may be taken on workshop days, during the first or last week of school, or contiguous with school vacation periods or student holidays. No days may accumulate from year to year as undisclosed personal days.

 

Non-continuing contract members are not entitled to any further sick/personal leave compensation than they have earned according to this section. They will be entitled to Long Term Disability if they fulfill the eligibility requirements.

 

5-1.3 Substitutes

 

All reasonable efforts will be made to obtain substitutes for classroom teachers and specialists who are on sick or personal leave. The failure to secure a substitute for such a member shall have no bearing on sick leave provisions and payments, however.

 

5-1.4 Terminal Illness

 

A member who contracts a terminal illness with medical documentation shall be granted leave and be eligible for all benefits. The District shall continue to pay all health benefits, as specified in Article 6, for a period of not more than one year from the date that the member exhausts his/her sick leave benefits and becomes covered by the Long Term Disability Plan.

 

5-2 Family and Medical Leave

 

Eligible members are entitled to benefits as provided in the Family and Medical Leave Act of 1993, PL 103-3, and all subsequent amendments thereto. A complete copy of the Family and Medical Leave Act of 1993 and any subsequent amendments may be obtained through the Superintendent's Office.

 

5-3 Military Leave

 

5-3.1 Military leave without pay or any other benefits shall be granted to any member as mandated by state or federal law.

 

 

 

 

 

      • A member required by official orders to attend National Guard, or other military reserve duty, during the school year, shall receive pay for such period (not to exceed two (2) weeks) equal to his/her regular gross pay, less the amount he/she received from the military for said required temporary service. The member shall make reasonable provisions, but no higher than the local unit commander, to request training that does not conflict with the work year.

 

5-4 Other Leaves of Absence

 

5-4.1 General Provisions

 

Unless otherwise specified, the following provisions shall apply to all leaves of absence described in this section 5-4:

 

  • All requests for leave of absence shall be in writing, shall be acted upon in writing, and shall not be modified except in writing. Extensions or renewals shall be granted at the sole discretion of the Board upon the recommendation of the Superintendent.

 

b. A member requesting a leave of absence shall apply for said leave on or before February 1 of the year prior to the contract year for which the leave is sought.

 

c. The leave shall be without pay or benefits.

 

  • The granting of such leave shall in no way cause a loss of seniority accrued prior to said leave. However, no seniority shall accrue during the leave.

 

e. The member shall notify the Board in writing on or before February 1 of his/her intent to return to the District at the beginning of the following school year. Failure of the member to so notify the Board shall relieve the Board and the District of any further contractual obligations with the member.

 

  • The member may return to the District as an employee if he/she has pursued the purpose or educational program for which the leave was granted.

 

  • It is the intent of the Board to reinstate the member on leave to his/her former position, following consultation with the Superintendent, if the former position still exists, and if in the opinion of the Superintendent and Board, it is in the educational interests of the District to do so. Further, it is the intent of the Board to reinstate the member on leave to a position for which he/she is certified.

h. All benefits to which a member was entitled at the time his/her leave of absence commenced, including unused accumulated sick leave and accrued seniority, shall be restored to him/her upon his/her return, if legally permissible.

 

 

 

 

 

5-4.2 Leave to Join Peace Corps, Vista or National Teacher Corps

 

A leave of absence for a period not to exceed two (2) years may be granted to any member on continuing contract who joins the Peace Corps, Vista or National Teacher Corps. A request for such a leave shall not be denied unreasonably. Upon return from such leave, a teacher who while on leave served in a teaching capacity shall be assigned a salary at the level which he/she would have achieved had he/she remained actively employed in the system during the period of his/her absence.

 

5-4.3 Leave to Serve New Hampshire Education Association

 

A leave of absence for a period not to exceed two (2) years shall be granted to a member for the purpose of serving the New Hampshire Educational Association in the capacity of President, Uni-Serv Representative, or a Staff Development Committee member. No more than two (2) persons in any one (1) year shall be granted a leave of absence under this provision.

 

5-4.4 Leave to Pursue Education

 

A member may apply for a leave of absence to pursue further education or other professional growth, which may be approved at the sole discretion of the Board.

 

5-4.5 One Year Leave

 

A member may apply for a leave of absence not to exceed one (1) school year, which may be approved at the sole discretion of the Board. The approval or denial of a request for such a leave shall not be subject to the grievance procedure.

 

5-4.6 Leave for CVEA President

 

Six (6) one-half days of paid leave each school year will be available to the President of the Education Association or his/her designee to be used within the District for working with members of the bargaining unit who may have grievances as defined in Article 3 of the Master Agreement.

 

At the President's discretion up to three (3) full days of this leave may be used for Association business other than grievances.

 

5.5 Sabbatical Leave

 

The Board hereby recognizes the inherent value of a Sabbatical Leave Program and acknowledges that such a program is a viable function of the Staff Development. Committee.

 

 

 

 

ARTICLE 6

 

Benefits

Benefits outlined in Article 6 shall become available to eligible employees in conformity with the School Board’s current practice but in no event later than the first day of the month following the date of hire. Benefits outlined in Article 6 shall be terminated in conformity with the School Board’s current practice but in no event later than the first day of the month following the date of termination.

 

6-1 Medical Insurance

 

      • The Board shall provide a health benefit plan for members of the bargaining unit. The schedule of benefits will be substantially comparable to the medical and hospital benefits presently offered by Blue Cross/Blue Shield Plan Comp 100 with managed care, provided, however, that in no event shall the District's obligation exceed the following:

 

2004/2005

 

Single $ 400.31 (80% of Comp 100 MC Rate)

Two Person $ 800.60 (80% of Comp 100 MC Rate)

Family $ 1080.82 (80% of Comp 100 MC Rate)

 

For purposes only of negotiation and impasse resolution in connection with a successor agreement, the parties agree that 80% of the 2004/2005 premium cost for the above plan will be considered the relevant level of Board contribution.

 

6-1.2 Any member of the bargaining unit may choose a different level of coverage offered by the selected carrier, but any additional cost, above the District’s contribution as stated in 6-1.1 will be borne by the bargaining unit member.

 

6-1.3 Bargaining unit members who are employed .50 to .59 of full time may purchase the health insurance offered by the District at the member's own expense.

 

6-1.4 The district will be responsible for full health premiums for married couples who are both employed by the district and are eligible under the provisions outlined in Article 1.1.

 

6-2 Life Insurance

 

6-2.1 The Board shall provide fifty thousand dollars ($50,000) of group term life insurance with accidental death and dismemberment coverage (double indemnity) for the members of the bargaining unit, with premiums paid by the District.

 

 

 

6-3 Disability Insurance

 

6-3.1 The Board shall provide long-term disability insurance coverage to members of the bargaining unit, with premiums paid by the District.

 

Benefits will be as follows:

Monthly Benefit - 66.67% of salary less customary offsets

Maximum monthly benefit - Five Thousand Dollars ($5,000)

Coverage will start after 90 consecutive calendar days of disability.

 

6-4 Recertification Reimbursement

 

6-4.1 The District shall reimburse members of the bargaining unit for the criminal check, recertification fees (including fingerprinting costs), and licensing fees charged by the State of New Hampshire. Reimbursement shall be paid when a copy of the recertification or relicensing is sent to the District's Personnel Office.

 

6-5 Retirement Buy Back Plan

 

      • If at the time of voluntary retirement from the District a bargaining unit member who has at least 10 years of consecutive experience within the District and is either (1) eligible for retirement benefits under the New Hampshire Retirement system or (2) eligible for social security disability benefits, the District shall pay that bargaining unit member for accrued and unused sick and personal leave (not to exceed 90 days) at the rate specified below:

 

Years of employment:

 

* 10-19 - 30% of the most recent per diem salary

* 20-24 - 60% of the most recent per diem salary

* 25-29 - 82% of the most recent per diem salary

* 30+ - 100% of the most recent per diem salary

 

Notification of intent to retire shall be made in writing to the Superintendent on or before January 1 of the calendar year preceding retirement. Example: If retirement is planned for July 1, 2004, notification must be made by January 1, 2003.

 

Notification of intent to retire that reaches the Superintendent after January 1, as stated above due to extenuating circumstances, shall result in the employee receiving the benefits of this article as severance pay in the first manifest of the following fiscal year.

 

 

 

 

 

 

6-6 Dental Insurance

 

The Board shall provide Delta Dental Insurance coverage under the Renewal Option IIA, or on an equivalent schedule, for members of the bargaining unit. Coverage will be as follows:

 

Coverage A 100%

Coverage B 80%

Coverage C 50%

 

The District will pay 100% of the premium cost for individual members. A bargaining unit member may apply his/her individual amount of premium toward the purchase of additional coverage. Additional costs for coverage for a member's dependent(s) is to be paid solely by the member.

 

6-7 Tuition and Staff Development Reimbursement

 

6-7.1 Tuition Reimbursement Fund

The District shall budget an amount each year for course tuition reimbursement for bargaining unit members. The amount budgeted for the 2004/2005 school year shall equal $145.00 times the number of full time equivalents (FTE) as of February 1.

 

Advance payment for course tuition shall be provided by the District, if requested. However, the District may withhold from the member's final paycheck, an amount equal to the advance payment, if the bargaining unit member does not complete the course satisfactorily.

 

6-7.2 Staff Development Fund

 

The District shall budget an amount each year for Staff Development Funds for bargaining unit members. The amount budgeted for the 2004/2005 school year shall equal $160.00 times the number of full time equivalents (FTE) as of February 1.

 

6-7.3 Approval for course tuition and staff development reimbursement must be obtained from the Staff Development Committee. The granting of a request for funds shall be in accordance with the provisions of the Staff Development Handbook and with written goals developed by each school or department at the beginning of each school year.

 

6-7.4 Tuition reimbursement and staff development funds shall be available only to qualified members of the bargaining unit.

 

6-7.5 Funds may be shifted between the tuition reimbursement account and the staff development account at the discretion of the Staff Development Committee.

 

6-7.6 Any administrative costs, such as clerical salaries, and substitute fees, shall not be paid from either the tuition reimbursement fund or the staff development fund.

 

6-7.7 Substitute Fund

 

a. The District shall budget an amount each year for substitutes necessary in connection with staff development activities. The amount budgeted shall equal $80.00 times the number of full time equivalents (FTE) as of February 1.

 

  • Funds in the substitute account shall be monitored by the Staff Development Committee. Said funds shall not be transferred to either the tuition reimbursement account or the staff development account, or vice versa.

 

c. The total amount of the substitute funds budgeted for a contract year shall be allocated using the following formula: Group FTE divided by Total FTE. There are three (3) groups designated for the distribution of the substitute fund, namely: 1. High School; 2. Middle Schools; 3. Elementary Schools

A member may access only the substitute funds available for the group to which he/she is assigned.

 

d. Each member of the bargaining unit who is working 3/5 or more of full time shall be guaranteed one full day substitute per contract year. Members working .50 to .59 of full time shall be guaranteed one-half day substitute per contract year.

 

e. In each group set forth in Section 6-7.7c , funds not necessary to pay for guaranteed substitute days shall constitute a pool, accessible to members of that group only.

 

f. A bargaining unit member may voluntarily contribute his/her guaranteed substitute day to the pool for his/her group.

 

g. The use of the funds from the pool for additional days shall be on a first come first served basis, in accordance with procedures established by the Staff Development Committee.

 

6-8 Curriculum Work

 

6-8.1 Curriculum work, performed during non-contract days, shall be reimbursed at a rate equal to the average per diem salary of bargaining unit members as established on July 1 st of each year.

 

6-9 Health Care Reimbursement Plan

 

Eligible members may participate in a Health Care Reimbursement Plan as provided by the Board under Internal Revenue Code Section 125 for reimbursable health care expenses.

6-10 Dependent Care Reimbursement Plan:

 

Eligible members may participate in a Dependent Care Reimbursement Plan as provided by the Board under Internal Revenue Code Section 129 for reimbursable health care expenses.

 

6-11 Upon the school board's approval, children of CVEA members who are not district residents, will be permitted to attend a school in the ConVal district at a reduced tuition so that ConVal's share of that student's costs will not exceed 2/3rds of ConVal's per student costs for the previous school year. The board's decision regarding admittance is non-grievable.

 

    • Early Retirement Stipend

 

Any full time bargaining unit member who has had at least fifteen (15) years of full-time service (a fifteen (15) year average of 80% time or greater) as a teacher in the ConVal School District on June 30 th of the final teaching year may apply for early retirement stipend in accordance with the following provisions:

 

  • On or before December 1 st of the year preceding early retirement, a teacher must submit to the Superintendent’s Office a written notice of intent to retire.

 

  • The amount of the early retirement stipend shall be: one percent (1%) of the teacher’s current salary multiplied by the number of years of consecutive full time teaching in the district immediately prior to the retirement date, but in no case shall more than twenty five years of service be used in the calculation.

 

  • Payment of said stipend will be made over a period of two years following retirement date.

 

  • Teachers receiving the early retirement stipend shall not be eligible for the retirement benefit in article 6-5 above.

 

e. The final approval of an early retirement stipend is at the discretion of the Board.

 

  • Upon the death of a teacher who is receiving payments under this plan, the payments shall thereafter be made to the designated beneficiary of the deceased teacher.

 

  • Notice of intent may be withdrawn if written notice is received by the district on or before December 1 st of the fiscal year preceding the retirement.

 

  • If early retirement is applied for, the Board guarantees to grant at least one early retirement each year, during the term of this contract.

 

    • Survivor’s Benefits

 

Health insurance benefits may be maintained for the survivors of an employee for a period up to 12 months after his/her death at a benefit level deemed comparable to the last plan the employee had selected and appropriate to the family size and composition of the employee’s survivors.

 

 

 

 

 

ARTICLE 7

 

Salaries

 

7-1 Teachers

 

7-1.1 Salary Schedule

 

The salary schedule for teachers will be setforth in Appendix A.

 

7-1.2 Work Year: 186 days + 1 day for new employees

One day before the first day of school will be used by staff for classroom preparation and/or individual curriculum development preparation; others will be used by staff for curriculum and program development as directed by the Superintendent.

 

7-1.3 No one shall be hired into the District for a higher salary than those presently working in the District with comparable experience and credentials, except as provided for in 7-1.4 3 e , 7-2.3 A e., and 7-2.3 B d..

 

7-1.4 Administrative Procedure to Establish Experience for Placing New Teachers on the Salary Schedule.

 

1. New employees who are required by the Board and the State of New Hampshire to hold a credential for a Board approved position as a "teacher" will be placed on the salary schedule.

 

2. The Board will determine all "teaching" positions.

 

3. A newly hired teacher will receive experience toward the salary schedule for the following:

 

  • Teaching under contract for a state certified public or private institution.

 

b. One year on the District salary schedule requires a minimum of one hundred days during a school year.

 

c. Contracted non-teaching positions acquire experience using the same guidelines in (a & b) substituting position (i.e. guidance, media, nurses, etc.) for teaching.

 

d. Vocational teachers will acquire experience using the same guidelines in (a & b) and will be awarded work-related experience as per required for state certification.

 

e. After a candidate is selected, the superintendent may award additional experience for initial placement on the salary schedule.

 

4. With the exception of those staff members currently on the BA+45 track, the column is closed.

 

7-1.5 Administrative Procedure for Placing Paraprofessionals on the Salary Schedule

Paraprofessionals will receive experience for employment in the District as a certified teacher at a ratio of two (2) years employment to one year on the salary schedule.

 

Paraprofessionals

 

7-2.1 Hourly Rate Schedule

 

The hourly rate schedule for paraprofessionals is set forth in Appendix B.

 

Certified – Paraprofessionals with certification

Non-Certified - Paraprofessionals without certification

 

7-2.2 Work Year: 185+ 1 day for new employees

 

Additional workdays may be available at the discretion of the Superintendent, as the needs arise.

 

      • Experience Guide for Paraprofessionals

 

One year's experience may be gained by full employment (35 hrs. per week) for nine months up to 12 months in a related field.

Related Fields:

a. public or private school teaching

b. day care centers

c. librarian or library assistant

d. instructional assistant in another school district.

e. After a candidate is selected, the superintendent may award additional experience for initial placement on the salary schedule.

and

 

One year's experience may be gained by full employment (35 hrs. per week) for 18-24 months in a secretarial/clerk related field.

 

Secretarial/clerk related field

a. Secretary

b. Clerk Typist

c. Non-instructional aide

 

After a candidate is selected, the superintendent may award additional experience for initial placement on the salary schedule.

 

7-3 Coaches and Co-Curricula Activities

 

7-3.1 Remuneration for members of the bargaining unit for approved interscholastic, non-interscholastic coaching positions and co-curricular activities will be based upon the formula in Appendix E.

 

      • Individuals dividing the extra-curricula duties will be compensated so that the total salary shall be divided among those individuals. The Board retains the right to not fill any positions. If new positions are created, the compensation shall be in accordance with 7-3.1.

 

      • On or about October 1 of each year, each principal will compile a list of proposed co-curricula activities (clubs, sports, etc.) to be submitted as part of the normal budget building process. Staff members are encouraged to notify the appropriate principal regarding their suggestions for co-curricula activity additions. From the proposed lists of co-curricula activities, the Superintendent will compile a list of approved activities to be incorporated with the annual budget. The Superintendent will have the authority to add activities or delete activities from the list at anytime during the contract year.

 

7-3.4 See Appendix

 

7-4 Supplementary Pay Check

 

There will be a supplementary regular check issued in the first pay period in December and in the first pay period in March for members receiving twenty-six (26) payments. Members of the bargaining unit shall have the option of electing to receive their contract amount in twenty-one (21) or twenty-six (26) payments.

 

7-5 Lead Teachers and Department Leaders

 

A lead teacher or department leader may be designated by the Superintendent. Compensation: $3,500 in addition to his/her regular annual salary in 2004/2005.