The salaries and other payments set forth in this Contract are the sole and exclusive salaries paid to employees.

1. Salary guide steps and levels

1. The term "step" refers to a vertical position on the Guide.
2. The term "level" refers to a horizontal position on the Guide.  There are eight such levels as follows:

(a) Bachelor's Degree

Steps in the Salary Guide represent the general mechanisms for administration of employee salaries.

An employee who has received an additional degree or has completed the number of credits in the field of Education required for the next higher level at an accredited institution and has given notice to the Superintendent before September 1st or February 1st of a given school year, shall be placed on the same step of the next higher level beginning September 1st or February 1st, provided that the written request for such anticipated move has been received by the office of the Board Secretary by the date of official intention (see definition).

Implementation of payroll deductions for any of the following categories shall be in accordance with Board Policy 4142/4242, Salary Deductions.

An employee may elect to have a percentage of each monthly gross withheld.  Such withholding must be requested in writing by the employee to the Board Secretary prior to the 25th of the month before such deduction is to become effective.  The amount so authorized will be transmitted monthly to the employee's account in the Tri-County Federal Credit Union.

An employee may elect to have a percentage of each monthly gross withheld.  Such withholding must be requested in writing by the employee on the appropriate form.  The amount so authorized will be transmitted monthly to the employee's Tax Sheltered Annuity Account.

An employee may withdraw the written authorization at any time by filing a written notice of such withdrawal with the Board Secretary prior to the 25th of the month before such change is to become effective.

A Flexible Spending Account (FSA) is a type of cafeteria plan as permitted under Section 125 of the Internal Revenue Code that allows employees to choose a non-taxable benefit.  Employees may choose to participate in an FSA by depositing pre-tax dollars into an Unreimbursed Medical and/or Dependent Care FSA.  Employees elect to participate in an FSA during an annual open enrollment period.  These elections may not change during the plan year unless a qualified change in status occurs.  An individual may choose to participate in one or both of the FSA accounts.

5.   Direct Deposit

An employee may elect to have his/her net pay deposited into one of their savings, checking or other investment accounts.  Such requests need to be made in writing to the Board Secretary two months prior to the start of such direct deposit.

6.   Pay Schedule

Employees accepting leadership positions in extra curricular activities shall be compensated according to a schedule that considers the time and difficulty associated with the assignments.  It is understood that the salary guide for extra curricular assignments is not to be construed as a guarantee that all positions will be offered.  The Board of Education reserves the authority to determine if and when particular assignments are needed in the school district.  Further, it is understood that assignments may be made more or less demanding, and that appropriate adjustments in salary must be made on an individual basis in such cases.  All extra-curricular assignments are to be advertised by June; they will be filled as is practical and at the discretion of the Superintendent.

Non-Athletic Extra Compensation

Non-Athletic extra compensation shall be paid in either of the following manners:

Athletic Extra Compensation

All coaches will be compensated in a lump sum upon completion of the season to coincide with the last payment of November, February and June.

Extra pay to an employee for activities listed in Article II, Section I, 5a, 5b and 5c will cease whenever the activity is discontinued, or the employee no longer performs the extra curricular work.  Extra pay will cease or be decreased if the activity is attended to as a scheduled period or periods within the school day.  On the other hand, activities listed in Article II, Section I, 5a, 5b and 5c requiring out-of-school time will be paid on a pro-rated basis for the out-of-school time as determined by the administration.

4. The time/difficulty scale for extra curricular assignments will include four levels:

Each point on the 2002-03 scale will be equal to $453.50; 2003-2004 - $474.00; 2004-2005 - $496.00.

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For the term of this Contract, all staff will be provided with PPO coverage as the baseline coverage.  Staff members may select individual, husband/wife, parent/child, or family coverage.  Staff members who prefer traditional plan coverage may opt for same by paying for the differential in cost on a semi-monthly basis. Prior to July 1 of each year covered by this Contract, employees may waive their medical coverage for the succeeding year and be compensated as per the following schedule:

Provision will be made for re-entry into medical coverage in the event of material change in the employee's situation, for example, loss of spousal coverage.

The Board will pay full premium for each employee's single-person dental plan, for those employees who are eligible.  The Board will pay the additional premium for husband/wife coverage, subject to a maximum annual payment of  $14,000 for all represented employees of the district. The number of employees subscribing to family dental will be based on the October bill. Prior to July 1 of each year covered by this Contract, employees may waive their dental coverage for the succeeding year and be compensated as per the following schedule:

Provision will be made for re-entry into dental coverage in the event of material change in the employee's situation, for example, loss of spousal coverage.

2. Prescription Plan

The Board agrees to provide single-person prescription coverage. The employee co-pay for the prescription plan is $15 for mail order/$20 for generic/$25 for name brand.

Prior to July 1 of each year covered by this Contract, employees may waive their prescription coverage for the succeeding year and be compensated as per the following schedule:

Single: $  300.00

Provision will be made for re-entry into prescription coverage in the event of material change in the employee's situation, for example, loss of spousal coverage.

3. Disability Plan

The Board will provide single disability coverage to employees covered by this Contract.

Upon termination of employment for reasons of retirement, or reduction in force, or resignation effective July 1 and prior to August 1 of any year, or circumstances dictating a move, an employee who is in "good standing" and not charged with any matter(s) which could lead to dismissal or reduction in pay or is on notice that such charge(s) are probable and/or contemplated shall receive payment for up to 200 unused sick days at the rate of $30.00 per day subject to the following:

1. Said employee has completed at least 10 years continuous service in the District.  A one year leave of absence shall not toll the running of "continuous service in the District"; however, such year shall not count toward the required minimum year's continuous service.

The administration will compensate with time or money, staff members whose scheduled day ends at 2:25 when they are required by the administration to attend a meeting after school.  (Compensation will be for the period from 2:25 - 3:05).

Teachers shall be compensated as follows for a five-day cycle:

Middle School
30 teaching periods
10 preparation periods - 3 shall be designated
5 30-40 minute duty-free lunches

Elementary School
9 1/2 periods of Exploratory (some combination of Music, Physical Education, Enrichment, Art, Spanish and Library)
3 periods shall be designated
5 duty-free lunch/recess periods

Each of the above components shall not be less than 20 minutes in duration.

In the event that an employee's schedule provides less preparation time than is specified above, the employee will be remunerated:

Final schedule determination will be made by the Superintendent.

Teachers attending Child Study Team meetings outside of the workday will be remunerated $40.00 per 45 minutes. For evening meetings, the time shall be counted beginning at 3:05 p.m. until the end of the meeting.  Morning meetings will be compensated from the beginning of the meeting until 8:15 a.m.

The teacher's workday shall be 6 hours and 50 minutes long.
Depending upon the assignment, teachers are expected to arrive by either 7:35 a.m. or 8:15 a.m. Teachers beginning at the earlier time are to remain until 2:25 p.m.  All teachers beginning at the later time are to remain until 3:05 p.m. If teachers find it necessary to leave earlier on a specific day, they are to notify the office to that effect.

In-Service Workshops that are 1/2-day sessions shall begin 45 minutes after dismissal and conclude at 3:05 p.m.

1. Part-time teachers shall be scheduled and assigned duties in all respects based upon the fraction of full time for which they are employed.
2. Part-time teachers shall be paid the same fraction of the salary guide amount for which they are employed.

Teachers currently employed at Harding Township School shall be eligible to send their children to Harding Township School at 60% of the advertised tuition rate.  All provisions and requirements regarding non-resident tuition shall apply.

Teachers participating in curriculum writing shall be compensated $2000 per project not to exceed 100 hours or $150.00 per day for a 6-hour day.

Every attempt shall be made not to use the faculty rooms as student instructional areas.

Compensation for after-school detention duty and follow-up   tasks to be at the rate of $30.00 per hour.

Positions for mentoring shall be posted and remunerated by their respective mentees.  Mentors will be assigned if no one qualified applies.  No teacher will be assigned to mentor more than twice in a three-year period.

1. To the extent allowed by law, HTEA and the Board agree that the development or revision of evaluation procedures shall be the result of mutual discussions among the Board, Superintendent and HTEA as per Policy 4116.

2. HTEA recognizes that final determination in these matters rests with the Board and its staff liaison, the Superintendent.

1. The Board recognizes that an employee has the right to have access to his/her personnel file and to review all such material as may be contained in this file.

2. Employees will be informed before any material, which could have an adverse effect on the employee’s status, is placed in the personnel file.

3. An employee has the right to submit a written rebuttal to any material that he feels is inappropriate or obsolete. This rebuttal will be reviewed by the Superintendent and attached to the file copy.

1.  All employees shall be entitled to ten days of sick leave paid at each employee's standard rate, for personal illness during the school year.  The number of sick leave days not used by the employee during a school year, shall be added to the individual employee's accumulated sick leave.  Sick leave days in a given year are defined as equal to the fulltime equivalent for which an employee is employed.

2. When an individual employee's absence due to personal illness exceeds the employee's yearly entitlement of paid sick leave plus any accumulated sick leave days as described in the above paragraph, the Board of Education may approve the payment of additional sick leave at full pay for a period of up to, not to exceed forty school days.  

In addition to three days of personal leave, paid personal leave will be granted up to a total of five days in any one school year for the following reasons:

a. Up to five days' leave will be granted for a death in the immediate family (child, spouse, parent/spouse's parent, and/or sibling).  The Board may grant additional days for personal leave in the event that a second death occurs in the immediate family.

b. Up to five days' leave will be granted for an illness in the immediate family, with the approval of Superintendent.  The Board may grant additional days for personal leave in the event that a second illness occurs in the immediate family.
c. One day's leave will be granted for the death of any other relative, a close friend or any member of the immediate household, with the prior approval of Superintendent.
 2.  Leaves of Absence

1. Four In-Service days for Professional Development will be part of the school year.  The decision for planning these days will be made between the Superintendent and the Faculty.

2. One of these four days will be a six hour and fifty minute session before the first day of student attendance.   Planning for the school year with the administration will occur in the morning.  The afternoon will be devoted to teacher planning and classroom preparation.

3. The dates of the In-Service program shall be established by the Superintendent, approved by the Board, and included in the annual school calendar.

1. Employees shall annually participate in at least one professional growth activity in addition to the District's in-service program.

2. Professional growth activity will be defined as attendance at a conference or convention, enrollment in a graduate course that has a direct relationship to the employee's assignment, visitation to a school or other educational program, or participation in an approved field study experience.

3. The activity shall be mutually agreed upon by the Superintendent and employee and be subject to conditions set forth in Article V, D. Tuition Reimbursement.

4. When attendance at a course or other program is required by the administration outside of normal school hours, employees will be reimbursed at the rate of $20 per hour.

Faculty, committee or other meetings shall be a maximum of two per month and shall end one hour after stated meeting time. Meeting times to begin no later than 3:15 PM. There will be an extra two meetings per month before school, starting at 7:45 a.m. to increase professional time to a total of 12 hours.

1. All requests for such reimbursement of tuition expenses must have the prior approval of Superintendent and of the Board and must be accompanied by evidence of an official transcript showing a grade of "B" or better (or satisfactory completion if the student is graded on a Pass/Fail basis) received by the student in the course and a receipted bill for tuition  paid.

2. Reimbursement otherwise allowable under Section A shall be denied if the written request for an anticipated reimbursement has not been received by the office of the Board Secretary by the Date of Official Intention.

Only courses taken in the school year or calendar year following the date of official intention shall be eligible for reimbursement.

3. An employee shall be reimbursed for up to 12 credits in any school year and up to 18 credits in any calendar year.  The district in any fiscal year will reimburse no more than 100 credits.

4. In the event that employees take course work exceeding 100 credits budgeted for each fiscal year, reimbursement shall occur chronologically in the order of the following levels:

Level 1: For courses for those matriculated in a
program directly related to an advanced degree in education

Level 2: For courses in the assigned field of employment

Level 3: For courses taken in the general field of education.

After Level 1 reimbursements are awarded, Level 2 reimbursements shall be considered, etc.

All requests for payment of the above must have had the prior
approval of Superintendent and must be accompanied by evidence of satisfactory completion of the course, distance learning program, conference, workshop, etc., by the employee.

Salaries and stipends include the following:

1. Salary Guide
   


2. Maxima

An employee will be eligible for additional salary for each year of service in the District completed beyond the top step on the salary guide.  Additional salary is awarded according to the following schedule:

Years Beyond Top Step % Increase Above Top Step

3. Longevity

Employees who have been in the District for 15 years shall receive 1 1/2% of their base salary beginning in July of their 16th year.  

For the term of this Contract, all staff will be provided with PPO coverage as the baseline coverage.  Staff members may select individual, husband/wife, parent/child, or family coverage.  Staff members who prefer traditional plan coverage may opt for same by paying for the differential in cost on a monthly basis. Prior to July 1 of each year covered by this Contract, employees may waive their medical coverage for the succeeding year and be compensated as per the following schedule:

Provision will be made for re-entry into medical coverage in the event of material change in the employee's situation, for example, loss of spousal coverage.

The Board will pay full premium for each employee's single-person dental plan, for those employees who are eligible.  The Board will pay the additional premium for husband/wife coverage, subject to a maximum annual payment of  $14,000 for all represented employees of the district. The number of employees subscribing to family dental will be based on the October bill.  Prior to July 1 of each year covered by this Contract, employees may waive their dental coverage for the succeeding year and be compensated as per the following schedule:

Single: $300.00

Provision will be made for re-entry into dental coverage in the event of material change in the employee's situation, for example, loss of spousal coverage.

2. Prescription Plan

The Board agrees to provide single-person prescription coverage. The employee co-pay for the Prescription Plan is $15 for mail order/$20 for generic/$25 for name brand.

Prior to July 1 of each year covered by this Contract, employees may waive their prescription coverage for the succeeding year and be compensated as per the following schedule:

Single: $300.00

Provision will be made for re-entry into prescription coverage in the event of material change in the employee's situation, for example, loss of spousal coverage.

3. Disability

The Board will provide single disability coverage to employees covered by this Contract.

The secretaries and clerks shall work 8 hours per day.  The day shall be 8:00 a.m. to 4:00 p.m. with one hour of breaks - including lunch.  Secretaries who work additional hours at the request of their Supervisor will be compensated at time and a half.  Secretaries shall not be required to work evenings.

If at the discretion of the Superintendent, summer hours are instituted, these shall apply to the above-mentioned Secretaries and Clerks.

When school is closed due to inclement weather or other emergency closings, employees will not be required to report for work for the first three closings; thereafter, the Superintendent will decide the need to report to work.

Secretaries/Clerks shall work no more than 240 days without extra remuneration.  Extra days shall be compensated at 1/240th of their contracted salary.  Employees shall follow the administrative calendar.

Employees that work part of a year, for any reason, must work at least 120 days to accrue credit toward a salary increment, time toward vacation and time toward longevity.

Employees shall be entitled to vacation time according to the following schedule:
1-5 years 10 days
6-10 years 15 days
11+ years 20 days

With the approval of the superintendent, a maximum of five (5) vacation days may be carried over to the next school year.  Vacations may be taken during the school year with prior approval of the immediate Supervisor and the Superintendent.

Vacation days are earned annually at the end of each school year.  If an employee works less than the full school year, then days will be allocated at a rate of one day per month (no matter how many years in the District).

Vacation days are normally used in the year after they are earned.  However, during the first year of this Contract, Secretaries may borrow up to ten days against their year-end allocation of vacation days.

During the first year of this Contract, employees hired after July 1 shall accrue one day of vacation time for each month worked, up to 10 days.

All Secretaries and Clerks shall be entitled to 12 days of paid sick leave per year.  The number of sick days not used shall be added to the employee's accumulated sick leave. Days accumulated prior to adoption of this Contract will be included. Sick leave days in a given year are defined as equal to the full-time equivalent for which an employee is employed.

When an employee's absence due to personal illness exceeds the yearly entitlement of sick leave, plus any accumulated sick leave days as described above, the Board of Education may approve the payment of additional sick leave at full pay for a period of up to, but not to exceed 40 school days.

Three days of personal leave will be granted for situations of a personal nature, with the prior approval of the Superintendent or for an emergency situation arising that precludes prior approval.

These personal days shall not be taken before or after a vacation without the prior approval of the Superintendent.

In addition to three days of personal leave, paid personal leave will be granted up to a total of five days in any one school year for the following reasons:

a.  Up to five days' leave will be granted for a death in the immediate family (child, spouse, parent/spouse's parent, and/or sibling).  The Board may grant additional days for personal leave in the event that a second death occurs in the immediate family.
b.  Up to five days' leave will be granted for an illness in the immediate family, with the approval of Superintendent.  The Board may grant additional days for personal leave in the event that a second illness occurs in the immediate family.

2.  Leaves of Absence

  a.   Disability Leaves

c.    Other Leaves of Absence

Employees may be granted two professional days per year at the discretion of the Superintendent.  These days shall be directly related to the employee's position and will be approved by the immediate Supervisor and at the discretion of the Superintendent.  The District shall pay the fees for these courses.

To provide an opportunity for employees to broaden and enhance their professional competency through full-time educational programs.

Basic policy will be to grant one year Sabbatical Leave with half pay at a rate for the step on the salary guide to which the employee would have advanced had he continued teaching in the District.  Upon returning, the employee will advance to the next step on the Salary Guide.

An employee will be eligible for Sabbatical Leave after completing seven years' continuous service in the District that has not been interrupted by any sabbatical or extended leave of absence without pay.

1. An employee granted Sabbatical Leave may re-apply after completing an additional seven years' continuous service that has not been interrupted by any extended leave of absence.

2. An employee granted Sabbatical Leave must agree to teach for two years in the District following return from leave or repay full salary received less tuition while on leave.

3. An employee, during Sabbatical Leave, must review with Superintendent activities to assure continued leave benefits.

4. Sabbatical leaves will be granted for full-time research, study and related programs that emphasize academic improvement beneficial to the District.

1. Applications for Sabbatical Leave in the following school year must be received by the office of the Board Secretary by the Date of Official Intention (see definition).

2. Each application should consist of a written request stating reasons for the Sabbatical Leave, type of study to be followed, other activities, etc.  To become effective, an application must be judged on its own merit, endorsed by the Superintendent, and approved by the Board.

3. Contributions to Pension, Medical, Social Security or similar benefit plans will be made for an employee on Sabbatical.  To assure full benefit plan credit for the year of Sabbatical and to maintain continuity in each plan, an employee on sabbatical leave should request that appropriate deductions be made from Sabbatical Leave payments.

4. Employees granted sabbatical leave will assist substitute employees in planning school curriculum activities for the year of leave.

5. Applications for Sabbatical Leave must be renewed each year.

6. Arrangements concerning incompleted Sabbatical Leaves, granted Sabbatical Leaves that cannot be taken, or similar situations, will be determined by the Board.

7. Upon return from Sabbatical Leave, an employee shall be placed on the salary schedule 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 and he/she shall be credited with all other benefits for which he/she would have been entitled during the period of his/her leave and continuing thereafter upon his/her return.

A grievance is a formal complaint by an employee or HTEA based upon an alleged violation, misinterpretation, or misapplication of policies, administrative decisions, the agreement and statutes and regulations affecting terms and conditions of employment.

An employee or HTEA shall first discuss his/her or its grievance with the Superintendent in an attempt to resolve the matter informally.  The right to grieve must be exercised within 45 days of the occurrence as defined in Section A.  Beyond 45 days it will be deemed waived.  If the matter cannot be resolved informally to the mutual satisfaction of both parties, then the following shall apply:

1. The employee or HTEA shall set forth the grievance in writing and deliver it to the Superintendent within ten calendar days after the failure of the informal procedure described in Paragraph B.  The Superintendent shall communicate his decision in writing to the employee or HTEA within five school days after filing.

2. If dissatisfied, the employee or HTEA may appeal the Superintendent's decision to the Board, in writing, within ten school days after receipt by the employee or HTEA of the Superintendent's written decision.  The Board will communicate its decision in writing to the employee or HTEA within ten school days.

3. If the employee or HTEA is dissatisfied with the decision of the Board, he/she or HTEA may, within ten school days following receipt of the Board's decision, give notice that he/she or HTEA wishes advisory arbitration.  If the employee or HTEA fails to appeal the decision rendered at this or a prior step within the time limits specified, the original grievance and any appeals of it shall be null and void.  Non-binding arbitration of any grievance shall be conducted by one person, mutually acceptable to both the employee or HTEA and Board, who shall be chosen promptly following the employee's or HTEA's notice of appeal.

4. The arbitrator can add nothing to nor subtract anything from this Agreement.  The arbitrator shall be limited to the issues submitted and shall consider nothing else.  The decision of the arbitrator shall not be binding upon the Board.  The costs and services of the arbitrator, including per diem expenses, if any, and actual and necessary travel, subsistence expenses and the cost of the hearing room shall be borne equally by the Board and the employee or HTEA.  The party incurring them shall pay any other expenses incurred.

If the obligation to include any portion of this Article were reversed by Court decision, such portion shall be null and void.