COLLECTIVE
BARGAINING
AGREEMENT
Between
BOARD
OF TRUSTEES
and
GREAT
FALLS EDUCATION
ASSOCIATION
|
School
Year 2011-2012 |
Table of Contents
J. STANDARDS OF ACCREDITATION OF MONTANA SCHOOLS
ARTICLE 2 - RECOGNITION OF
REPRESENTATIVE
ARTICLE 3 - RIGHTS OF THE
BOARD
ARTICLE 4 - ASSOCIATION
RIGHTS
A. NON-JEOPARDY AND RIGHT TO ORGANIZE
C. ASSOCIATION ACCESS TO BUILDINGS:
G. ASSOCIATION PRESIDENT'S LEAVE
H. ASSOCIATION NEGOTIATION COSTS
I. ASSOCIATION AFFILIATE MEETINGS
J. REPRESENTATION ON COMMITTEES
B. PROTECTION OF TEACHER RIGHTS
ARTICLE 6 - HOURS AND
OTHER CONDITIONS OF EMPLOYMENT.
F. PART-TIME TEACHERS AND LESS THAN FULL-YEAR TEACHERS
G. EVALUATION OF TEACHER PERFORMANCE
K. VACANCIES AND NEW POSITIONS
E. PROFESSIONAL MEETING LEAVE:
F. PLACEMENT OF SUBSTITUTE TEACHERS:
I. LEAVE FOR STUDY IN RESIDENCE:
J. LEAVE FOR ELECTIVE POLITICAL OFFICE:
K. LEGISLATIVE LEAVE OF ABSENCE:
ARTICLE 8 - SALARY
SCHEDULE AND RELATED BENEFITS
2. Long-Term
Disability Insurance
E. REIMBURSEMENT FOR PROPERTY LOSS
K. PLACEMENT ON THE SALARY SCHEDULE:
L. MAINTENANCE AND CHANGE OF STATUS ON THE SALARY
SCHEDULE
N. ADVANCEMENT OF POSITION ON SALARY SCHEDULE
O. EVIDENCE OF ADDITIONAL PREPARATION
Q. DEPARTMENT HEAD COMPENSATION
R. EXTRA AND CO-CURRICULAR COMPENSATION
T. STUDENT TEACHER SUPERVISION STIPEND
U. NATIONAL CERTIFICATION FEES
ARTICLE 9 – GRIEVANCE
PROCEDURE
E. ELECTION OF STATUTORY OR CONTRACTUAL PROCEDURES AND
WAIVER
ARTICLE 10 - NO STRIKE
AGREEMENT
ARTICLE 11 - AGREEMENT
CONSIDERATIONS
E. PRINTING AND DISTRIBUTION OF AGREEMENT
ARTICLE 12 - DATE AND
SIGNATURES
APPENDIX C- RESPONSIBILITY
AGREEMENT
APPENDIX D- DEPARTMENT
HEAD COMPENSATION
APPENDIX E- EXTRA &
CO-CURRICULAR COMPENSATION
NEGOTIATED
AGREEMENT
between
THE BOARD OF
TRUSTEES OF
and
THE
GREAT FALLS EDUCATION ASSOCIATION
A. ASSOCIATION: The Great Falls
Education Association
B. BOARD:
The Board of Trustees of Great Falls Elementary School District No. 1
and Great Falls High School District A or their designated agents or representatives.
C. AGREEMENT:
The Negotiated Agreement entered into and formally ratified by the
Association and the Board.
D. DISTRICT:
The term "District" shall refer to what is commonly known as
the Great Falls Public Schools.
E. APPROPRIATE
UNIT: The Appropriate Unit shall consist of
all employees of the Board who are licensed and whose positions require such licensure in Class 1, 2, 4, 5, or 7 as provided in Section
20-4-106 MCA, and those positions listed Appendix A attached hereto.
The Appropriate Unit shall
exclude: superintendents, assistant
superintendents, administrative assistants, directors, assistant directors,
principals, associate principals, supervisors,
consultants, coordinators, and those positions as listed in the separate Appendix
A attached hereto.
F. TEACHER:
Unless otherwise specified, the term "teacher" as used
hereinafter in this Agreement shall refer to an employee within the Appropriate
Unit as defined in Section 1.E of this Article.
G. COLLECTIVE
BARGAINING ACT:
The Collective Bargaining for Public Employees Act, Sections 39-31-101
through 39-31-409, MCA.
H. SUPERINTENDENT:
The term "Superintendent" shall refer to the chief administrative
officer of the Board or to the Superintendent's designee.
I. AGGREGATE ENROLLMENT:
Average daily enrollment of student days =Sum (Day 1:Day 90)/90.
J. STANDARDS OF ACCREDITATION OF MONTANA SCHOOLS
Grades
K-2 20 students
Grades
3-4 28 students
Grades
5-12 30 students
RECOGNITION:
The Board recognizes the Association as the exclusive representative of
the employees in the Appropriate Unit for the purposes set forth in the
Collective Bargaining Act.
MANAGEMENT RIGHTS:
It is understood and agreed that all functions, rights, powers, or
authority of the administration of the District which are not limited by the
express language of this Agreement are retained by the Board, provided,
however, that no such right shall be exercised so as to violate any of the
provisions of this Agreement. Neither
this Agreement nor the act of meeting, conferring, and negotiating shall be
construed to be a delegation to others of the policy-making authority of the
Board, which authority the Board specifically reserves unto itself. The management of the District and the
direction of its employees are vested exclusively in the Board in all such
areas but not limited to the following:
1. Direct employees covered by this
Agreement;
2. Hire, retain, promote, transfer, suspend,
discharge, and assign employees;
3. Relieve employees from duty because of
lack of work or loss of revenue;
4. Establish, modify, delete, and enforce
reasonable rules and regulations;
5. Determine the method, number, and kinds of
personnel by which operations undertaken by employees are to be conducted,
including the right to designate the work to be performed by the District or
others and the places and the manner in which it is to be performed.
A. NON-JEOPARDY
AND RIGHT TO ORGANIZE:
It shall be the right of teachers to join and support the Association
for the purposes of negotiating with the Board of Trustees, or its duly
selected representative, with respect to the subjects of negotiation and to
confer or consult on any other matters for the purpose of establishing,
maintaining, protecting, and improving educational standards and to establish
procedures which will facilitate and encourage settlement of disputes,
pursuant to the Collective Bargaining Act.
The Board agrees that it shall not deprive any teacher of the rights
conferred by this Agreement or the Collective Bargaining Act.
1. The Board recognizes the necessity
for the Association to have in its possession information to maintain the
Agreement and prepare for negotiations; therefore, upon written request to the
Office of the Superintendent, one copy of the materials listed below will be
furnished to the Association by the Board at no cost within ten days of the
receipt of the request, provided such materials are available.
a) Final General
Fund Budgets e)
Administrative Regulations
b) Annual Report of
District Clerk f) School Census Reports
c) Fall Report of
Licensed Personnel g)
Names and Addresses of Teachers
d) Agenda and
Minutes of Board Meetings
2. The Association, upon written
request to the Superintendent or designee, shall also be furnished information
or access to information that is of a public nature and is available. For such information the Board may, at its
option, charge the Association for the cost of preparing or providing copies of
the information.
C. ASSOCIATION ACCESS TO BUILDINGS:
1. Upon notification to the building
principal or supervisor, the duly authorized representatives of the
Association and its respective affiliates may transact official Association
business on school property at reasonable times, provided that there is no
disruption of the educational process or of a teacher's assigned duties. It is the responsibility of the above-mentioned
representatives to report their presence to the office of the building
principal or supervisor before their conference with any teacher.
2. Upon request to and approval by the
building principal or supervisor, Association meetings may be conducted on
school property at reasonable times and hours, provided such meetings or
building use do not interfere with the education process, which includes duty
day, or normal school functions. Denial
may be made if requests for meetings are considered excessive. Denial may be made for reasons of proper
commitment of the facilities requested or previously scheduled faculty
meetings. If the time requested is
during a time when no custodial staff is on duty in the requested school or
where such use will cause overtime for the custodial staff, the Association
will have the option of changing the time or paying a charge for usage that is
consistent with Board policy.
3. It is understood that the Board may
grant the Association additional access from time to time to teachers during
the teacher's duty day.
D. INTERSCHOOL
MAIL:
The Association shall have the right to use interschool mail facilities
and school mailboxes for distribution of printed materials to teachers;
provided that all such materials clearly and conspicuously identify that they
are distributed and authorized by the Association. A copy of all such materials shall be given
to each building administrator when distribution occurs in that
administrator's building and to the Superintendent of Schools. The Board may provide additional
distribution.
E. BULLETIN
BOARDS:
The Association shall have exclusive use of some portion of a bulletin
board, if existing, in a teacher use area.
1. Dues Check Off:
The District shall deduct from the salaries of teachers such monies for
the Exclusive Representative as said teachers individually authorize the
District to so deduct. While no teacher
shall be required to be a member of the Association, the following language
shall be contained in each individual contract presented to a teacher,
beginning with said contracts for the 1996-97 school year:
"For
the term of this Contract, the teacher authorizes and directs the
Commencing in September and each month
thereafter, the District shall deduct in equal installments the monies that are
so authorized. New authorizations when
received by the District during the school year will be deducted prorate. The Exclusive Representative shall certify to
the District the rate of representation fees for the following school year no
later than the first day of that school year.
In no case will the Exclusive Representative designate a representation
fee to be collected which would have Association nonmembers paying any amount
other than for negotiations and other representation activities, and such fee
shall not include amounts not chargeable under the law and applicable court
decisions.
2. Authorization: Any authorization
for additional deductions for the Association must be signed by the individual
teacher and delivered to the District, and shall become effective between the
date the signed authorization is received by the District and two months
thereafter. The basic Association representation
fee deductions authorized by the individual contract shall remain in force for
the term of the individual contract. Any
additional deduction authorization shall be terminated between the date of
receipt of a signed notice to terminate from the individual teacher, and two
months thereafter.
3. Transmittal: The District shall
transmit all deducted monies, along with a list of names for whom deductions
are made, to the party designated by the Treasurer of the Exclusive
Representative on a monthly basis.
4. Hold Harmless Clause:
The Association agrees to indemnify and hold harmless the District, the
Board, each individual Board member and all administrators against any and all
claims, suits, or other forms of liability, and all court costs arising out of
the provisions of this Agreement between the parties for dues and
representation fee deductions. This
provision is not intended to absolve the District of any errors that it may
make prior to transmittal of funds to the Exclusive Representative.
5. All members of the Bargaining Unit
shall be allowed to vote on all contract ratification and strike
authorizations.
6. Payroll deductions may also be
available for other purposes upon written application by the individual teacher
and upon written authorization of the Board.
7. An
individual teacher may initiate and/or change payroll deductions at no charge
to the teacher if the changes and/or initiations are submitted together during
September. Credit union changes and/or
initiations are extended to October 7.
After that date it is understood that the Board may charge a $5 fee for
initiating and/or changing a payroll deduction.
Exception: No fee will be charged
for
G. ASSOCIATION
PRESIDENT'S LEAVE:
The Board shall grant, upon written request from the Association by June
1 of the year prior to the leave, release time with pay to the president of
the Association for the duration of the ensuing school year, provided a qualified
teacher replacement is available. The
Association shall pay the president's salary and fringe benefit costs. The president shall retain all other benefits
of employment, and, if offered a contract following the presidential leave,
shall be entitled to the former position held provided it still exists. If the position no longer exists, the
president shall be entitled to reassignment to a position approximately the
same grade level or subject area held at the time the leave was first requested
or to a position for which the president is qualified. By virtue of the office, the president shall
have substantially greater experience and qualification to be employed by the
Board during the term of the leave provided the Board receives notification of
the president's election prior to the action by the Board on a reduction in
force. This section shall not be
construed or applied so as to vest a non-tenured Association president with
seniority rights superior to those of a tenured employee.
H. ASSOCIATION
NEGOTIATION COSTS:
When the Board and the Association mutually schedule negotiations
during the duty day, any teacher who participates in said negotiations shall
suffer no loss of pay or other benefits.
The Association shall reimburse the Board for the cost of a hired substitute
teacher for each absence under this provision.
I. ASSOCIATION AFFILIATE
MEETINGS:
1. Teachers elected or appointed to
serve as official representatives of the Great Falls Education Association,
MEA-MFT, American Federation of Teachers, or the National Education Association
may be permitted attendance at necessary state, regional, and national meetings
in performance of their official duties for the purpose of conducting internal
business without loss of pay or other benefits; however, if the absence is
granted, the Association shall reimburse the Board for the cost of a substitute
teacher for each day a teacher is absent whether or not a substitute is
hired. Total number of days allowed
under this provision shall not exceed ninety-three (93) days per school year
and shall not exceed five days per individual per month nor nineteen days
per individual per school year. An
additional ten (10) days will be allowed during years in which the Association
and District conduct bargaining.
2. Requests for absence to serve as an
official representative should be submitted at least two weeks in advance. Such applications for absence shall be on the
proper District form and shall be approved by the Association prior to being
submitted to the Board.
J. REPRESENTATION ON
COMMITTEES:
1. The Association shall recommend up
to twice the number of teacher representatives needed for any District
committee, which has teacher members.
This listing shall be submitted within fifteen school days of receipt of
request or the Association shall forfeit its right to recommend teacher
representatives as it relates to that particular request.
2. The Board shall choose members of
the District committees.
3. After Committee members have been
chosen, the Board shall publish a list in
the Newsbits.
1. A
committee composed of three teachers, three administrative personnel, three
classified personnel, and three parents will be appointed by the Superintendent
for the purpose of submitting recommendations for the proposed school calendar
to the Superintendent of Schools by January 1.
The teaching personnel shall be selected from a representative list of
six names of teachers submitted by the Association within twenty-one calendar
days of receipt of the request or the Association shall forfeit its right to
recommend teacher representatives on the Calendar Committee.
2. A proposed calendar(s) will be
presented to the teachers by the Superintendent of Schools for the teachers’
review prior to the presentation of the calendar to the Board by the Superintendent.
3. The school calendar is set by the
Board.
1. Teachers shall have the right, upon
written request, to review the contents of their personnel file, except for the
confidential items received by the Board prior to the teacher's
employment. The teacher may be
accompanied by a representative if desired.
One copy of any materials placed in the teacher's file following
employment by the Board will be made available to the teacher without cost upon
written request.
2. The teacher will be notified of all
additions to his/her personnel file with the exception of:
a) Items received from or requested by
the teacher or items where the teacher has been given a copy.
b) Items bearing the teacher's
signature.
c) Items pertaining to licensure,
course work, or summaries of earned credits.
3. All items in the teacher's file
shall be identified as to the source.
4. The teacher shall have the right to
answer any material filed, and his/her answer shall be reviewed by the Human
Resources Manager and attached to the file copy.
5. If any administrator or supervisor
other than the Human Resources Manager and his/her staff or the teacher's
attorney-in-fact requests the right to see a teacher's personnel records, the
name of the person(s) making the request and the date the request was granted
will be recorded and placed in the teacher's personnel file.
B. PROTECTION OF TEACHER
RIGHTS:
1. Any formal complaint or criticism
concerning a teacher deemed by an administrator to justify investigation or
action of any nature shall be brought to the attention of the teacher
involved. When deemed appropriate by the
administrator or teacher involved, a conference(s) shall be scheduled involving
the concerned parties. Parties to the
conference(s) may, at their option, have Association representatives
present. In no case will a written
report be made or will any entry be made in a teacher's personnel file or any
formal disciplinary action be taken as a result of a complaint or criticism
until the above procedures have been followed, it being understood that the
Superintendent may take such action as necessary where the health, welfare, or
safety of students or other persons may be in jeopardy.
2. The Board shall give reasonable
support to teachers in the discharge of their duties in accordance with Board
policies and state statutes.
3. No teacher shall suffer
discrimination in respect to employment in the District based on age, sex,
race, creed, marital status, religion, or political activities or lack thereof.
4. No teacher shall be formally
disciplined or reprimanded, reduced in compensation, suspended or terminated
without just cause. Nothing herein shall
be construed to infringe upon or restrict the Board's right to decline to renew
the contracts of teachers in accordance with the applicable laws, it being
understood that the Board shall not base its decision of non-renewal upon
arbitrary or capricious grounds. This
clause does not apply to extra or co-curricular or department head positions.
C. MATTERS
OF MUTUAL INTEREST:
Nothing contained in this Agreement shall be construed to prevent Board
members, administrative employees of the Board, and teachers from considering
or discussing any matter of mutual interest.
However, this is not to be construed so as to lessen any teacher's right
to join or assist the Association in collective bargaining. Any changes or modification to this Agreement
shall be made only through collective bargaining and agreement in the manner
provided by the Collective Bargaining Act.
D. TEACHER
RECOMMENDATIONS:
The Board, while retaining the right to make the final decision in the
following matters, agrees to continue and encourage the practice of
considering, prior to final adoption, the recommendations of teachers or
District committees as to the selection of texts, the improvement of
curriculum, the adoption of new courses, the selection of instructional
equipment and supplies, and other budgetary items and matters pertaining to the
educational program of the District.
A. TEACHER LICENSURE: As per MCA 20-4-101 and MCA 20-4-201, only a
person who holds a valid
Montana
teacher or specialist license may be employed by a District as a teacher. Teachers must renew their license every five
years and it must be renewed prior to the first day of school after the date of
expiration. A contracted teacher with an
expired license will not receive a paycheck until he/she becomes licensed. Should such a teacher become licensed after
the start of the school year, he/she will receive a retroactive paycheck as per
predetermined payroll deadlines. If the
teacher does not provide evidence of license renewal within the first 35 school
days, the District may take action to dismiss the teacher for breach of
contract. (2011)
1. The regular duty day for teachers
shall not exceed eight hours per day, including the lunch period, for not more
than 187 contract days. If the lunch
period is longer than thirty minutes, duty may be assigned to affected
teachers. There shall be no additional
pay for time until the teacher has exceeded eight hours in the duty day, not to
include time spent in activities outlined in Section 3, below. The scheduling of school hours and employee
duty day shall be the exclusive decision of the Board. In the event that state funding provides for
additional school days, teachers will be compensated at their daily rate.
2. On the last school day preceding
Labor Day, State Teachers' Convention, Thanksgiving, Christmas, Presidents'
Day, Easter, and Memorial Day, teachers who do not have assigned District
responsibilities shall be released from duty at the end of the individual
building's regular student school day.
The only exception shall be a PIR day immediately preceding Labor Day
weekend.
3. Teachers shall not receive extra
compensation for PTA meetings, student-related educational conferences,
departmental and faculty meetings, open houses, from time to time special
programs, which involve student participation, or activities for which teachers
volunteer. To the extent practical,
departmental and faculty meetings will be contained within the regular duty
day, it being understood that extensions beyond the regular duty day may
sometimes be necessary.
4. In the event a hazardous, unsafe,
or unsanitary condition exists within a school, making it necessary to dismiss
students, teachers will not be required to remain in the building but may be
reassigned to other instructional activities.
C. PARENT
CONFERENCES:
When parent conferences are required by
the Board, teachers shall be granted time free from student contact for the
purpose of conducting such parent conferences.
1. Each teacher shall have no less
than a thirty minute uninterrupted, duty-free lunch period unless the
interruption is agreed to by the teacher or an emergency arises. Except in the case of an emergency, the
teacher may leave his/her respective building during the lunch period, providing
the office of the principal has been notified.
2. Each classroom teacher, in addition
to preparation time outside the duty day, shall have a period of time during
the teacher's duty day to be used for purposes of planning or preparation for
assigned District duties unless an emergency arises. Nothing herein shall prohibit the teacher
from using a reasonable portion of this time for a break. It is understood that from time to time
building activities may prohibit scheduling this daily preparation time.
a) At the senior or middle school
levels the preparation time shall be one regular class period.
b) At the K-6 levels the preparation
time shall be no less than thirty (30) minutes in length and shall not include
the thirty minute duty-free lunch period nor the one-half hour before or after
the students' regular school day. No
variation may occur without mutual agreement of the teacher and the
administrator. Upon mutual agreement, a
preparation period may be eliminated one day and added to another day within
the same week.
3. All K-6 teachers shall receive a
fifteen-minute break in the morning and the afternoon during their student
contact day unless a 45 minute preparation period is provided during that time. (2011)
4. A teacher shall not be required to
remain with his/her class when it is receiving instruction or supervision from
another licensed person unless the teacher is an
integral part of the particular project or lesson to be presented as previously
requested by the teacher. Such release
time shall be used in accordance with Section 2, above.
5. A K-6 teacher may be requested to
stay with a class if more than one specialist is scheduled on a given day.
One student early out day will
be given at the end of each quarter to provide time for teacher preparation.
F. PART-TIME TEACHERS AND
LESS THAN FULL-YEAR TEACHERS:
1. Part-time teachers shall not be
used to replace full-time teaching positions except under extenuating
circumstances or under a job-sharing contract with the mutual agreement of the
affected teacher(s). It is understood
that a teacher may elect to have an Association representative present during
District conferences related to job-sharing positions. The Association and the Board shall mutually
agree to all terms of the job-sharing contract that are addressed in the
Negotiated Agreement.
2. A teacher contracted to provide
services for less than a normal duty day of the regular full-time teacher shall
be classified as a part-time teacher.
3. Less than full-year teachers are
those teachers who are employed for the regular duty day but who begin work
after the initial day of the regular school year.
4. Part-time teachers and less than
full-year teachers shall be paid according to their placement on the
appropriate Teacher Salary Schedule commensurate with their training and
experience. Said salary shall be
pro-rated to the portion of their regular duty day and/or to the proportion of
their regular contract year.
G. EVALUATION
OF TEACHER PERFORMANCE:
1. The parties agree that the primary
objective of the program to evaluate teacher performance is to improve the
quality of instruction. Further, the
parties recognize the importance and value of the procedure for assigning and
evaluating the progress and success of both non-tenured and tenured teachers.
2. Evaluation of teacher performance
shall be done by the principal or assistant principal or the supervisor of the
appropriate area and must be based on his/her own observations. Other personnel may be used to evaluate
teacher performance when agreed to by the teacher.
3. All
teachers during their first eight weeks of each school year shall be oriented
to the evaluation procedures and criteria upon which they will be formally
evaluated and who may observe and evaluate their teaching performance. If the teacher is contracted after the
first eight weeks of the school year, an orientation to the evaluation process
will take place prior to the first observation. (2009)
4. Prior to the first observation of
the school term a pre-conference shall be held between the evaluator and the
teacher to apprise the evaluator of the teacher's objectives, methods, and
materials planned for the teaching-learning situation to be evaluated. Subsequent pre-observation conferences may be
held at the discretion of the evaluator.
5. Each formal written evaluation of a
teacher's performance shall be preceded by an observation of at least one hour
or the duration of a particular teaching period, but not for more than two
hours duration. Variations in these
times shall be mutually agreed upon by the teacher and evaluator.
6. Other than the post-observation
conference, which shall be conducted in conjunction with the discussion of the
formal written evaluation, other observations of the teacher may be followed by
a personal conference between the teacher and the evaluator for the purpose of
discussing the observation.
7. The evaluator shall not unduly
interfere with the normal teaching-learning process while observing.
8. A copy of the formal written
evaluation of the teacher's performance shall be given to the teacher and a
conference held between the teacher and the evaluator within ten school days of
the final classroom observation on which it is based. If the teacher believes the evaluation is
incomplete or inaccurate, the teacher may submit objections in writing, which
shall be attached to the file copy of the evaluation report. However, the contents of formal evaluation of
teacher performance shall not be subject to the Grievance Procedure.
9. If an evaluator finds a teacher
needing additional development and growth, he/she shall set forth the specific
ways in which the teacher is to improve and of possible assistance to be given
by the administrator or other staff members.
Progress or lack of progress in any specific deficiencies shall be
addressed by the evaluator in subsequent evaluations.
10. The performance of non-tenured
teachers shall be formally evaluated during each year as a non-tenured teacher.
11. A reasonable effort will be made to
formally evaluate the performance of each tenured teacher annually, but at
least once every five years. Requests
for an evaluation by a tenured teacher will be given special consideration.
12. All formal evaluation of performance of a
teacher shall be conducted openly and within the full knowledge of
the teacher. The use of eavesdropping, closed circuit
television, public address or audio systems, and
similar surveillance devices shall
be strictly prohibited.
1. The parties recognize that part of the
teacher's responsibility is to maintain control and discipline of
students. The Board further recognizes
its responsibility to give support and assistance to the teacher with respect
to the maintenance of control and discipline in the classroom and school in
accordance with established Board policies, administrative regulations,
building procedures and state statutes; however, the Board shall not be
obligated when any disciplinary actions employed by any teacher is contrary to
law, Board policy, or administrative regulations.
2. The Board shall set all policies on matters
of discipline. A team, minimally
consisting of building administrators and teachers, shall develop disciplinary
procedures for their respective buildings that are consistent with state
statutes, Board policies, and administrative regulations. These disciplinary procedures shall be
completed or updated and reviewed by each faculty prior to a date established
by the principal. These shall be
distributed to students, teachers, and parents no later than October 1 of each
year, and it shall be the responsibility of the administration and teachers to
enforce these policies, regulations, and procedures.
3.
When an offense, persistent misbehavior,
or the disruptive effect of misbehavior makes the continued presence of a
student in the classroom intolerable, the student may be referred by the
teacher to the principal or his/her designee for disciplinary action. In such case, an account of the problem or
incident will be communicated as soon as feasibly possible, given instructional
and safety responsibilities, by the teacher to the principal or his/her
designee. The communication should include what previous corrective action,
and/or parent communication if any, has been taken by the teacher. The principal or his/her designee shall
communicate the disposition of the referral as soon as feasibly possible given
administrative and safety responsibilities.
In cases when the disruptive effect of the student’s
behavior is so extreme as to preclude the instructional process, the teacher
shall immediately communicate the need to remove the child temporarily from the
classroom until such time as the student, teacher, and principal or other
appropriate authority, resolves the situation. (2009)
1. All decisions on teacher-student
ratios and class size shall be made by the Board of Trustees.
2. In the event of a substantial loss
of revenues or substantial impact of students to the District or any attendance
area thereof, this section shall be immediately opened to be rebargained.
3. Teachers who are assigned classes
in which the total aggregate enrollment (Article 1 – Definitions) exceeds current minimum State Standards
(Standards of Accreditation of Montana Schools, 10.55.712 and 10.55.713 – Article
I - Definitions) shall be compensated for each student or major fraction
thereof in excess of the said standards for each class. The rate for part-time kindergarten classroom
teachers shall be $60 per semester for each student or major fraction thereof
in excess of the said standards. The
rate for full time kindergarten teachers shall be $120 per semester for each
student or major fraction thereof in excess of the said standards. The rate for elementary teachers in grades
1-6 shall be $120 per semester for each student or major fraction thereof in
excess of the said standards. The rate
for middle school and high school classroom teachers shall be $40 per semester
for each student or major fraction thereof in excess of said standards. To be eligible for payment, the total
aggregate enrollment shall be submitted to the Human Resources Manager by the
teacher within seven calendar days after the completion of the semester and
shall be computed by dividing the Aggregate Days Belonging in each semester of
the regular school term by the number of Pupil Instruction (PI) Days in each
semester of the regular school term.
Other Days (OD) and Pupil Instruction Related (PIR) Days are not
calculated in this computation. The
building principal shall verify and sign all requests for overload payments.
4. Where maximum numbers within a
particular building, subject area, or grade level must exceed state standards,
reasonable effort(s) will be made to distribute excess students among the
teachers assigned to that grade level or subject area.
1.
The
professional development program should provide for the needs of teachers at
all levels of experience and compliment implementation of District
programs. Teacher needs and
recommendations shall be solicited prior to the initial planning and will be
considered for decisions on professional development.
2.
All
full-time teachers, tenured and non-tenured, are required to have 18 hours PIR
training throughout the current school year to comply with the provisions of
MCA 20-1-304. At least six (6) of those
hours shall be District Directed (as indicated in the PIR catalog). PIR hours
for less than full-time or full-year teachers are prorated. (2011)
3. Non-tenured teachers will be
required to attend staff development (3 years) prior to the beginning of the
contracted school year. Mandatory
first, second, or third year teacher training does not count for District
Directed PIR. (2009, 2011)
a.
First year teachers will attend mandatory
5-day New Teacher Training and will have the following options:
·
Be
paid 30 hours at the non student contact rate as outlined in Article 8, Section
S, or;
·
Be
paid 24 hours at the non student contact rate as outlined in Article 8, Section
S, and receive 6 hours of Flexible PIR credit or;
·
Be
paid 18 hours at the non student contact rate as outlined in Article 8, Section
S, and receive 12 hours of Flexible PIR credit.
b.
Second
and third year teachers will attend mandatory 3-day 2nd/3rd
Teacher Training and will have the
following options:
·
Be
paid 18 hours at the non student contact rate as outlined in Article 8, Section
S, or;
·
Be
paid 12 hours at the non student contact
rate as outlined in Article 8,
Section S, and receive 6 hours of Flexible PIR credit or;
·
Be
paid 6 hours at the non student contact rate as outlined in Article 8, Section
S, and receive 12 hours of Flexible PIR
credit.
4. Tenured teachers may elect to
attend professional development outside the contracted school year.
5. Teachers
affected by Article 6, Section I, 2-3 will be paid the hourly rate as per Article
8, Section S.
6. When
a conference, meeting, or professional development session is scheduled at the
option of the Board or administration during the duty day, the teachers
involved shall suffer no loss of pay or other benefits.
7. College
courses in and of themselves are not eligible for PIR credits. However, staff may concurrently enroll in
college credits being offered at a workshop or conference they are attending
for PIR or Pay as outlined in Article 8, Section N, 7. (2011)
K. VACANCIES AND NEW POSITIONS:
1. A vacancy is any teaching or administrative opening or new position in the District which has not been filled by the reassignment of employees whose former position is no longer available.
2. Whenever a vacancy occurs for the upcoming school year during the regular school year, the Board shall advertise the position(s) in the weekly Newsbits or in an electronic supplemental bulletin distributed to all teachers for five (5) days. (Example: posting vacancies on Friday and closing on Wednesday)
3. Whenever vacancies occur during a period when the Newsbits
is not published, the vacancy shall be posted at the
Also, within a week after the teacher's
last duty day and until a week before the first day of the New Teacher Training
day, the
4. The notice of vacancy shall include a specific description of the position(s) to be filled, the necessary minimum qualifications, and the date applications are to close.
5. No permanent assignment shall be made until a vacancy has been advertised for five (5) days; however, nothing shall prevent the Board from making interim appointments in cases where time is a critical factor.
6. A teacher shall apply for a vacancy
on the District form furnished by the Board, and application shall be made
within the designated time period. All
applications from currently employed teachers shall be considered by the Human
Resources Office.
7. This provision shall not apply to teaching or administrative
or new positions of less than one (1) year.
8. Any vacancy, which occurs during
the school year, may be filled on a temporary basis but shall be re-advertised
as a vacancy for the next school year.
9. The Board may elect to advertise
positions in the District which are part-time, co-curricular, extracurricular,
vacancies or new positions of less than one (1) year, or positions which do not
meet the definition as described in Section 1, above.
a) The assignment of teachers shall be
made by the Board in conformity with the terms of this Agreement.
b) The District will attempt to give
each continuing teacher who has a change of assignment a notification of class
and/or subject assignment and the building assignment for the forthcoming year
prior to the last day of school.
2. Voluntary Transfer is the movement of a teacher to a different building for
which the teacher has applied.
a) Requests by a teacher for a
Voluntary Transfer to a specific vacancy shall be made in writing on the
standard form furnished by the Board.
The application shall set forth the reasons for the transfer, the
school, grade, or position sought, and the applicant's experience and
qualifications, including licensure and endorsements.
b) A request for transfer shall be made
prior to the closing date.
c) If the Board elects to fill a vacancy occurring during
the year on a temporary basis rather than by transfer, that position shall be
reopened to teachers employed in the District before the close of the current
school year and shall be available under this transfer provision for the
ensuing school year.
d) Within thirty-five (35) calendar
days after teaching contracts or letters of intent have been offered to the
current staff for the ensuing school year, a list of known vacancies by grade
and/or subject area in the various buildings will be advertised in the weekly
District Bulletin or by written notice posted on the central bulletin board at
the District office building if during the summer months when regular school is
not in session.
Also, within a week after the teacher's
last duty day and until a week before the first day of the New Teacher Training
day, the
e) Each current teacher who meets the minimum qualifications advertised shall
be granted an interview. Requests for
transfer shall be acted upon before assignment of any new teachers to the
school system. Requests for transfer from teachers already employed by the
Board shall take precedence over applicants new to the District when the
qualifications of the applicants are substantially equal. For the purposes of this Section, “qualifications”
shall include the professional and personal qualifications of the applicant(s),
as well as the applicant’s experience.
Requests shall be considered for vacancies, which may arise during the
summer months when regular school is not in session. After June 15th, an individual is limited to
four (4) transfer requests.
f)
g) Within ten (10) working days of
receipt of the written denial of a voluntary transfer, the teacher may request
the specific reasons for the denial in writing.
Within ten (10) working days of the receipt of the request, the
administrator shall respond in writing. In the event a team was involved in the
consideration, care shall be taken to incorporate the rationale from each team
member. Arbitration of this Section
shall be limited to allegations of an arbitrary or capricious decision by an
administrator(s), and the arbitrator shall not substitute his/her judgment for
that of the administrator(s).
3. Non-Voluntary Transfer is the movement
of a teacher to a different building for which
the teacher has not applied. Requests
for the transfer of a teacher which are initiated by the principal, supervisor,
or Board shall be communicated in writing with the reason(s) for the transfer
stated to the person(s) involved in the transfer prior to the final Board
action.
4. Compensation for reassignment or non-voluntary
transfer:
a)
For
an in-building room change, the teacher will be compensated for up to six (6) hours
at
curriculum hourly rate.
b)
For
a building change, the teacher will be compensated for up to twelve hours at
curriculum hourly
rate.
1. A Reduction in Force and the term
"layoff" as used herein shall mean any suspension from employment
arising out of a reduction in the teacher work force of the District, and shall
be separate and distinct from the terms retirement, resignation, non-renewal,
discharge, dismissal, or termination.
2. Grades 7-12 and Grades K-6 shall be
considered as separate units for purposes of this section so that the layoff
procedure with respect to one such unit shall not apply to other units.
3. Non-tenured teachers shall be
excluded from this Reduction in Force provision.
4. If the layoff affects a particular educational program or unit, layoffs will be confined to personnel employed in such program or unit. However, nothing shall be interpreted or applied so as to prohibit the Board from assigning laid off personnel to positions in other units or programs, for which they are qualified, held by less senior teachers.
5. Definition - Seniority shall be defined as the total length of continuous service, including full credit for service of less than a full duty day or service of less than a full contract year, if a teacher has signed a contract for the ensuing school year with the District. Seniority shall accrue from the date of employment. Seniority will not be broken by approved leaves of absence. Seniority will not be broken by employment by the Board in a position outside the appropriate unit if the Board required certification/license for employment in that position. In the event of identical dates of employment, those holding advanced preparation as of November 15, 1985, shall have precedent. In the event of both identical dates of employment and advanced preparation, rank shall be determined by lot. This order once established shall not change. Teachers hired after November 15, 1985, shall accrue seniority solely by date of hire.
6. Loss of Seniority - A teacher shall lose his/her
seniority for any of the following reasons:
a) if a teacher is dismissed and not subsequently
reinstated.
b) if a teacher retires.
c) if a teacher resigns.
d) if a teacher overstays a leave of absence without
obtaining an extension of the leave.
e) if a teacher declines an offer of recall to the
previous-held positions or an equivalent position.
7. Seniority List - A seniority list
shall be prepared by the Board at least once a year not later than January
1. Needed corrections to this list shall
be presented to the Board in writing prior to January 20. All uncontested data will be considered
accurate from that point and for subsequent years. Corrections after this date may be made only
with the written agreement of the Board.
A copy of this list shall be provided to the Association and shall be
available in all buildings for review during regular working hours.
8. When a reduction in force takes
place, the least senior teacher shall be laid off first, provided that the
least senior teacher does not have experience and qualifications that are
substantially greater than a more senior teacher does. If the less senior teacher has such
experience and qualifications, a more senior teacher shall be laid off first.
9. Recall:
a) Grievance rights for violation of
recall shall exist for up to twenty-one months from the last day of work, but
in no event can a grievance be filed beyond the time limits established for
Level 1 of the Grievance Procedure if the aggrieved party becomes aware of the
occurrence of the grievance, or, with reasonable diligence, should have become
aware of the occurrence of the grievance.
b) When recalling to the former
teacher's District assignment, the most senior teacher shall be the first
recalled, provided that a less senior teacher does not have experience and
qualifications that are substantially greater than the more senior teacher
does. In such event, the less senior
teacher shall be recalled first.
c) When recalling to a teaching
position other than the previous District assignment, the most senior teacher
must have experience and qualifications that are substantially greater than
all other personnel.
d) The Board shall give written notice
of recall from layoffs by sending a registered or certified letter, return
receipt requested, to said teacher at the teacher's last known address. The teacher's address as it appears on the
Board's record shall be conclusive when used in connection with layoffs,
recalls, or other notices to the teacher.
It shall be the responsibility of each teacher to notify the Board of
any changes of address. If the Board is
not able to cause delivery of the notice of recall within fifteen days of the
date that such notice was sent, it shall result in forfeiture on the part of
the teacher to any further rights to reinstatement.
e) The teacher on recall who signs a
contract with another school district shall notify the District immediately or
shall forfeit all rights to recall.
f) If the District has knowledge that
any teacher on recall is under contract with another school district, the
District is under no requirement to offer a contract to a teacher on recall
unless the District has received notice that the other employer is aware of the
possibility of recall to District employment, and the other employer has agreed
to release the teacher upon recall by the District.
g) If a teacher declines or does not accept an offer of recall to the previous-held position or an equivalent position within seven days of the notice of recall, it shall result in the forfeiture on the part of the teacher to any future rights of recall under this article.
10. The Board shall be the sole
determinant of: the number of teachers
employed in each school program(s); the continuation, elimination, or
modification of each school program(s); and of the quality of each school
program(s).
11. The arbitrator shall not have the
power to modify, add to, correct, or substitute his/her judgment for that of
the Board unless the record of the arbitration hearing clearly demonstrates
that the Board acted in an arbitrary and capricious manner.
1. Teachers shall be allowed to use
accumulated sick leave, without loss of pay, for absences from regularly contracted
teaching duty due to personal or family illness or physical disability. Teachers contracted for the summer months
shall earn and be entitled to use accumulated sick leave benefits.
2. Any absence by a teacher resulting
from bodily injuries suffered directly from an assault on a teacher while
performing contracted duties in accordance with Board policies and state
statutes will not be deducted from the teacher's contracted salary for sixty (60) calendar days from the date of injury. The value of all benefits paid to the teacher
during this period from all other eligible sources shall be deducted from
contracted salary and benefits or repaid to the Board upon receipt. The assault shall be immediately reported to
the building administrator and central administration, and a formal complaint may be filed with the proper legal
authorities. Any benefits
inappropriately paid under this provision shall be repaid to the Board, and the
Board's cost of collection shall, if overpayment was caused by teacher action
or inaction, be added to the cost of reimbursement.
3. Each teacher will be credited with
thirteen (13) days of sick leave on the first contracted day of the school
year. The teacher who does not complete
contract obligations will be liable to the district for sick leave paid beyond
the employee's entitlement. Employment
for less than 187 full-time duty days or employment for more than 187 full-time
duty days shall earn or accrue sick leave on a proportionate basis to the 187 full-time
duty day contract. [This shall not increase, decrease, or affect anything
regarding long-term substitute teachers.]
4. For purposes of severance, unused sick leave is cumulative to a maximum of 187
days.
a) However, sick leave may be
accumulated without limit for purposes outlined in Article 7 Section A, paragraph
1. The record of an employee's sick
leave accrual shall be kept in the business office. Deductions shall be made from this account
when the employee is absent under the sick leave provision, and additions are
made to this account in accordance with the established schedule. The number of accumulated days of sick leave
shall be indicated in each regular paycheck.
b) Upon retirement from the district, a
teacher with 187 days of unused accumulated sick leave will be compensated $50
for each day of credit beyond the scheduled 187 days. Such payment will be made on or about July
1. The payment will be separate from the
severance buy-out.
5.
SICK LEAVE BANK:
Teachers shall have the right to donate, in writing to the Human Resource
Office, accrued sick leave days to a teacher of their choice.
a)
A teacher
who intends to access the sick leave bank must notify GFEA to request donated
days. In order to avoid days without pay, the request must be made prior to
exhausting his/her own sick and personal leave days. (2011)
b)
No
teacher may receive more than twenty (20) days of donated sick leave during any
school year. When using the twenty (20) days of donated sick leave, the teacher
may not receive pay or compensation from other plans in which the District
participates, either in whole or in part.
c)
In a case
of catastrophic, life threatening illness, a teacher may receive more than the
allotted twenty (20) days (Article 7.A-5.a) during the contract year. A catastrophic, life threatening illness is
defined as cancer, organ failure, stroke, non-elective surgery, and acute
accident injuries. This list is a guideline and not inclusive. Medical
documentation will be required.
The
determination of qualifying for additional donated days will be made by the
Human Resources Director, the GFEA President, and one designee from each
unit. Determination must be unanimous. (2009)
6. PERSONAL LEAVE: Two (2) days of personal leave are earned each year. Personal leave absence, prorated for those working less than a full day or a full school year, will be added to a teacher’s accumulated sick leave after the accumulation of personal leave reaches six (6) days. See Article 7, Section A, paragraph 5, part d, below. These days shall be granted in minimum units of half days without loss of pay or other benefits for activities not provided for in other provisions of this Agreement.
a)
This
leave provision shall not be used during any period of time when, in the
opinion of the
immediate supervisor or building
principal, the teacher’s contracted functions or activities in the District
cannot be properly carried out by substitute personnel.
b) Application for this leave stating
the purpose of the leave shall be made on the proper District form to the Human
Resources Office at least five school days prior to the time of use. Exceptions to the five days requirement shall
be made exclusively by the Board.
c) Use
of this leave shall not exceed twenty teachers on any given contract day. These leaves will be granted in order of receipt by the Human Resources Office.
d) Personal leave days may be
accumulated to a maximum of 6 days (3 years). Accumulation of personal
days may not exceed six (6). The accumulated days may be taken consecutively if
the days are available (Article 7,
Section A, paragraph 5, part c). Days earned beyond six (6) will automatically be placed in the
individual’s sick leave bank.
7. ADOPTION LEAVE: Teachers may use up to 5 days of accrued sick leave for the purpose of an
adoption. The teacher shall notify the District as soon as the teacher knows the need for such leave. The District may require substantiation for the use of adoption leave.
8. PATERNITY
LEAVE: Teachers may use up to 5 days of accrued sick leave
for the purpose of the birth of the teacher’s child. The teacher shall notify the District as per
sick leave procedures. (2009)
1. Teachers shall be allowed up to
five (5) days at full pay for absences from school for each occurrence of death
in the teacher's immediate family or for any other member of the teacher's
immediate household. This leave
allowance is in addition to other leaves allowable in this contract. Immediate family shall be defined as
teacher’s father, step-father, father's brother, father's sister, mother, step-mother,
mother's brother, mother's sister, sister, brother, husband, wife, son,
daughter, step-children, foster children, daughter-in-law, son-in-law, grandparent,
great grandparent, grandchild, brother's wife, brother's child, sister's
husband, sister's child, spouse’s father, spouse’s mother, spouse’s sister, or
spouse’s brother.
2.
Bereavement leave as defined
in Article 7, Section B, paragraph 1, may be extended by the use of sick leave
with prior approval. The Request for Administrative Approval must be completed.
3. Sick leave may be used for the funeral, memorial service or other related
activities of a person outside of the definition in Article 7, Section B,
paragraph 1 (above). Administration may require documentation. The Request for
Administrative Approval must be completed. (2011)
4. Bereavement leave allowance is not
cumulative from year to year. This shall
be an emergency leave applicable for the particular occasion only.
C. JURY DUTY LEAVE. JURY DUTY LEAVE;:
1. Teachers called for jury duty may
be absent from duty without loss of pay or other benefits provided the teacher
has:
a) advised the immediate supervisor on
the first school day following the receipt of the jury summons; and
b) submitted one copy of the jury
summons at the time the request for absence is made on the proper District
form; and
c) endorsed the jury duty fee payment,
excluding reimbursement for travel, meals, and lodging, over to the District
within sixty (60) calendar days from the
last day on which jury duty was served.
2. Failure to deliver the endorsed fee
payment to the District within this time period shall result in the loss of
wages for the period of absence.
3. Leave is provided for absence from
duty with pay, only for the time actually spent on jury duty. Teachers relieved for part of their duty day
to participate in jury duty, must return to their assignment for the remainder
of the day. Reasonable allowance for
time to and from the courts will be taken into account. Teachers who fail to return under these
circumstances will be considered absent without leave and subject to
disciplinary action.
1. Teachers served with a valid subpoena issued by a
federal, state, county, or municipal court, or a federal or
state legislative body, may be
absent from duty, without loss of pay or other benefits, provided the teacher has:
a) advised the immediate supervisor on the first school day
following the receipt of the subpoena; and
b) submitted a copy of the subpoena at the time the request
for absence is made on the proper District
form; and
c) endorsed the witness duty payment, if the teacher has
been paid for serving as a witness, excluding
reimbursement for travel, meals, and lodging, over to the District within sixty
(60) calendar days from the last day
on which the witness duty was served.
2. Failure
to deliver the endorsed fee payment to the District within this time period
shall result in the loss of wages for
the period of absence.
E. PROFESSIONAL MEETING LEAVE:
1. Twenty-five thousand dollars
($25,000) shall be budgeted for use by teachers to attend professional academic
meetings and conferences.
2. Requests for leave shall be on the
proper District form and submitted to the District at least fourteen (14) calendar days in advance of the date of the
leave. At least seven (7) calendar days before the date for which the leave was
requested the Board shall notify the teacher that the leave has been approved
or denied. Upon written request from the
teacher, the reason(s) for the denial will be provided to the teacher.
F. PLACEMENT OF SUBSTITUTE TEACHERS:
1. Placement of substitute teachers
shall be done exclusively through the substitute clerk of the District.
2. A teacher who becomes ill or who
must be absent for some other reason shall request a substitute from the
substitute clerk at the
3. The day before returning to duty
the teacher must notify the school before the end of the regular student day of
the intention to resume teaching duties.
The school shall notify the substitute clerk. Except when notified to the contrary, the
substitute teacher shall be released from duty at the close of the school day
on Friday or on the last school day before the start of a vacation.
4. In the event that the returning
teacher has failed to notify the school of the teacher's intent to return to
duty, and the substitute and the teacher both appear, the regular teacher will
be expected to perform the classroom duties.
The substitute shall be compensated for one-half day with the cost to be
deducted from the teacher's salary.
5. A teacher who, except in cases of
emergency, is required to substitute teach during that teacher's
regularly-scheduled preparation time shall be compensated for each half hour or
major fraction thereof at the hourly instructional rate as per collective bargaining
agreement.
1. A Medical Leave of Absence is an
approved absence from duty for reasons of verified medical disability provided
without salary or fringe benefits.
2. A teacher may request, in writing,
a Medical Leave of Absence and the medical leave shall be approved if the
request for the leave is accompanied by a written statement from a medical
doctor which specifically states that the teacher cannot perform the duties for
which the teacher is contracted. The
teacher shall receive a written response to the leave request within a
reasonable period of time of the disposition of the request.
3. If the teacher has exhausted all
accumulated sick leave and has not requested a Medical Leave of Absence and is
unable to perform or return to perform the duties for which the teacher is
contracted, the Board may place the teacher on Medical Leave of Absence or may
deduct the salary of the teacher at the daily rate of the teacher's contracted
salary.
4. The length of the Medical Leave of
Absence is for a period of up to one school year, but no longer than the last
contract day of the current school year, and may upon request, be renewed or
extended by action of the Board.
5. The teacher's request for return to
duty shall be accompanied by a statement from a medical doctor attesting to the
teacher’s ability to resume the contracted duties. The effective date for the resumption of duty
shall be subject to the approval of the Board.
6. The teacher returning on the first
contract day of the school year from a Medical Leave of Absence of one school
year or less shall be entitled to his/her former position provided it still
exists. A teacher whose leave ends
during the school year, need not be returned to his/her former position until
the beginning of the next school year, if there is a position open for which
he/she is qualified at the time the teacher returns from the leave. A teacher whose position no longer exists, or
a teacher returning from a leave of more than one school year in duration, and
who has been offered a contract for that year or for the ensuing school year,
shall be entitled to a position for which the teacher is qualified.
7. While on a Medical Leave of
Absence:
a) No teaching experience shall be
granted for purposes of advancement on the salary schedule unless meeting the
qualifications of the Minimum School Year (Article 8, Section P) provision of
this Agreement.
b) The teacher shall retain previously
accumulated sick leave and teaching experience credit for salary purposes.
c) The teacher may maintain, at no
cost to the District, health and hospitalization
insurance provided the amount of the monthly premium is remitted in a timely
manner. All proportionate premium
payments shall be deducted from the remaining number of paychecks during the
contracted duty year provided there are sufficient funds due the teacher. No lump sum payment shall be required nor
received by the District. In the event
that there are no employment checks to be received by the teacher or the wages
are insufficient; the premium payment is to be arranged with the insurance
carrier.
d) The teacher may maintain, at no cost
to the District, individual term life insurance coverage provided individual
arrangements are made with the District within thirty (30) calendar days of the first day of Medical Leave.
1. A Parental Leave of Absence is an
absence from duty which shall be provided for the purpose of caring for a
newborn child, a newly adopted child, or which may be provided for the purpose
of caring for a minor child when the health of the child requires parental
care. This leave is provided without
salary or fringe benefits. Teachers who
have been employed full time during the last three (3) consecutive years and
who have been offered a contract for the ensuing school year shall be eligible
for application for a Parental Leave of Absence.
2. A teacher may apply for a Parental
Leave of Absence by submitting a letter of interest stating fully the nature of
the leave requested. The teacher shall
receive a written response to the leave request within a reasonable period of
time of the disposition of the request.
Reasons for denial will be provided upon written request by the teacher.
3. The length of a Parental Leave of
Absence shall be for the remainder of the current semester or school year or
for a period of one regular school year at the teacher's discretion.
4. A teacher returning from a Parental
Leave of Absence and who has been offered a contract for the ensuing year
shall be entitled to his/her former position provided it still exists. The teacher whose position no longer exists
and who has been offered a contract for the ensuing school year, shall be
entitled to reassignment to a position at approximately the same grade level
or subject area held at the time the leave was requested or to a position for
which the teacher is qualified.
5. While on Parental Leave of Absence:
a) No teaching experience shall be
granted for purposes of advancement on the salary schedule unless the teacher
has fulfilled the qualifications of the Minimum School Year (Article 8, Section
5) provisions of this Agreement.
b) The teacher shall retain previously
accumulated sick leave and teaching experience credit for salary purposes.
c) The teacher may maintain, at no
cost to the District, health and hospitalization insurance, provided the
amount of the monthly premium is remitted in a timely manner. All proportionate premium payments shall be
deducted from the remaining number of paychecks during the contracted duty year
provided there are sufficient funds due the teacher. No lump sum payment shall be required nor
received by the District. In the event
that there are no employment checks to be received by the teacher or the wages
are insufficient; the premium payment is to be arranged with the insurance
carrier.
d) The teacher may maintain, at no cost
to the District, individual term life insurance coverage, provided individual
arrangements are made with the District within thirty calendar days of the
first day of Parental Leave.
I. LEAVE FOR STUDY IN RESIDENCE:
1. Leave for Study in Residence is an
absence from duty, which may be granted for the purpose of full time study in
residence and is provided without salary or fringe benefits.
2. The length of a Leave for Study in
Residence shall be for a period of one regular school year.
3. Teachers who have been employed
full time and assigned duties during the last three (3) consecutive years and
who have been offered a contract for the ensuing school year shall be eligible
for application for a Leave for Study in Residence.
4. Eligible teachers shall apply for
the Leave for Study in Residence in writing, stating fully the nature of the
leave requested and the school year desired, to the District at least thirty (30) calendar days prior to the requested
beginning date of the leave. The teacher
shall receive a written response to the leave request within a reasonable
period of time of the disposition of the request. Reasons for denial will be provided upon
written request by the teacher.
5. The teacher granted a Leave for
Study in Residence shall not be eligible for a further leave under this
provision until the expiration of an additional three (3) years of consecutive
service in the District.
6. The teacher returning from a Leave
for Study in Residence, and who has been offered a contract for the ensuing
school year, shall be entitled to his/her former position, provided it still
exists. A teacher whose position no
longer exists and who has been offered a contract for the ensuing school year
shall be entitled to reassignment to a position at approximately the same grade
level or subject area held at the time the leave was requested, or to a
position for which the teacher is qualified.
7. While on a Leave for Study in
Residence:
a) No teaching experience shall be
granted for purposes of advancement on the salary schedule.
b) The teacher shall retain previously
accumulated sick leave and teaching experience credit for salary purposes.
c) The teacher may maintain, at no
cost to the District, health and hospitalization
insurance, provided the premium payments are arranged with the insurance
carrier.
d) The teacher may maintain, at no cost
to the District, individual term life insurance coverage, provided individual
arrangements are made with the District within thirty (30) calendar days of the
first day of the leave for study in residence.
8. A transcript of credits earned
while on Leave for Study in Residence shall be filed with the District as soon
as said transcript is available.
J. LEAVE FOR ELECTIVE POLITICAL OFFICE:
1. Leave for Elective Political Office
is an absence from duty which may be granted for the purpose of fulfillment of
duties if a teacher is elected to executive governmental bodies which are
external to Association activities and is provided without salary or fringe
benefits.
2. The length of a Leave for Elective
Political Office may be for a period of up to two years and may be extended by
the Board.
3. Teachers who have been employed and
assigned duties during the last three consecutive years and who have been
offered a contract for the ensuing school year shall be eligible for
application for a Leave for Elective Political Office.
4. Eligible teachers shall apply for
the Leave for Elective Political Office in writing, stating fully the nature of
the leave requested, the length of time desired and the beginning and tentative
concluding date of the leave, to the District at least thirty (30) calendar days prior to the requested beginning date
of the leave. Verification shall be
provided prior to consideration of the application. The teacher shall receive a written response
to the leave request within a reasonable period of time of the disposition of
the request. Reasons for denial will be
provided upon written request by the teacher.
5. The teacher granted a Leave for
Elective Political Office shall not be eligible for a further leave under this
provision until the expiration of an additional three (3) years of consecutive service in the District.
6. At least thirty (30) school days
before the expiration date of the Leave for Elective Political Office or at a
time agreed to with the Board in cases of leaves of less than sixty school days
duration, the teacher shall communicate in writing to the Board indicating the
teacher's intention to return to duty (the specific date of return shall be determined
by the Board) or requesting of the Board an extension of the leave.
7. The teacher returning from a Leave
for Elective Political Office of one year or less and who has been offered a
contract for the ensuing school year, shall be entitled to his/her former
position, provided it still exists. A
teacher whose leave ends during the school year, need not be returned to
his/her former position until the beginning of the next school year, if there
is a position open for which he/she is qualified at the time the teacher
returns from leave. A teacher whose
position no longer exists or a teacher returning from a leave of more than one
year in duration and who has been offered a contract for the ensuing school
year shall be entitled to reassignment to a position at approximately the same
grade level or subject area held at the time the leave was requested or to a
position for which the teacher is qualified.
8. While on Leave for Elective
Political Office:
a) No teaching experience shall be
granted for purposes of advancement on the salary schedule unless meeting the
qualifications of the Minimum School Year (Article 9, Section 5) provision of
this Agreement.
b) The teacher shall retain previously
accumulated sick leave and teaching experience credit for salary purposes.
c) The teacher may maintain, at no
cost to the District, health and hospitalization
insurance, provided the premium payments are arranged with the insurance
carrier.
d) The teacher may maintain, at no cost
to the Board, individual term life insurance, provided individual arrangements
are made with the District within thirty (30) calendar days of the first day of
the Leave for Elective Political Office.
K. LEGISLATIVE LEAVE OF ABSENCE:
1.
Teachers elected to serve in the state
legislature will be placed on Legislative Leave while conducting official State
Legislative business. The leave granted
for this purpose shall require a salary reduction equal to the cost of the
substitute’s daily rate. In cases of no
substitute replacement for the teacher (i.e. counselor), the teacher will
reimburse the district the standard daily rate of a substitute teacher. In either case, the employee is responsible
for the organization and coordination of their regular school
responsibilities. While on Legislative
Leave for part of the school year, a teacher shall not suffer any curtailment
of annual increments, tenure, retirement, seniority rights, insurance
contributions or other fringe benefits.
All monies the teacher elected to office is legally entitled to, will be
retained by the teacher elected to office. (2009)
2.
Eligible
teachers shall notify the District as soon as feasibly possible after being
elected.
3.
The
teacher returning from a Legislative Leave of Absence and who has been offered
a contract for the ensuing school year shall be entitled to his/her former
position, provided it still exists. A teacher
whose position no longer exists and who has been offered a contract for the
ensuing school year, shall be entitled to reassignment to a position at
approximately the same grade level or subject area held at the time the leave
was requested, or to a position for which the teacher is qualified.
L. GENERAL
LEAVE OF ABSENCE:
General Leave of Absence is an absence from duty which may be granted at
the sole discretion of the Board or their agent(s) for full-time licensed teachers without salary or fringe benefits.
1. Licensed teachers who have been
regularly contracted during the past three (3) school years, including current
school year, and who have been assigned full-time, duties for all three (3) of
these years and who will be offered a contract for the next school year, may
apply for a General Leave of Absence.
2. The term of the General Leave shall
be for one school year only with the option of one additional year of leave if
requested by the teacher and if granted by the District.
3. Teachers may request a General Leave of
Absence by forwarding a letter of interest by April 1 of the current
school year to the Human Resources Office.
The teacher will receive a written response to the leave request within
a reasonable period of time after the disposition of the request, generally by
the end of April.
4. Teachers on a General Leave of
Absence must notify the Human Resources Office of their intentions no later
than March 1st of the leave year.
If the teacher has been offered a contract for the ensuing year, the teacher
shall be entitled to a position for which the teacher is qualified.
5. No employment experience shall be
granted for purposes of advancement on the salary schedule.
6. The teacher shall retain previously
accumulated sick leave and experience credit for salary purposes.
7. The teacher
may maintain, at no cost to the District, health and hospitalization
insurance, provided the premium payments are arranged with the insurance
carrier.
8. The teacher may maintain, at no
cost to the District, individual term life
insurance coverage, provided individual arrangements are made with the District
within thirty (30) calendar days of the first
day of a General Leave of Absence.
Pursuant
to the Uniformed Services Employment and Reemployment Rights Act (USERRA) and the Montana Military Service Employment
Rights, the District shall grant military leave to employees for voluntary or involuntary service in the uniformed
services of the United States.
See
Board Policy 5322 for details. (2011)
http://www.gfps.k12.mt.us/DistrictInformation/Board/BoardPolicy/bpsecfive.htm#5322
1.
2011-2012
School Year: The salary reflected in Appendix B, attached hereto, shall be a
part of this Agreement for the 2011-2012 school year.
2. If, as of June 15, of any contract
year, the total revenue received or anticipated to be received from all sources
in the proposed budget is decreased by the equivalent of 1.8% or more of the
general fund, any increase in the base of the Teachers’ Salary Schedule may, at
the discretion of the Board, be declared null and void. The parties shall promptly enter into
negotiations over the salary schedule for that and the subsequent school
years. The proposed budget is the budget
established by the Board to determine the financial need of the District to
establish the initial levy amount. The
parties, upon the opening of the agreement, may negotiate changes in any
section of the contract. Changes, if
any, negotiated and mutually agreed upon under this provision, will become an
addendum to and supersede only relevant provisions of the current
Agreement.
3. If funds are significantly reduced
or increased from any source(s) from the date of ratification to the expiration
date of the agreement, either party may give notice to the other party within
sixty calendar days declaring the intent to renegotiate items related directly
to compensation (inclusive of but not restricted to salaries, stipends, and
fringe benefits). Opening of the Agreement under such a circumstance does not
obligate either party to reduce or increase salaries, stipends, fringe benefits
or other compensation. Changes, if any, negotiated and mutually agreed upon
under this provision, will become an addendum to and supersede only relevant
provisions of the current Agreement.
4. The attached salary schedule(s) are
annual salaries for 187 full-time contracted duty days. Contracts for less than 187 full-time duty
days or contracts for more than 187 full-time duty days shall be paid on a
proportionate basis to the 187 full-time duty day contracts. The District will make a reasonable effort
before extending an employment contract to have the mutual consent of the
teacher.
1.
Teaching
personnel who are at the maximum of either the BA+20 or the MA+30 columns shall
be eligible to receive additional compensation for continuous teaching
experience in the Great Falls Public Schools.
Approved leaves of absence do not interrupt continuous service, nor do
they count as credit toward career increment unless the teacher has fulfilled
the Minimum School Year provision of this Agreement. Previously and properly granted credit toward
career increment shall be retained, but future advancement shall be made under
the terms of this Agreement.
2.
Teachers
shall receive an annual longevity payment of two percent (2%) of their annual
regular salary beginning with the 15th step in the salary schedule at BA+20 and
the 16th step in the salary schedule at MA+30; this amount shall be
increased to four percent (4%) at the 17th and 18th step
in the salary schedule at BA+20 and at the 18th and 19th
step in the salary schedule at MA+30; and to six percent (6%) at the 19th step
at BA+20 and 20th step at MA+30.
These payments shall continue until retirement. (2009) (2011)
*This change in contract language is not retroactive and
allows for movement of only one step per year.
Note: Please see TRS regulations regarding the 90-day notice for
Irrevocable Election severance option.
(2011)
1.
A
teacher who has completed a minimum of ten (10) years of service in the
District as a licensed teacher, including approved leaves of absence, and who
resigns from District employment shall receive a payment equal to thirty-three
percent (33%) of that teacher's accumulated sick leave (maximum of 187 days)
multiplied by that teacher’s daily rate of pay.
To be eligible for this payment, the teacher shall submit a letter of
resignation to the Board no later than December 1 if terminating employment at
the end of the first semester, and March 1 if terminating employment at the end
of the second semester, unless the teacher experiences extenuating
circumstances outside his/her control that make him/her unable to perform
contracted duties, in which case the Board may waive the notification
requirement. (2009)
(2011)
Note:
Please see Sick Leave, Article 7.A.4(b), regarding a $50 credit for each
sick leave day beyond the 187 days noted above for retiring teachers.
2.
A
teacher who has completed two (2) to nine (9) years of service in the District
as a licensed teacher, including approved leaves of absence, and who resigns
from District employment shall receive a payment of $50 for each unused and
accumulated sick leave day. To be
eligible for this payment, the teacher shall submit a letter of resignation to
the Board no later than December 1 if terminating employment at the end of the
first semester, and April 1 if terminating employment at the end of the second
semester, unless the teacher experiences extenuating circumstances outside
his/her control that make him/her unable to perform contracted duties, in which
case the Board may waive the notification requirement. (2009) (2011)
3. In the event a teacher who has completed
two (2) years of service in the District, including approved leaves of absence,
dies while employed by the District, the teacher's beneficiary shall be
entitled to severance pay under the Negotiated Agreement.
1. Health and Hospitalization:
a) The Board shall provide health and
hospitalization insurance in accordance with the specifications existing on
June 30, 1989, as amended for all full-time teachers and eligible dependents. The
method of establishing the premium payments, stabilization funds, and related
financial decisions are for the review and decision at the sole discretion of
the Board. The premiums paid during the
2006-07 school year shall serve as a "cap" or a maximum premium
obligation of the Board until the out of pocket cost to the teacher exceeds 7%.
The District will pay the next 7% beyond the 06-07 established out of the
pocket expense. Any cost beyond 14% increase will be equally divided between
the District and the teacher.
If the current health insurance
plan changes, the District and the Association will re-open negotiations for
health insurance only.
b) Teachers who are regularly employed for
less than a full-time duty day, may participate in the Health and
Hospitalization Insurance Program by paying their entire share of the premium
prior to the first day of the month following their date of employment. The Board shall pay that amount of the
premium that is proportionate to the portion of the duty day that the teacher
is employed.
c)
All
requirements and insurance benefits shall be subject to the provisions of the
policy issued by the carrier.
d)
Benefits
shall continue through August 31 of the ensuing school year.
2. Long-Term Disability Insurance:
a) All full-time teachers shall be
provided long-term disability insurance in accordance with specifications
adopted by the Board.
b) All requirements and insurance
benefits shall be subject to the provisions of the policy issued by the
carrier.
c) Written benefit provisions shall be provided to each
insured employee.
d) Benefits shall continue through August 31 of the ensuing
school year.
a) All full-time teachers shall be
provided term life insurance in the amount of $50,000 upon ratification or
retroactive if insurance carrier so approves.
b) All requirements and insurance
benefits shall be subject to the provisions of the policy issued by the
carrier.
c) Written benefit provisions shall be provided to each
insured employee.
e)
Benefits
shall continue through August 31 of the ensuing school year.
4. Change
in Benefits: Any changes in benefits
from the present year's coverage will become effective as of
the effective date of the contract with the
individual insurance carrier for each insurance benefit.
5. National
Health Insurance: In the event the
National government should enact a National Health Insurance Program and this program replaces any part of the existing
insurance coverage, there shall be no decrease
in total Board contribution in insurance benefits. Negotiations shall be reopened within thirty
days after enactment of such
legislation to renegotiate any monies made available less the amount necessary
to fund the national program.
6. Retired Teachers: Teachers retiring from the District may be
eligible under State Law for continuing participation in the District insurance
program. All requirements and insurance
benefits shall be subject to the provisions of the policy issued by the
carrier. The teacher shall pay the cost
of the entire premium commencing with the first day of the month following the
date of retirement, unless the teacher retires at the end of the school year,
in which case the insurance premium will be paid through August 31.
7. Insurance Claims: It is understood that the District's only
obligation under this provision is to purchase insurance policies and pay such
premium amounts as agreed to herein, and no claim shall be made against the
District as a result of a denial of insurance benefits.
8. Flex Plan: The District will provide a flexible benefit
plan based on and in compliance with Section 125 of IRS code. The District will assume the administrative
cost. Any increase in the monthly
employee administrative cost shall be borne equally by the District and the
participating employee (50/50).
E. REIMBURSEMENT FOR PROPERTY LOSS:
1. The Board will repair or reimburse teachers the current value up to a maximum of $300 for any clothing or personal property, except for motorized vehicles where the maximum shall not exceed $100, damaged or destroyed as a result of an assault and/or battery or an act of vandalism suffered by the teacher in the course of employment during duty hours or assigned District responsibility. No reimbursement shall be provided for the loss of cash or personal property through negligence.
2. To apply for reimbursement a
"Notice of Loss and Claim for Reimbursement" form must be filed with
the teacher's immediate supervisor within ten days of the occurrence of the
damage or loss or the claim will be forever waived.
3. A report of the incident shall be
filed with the appropriate law enforcement agency, and a copy of the report
shall be submitted to the Board along with the claim. A claim for reimbursement from the teacher's
insurance carrier(s) shall be made, and a copy of this claim and the insurance
carrier(s) response shall similarly be filed with the Board before payment is
authorized. Receipts for repair or
replacement shall be submitted at the time reimbursement is requested.
4. No reimbursement shall be provided
for losses fully covered by insurance or when full reimbursement is obtained
from other sources.
F. MILEAGE:
Teachers who are required to use personal transportation for travel in
performance of assigned duties shall be reimbursed at the rate established by
1. The individual teacher's contract
of employment with the Board shall be subject to the terms and conditions of
this Agreement in the manner required by law, regardless of whether the
individual contract is signed prior to or subsequent to the date of execution
of this Agreement.
2. A licensed classroom
teacher elected to teach in the Great Falls Public Schools shall enter into
contract with the Board by signing a Teacher's Contract which shall specify:
a) Beginning date and duration period
of the contract.
b) Annual salary, number of salary
payments, and the salary advance option.
c) Provisions governing salary
payments if the contract is terminated prior to date of completion.
d) Period of time allowable between
issuance and acceptance of contract.
e) That rights and obligations of the
parties hereto shall be governed by the laws of the State of
H. RESPONSIBILITY
AGREEMENT:
A Responsibility Agreement, contained herein as Appendix C, separate
from the teacher's contract, shall be entered into by the Board and the teacher
elected to department head or extra or co-curricular positions for which
compensation is provided. Payments for
Responsibility Agreements shall be included with the teacher's salary
check. Upon written request a teacher
may elect to receive payment under the following options:
1. Divide the responsibility pay
equally by the remaining months in the school year, beginning the month after
contracted duties begin.
2. Payment in total at the end of the
season or activity in accordance with established payroll cut-off dates.
1. All employees subject to the salary
schedule shall be paid on the basis of an annual salary of ten (10) equal
payments unless specifically excepted by the teacher's contract.
2. Those
teachers returning signed contracts prior to the first day of the school
calendar and who have so specified in writing upon their returned contract
shall have the contract sum divided into twelve equal amounts. The last three (3) of the twelve equal
monthly payments will be paid on June 20 as provided in Article 8.I.4 below. (2011)
3. Upon written request, a teacher may
elect to receive a $500 advance salary payment.
This payment shall be made to the teacher on or before the tenth (10th)
contract day of the school year, if earned, provided necessary payroll
authorization has been received from the teacher. This authorization for payment and subsequent
deduction shall accompany the return of the teacher's signed contact. In no event will the authorization be
approved after the first (1st) day of the school year. This salary payment amount is to be deducted in totality from the September paycheck.
4. Payment shall be made on the 20th day of each month, September through June. If the 20th falls on a vacation or weekend, September through May, the last day worked prior to the vacation or weekend will be considered payday. If June 20th falls on a weekend, the payment will be made on the previous Friday.
(2011)
1. In the event that a teacher absence
not covered or not allowed in the express language of other provisions of this
Agreement is approved, a deduction of salary in minimum units of one-half day
may be made for each day of absence.
Absences not approved may result in disciplinary action.
2. No deductions will be made for any
period of the school year in which the Board closes schools because of an
epidemic, flood, fire, or inclement weather; however, it is to be understood
that any such days may be required by the Board to be made up without
additional compensation and at such times as determined by the Board.
K. PLACEMENT ON THE SALARY SCHEDULE:
1.
For the
purposes of placing teachers new to the system on the salary schedule, credit
shall be granted on a 1:1 basis for all previous contracted teaching or administrative experience in fully accredited schools
up to a maximum of four years. Credit
for years of teaching experience exceeding the first four full years shall be
granted on a 1:2 basis for an additional maximum credit of three years. Not less than 135 days of continuous
contracted employment in one school year shall count as a full year of teaching
experience for purposes of placement on the Salary Schedule.
2.
Licensed
teachers who are teaching in specialty areas such as Family & Consumer
Science or Industrial Technology may be provided educational years of
experience at the rate of two (2) years of full time, full year private sector
work experience for each year (2:1) of placement on the salary schedule. Credit for additional years of experience
exceeding the first four (4) full years on the salary schedule shall be granted
at the rate of one (1) year for each four (4) years of private sector full time
experience for additional maximum credit of three (3) years.
3.
A teacher
who has been absent from teaching for five years or more at one time shall not
be given credit for any teaching or administrative
experience prior to the period of absence.
L. MAINTENANCE
AND CHANGE OF STATUS ON THE SALARY SCHEDULE:
A change of status on the salary schedule may be affected by:
1. Increase
in teaching experience (step advance) up to the maximum level for the teacher's
preparation status (salary lane).
2. Increase in preparation status
warranting a change of status from one preparation level (salary lane) to
another.
M. CREDIT
FOR RELATED COURSES:
Work taken in special fields or courses taken, for which credit is not
allowed by the college or university, shall be approved by the Superintendent
prior to the teacher's enrollment in the course. Such credit may be counted toward changes of
status upon recommendation of the Superintendent and approval of the Board of
Trustees.
N. ADVANCEMENT OF POSITION ON SALARY
SCHEDULE:
1. A teacher is entitled to advance one vertical step on
the established salary schedule provided:
a) The Minimum School Year requirement has been met.
b) The teacher is not at the maximum of his/her preparation
column.
Not more than one vertical step will be
allowed in any one year even if a lane change through additional professional
preparation is achieved.
2. Fifteen (15) quarter hours or ten (10) semester credit hours of professional
training shall entitle the teacher to advance one column to the right on the
salary schedule. Professional training
shall meet standards set forth in Sections 4 and 5, below. In the event a licensed employee takes
course credit sufficient to advance a lane on the salary schedule in any
given contract year, said employee must
file a DECLARATION OF INTENT
FORM prior to December 1 of the
school year in which a change is to become effective.
3. The Bachelor's Degree must be
earned and granted prior to placement on the BA lane or advancement to the
"BA+10” lane or the "BA+20" lane. The Master's Degree must be earned and
granted prior to placement on the MA lane or advancement to the
"MA+10" lane, ”MA+20” lane", or the ”MA+30” lane.
4. Any professional preparation for
advancement on the salary schedule beyond the Bachelor's Degree column or
Master's Degree column must be granted by an accredited college or university.
5. To be acceptable toward advancement
on the salary schedule credits earned must meet
one of the following criteria:
a) be
related to the individual's academic teaching fields or extracurricular
assignments, effective instructional strategies, or be a course in special education, or
b) be included in a planned and
previously approved curriculum (by the college or university granting the
degree) leading to an advanced degree, or
c) be part of a planned program
leading to certification and/or endorsement in
another area, or a maximum of four semester hours per lane change will
be allowed for course
work
that does not fit category (a), (b) or (c), above.
6.
To
ensure that courses meet the standards set forth above and to ensure that they
can be utilized for advancement on the salary schedule, a PRIOR CREDIT APPROVAL FORM is to be completed and submitted to the
Human Resource Office preferably prior to taking the course. The form is available from the Human Resource
Office.
7.
When
attending a workshop or conference for which the District has paid the
registration and/or takes place during the teaching contracted day, college
credit may be earned. Additionally, when
attending a workshop or conference outside of the contracted day for PIR or
pay, college credit may be earned.
(2009, 2011)
The
credits earned may be used for advancement on the salary schedule under the
following conditions:
a)
The
PRIOR CREDIT APPROVAL FORM is completed and the course meets the
standards set forth in sections 4 and 5 above, and
b)
The
college credit costs are paid solely by the teacher, and
c)
Additional
course work is required by the college or university, in addition to attending
the workshop/conference, in order to earn the credit (i.e. a paper, outside
reading, a project, etc.)
8.
Credit
for advancement on the salary schedule may be granted for certified staff
teaching
specialty areas such as Family &
Consumer Science or Industrial Technology at the rate of one (1) semester
credit for every fifteen (15) clock hours of acceptable training/education
provided by an accredited training institute or program.
9. A teacher may advance horizontally as
many lanes as the teacher is entitled by additional professional preparation
provided the Bachelor's or Master's (whichever is applicable) has been earned
and granted as provided above.
O. EVIDENCE OF ADDITIONAL
PREPARATION:
1. An official transcript of credits
shall be required for proper placement on the salary schedule.
2. Official transcripts of credits for
additional professional preparation if sufficient to advance the teacher's
preparation status shall be submitted to the Office of the Superintendent not
later than December 1 of the school year in which a change is to become
effective. When the official transcript
is presented, the teacher shall advance to the new preparation level and shall
receive the retroactive pay to the beginning of the school year.
3.
When the official transcript
is issued after the December 1 deadline, the teacher shall advance to the new
preparation
level and shall receive the new salary amount in the next pay period, as per
predetermined payroll deadlines, without retroactivity. (2011)
4. In the case of a teacher being
hired at semester time or a teacher returning from leave of absence at the end
of the first semester, said teacher shall be granted additional time until
March 1 to present evidence in the form of an official transcript and
shall receive the retroactive pay to the beginning of the second semester. (2011)
P. MINIMUM
SCHOOL YEAR:
Not less than 135 days of continuous District employment in one school
year shall count as a full year of teaching experience for purposes of advancement
on the Salary Schedule. Part-time service
may be accumulated within three consecutive school years, and when part-time
service totals to the equivalent of regular full-time service, an increment
shall be granted for the following school year.
When the increment is earned and granted, the part-time service
accumulation shall start anew with the first day of service in the subsequent
school year. No increment in salary
shall be granted for less annual service except as allowed in the Legislative
Leave provision.
It is the responsibility of the teacher
to notify the District when his/her accumulated service entitles him/her to
Salary Schedule advancement prior to the completion of his/her then current
contracted employment.
Q. DEPARTMENT
HEAD COMPENSATION:
All department head positions created and approved will be compensated
as itemized in Appendix D.
R. EXTRA
AND CO-CURRICULAR COMPENSATION:
All extra and co-curricular positions created and approved will be compensated
as itemized in Appendix E.
S. HOURLY
RATE:
Teachers filling positions which require certification and who are paid
on an hourly basis shall be compensated at the following rate:
When teaching students: No less than $25.00 per hour
When
not teaching students: No less than $20.00
per hour (2011)
All teachers paid at the hourly rate must have prior approval of the appropriate
administrator.
T. STUDENT
TEACHER SUPERVISION STIPEND:
Remuneration allowed by the university or college for student teacher supervision
shall be paid directly to the teacher or teachers who supervised the cadet
teacher. Remuneration is determined by
university or college policy.
U. NATIONAL CERTIFICATION
FEES:
The District shall budget $10,000 annually for payment of National
Certification
Fees for teachers who have successfully completed the National Board Certification
examination. Licensed teachers who have been regularly contracted during the
past three school years, including the current school year, and who have been
assigned full-time in-district may apply. The award(s) will be based on the
order in which evidence of successful passage is received by the
Superintendent’s Office.
The
Board agrees to pay a National Board Certificated teacher a stipend of $1,250
per year for the duration of the certificate
1. Grievance – an alleged breach of an
express provision of this Agreement on a signed, written complaint filed on the
Formal Grievance Presentation Form.
2. Aggrieved Party - the teacher or
teachers or the Association asserting the grievance.
3. Parties of Interest - the teacher
or teachers asserting the grievance, any person or persons assisting in
processing the grievance, any person or persons who might be required to take
action, or against whom action might be taken, in order to resolve the grievance.
1. The purpose of this procedure is to
secure, at the lowest possible administrative level, and in an atmosphere of
courtesy and cooperation, equitable solutions of grievance(s), which may arise.
2. Nothing contained in this article
of this Agreement shall be construed to prevent any teacher from discussing a
problem with the administration and having it adjusted, providing that any
resolution of the problem shall be consistent with the terms of the current
Agreement.
C. RIGHTS
TO REPRESENTATION:
The aggrieved party must be present at all meetings and hearings and
may be represented at all meetings and hearings at all levels and stages of the
grievance procedure by an Association representative. No meeting on a grievance shall take place at
any level or stage of the grievance procedure unless the Association has been
notified of the time and location of the meeting.
D. TIME
LIMITS:
All time limits shall consist of calendar days. The time limits specified herein may be
extended by written, mutual consent.
E. ELECTION
OF STATUTORY OR CONTRACTUAL PROCEDURES AND WAIVER:
1. Nothing herein shall be construed
to prevent either party from seeking redress through such administrative or
judicial remedies provided under state or federal law for the purposes of
enforcing the provisions of this Agreement except as provided below.
2. In the event that a teacher is
disciplined, reprimanded, reduced in compensation, suspended, non-renewed,
whose contract is terminated as defined in Sections 20-4-204 or 20-4-206 MCA,
dismissed as defined in Section 20-4-207 MCA, laid off or recalled as defined
in Article 8(K); or other District action is taken within the meaning of
Article 6(C), or Article 4(A), the teacher and his/her representative, the
Association, together and as one, shall have the right to pursue either
statutory or contractual grievance procedure rights and remedies, but not both.
In the event that the teacher and the Association, or either one alone,
formally initiate any judicial or administrative procedure against the Board,
based upon statutory law or otherwise, it is expressly agreed by the teacher
and the Association that contractual grievance procedures contained in Article
5 are forever waived, shall not apply, and shall have no force or effect. In the event that the contractual grievance
procedure is initiated, the signed grievance shall contain an acknowledgment
that all statutory procedures, rights, and remedies are expressly waived.
1. Level One (1) - Within twenty-one (21) days of the occurrence of the grievance,
or within twenty-one (21) days of the time that the aggrieved party becomes
aware of the occurrence of the grievance, or with reasonable diligence should
have become aware of the occurrence of the grievance, the grievant shall
present the appropriate administrator with the signed, written complaint on the
appropriate form. An attempt to resolve
the grievance through co-mediated discussion shall be made within fourteen
days. The administrator must render a
decision within seven days of the co-mediated discussion.
2. Level Two (2) - If the grievance is not resolved at Level One (1), the decision
may be appealed in writing on the appropriate
form to the
office of the Superintendent or designee within seven days of the receipt of
the Level One (1) decision. If the grievance
is properly appealed, the Superintendent or designee shall meet with the
aggrieved party, Association representative, and the parties of interest within
seven days to discuss and attempt to resolve the grievance. The decision reached in Level Two (2) shall
be issued in writing to the aggrieved party if not represented by the
Association and to the Association no later than fourteen (14) days following
the Level Two (2) meeting.
3. Level Three (3) - If the grievance has not been resolved at Level Two (2), the
decision may be appealed to the Board for consideration within seven(7) days of
the receipt of the Level Two (2) decision or within fourteen (14) days of the
date of the meeting in the event no decision has been rendered, by filing a
written copy thereof with the Clerk of the Board and with the Superintendent or
designee. The Board or a committee
thereof shall meet with the aggrieved party, Association representative, and
the parties of interest at its next regular meeting. The disposition of the grievance shall be
indicated in writing to the aggrieved and to the Association if not represented
by the Association no later than the next regularly scheduled Board meeting
following the meeting during which the grievance was originally considered by
the Board or committee thereof.
4. Level Four (4)-
a) If the grievance remains unresolved
at the conclusion of Level Three (3), the grievance may be submitted to the
Board by the Association for binding arbitration, provided written notice of
the request for submission to arbitration is delivered to the Clerk of the
Board and to the Superintendent or designee within fourteen (14) days of the
date of receipt of the decision at Level Three (3) or within twenty-one (21) days
of the date of the Level Three (3) meeting in the event no decision has been
rendered.
b) If the parties cannot agree as to
the arbitrator within seven (7) days from the date of notification that
arbitration will be pursued, the Board of Personnel Appeals shall be called
upon to submit a list of seven (7) names of arbitrators. Within seven (7) days of the receipt of the
list, the parties shall select an arbitrator by striking names from the list in
alternate order, and the name thus remaining shall be forwarded to the Board of
Personnel Appeals. The Board of
Personnel Appeals shall notify the arbitrator of his/her selection. The date of the arbitration hearing shall be
arranged by the arbitrator in consultation with the Board and the
Association. Within thirty (30) days of
the date the hearing is closed, the arbitrator shall make an award unless other
time limits are required of the arbitrator.
c) Rules of procedure to govern the
hearing shall be fixed by the arbitrator, and the award, when signed by the
arbitrator and submitted to the Association and to the Board within the
prescribed time limits, shall be final and binding and shall be subject to
rulings in a court of competent jurisdiction.
d) The arbitrator shall have no power
to add to, subtract from, or alter or vary in any way the express terms of this
Agreement, nor imply any restriction or burden against either party that has
not been assumed in this Agreement. The
arbitrator shall have no authority to rule on a non-germane issue of law.
e) The fees and expenses of the
arbitrator shall be shared jointly and equally between the Board and the
Association. Neither party shall be
required to pay any part of the cost of a stenographic record without its consent,
provided that failure of a party to share the cost of such record shall be
deemed a waiver of the party's right of access to the record.
1. The aggrieved party and the
principal or immediate supervisor may agree in writing that Level One (1) of
the grievance procedure be bypassed and the
grievance processed at Level Two (2).
2. Grievance meetings and hearings
shall be conducted at a time that will provide an opportunity for the aggrieved
party and all parties of interest to be present. When mutually scheduled meetings and hearings
are held during the duty day, persons required to participate in the meeting or
hearing shall be excused without loss of pay or other benefits. The party requesting the participation of the
Board employee shall be liable for the cost of a substitute teacher for each
day a teacher is absent whether or not a substitute is hired, with the single
exception that the Board will be liable for the wages of the grievant. All meetings and hearings mutually agreed to
and held on District property shall be scheduled by the District. Meetings or hearings requested on neutral
property shall be arranged and paid for by the requesting party.
3. Reprisals shall not be taken
against any party of interest in the grievance procedure by reason of such
participation.
4. All documents, communications, and
records dealing with the processing of a grievance will be filed separately
from the personnel files of the participants and shall be treated as
confidential material. These materials
shall not be reviewed for decisions regarding reemployment, promotion,
assignment, or transfer.
5. The failure of the aggrieved party
to proceed from one step of the grievance procedure to the next step within the
time limits set forth shall be deemed to be an acceptance of the decision
previously rendered and shall constitute a waiver of any future appeal through
the grievance procedure concerning the particular grievance.
6. Notwithstanding the expiration of
this agreement, any claim or grievance arising thereunder may be processed
through the grievance procedure until resolution.
7. It shall not be permitted to assert
in such arbitration proceeding any ground not specified in the original written
grievance. Neither the Board nor the
Association shall rely on any evidence not previously disclosed to the other
party.
A. The Association agrees that it will
not cause or authorize any strike or concerted activity to occur during the
life of this Agreement. The Board agrees
that it shall not lock out any employee covered by this Agreement.
B. In the event of any strike or
concerted activity the Association agrees to immediately instruct teachers violating
this provision that said activity is unauthorized by the Association and in
violation of this Agreement and that such teachers are to discontinue said
activity and immediately return to work.
If these teachers do not resume work immediately upon being so
instructed, they shall be subject to discipline, including discharge.
1. This Agreement constitutes the full and
complete agreement between the Board and the Association. This Agreement shall supersede any and all
prior rules, policies, regulations, practices, agreements, or understandings
concerning terms and conditions of employment
heretofore in effect which shall be contrary to or inconsistent with the
provisions of this Agreement.
2. This Agreement shall not be interpreted
to eliminate past practices unless they are inconsistent with this
Agreement. It is recognized that certain
hours and other conditions of employment may, by past practice, not conform to
the express language of this Agreement.
These practices may continue during the term of this Agreement or may be
changed by the Board to conform or more nearly conform to the express language
of this Agreement.
3. In the event of a material alteration
of an established prior teacher benefit not addressed in this Agreement during
the term of this agreement, the parties mutually agree to bargain in good faith
upon such prior teacher benefit so altered when requested by the
Association. This section applies only
to the mandatory bargaining subjects of wages, hours, fringe benefits, and
other conditions of employment.
1. Parties recognize that all
provisions of this Agreement are subject to the laws of the State of
2. In the event either party fails or
refuses to negotiate within fifteen days after written notification to amend
the contract to comply with such findings, such offending party shall
indemnify, defend, and save the other harmless against all claims, demands,
suits, and other liability and court costs which shall result from such
refusal.
3. It is further understood that
either party's refusal to comply with such findings as defined above shall
subject the refusing party to the same indemnification agreement as to the
other party.
C. CONFORMITY
TO LAW:
No teacher shall be bound by any provision, rule, or regulation
expressed or implied except as written in this Agreement or other Board policy,
or by action of the Legislature or the Montana Superintendent of Public Instruction. Nothing in this provision shall be construed
so as to limit or prohibit the right and authority of any administrator or
supervisor to manage, supervise, or administer his/her department or building
so long as his/her directives are not in conflict with this Agreement or other
written Board policy or the laws of Montana and/or actions of the Montana
Superintendent of Public Instruction.
D. EFFECTIVE
PERIOD:
This Agreement shall be effective as of July 1, 2011, and shall continue
in full force and effect until June 30, 2012.
E. PRINTING
AND DISTRIBUTION OF AGREEMENT:
This Agreement will be printed at the expense of the Board and distributed
to each teacher employed by the Board by September 1, or within sixty
(60) calendar days of ratification by the parties. Further, the Association shall be furnished
with a copy of this document.
F. REOPENING
OF AGREEMENT:
If either the Association or the Board desires to modify or amend this
Agreement commencing the day following the expiration noted above, notice of
intent to bargain shall be given to the other party no later than
January 1 prior to this Agreement's expiration date, and bargaining shall
begin no later than March 1 prior to this Agreement's expiration date.
This Agreement is entered by and
between the Board of Trustees of School District One and A,
In Witness Whereof,
This Agreement is signed this 8th day of June
, 2011.
FOR: BOARD
OF TRUSTEES, FOR: GREAT FALLS EDUCATION
_____________________________________________ ____________________________________________
Jeff
Gray, Chair, Board of Trustees Mike
Picking, Unit President
_______________________________________________ __________________________________________
Ernie
Jean, Clerk of the Board Unit
Secretary
____________________________________________
Negotiations
Committee Chair
The parties agree that the following
positions are exclusions from the definition of the Appropriate Unit as
contained in Article 1, Section E, paragraph 2:
·
Home-School
Coordinator
·
Psychologist
·
Speech
Pathologist
·
Tutor
(unless contracted)
·
Social
Worker
·
Nurse
·
Occupational
Therapist
·
Physical
Therapist
·
Finally, the parties agree that this
memorandum intends to clarify the definition of the Appropriate Unit regarding
those questionable or disputed positions contained herein. It is further intended to serve as a guide
for proper inclusion/exclusion of any new but similar positions that may be
created during the life of the Negotiated Agreement.
This
memorandum shall be attached to the Master Agreement.
SCHOOL YEAR 2011-2012
|
BACHELOR'S DEGREE |
MASTER'S DEGREE |
||||||
|
STEP |
B.A. |
B.A.+10 |
B.A.+20 |
M.A. |
M.A.+10 |
M.A.+20 |
M.A.+30 |
|
|
|
Semester Hours |
Semester Hours |
|
Semester Hours |
Semester Hours |
Semester Hours |
|
1 |
$30,435 |
$31,409 |
$32,413 |
$33,387 |
$34,375 |
$35,351 |
$36,339 |
|
2 |
$31,561 |
$32,643 |
$33,737 |
$34,818 |
$35,899 |
$36,979 |
$38,060 |
|
3 |
$32,687 |
$33,874 |
$35,061 |
$36,248 |
$37,420 |
$38,607 |
$39,780 |
|
4 |
$33,814 |
$35,107 |
$36,385 |
$37,680 |
$38,940 |
$40,236 |
$41,498 |
|
5 |
$34,939 |
$36,339 |
$37,709 |
$39,110 |
$40,463 |
$41,862 |
$43,218 |
|
6 |
$36,065 |
$37,573 |
$39,033 |
$40,539 |
$41,985 |
$43,492 |
$44,937 |
|
7 |
$37,192 |
$38,805 |
$40,357 |
$41,970 |
$43,507 |
$45,120 |
$46,657 |
|
8 |
$38,318 |
$40,037 |
$41,682 |
$43,400 |
$45,029 |
$46,748 |
$48,376 |
|
9 |
$39,444 |
$41,270 |
$43,005 |
$44,831 |
$46,550 |
$48,376 |
$50,095 |
|
10 |
$40,570 |
$42,501 |
$44,329 |
$46,263 |
$48,072 |
$50,005 |
$51,816 |
|
11 |
$41,696 |
$43,737 |
$45,654 |
$47,692 |
$49,594 |
$51,633 |
$53,536 |
|
12 |
$42,822 |
$44,968 |
$46,978 |
$49,122 |
$51,116 |
$53,261 |
$55,255 |
|
13 |
|
$46,200 |
$48,301 |
$50,553 |
$52,637 |
$54,890 |
$56,974 |
|
14 |
|
|
$49,626 |
$51,983 |
$54,159 |
$56,518 |
$58,694 |
|
15 |
|
|
|
$53,414 |
$55,684 |
$58,147 |
$60,416 |
|
Career
Increment:
15-16 Years |
$50,616 |
|
|
16-17
Years |
$61,626 |
||
|
Career
Increment:
17-18 Years |
$51,609 |
|
|
18-19 Years |
$62,830 |
||
|
Career
Increment:
19+ Years |
$52,605 |
|
|
20 + Years |
$64,038 |
||
Step 2 is
entry level. Teacher remains on Step 2 for 2 years
The District may place teachers with
less than two years experience at step two of the salary schedule. These teachers will be advanced to step three
when their teaching experience (inside and outside of the District) qualifies
them under the terms of this Agreement.
Step 8 is the maximum step at which new teachers may enter the District. The Doctoral stipend shall be $1,250.00. The
National Board Certification stipend shall be $1,250 per year for the duration
of the certificate
|
RESPONSIBILITY AGREEMENT THIS
AGREEMENT, made and entered into this _________ day of _________________,
20___, by and between the Trustees of School District No. 1 and A and
_________________________________________, a teacher regularly employed in
School District No. 1 and A, hereinafter designated as teacher, Witnesseth: THAT
said teacher is hereby retained by School District No. 1 and A for a
period of one year to perform services consisting of:
_______________________________________________ at _____________________________________________
School, which are hereby designated as responsibility premium duties, and
that for these services the School District agrees to pay _____________ for
the _______________ school year; that the teacher agrees that payments for
these services rendered to School District No. 1 and A shall not in any
way comprise a part of the basic teaching contract; that these duties and the
consideration therefore shall terminate at the conclusion of said school
year. Should the responsibility of
this agreement not be fulfilled in totality, the pay will be prorated. ____________________________________ Board
of Trustees Signature School
District No. 1 and A If
you find the enclosed Responsibility Agreement acceptable, please sign all
copies, retain one for your records and return the other(s) to the Human
Resources Office within twenty (20) calendar days. |
|
|
A. All department head positions created
and approved will be compensated as follows.
Indices are computed on the base salary.
(2009)
|
Subject Area |
Compensation |
|
Art |
0.021140 |
|
Business
Education |
0.051576 |
|
Counseling |
0.051576 |
|
English |
0.051576 |
|
Family
and Consumer Science |
0.021140 |
|
Foreign
Language |
0.021140 |
|
|
0.035154 |
|
Math |
0.051576 |
|
|
0.021140 |
|
Music
and Drama |
0.021140 |
|
PE/Health |
0.021140 |
|
Science |
0.051576 |
|
Social
Studies |
0.051576 |
|
Special
Education |
0.051576 |
|
Trades
and Industry |
0.035154 |
|
Wellness
Coordinators |
0.021140 |
B. All department heads listed above
will be expected to assume a regular classroom teaching load. Other duties may
be assigned the department head by the principal on days when there are no
department duties to be discharged.
C. Middle School Coordinators and Team
Leaders:
(2009)
|
Position |
Compensation |
|
Team Leader |
0.051576 |
|
Coordinator |
0.049100 |
|
Yearbook |
$500 per school |
Specific job descriptions and duties of
these positions at each Middle School will be made available to all Middle
School teachers prior to any assignments to the positions.
All extra and co-curricular positions
created and approved will be compensated as follows. Indices are computed on the base salary.
Longevity payments will be computed on
the base salary (Column 1, Step 1) of the current year’s salary schedule
beginning with the 1999-00 school year.
Longevity for purposes of placement on the extra and co-curricular
salary schedule is defined as the number of years of continuous experience in
the district for a particular activity (gender is not important). The following longevity scale applies to
extra and co-curricular positions:
|
LONGEVITY |
|||||
|
Years of continuous district
experience |
0-3 |
4-8 |
9-13 |
14-18 |
19+ |
|
Longevity percentage |
1.0 |
1.05 |
1.10 |
1.15 |
1.20 |
|
ELEMENTARY |
|
|
Special Education Band Co-Director |
0.02409 |
|
Track Coach |
0.02409 |
|
HIGH
SCHOOL |
|
|
Athletic Trainer |
0.29655 |
|
Athletic Trainer Assistant |
0.18470 |
|
Band Director |
0.14090 |
|
Band Director Assistant |
0.04021 |
|
Basketball Head Coach |
0.17006 |
|
Basketball Assistant Coach |
0.11459 |
|
Basketball Assistant 9th |
0.06027 |
|
Chorus Director |
0.14090 |
|
Chorus Director, Associate |
0.08680 |
|
Cheerleader Coordinator (fall) |
0.04697 |
|
Cheerleader Coordinator (winter) |
0.04697 |
|
Cheerleader Coordinator
(spring/summer) |
0.04697 |
|
Color Guard |
0.07233 |
|
Cross Country, Head Coach |
0.10129 |
|
Cross Country, Assistant Coach |
0.07233 |
|
Distributive Education Coordinator |
0.07233 |
|
Drama Director |
0.14090 |
|
Drill Team Coordinator |
0.14090 |
|
Football, Head Coach |
0.17006 |
|
Football, Assistant Coach |
0.11459 |
|
Football Head 9th Grade |
0.06027 |
|
Football Assistant 9th
Grade |
0.04824 |
|
Forensics Head Coach |
0.14090 |
|
Forensics, Assistant Coach |
0.09043 |
|
Golf, Coach |
0.09043 |
|
HOSA Coordinator |
0.07233 |
|
Musical Director |
0.02409 |
|
Office Education Coordinator |
0.07233 |
|
Orchestra Director |
0.14090 |
|
Pep Band Director |
0.02409 |
|
School Newspaper |
0.14090 |
|
School Yearbook |
0.14090 |
|
Skills |
0.07233 |
|
Soccer Head Coach |
0.10129 |
|
Soccer, Assistant Coach |
0.07233 |
|
Softball, Head Coach |
0.14090 |
|
Softball, Assistant Coach |
0.09043 |
|
Stagecraft |
0.14090 |
|
Swimming, Head Coach |
0.14090 |
|
Swimming, Assistant Coach |
0.09043 |
|
Tennis, Coach |
0.10129 |
|
Tennis Coach, Assistant |
0.07233 |
|
Track, Head Coach |
0.14090 |
|
Track, Head for both Boys
& Girls (rev. 02) |
0.15590 |
|
Track Coordinator (one for boys and
one for girls—revised 02) |
0.10855 |
|
Track Assistant Coach |
0.09043 |
|
Volleyball Assistant Coach |
0.09043 |
|
Volleyball 9th Assistant |
0.06027 |
|
Volleyball, Head Coach |
0.14090 |
|
Wrestling, Head Coach |
0.14090 |
|
Wrestling, Assistant Coach |
0.09043 |
|
Wrestling, 9th Grade
Assistant |
0.07233 |
|
MIDDLE
SCHOOL |
|
|
Athletic Director |
0.12058 |
|
Athletic Director Assistant |
0.03800 |
|
Basketball Coach |
0.04824 |
|
Cross Country Coach |
0.04021 |
|
Football Coach |
0.04824 |
|
Swimming Coach |
0.04824 |
|
Track Coach |
0.04824 |
|
Volleyball Coach |
0.04824 |
|
Wrestling Coach |
0.04824 |
|
SPECIAL
OLYMPICS |
|
|
Special Olympics Assistant Coaches |
0.01205 |
|
Special Olympics Spring Sports Coach |
0.02409 |
|
Special Olympics Winter Sports Coach |
0.02409 |
|
Special Olympics Head Coach and Area Coordinator |
0.09649 |