AGREEMENT BETWEEN
THE
BURKE, CALEDONIA NORTH SUPERVISORY UNION,
EAST HAVEN, LYNDON, NEWARK, SUTTON AND
UNION DISTRICT #37 BOARDS OF SCHOOL DIRECTORS
AND THE
CALEDONIA NORTH EDUCATION ASSOCIATION
VERMONT-NEA/NEA
July 1, 2010 – June 30, 2012
P:\All Schools\CNSU\Negotiations\2012 Teacher Negotiations\TEACHER AGREEMENT 2012 - Draft.doc
TABLE OF CONTENTS
ARTICLE ITEM PAGE
AGREEMENT…………………………………………………………… 3
I RECOGNITON………………………………………………………… 3
II NEGOTIATIONS…………………………………………………… 4
III RIGHTS OF THE TEACHERS………………………… 5
IV GRIEVANCE PROCEDURE………………………………… 6
V TEACHER EMPLOYMENT…………………………………… 11
VI TEMPORARY LEAVES OF ABSENCE…………… 17
VII EXTENDED LEAVES OF ABSENCE……………… 20
VIII PROFESSIONAL DEVELOPMENT…………………… 23
IX EVALUATION/DISCHARGE/DISCIPLINE… 25
X TRANSFERS AND REASSIGNMENTS…………… 28
XI INSURANCE…………………………………………………………… 30
XII REDUCTION IN STAFF…………………………………… 32
XIII DEDUCTION FROM SALARY…………………………… 34
XIV GENERAL………………………………………………………………… 35
XV SEVERABILITY…………………………………………………… 36
XVI MANAGEMENT RIGHTS……………………………………… 37
XVII DURATION……………………………………………………………… 38
SIGNATURE PAGE……………………………………………… 39
APPENDIX A………………………………………………………. 40
AGREEMENT
This Agreement is herein entered into between the individual school boards of Burke, Unified District #37, East Haven, Lyndon, Newark, Sutton, and the Caledonia North Supervisory Union School Board, hereinafter known as the “Board”, and the Caledonia North Education Association, hereinafter known as the “Association”. Unless expressly stated in this collective bargaining agreement, there shall be no transfer of benefits between the individual school districts.
ARTICLE I
RECOGNITION
1.1 The Board recognizes the Association for the purposes of collective negotiation, pursuant to Title 16, Chapter 57 of the Vermont Statutes Annotated, as the exclusive representative of a unit consisting of all Teachers of the Burke, Caledonia North Supervisory Union, East Haven, Lyndon, Newark, Sutton and Union District #37 School Districts, licensed by the State of Vermont, and under contract to each Board, excluding administrative personnel as defined by Chapter 57 of Title 16 V.S.A.
1.2 Unless otherwise indicated, the employees in the above unit will hereinafter be referred to as “Teachers.”
ARTICLE II
NEGOTIATIONS
2.1 On or before October 1 of the school year in which this Agreement expires, either the Association or the board may notify the other party of its intention to negotiate a successor to the Agreement. If such a notification is tendered, The parties shall meet informally to discuss ground rules for negotiations on or before October 22.
The parties shall submit to one another all initial negotiations proposals, if any, and shall enter into negotiations regarding the proposals on or before
November 15.
2.2 During negotiations the Board and the Association will present relevant data, exchange points of view, and make proposals and counter proposals. Either party may, if it so desires, utilize the services of outside consultants and may call upon professional and lay representatives to assist in negotiation. As of the time it is made available to the board, the Board may, in its discretion, provide the Association with a complete tentative line budget for the next fiscal year as well as preliminary budgetary proposals, requirements, and allocations. The board shall make available to the Association for inspection, all pertinent records, data and information of the School Districts.
2.3 The Board agrees not to negotiate or otherwise deal with any Teacher’s Organization other than the Association identified in Article I during the duration of the Association’s legal certification. The Board further agrees not to negotiate with any Teachers’ Organization other than the Association in regard to changes in salaries, hours, terms, conditions of employment and other matters of mutual concern to become effective during the term of this Agreement.
2.4 If, after negotiations have taken place on all matters properly before them, The Board and the Association are unable to reach agreement on specific items, they shall resolve the existing impasse in accordance with Chapter 57, Title 16 V.S.A.
2.5 This Agreement incorporates the entire understanding of the parties on all matters which were the subject of negotiations. During the term of this Agreement, neither party will be required to negotiate with respect to any such matters whether or not covered by this Agreement.
ARTICLE III
RIGHTS OF THE TEACHER
3.1 The Board agrees that each Teacher shall have the right to or not to join, assist, or participate in any Teacher’s Organization of their choosing. It is further agreed that neither the Board, nor any employee of the Board serving in any capacity, nor any other person or organization, shall interfere with, restrain, coerce, or discriminate in any way against, or for, any Teacher engaged in activities protected by Chapter 57 of 16 V.S.A. with respect to salary, economic conditions of employment, or professional employment by reason of his/her membership or non-membership in the Association and its affiliates, nor for participation in any of the activities of the Association deemed to be lawful in the State of Vermont.
3.2 Nothing contained herein shall be construed to deny or restrict any Teacher such rights as he/she may have under Vermont State School Laws or other applicable laws and regulations. The rights granted to Teachers hereunder shall be deemed to be in addition to those provided elsewhere.
3.3 Whenever any Teacher is required to appear before the Board, any committee of the Board, or member of the administration with respect to a written complaint or formal charge concerning his/her competency in his/her position of employment, he/she shall be entitled to have legal counsel and/or a representative of the Association or its affiliates present to advise and represent him/her during such appearance. It is understood that this shall not apply to meetings which are supervisory in nature unless such meeting is regarding the adverse evaluation of a Teacher.
ARTICLE IV
GRIEVANCE PROCEDURE
4.1 Definitions
A. Grievance: Any claim by the Association or a Teacher that there has been a violation, misinterpretation, or misapplication of the terms of this Agreement, or a violation of its or his/her right to fair treatment shall be grievable.
B. Grievant: The person, persons, or Association instituting a grievance at its initial step under this Agreement.
C. Time Limits: All the time limits consist of school days except that when a grievance is submitted on or after June 1, time limits shall consist of week days so that the matter shall be resolved before the close of the school term or as soon as possible thereafter. If a grievance is submitted after August 1 prior to the start of the school term, time limits shall consist of week days until teacher employment days start for the new term. School days for the purposes of the Grievance Procedure shall mean Teacher employment days. Failure by the Grievant to adhere to these procedures within the specified time periods shall render the grievance null and void.
D. Grievance Committee: Upon selection and certification by the Association, the Board shall recognize an Association Grievance Committee. At least one Association representative shall be present for any meetings, hearings, appeals or other proceedings relating to a grievance which is formally presented. Nothing herein contained will be construed as limiting the right of any Teacher having a potential grievance to discuss the matter informally with his/her supervisor and having a grievance adjusted without intervention of the Association, provided the adjustment is not inconsistent with the terms of this Agreement.
E. Grievance Representation: In the grievance procedure herein provided, the grievant shall at all times be represented by the Association. The Association shall be the sole and exclusive representative of the grievant.
4.2 Failure of any administrative body to render a decision within the specified time limit will allow the Grievant or the Association to advance the grievance to the next step in the Grievance Procedure.
4.3 Procedure: The parties acknowledge that it is usually most desirable for an employee and his/her immediately involved supervisor to resolve problems through free and informal communications. When requested by the Teacher, an Association representative may intervene to assist in this resolution. However, should the informal processes fail to satisfy the Teacher or the Association, then a grievance may be processed as follows:
Step 1: The Grievant shall present the grievance in writing, setting forth the specific problem being grieved and the redress sought, to the immediately involved principal. The principal shall arrange for a meeting with the Grievant and the Association’s Grievance Committee to take place within five (5) days of his/her receipt of the grievance. The principal must provide the Grievant and the Association with a written decision on the grievance within five (5) days after the meeting. Such answer shall include the reasons upon which the decision was based. No grievance shall be given formal consideration unless it is filed at Step I within thirty (30) days after the occurrence which gave rise to the grievance.
Step 2: If the grievance is not resolved at Step 1, then the Grievant may refer the grievance in writing, indicating the reasons for dissatisfaction with the decision of Step 1 and the redress sought, to the Superintendent or his/her official designee within six (6) days after receipt of the Step 1 decision. The Superintendent shall arrange for a meeting with the Grievant and the Association’s Grievance Committee to take place within five (5) days of his/her receipt of the grievance. The Superintendent shall render a decision in writing, giving reasons upon which his/her decision is based. Copies of the written decision shall be given to the Grievant and the Association within four (4) days of the meeting.
Step 3: If the grievance is not resolved at Step 2, the Grievant may, within six (6) days of receipt of the Step 2 decision, forward the grievance to the Chairman of the School Board or his/her agent setting forth the reasons for dissatisfaction with the Step 2 decision and the redress sought. The Board shall, within ten (10) days of receipt of the appeal, hold a hearing with the Grievant and the Association’s Grievance Committee. Each party shall have the right to include in its representation such witnesses and counselors as
it deems necessary to develop facts pertinent to the grievance. Upon conclusion of the hearing, the Board shall render a decision, in writing, giving the reasons upon which its decision was based. The written decision shall be delivered to the Grievant and the Association within five (5) days.
Step 4: Arbitration: If the Grievant is not satisfied with the disposition of the grievance at Step 3, then the Association may request binding arbitration in the matter. If a demand for arbitration is not filed within ten (10) days of the receipt of the Step 3 decision, then the grievance shall be deemed to have been withdrawn. Such request shall be in writing and shall be delivered in person or by registered or certified mail to the Superintendent. The appointment of an arbitrator shall be determined by mutual agreement by the Board or its designated representative and the Association, or its designated representative. Should the parties be unable to agree upon an arbitrator, then arbitration shall be requested from the American Arbitration Association; said request must be filed with the American Arbitration Association no later than thirty (30) days after the date of the aforementioned demand for arbitration. Decisions of the arbitrator in matters of grievance shall be final, and shall not be subject to appeal by either party.
4.4 The Board, the Association and individual Teachers understand that this Article IV of this Agreement contains an agreement to arbitrate grievances. After signing this Agreement, the Board, the Association, and the Teachers understand that they will not be able to bring a lawsuit concerning any dispute that may arise which is covered by the arbitration agreement, unless it involves a question of constitutional or civil rights. Instead, the parties agree to submit any such dispute to an impartial arbitrator in accordance with the provisions contained in this Article.
4.5 Neither the Board nor the Association will be permitted to assert any grounds or evidence before the arbitrator which were not previously disclosed to the other party.
4.6 The arbitrator shall have no power to alter, add to, subtract from, change or disregard any of the terms or provisions of this Agreement. However, it is agreed that the arbitrator is empowered to include in any award such financial reimbursements or other remedies as he/she judges to be proper, save that the arbitrator shall not require the Board to perform any act contrary to State or Federal Statutes. Further, in the event that the arbitrator awards interest on any back pay award, the interest shall be as provided by the Federal Rules of Civil Procedure.
4.7 Each party shall bear the full cost for its representation in the arbitration. The costs of the arbitrator and the AAA will be divided equally between the parties. Should either party request a transcript of the proceedings, then that party shall bear full cost for the transcript. Should both parties order a transcript, then the costs of the two transcripts will be divided equally between the parties.
4.8 The Board acknowledges the right of the Association’s grievance representative to participate in the processing of a grievance at any level and no Teacher shall be required to discuss any grievance if the Association’s representative is not present. However, the named Grievant will be required to be present during discussions required to process grievances.
4.9 Provided the Association and the Superintendent agree, Step 1 and/or Step 2 of the Grievance Procedure may be by-passed and the grievance brought directly to the next step. Grievances involving an administrator above the building level may be brought by the Association.
4.10 No reprisals of any kind will be taken by the Board or the school administration against any Teacher because of his/her participation in this Grievance Procedure.
4.11 The Board, the Administration, and the Association agree to cooperate in the investigation of any grievance, and, further, agree to furnish each other with such information as is established to be pertinent to the processing of any grievance. Should the processing of any grievance require that a Teacher or an Association representative be released from his/her regular assignment, he/she shall be released without loss of pay or benefits. However, no grievance shall be initiated or processed during assigned working hours, except by mutual agreement.
4.12 All documents, communications, and records dealing with the processing of a grievance will be filed separately from the personnel file of the participants.
4.13 A grievance may be withdrawn at any level without establishing precedent.
4.14 Under no circumstances shall a minor child be involved in the investigation, filing, processing, or hearing of any grievance by an advocate representing the Association or the Grievant unless prior written consent from a parent or a legal guardian has been filed with the office of the Superintendent during regular business hours at least twenty-four (24) hours in advance of such involvement.
ARTICLE V
TEACHER EMPLOYMENT
5.1 Salary Schedule Placement
A. Each Teacher shall be placed on his/her proper step of the salary schedule (Appendix A) in accordance with his/her experience and education. No Teacher will receive less than the salary indicated on the salary schedule for his/her credited experience and education.
B. A salary which is greater than the salary step/column which is equivalent to the Teacher’s years of experience and educational level, may be awarded to a Teacher when initially hired by the Board, if the Board deems such action is necessary to attract an acceptable candidate in a hard-to-fill position. This recruitment rate shall only include special education teachers, ELL teachers, family consumer sciences teachers, teachers of the hearing impaired, technical education teachers and speech pathologists. The Association and the School Board may agree to include other positions during the life of the Agreement. In no event shall the Board pay a Teacher hired under this process more than three steps above the Teacher’s actual years of experience. For the Teacher’s period of employment thereafter, the Teacher shall advance on the salary schedule as set forth herein. If after due diligence, an employee cannot be found for an IEP required position, an independent contractor may be used until an employee is found. The Board shall notify the Association of any employee hired under this Section and continue to post the position.
5.2 Any Teacher employed for fifty percent (50%) or more of the required teacher days per the school calendar shall be given full credit for one (1) year of service toward the next increment step for the following year.
5.3 For every teaching assignment the Board agrees to hire only fully licensed educators holding licenses issued by the Vermont State Department of Education or approved by that Department.
5.4 Paycheck Issuance:
A. Any Teacher leaving the service of the schools during the year, including a Teacher who takes an unpaid leave of absence, shall be paid, as soon as possible, all money due. This shall be determined by dividing the Teacher’s annual salary by the number of days in the school year and multiplying the quotient by the number of days in the school year up to the time the Teacher leaves the service. Any Teacher who, in June, does not hold a signed contract for the next school year, shall be paid all sums due no later than the last payday in June.
B. When school is not in session on a designated payday, the check shall be issued on the last day of school that falls prior to the regular date of issuance. A Teacher leaving the system may receive his/her final paychecks in one lump sum at the end of the school year on a designated payday, provided a written request is filed with the Office of the Superintendent of Schools by June 1. The mechanics for implementing this provision will be jointly developed by the Association and the Office of the Superintendent. Extenuating circumstances will not be grievable.
C. Exceptions to this item may be made by the Superintendent of Schools for teachers for a specific need, i.e., prolonged travel, study out of state, or severe financial problems.
D. The Board shall pay Teachers in twenty-six (26) equal pay periods. Each Teacher may elect to receive his/her summer pay in the last June payroll, provided he/she files a written request to this effect with the Superintendent by June 1 of the contract year.
5.5 Service:
The period of teaching service shall not exceed one hundred eighty-four days of which no more than one hundred seventy-seven days shall be student days.
One teacher day of the 184 shall be scheduled before the start of the school year for staff activities devoted to the transition of students to new grade levels and/or new placements. An additional teacher day of the 184 shall be scheduled near the end of the school year for activities consistent with completing end of the year tasks. The schedule for these days will be directed by the teachers in consultation with the administration.
5.6 The period of teaching service shall include days when students are in attendance, orientation days, in-service days, and any other days on which Teachers’ attendance is required.
5.7 Changes in the finalized school calendar shall be made only after agreement between the Association and the Board unless otherwise mandated by state statute.
5.8 Teacher attendance will not be required whenever student attendance is not required due to closing of schools.
5.9 Teachers who are required by the Administration to use their personal automobiles for official school business will be reimbursed at the IRS rate. No employee shall be required to transport students in their personal automobile.
5.10 Contracts will be issued on or before April 15. Teachers must return the signed contract no later than May 15, unless a written request for an extension is submitted to the Superintendent by May 15. Upon request, a Teacher will be granted an extension up to June 1, to return the signed contract. Additional extension time may be granted at the discretion of the Board. By April 1, teachers holding temporary licenses (e.g. provisional or emergency) must provide the Superintendent with documentation from the Local Standards Board verifying they will likely meet the requirements for a Level I license in order to be issued a contract. Obtaining the required license by the stated deadline is the teacher’s responsibility.
5.11 Teachers employed on a part-time basis shall have their salary prorated for the actual time for which they are employed, and in accordance with their education and experience levels as indicated on the salary schedule.
All the benefits of this Agreement will also be on a
pro-rata basis based upon the actual time for which the part-time Teacher is employed.
5.12 After serving ten (10) years within the Supervisory Union, a Teacher who retires from teaching shall be paid the sum of seven hundred fifty dollars ($750.00) in the first payroll of July.
5.13 The Board will notify the President of the Association and each Association Building Representative of newly created positions and/or vacancies within the district for which licensed educators may apply. The Association Building Representatives Board will post the notice of openings/vacancies in their respective buildings, and will email the notice to teachers via the CNSU email system.
5.14 Provisions for implementing the salary schedules:
A. It shall be the individual Teacher’s initiative to apply in writing, by January 1, to the Superintendent of Schools to be included for salary column movement for the next school year. All courses the Teacher intends to use for salary column movement shall be submitted to the Superintendent for approval. The Board shall be under no obligation to grant salary credit for any course that has not been approved. Approvable courses shall be graduate level unless otherwise approved by the Superintendent. All courses shall be either subject matter or professional education courses which relate to the Teacher’s specific assignment and/or which relate to the school’s action plan or goals. To be eligible for salary schedule column advancement, a teacher must receive a grade of B- or better or a passing grade if the course is taken on a pass-fail basis.
B. For Teachers applying for the Masters Degree or CAGS schedule, it will be necessary only to submit to the Superintendent proof of the awarding of the degree from an approved institution. An approved institution shall mean one which is approved either by Regional Association of Colleges and Secondary Schools and/or under the Vermont statutes. ow about but in no caseHThe Board must be advised of education plans through a letter of intent presented to the Board by April 1. In order for a Teacher to be placed in the MA or CAGS category, said degree must be directly related to the teacher’s instructional assignment.
C. Column movement shall be limited to one column move per fiscal year with the exception of an earned Master’s or CAGS. Schedule advancement and corresponding salary increases shall become effective when evidence of completion of college work or the awarding of the degree is provided. Salary increases will be prorated from the date of course completion and must be submitted by June 30th of that fiscal year to receive schedule advancement.
5.15 When a vacancy is created by a Teacher not honoring a contract or if a Teacher is released for professional or extenuating circumstances, or any other emergency, and the vacancy occurs after June 15, the Board may offer a temporary contract in accordance with 5.1 to the Teacher hired to fill this vacancy. The decision of the Board not to renew this temporary contract shall not be subject to grievance.
5.16 Long-Term Substitute Teachers:
It is understood that the District may employ a long-term substitute teacher: (1) when a contracted teacher is on a leave of absence, (2) during a transition period between the employment of one contracted teacher and another contracted teacher, or (3) in the event of a newly created position (i.e., at the time the position is created). After ten (10) school days the Long Term Substitutes will be paid per Step 1 of the BA Salary Schedule. During said ten day period, the substitute teacher shall not be considered a member of the bargaining unit and, therefore, will not be covered by the terms of this Agreement. After the completion of sixty school days, the substitute shall become a member of the bargaining unit and shall be entitled to the terms and conditions of the Agreement with the exception that the Teacher shall be issued a “non-renewable” contract, i.e., the substitute teacher shall not enjoy any re-employment rights provided in the Agreement (by way of example but not limitation, Sections 9.7, 9.8, 9.10 and Article XII).
5.17 Extra Compensation:
A. District shall pay a Teacher his/her per diem rate for any day worked beyond the work year noted in 5.5 of this Agreement. The Extra Work Days must be approved by the Superintendent. This per diem pay shall not be applicable to any “training” that the Teacher participates in.
5.18 Every effort will be made to schedule each teacher preparation/planning period(s) of 20 to 50 minutes each day.
5.19 Teachers will receive a twenty (20) minute duty free lunch period per day. The lunch period shall be of contiguous minutes exclusive of time periods such as recess, times before or after the student day, or other times in which the teacher may need to supervise students. For Lyndon Town School classroom teachers, this duty-free lunch time shall run concurrently with the lunch time of their students.
5.20 The standard workday for all teachers will be determined by the Board/Principal and will not exceed seven and one-half (7 ½) consecutive hours.
5.21 There will be no more than two required staff meetings per month lasting no more than one hour each. Attendance will be required at no more than four evening school events per year, two of which are parent conferences (example but not limited to: open houses, concerts, & graduation).
Every effort will be made to schedule required student-centered meetings with parents during the teachers’ workday in order to make the most efficient use of the teachers’ time.
ARTICLE VI
TEMPORARY LEAVES OF ABSENCE
6.1 Sick Leave:
A. All Teachers shall be entitled to fourteen (14) sick leave days each year as of the first official day of said school year whether or not they report for duty on that day. These fourteen (14) annual days are in addition to the accumulated maximum noted below. Unused sick days shall accumulate from year to year to a maximum of one hundred(100)days. Any Teacher who accumulated more than one hundred (100) days as of November 16, 1998, shall retain said days until utilized. Once utilized, the one hundred (100) day maximum accumulation shall apply to said Teachers. See also 7.5 for an extended absence.
B. At the Teacher’s option all or a portion of the leave may be taken without pay, and therefore, not deducted from annual or accumulated sick leave.
C. Up to fourteen (14) days of sick leave may be utilized for illness in the immediate family. Teacher’s immediate family will be determined as the employee and spouse or civil union partner or domestic partner and their grandparents, parents, siblings, children, step-children, foster children, wards and grandchildren.
D. Upon leaving the District in good standing, a Teacher with a minimum of five consecutive years of service in the Supervisory Union shall be reimbursed in the first payroll of July, for up to one hundred (100) sick days according to the provisions of the schedule set forth below.
Continuous Required Minimum Reimbursement
Yrs. Of Service Accumulated Unused Sick Days Rate
In the SU
5 to 10 years 50 days $15/day
11 to 15 years 80 days $20/day
16 or more years 80 days $25/day
E. When an employee suffers a catastrophic, serious or extended illness, and he/she needs additional sick days in order to make it to eligibility for long term disability (90 calendar days), colleagues, with approval from the Board, may donate sick or personal days to the individual.
6.2 Each Teacher shall be notified in writing during the month of September of his/her accumulated sick leave to date.
6.3 The use of sick leave shall only be for bonafide illness. A consecutive use of sick leave in excess of five (5) days shall require certification by an attending physician. However, it shall be the right of the Superintendent to require verification of illness in any instance in which he/she has reason to believe that the use of sick leave has not been for a bonafide illness. Abuse of sick leave may be subject to disciplinary action.
6.4 ThoAny Teacher being hired by a Board who has been under contract to any other Board in Caledonia North Supervisory Union the previous school year will be credited for the number of sick days they have accumulated not to exceed the maximum allowable under this contract.
6.5 Workers’ Compensation:
A. Whenever a teacher is injured while on duty, the teacher must notify the principal and file an injury report as soon as possible. During any period of disability between the date of the injury and the date Workers’ Compensation benefits begin, the teacher will be allowed to utilize sick leave. Once Workers’ Compensation benefits are provided to the teacher, he/she will be allowed to utilize sick leave on a pro-rata basis to offset the difference between the Teacher’s net salary and the benefit provided by Workers’ Compensation.
B. Workers’ Compensation issues will be administered in accordance with the provisions of the Vermont Workers’ Compensation statute [21 V.S.A. Chapter 9].
6.6 Personal Leave:
A. Personal - All Teachers shall be entitled to four (4) days leave of absence per year for personal, legal, business, household, or family matters which require absence during the school hours. The Teacher shall notify the building principal/designee that personal leave is to be taken at least one (1) day before taking such leave (except in case of emergency). Teachers will make a good faith effort to avoid using personal days during inservices or to extend vacation periods.
B. Bereavement - All Teachers shall be entitled to leave such as is needed, not to exceed five (5) days per occurrence, in event of a death in the Teacher’s immediate family, or other reason of emergency nature subject to the Superintendent’s approval. Teacher’s immediate family will be determined as the employee and spouse or civil union partner or domestic partner and their grandparents, parents, siblings, children, step-children, foster children, wards and grandchildren.
6.7 The Superintendent, at his his/her discretion, may grant released time to Teachers for attendance at educational meetings or conferences, or for classroom visitation in another school, when such attendance or visitation would be of substantial educational benefit to the district. A Teacher’s request for such release time must be presented to the Superintendent in writing at least one week before the proposed meeting, conference, or visitation.
6.8 All other leaves shall be granted solely at the discretion of the Board.
6.9 The president of Caledonia North Education Association, or the president’s designee, shall be granted leave without loss of pay up to the total of five (5) days for the purpose of visitations or other Caledonia North Education Association business. All associated expenses will be borne by Caledonia North Education Association including the cost of a substitute.
ARTICLE VII
EXTENDED LEAVES OF ABSENCE
7.1 Parental Leave:
A. Upon the birth or adoption of a child, a Teacher may elect to take an unpaid leave of absence for the duration of the current school year provided he/she notifies the Superintendent at least thirty (30) calendar days prior to the date the leave is to commence, except in the case of an emergency.
B. All benefits to which a Teacher was entitled at the time such leave of absence commenced, shall be restored upon his/her return from such leave, and he/she shall be assigned to the same position, if available, which he/she held at the time the leave commenced, or if not, to a substantially equivalent position.
C. Neither salary step credit nor other leave benefits shall accrue during the period a Teacher was on a parental leave of absence.
D. While on parental leave a Teacher may elect to continue coverage under the various insurance plans, if allowable under the terms of the policies, providing the Teacher assumes the full cost of the total premiums and forwards the total payment to the District Treasurer prior to the date the payment must be forwarded to the insurance company.
7.2 Unpaid Leaves of Absence
A. Unpaid leaves of absence may be granted for the following reasons:
1. Sabbatical (full academic program) may be granted after seven (7) accumulated years of service in the district.
2. Personal (health, family, travel) or other reasons.
3. Other leaves of absence may be granted at the discretion of the Board.
B. While on unpaid leave, a Teacher may elect to continue coverage under the various insurance plans, if allowable under the terms of the policies, providing the Teacher assumes the full cost of the total premiums and forwards the total payment to the District Treasurer prior to the date the payment must be forwarded to the insurance company.
C. Return from an unpaid leave:
1. Sabbatical: A Teacher on sabbatical leave shall receive a step increment for the year of the sabbatical leave and shall be considered as if he/she had been actively employed during the period of leave. He/she shall be placed on the salary schedule at the level he/she would have achieved had there not been a sabbatical leave. All benefits to which a Teacher was entitled at the time such leave of absence commenced shall be restored to him/her upon return from such leave, and he/she shall be assigned to the same position, if available, which he/she held at the time his/her leave commenced or, if not, to a substantially equivalent position. Proof of successful completion of a full academic program must be presented before provisions of this Article are met.
2. Personal: Upon return from a personal or other leave of absence, a Teacher shall be placed on the step following the one he/she was on when the leave commenced. No step increment shall be awarded for this type of personal leave. All benefits to which a Teacher was entitled at the time such leave of absence commenced shall be restored to him/her upon return from such leave, and he/she shall be assigned to the same position, if available, which he/she held at the time his/her leave commenced or, if not, to a substantially equivalent position.
7.3 All unpaid leave requests and grants shall be in writing. In the case of sabbatical leave, a written request for such leave must be made no later than March 1 of the school year preceding the school year for which the sabbatical leave is requested.
7.4 Jury Duty: Teachers who are required to serve on a jury or are required to appear in court, in person, in response to a jury summons, or are required to report for jury examination, or to qualify for jury duty, shall request a delay in service until a sufficient school vacation period. Teachers who are actually called to serve the Court during the school year shall receive their regular salary during such periods of service. Teachers who are dismissed in time to provide at least 50% of his/her remaining scheduled day are expected to return to work for the remainder of that day.
7.5 FMLA: A teacher must notify the Office of the Superintendent of schools as soon as possible when they expect to be unable to perform the essential functions of their job for more than three (3) days concerning the same matter. The Board shall comply with the requirements of the Federal Family and Medical Leave Act (FMLA) and the Vermont Parental and Family Leave Act (PFLA). Whenever a Teacher is entitled to and/or granted sick leave or family leave as stated by Agreement, (paid or unpaid at the employee’s option) the Teacher is also entitled to leave under FMLA and/or PFLA for the same occurrence. Both the leave provided by this Agreement and that which is provided by the FMLA and/or PFLA will be provided concurrently (including Workers’ Compensations). In the application of FMLA and/or PFLA, the term “year” shall be defined as beginning on July 1 and ending on June 30. The teacher may elect to use up to six (6) weeks of any paid leave which he/she has accrued under the terms of this Agreement during any period leave provided pursuant to FMLA and/or PFLA.
ARTICLE VIII
PROFESSIONAL DEVELOPMENT
8.1 To encourage greater participation in professional training, the Board will pay any regularly employed Teacher’s tuition costs in advance for a course, or program of advanced education, or peer review, subject to the following:
A. The Board will pay up to the cost of six (6) graduate credits per year at Lyndon State College’s academic year rates regardless of funding source. This does not limit the number of credits the Board will pay for providing the costs of said credits or peer review fall within these monetary limits. Credits paid from grant funds will not count towards these monetary limits. Payment will be made upon receiving a bill from the College or organization. If necessary, a letter will be forwarded to the College guaranteeing payment.
B. In no instance will the amount exceed the actual tuition or peer review costs involved.
C. In the event the course or peer review is not satisfactorily completed, the Teacher agrees to reimburse any tuition or peer review fee advanced by the school district.
D. The course or peer review shall be part of a program of professional improvement approved by the Superintendent. This program of professional improvement must be directly connected to and consistent with the District’s “Action Plan”, or the general educational needs of the District, or the Teacher’s Individual Professional Development Plan. The Superintendent shall determine whether a particular course or peer review satisfies these requirements.
E. Prior written approval for the course or peer review must be given by the Superintendent.
F. Expenses for workshops, lodging, registration fees, etc. are not considered a tuition benefit. Any of these costs may only be preapproved in writing by the Principal/Superintendent.
8.2
A. If a Teacher is required by the Principal/Superintendent to attend meetings or conferences, the Board will reimburse the Teacher for the reasonable costs of attending on submission of documented vouchers.
B. The Teacher, who is required by the Principal/Superintendent to use a personal vehicle for official school business, will be reimbursed at the current IRS rate. This includes mileage for required training. Voucher forms may be obtained at the CNSU office and must be submitted within thirty days after the activity.
8.3 A Supervisory Union-wide professional development committee will be comprised of staff, administration, and board members.
ARTICLE IX
EVALUATION/DISCHARGE/DISCIPLINE
9.1 All monitoring or observation of the work performance of a Teacher will be conducted in a professionally responsible manner.
9.2 Teachers will be given, upon request, a copy of any class visit or evaluation report prepared by their supervisors and, at their option, will, within ten (10) days, be scheduled for a conference to discuss said report. Such reports will be available to the Teacher at least one (1) day before the conference. No such report will be submitted to the central office, placed in the Teacher’s file, or otherwise acted upon without prior conference with the Teacher. No Teacher will be required to sign a blank or incomplete form. All other aspects of teacher evaluation shall be as provided by District policy and procedures which shall be developed, modified, and implemented by the Board after consultation with the Association.
9.3 Teachers shall have the right, upon request, to review the contents of their personnel file and to receive a copy, at Board expense, of such contents. A Teacher will be entitled to have a representative of the Association accompany him/her during such review.
9.4 No material derogatory to a Teacher’s conduct, services, character, or personality will be place placed in his/her personnel file unless the Teacher has had an opportunity to review the material. The Teacher will acknowledge that he/she has had a chance to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The Teacher will also have the right to submit a written answer to such material and his/her answer will be reviewed by the Superintendent or his/her designee and attached to the file copy.
9.5 Although the Board agrees to protect the confidentiality of personal references, academic credentials, and other similar documents, it will not establish separate “confidential” files.
9.6 Any written complaint regarding a Teacher made to any member of the administration by any parent, student, or other person, which is used in any manner in evaluating a Teacher, will be promptly investigated and called to the attention of the Teacher. The Teacher will be given an opportunity to respond to and/or rebut such complaint.
9.7 Teachers not to be re-employed for the following school year will be so notified by April 1. If a Teacher is not so notified by April 1, he/she shall receive a contract for the following year.
9.8 No Teacher shall have his/her contract non-renewed, or be disciplined, reduced in rank or compensation, or dismissed without just and sufficient cause. In no case shall this be done publicly unless by mutual agreement. Any such action, including adverse evaluation of Teacher performance, will be subject to the Grievance Procedure set forth in this Agreement. Any suspension of a Teacher, pending final action by the Board, will be with pay.
9.9 If a Teacher is to be disciplined or reprimanded by any member of the Administration or Board, he/she will receive in writing a letter detailing the specific nature of the complaint, including complaining parties, dates, and other pertinent specifics before any disciplinary action is taken. He/she will also be entitled to have a representative of the Association present.
9.10 During a Teacher’s first two years of employment by the Board, the Teacher shall work under a probationary teaching contract. During this period of probation, a Board decision to suspend, terminate or non-renew the Teacher’s teaching contract will not be subject to the grievance/arbitration provision of this Agreement.
A. The Teacher shall attend a mandatory meeting with the Administration at which time the Teacher will be briefed on all requirements of his/her teaching assignments, as well as on the evaluation procedure that will be used by the Administration.
B. A minimum of two (2)classroom observations shall be conducted annually with one being conducted by December 1 each year. The evaluation process must be fully completed, including signatures, before the last week of school.
C. Teachers not to be re-employed for the following school year will be so notified by May 1. If a Teacher serving a probationary period is not so notified by May 1, he/she shall receive a contract for the following year.
ARTICLE X
TRANSFERS AND REASSIGNMENTS
10.1 Voluntary
A. The Superintendent will notify the President of the Association and each Association Building Representative in writing of newly created teaching positions and/or teaching vacancies within the Supervisory Union within five (5) days following a decision by the Board to create such new position or the occurrence of such vacancy.
B. Teachers who desire a change in position or transfer to another building or District within the Supervisory Union may file a written statement of such desire with the Superintendent not later than ten (10) days following notification of such opening. The ten (10) days shall be counted in week days when school is not in session and school days when school is in session.
C. In determination of requests for voluntary reassignment and/or transfer, the wishes of the individual Teacher shall be honored to the extent that the transfer does not conflict with the instructional requirements and best interests of the school district.
10.2 Involuntary
A. No vacancy shall be filled by means of involuntary transfer or reassignment if there is a qualified volunteer available to fill said position.
B. Notice of an involuntary transfer or reassignment shall be given to Teachers as soon as practicable, and except in cases of emergency not later than June 1.
C. An involuntary transfer or reassignment shall be made only after a meeting between the Teacher involved and the Superintendent at which time the Teacher shall be notified of the reason therefore. Either party may, at his/her option, have a representative of his/her choice present at such meeting.
D. A list of open positions in the school district shall be made available to all Teachers being involuntarily transferred or reassigned. Such Teachers may request the positions, in order of preference, to which they desire to be transferred. A Teacher being involuntarily transferred or reassigned shall be placed in an equivalent teaching position, if such a position exists.
ARTICLE XI
INSURANCE
11.1 The District will offer Teachers the following VEHI (Vermont Education Health Initiative)Dual Option and Comp 250 Blue Cross/Blue Shield health care plans with the following schedule of premium cost contributions to be paid by the District and by the Teacher:
SCHEDULE OF PREMIUM COST CONTRIBUTIONS
Teacher District
2007-2008 7% 93%
2008-2009 9% 91%
2009-2010 11% 89%
2010-2011 11% 89%
2010-2012 13% 87%
Teachers may enroll in the Blue Cross/Blue Shield JY plan with the incremental costs between the JY plan and the benefit offered by the District paid for entirely by the teacher. The above schedule shall also apply to two-person and family plans for eligible members of the Teacher’s family(including civil union and domestic partner).
Both parties agree to discuss emerging health insurance plan coverage provided the resulting benefits are reasonably comparable to the Dual Option plan.
A payment in lieu of health benefits of $1,000, $1,900 and $2,500 for a single, two person and family membership respectively will be paid to any teacher who is eligible to receive and elects not to participate in the group health insurance plan and provides proof of insurance coverage through another source for the entire year. An employee is not eligible for this employer payment if their spouse, civil union partner or domestic partner is enrolled in a group health insurance plan within the CNSU payroll unit or any other member district within CNSU. The employer payment will be prorated for less than a full year of participation in the health plan or less than a full time equivalent. This payment is for the fiscal year running July 1 to June 30 and shall be paid in 2 equal payments with the first payrolls in December and June of each year.
11.2 The amount of the employee contribution shall be deducted from the salary schedule amount of compensation, and thus the employee may elect to be paid with pre-taxed money pro-rated over the year.
11.3 A Teacher who contributes toward the premium cost of the health insurance noted in Section 11.1 shall be entitled to receive a pro-rata share, based upon the Teacher’s premium contribution percentage, of any VSBIT rebate received by the District which is attributable to that individual Teacher’s utilization rating; the Teacher’s pro-rata share shall be based upon the Teacher’s contribution for the year to which the rebate is attributable.
11.4 In the event that a Teacher’s health or retirement prevents continued Teacher’s service in the district, the Teacher may elect to continue coverage under the various insurance plans, if allowable under the terms of the policies and consistent with COBRA requirements and limitations, providing the Teacher assumes the full cost of the policy.
11.5 The Board shall contribute $20 monthly for each Teacher who enrolls in the district VEHI Dental Insurance Plan 1, Single, No Orthodontic Coverage:
The Teacher may obtain two-person or family membership of the above Plan 1 by paying for the full additional cost of two-person or family membership.
11.6 A. The District shall provide for and pay the premiums
for Long Term Disability Insurance at two thirds (2/3) of the employee’s salary effective upon the 90th day of illness/disability for each occurrence until such time as the employee is able to return to his/her own occupation. The plan will also include a cost of living rider. Employees newly hired to the school district will comply with the plan’s pre-existing illness limitations prior to establishing eligibility.
B. Once the Teacher has received a combination of sick leave and long-term disability insurance benefits for a period of eighteen (18) consecutive months, said Teacher shall no longer be considered an employee of the District.
11.7 The District will provide access to a Section 125 plan for those teachers who wish to contribute pre-tax dollars to the plan.
ARTICLE XII
REDUCTION OF STAFF
12.1 The Association shall be notified of any contemplated reduction in staff as early as possible. This notification will be made no later than April 1 for any reduction scheduled to take effect the following year.
12.2 The Board will provide the Association with an opportunity to question and discuss staffing levels at a budget development meeting in the fall.
12.3 Notice of a layoff, under the provisions of this Article, will be given as soon as practicable, and in no event, later than April 15 unless the District’s budget is rejected at the annual meeting. In such case, the Board shall have the right to notify teachers no later than May 15th. Such notice shall be in writing and given in private.
12.4 No Teacher will be laid off under the provision of this Article if the reduction in staff can be accomplished by normal staff turnover.
12.5 Each district, including CNSU, is a discrete entity. Seniority is within a district and not transferable between districts.
Seniority is defined as continuous years of service in the district, beginning with date of hire. Any approved leave of absence shall not constitute a break in seniority. CNSU will publish a seniority list for each district based on criteria A-E (below) by October 15th each year. Teachers will have thirty (30) days to contest any factual information by contacting the CNSU office in writing.
When a Reduction In Force (RIF) occurs under this article, the RIF will be determined in the following prioritized order:
A. required endorsement (for the purpose of RIF), certificated training in math or reading recovery is considered an additional endorsement
B. continuous full time equivalent years in the district of the RIF
C. total teaching years
D. education column on salary schedule
E. date and time the initial signed contract or letter of intent was received by CNSU
If the Teacher to be RIF’d has additional current endorsements, he/she will be offered the position held by the least senior teacher with the same endorsement. The Teacher must accept or reject the offered position within two weeks. This process will continue to its logical conclusion.
This section may be reopened and reconsidered at a later date.
12.6 Any Teacher whose contract is not renewed under the provisions of this Article will retain the right of first refusal for the position so eliminated or for a comparable position, for a period of two (2) years from the last date of employment as long as the Teacher submits a letter of interest annually on or before January 15.
12.7 No Teacher will fail to have his/her contract renewed, or have his/her position eliminated without rational basis in fact.
12.8 During the period of time that a layoff is in effect, a Teacher who has been laid off shall not accrue any benefits or seniority provided by the Agreement; however, a laid off Teacher shall retain all benefits and seniority that the Teacher had accrued as of the effective date of his/her layoff and such benefits/seniority shall be reinstated for the Teacher if he/she is recalled to active employment pursuant to Section 12.6.
ARTICLE XIII
DEDUCTIONS FROM SALARY
13.1 The Caledonia North Education Association will send a list of dues to be collected each year to the CNSU office. The Board agrees to begin deductions the next pay period until the last payroll in June. Deductions from the salaries of its Teachers may include dues for the Caledonia North Education Association, the Vermont-NEA, and the National Education Association, unless the Teacher revokes his/her authorization for this deduction by notifying the payroll officer in writing. Association dues will be sent to the treasurer of the Caledonia North Education Association. Deductions shall be made in substantially equal installments during the school year.
13.2 The Board agrees to deduct from the salaries of its Teachers payments to annuity plans investment providers stated in the 403(b) plan and to credit unions. A Teacher must individually and voluntarily authorize the Board to make any of the deductions identified in this Article. The Board agrees the monies deducted, together with records of any corrections, shall be transmitted to the appropriate organization each pay period, unless otherwise specified by the vendor, following the monthly pay period in which deductions were made.
The Association and Boards will support new 403(b) regulations being proposed. An effort will be made to consolidate 403(b) offerings under a state umbrella organization. If those efforts do not work out, the Board will consult with the Association before choosing a vendor(s) and implementation.
ARTICLE XIV
GENERAL
14.1 The Board and the Association agree that there will be no discrimination in the hiring, training, assignment, promotion, transfer or discipline of Teachers or in application or administration of this Agreement or any other rule, regulation or policy relating to the terms and conditions of Teacher employment on the basis of race, creed, color, religion, national origin, gender, sexual orientation, age, domicile or marital status.
14.2 Unless otherwise indicated, the term “Superintendent” when used in this Agreement is understood to mean Superintendent of Schools of Caledonia North Supervisory Union or an Assistant Superintendent designated by him/her or the School Boards.
14.3 The Board will amend its written policies and take such other action as may be necessary in order to give full force and effect to the provisions of this Agreement.
14.4 This Agreement will be reproduced at Board expense and a copy given to each Teacher.
14.5 Unless otherwise specified, any formal notice to be given by one party to the other under this Agreement will be given by registered or certified mail. If given by the Board, said notice will be sent to the President of the Caledonia North Education Association. If given by the Association, said notice will be sent to the Board of School Directors, c/o the Superintendent of Schools. Either party, by written notice to the other, may change the address at which future notices shall be delivered.
14.6 Teachers, Board Members, and Administrators recognize the value of collaborative discussion and agree to meet informally on a regular basis to discuss topics and issues of mutual interest.
ARTICLE XV
SEVERABILITY
15.1 If any provisions of the Agreement or any application thereof to any Teacher or group of Teachers is held to be contrary to law, then such provision or application will not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications will continue in full force and effect. The parties will meet not later than thirty (30) days after such holding to renegotiate the provision or provisions affected.
ARTICLE XVI
MANAGEMENT RIGHTS
16.1 All Management functions and responsibilities are reserved exclusively to the Board except to the extent that the same are restricted by specific provisions of this Agreement.
16.2 A Teacher desirous of being released from his/her contract must notify the Board by certified mail with return receipt. Within thirty (30) days, or at the time of the next Board meeting following receipt, whichever is sooner, the Board shall consider such requests from the Teacher.
ARTICLE XVII
DURATION
17.1 The provisions of this Agreement will be effective as of July 1, 2007 2010, and will continue until June 30, 2010 2012. Said Agreement will automatically be renewed and will continue in effect for additional periods of one (1) year unless either the Board or the Association gives written notice to the other not later than October 1, prior to the expiration date, or any anniversary of the expiration date of its desire to reopen this Agreement and negotiate over the terms of a successor Agreement.
17.2 A. In the event that negotiations for a successor
Agreement have not been completed by the time this Agreement expires, the parties hereby agree to extend the provisions of said Agreement beyond its expiration date until such time as negotiations have been completed, and a new contract has been ratified by the parties.
B. Notwithstanding the forgoing upon expiration of this Agreement, there shall be no step movement until such time as a successor Agreement is ratified by the parties.
17.3 All salary and health insurance benefit changes for the first year of the contract shall be retroactive to July 1, 2007. The retroactive compensation will be in a separate payment issued no later than two full pay periods after the Contract is ratified by all parties. The first time that an employee may elect not to participate in the group health insurance is during December 2007 for the January 1, 2008 enrollment period. The payment for this first election will be in the first payroll in June 2008.
The first Seniority list will be published by November 15, 2007. All other provisions of this contract will be retroactive to the extent possible.
IN WITNESS WHEREOF, the parties hereunto affix their signatures.
CALEDONIA NORTH CALEDONIA NORTH
EDUCATION ASSOCIATION SUPERVISORY UNION
BOARD OF SCHOOL DIRECTORS
_________________________ _________________________
BY DATE BY DATE
BURKE BOARD OF SCHOOL
DIRECTORS
_________________________
BY DATE
EAST HAVEN BOARD OF SCHOOL
DIRECTORS
_________________________
BY DATE
LYNDON BOARD OF SCHOOL
DIRECTORS
_________________________
BY DATE
NEWARK BOARD OF SCHOOL
DIRECTORS
_________________________
BY DATE
SUTTON BOARD OF SCHOOL
DIRECTORS
_________________________
BY DATE
UNION DISTRICT #37 BOARD OF
SCHOOL DIRECTORS
_________________________
BY DATE
|
2010-2011 SALARY SCHEDULE
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
MA
|
MA+15
|
MA+45
|
|
Step
|
Experience
|
BA
|
BA+15
|
BA+30
|
BA+45
|
BA+60
|
CAGS
|
|
1
|
1,2,3,4,5
|
33,740
|
34,540
|
35,340
|
36,140
|
36,940
|
37,740
|
|
2
|
6
|
33,740
|
34,540
|
35,340
|
36,140
|
36,940
|
37,740
|
|
3
|
7
|
34,540
|
35,340
|
36,140
|
36,940
|
37,740
|
38,540
|
|
4
|
8
|
35,340
|
36,140
|
36,940
|
37,740
|
38,540
|
39,340
|
|
5
|
9
|
36,140
|
36,940
|
37,740
|
38,540
|
39,340
|
40,140
|
|
6
|
10
|
36,940
|
37,740
|
38,540
|
39,340
|
40,140
|
40,940
|
|
7
|
11
|
37,740
|
38,540
|
39,340
|
40,140
|
40,940
|
41,740
|
|
8
|
12
|
38,540
|
39,340
|
40,140
|
40,940
|
41,740
|
42,540
|
|
9
|
13
|
39,340
|
40,140
|
40,940
|
41,740
|
42,540
|
43,340
|
|
10
|
14
|
40,140
|
40,940
|
41,740
|
42,540
|
43,340
|
44,140
|
|
11
|
15
|
40,940
|
41,740
|
42,540
|
43,340
|
44,140
|
44,940
|
|
12
|
16
|
41,740
|
42,540
|
43,340
|
44,140
|
44,940
|
45,740
|
|
13
|
17
|
42,540
|
43,340
|
44,140
|
44,940
|
45,740
|
46,540
|
|
14
|
18
|
43,340
|
44,140
|
44,940
|
45,740
|
46,540
|
47,340
|
|
15
|
19
|
44,140
|
44,940
|
45,740
|
46,540
|
47,340
|
48,140
|
|
16
|
20
|
44,940
|
45,740
|
46,540
|
47,340
|
48,140
|
48,940
|
|
17
|
21
|
45,740
|
46,540
|
47,340
|
48,140
|
48,940
|
49,740
|
|
18
|
22
|
46,540
|
47,340
|
48,140
|
48,940
|
49,740
|
50,540
|
|
19
|
23
|
|
48,140
|
48,940
|
49,740
|
50,540
|
51,340
|
|
20
|
24
|
|
|
49,740
|
50,540
|
51,340
|
52,140
|
|
21
|
25
|
|
|
|
51,340
|
52,140
|
52,940
|
|
22
|
25+
|
|
|
|
54,390
|
55,190
|
55,990
|
|
|
|
|
|
|
|
|
|
|
|
All salaries remain the same as FY10 FTE equivalent
|
|
|
|
2011-2012 SALARY SCHEDULE
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
MA
|
MA+15
|
MA+45
|
|
Step
|
Experience
|
BA
|
BA+15
|
BA+30
|
BA+45
|
BA+60
|
CAGS
|
|
1
|
1,2,3,4,5
|
34,846
|
35,646
|
36,446
|
37,246
|
38,046
|
38,846
|
|
2
|
6
|
34,846
|
35,646
|
36,446
|
37,246
|
38,046
|
38,846
|
|
3
|
7
|
34,846
|
35,646
|
36,446
|
37,246
|
38,046
|
38,846
|
|
4
|
8
|
35,646
|
36,446
|
37,246
|
38,046
|
38,846
|
39,646
|
|
5
|
9
|
36,446
|
37,246
|
38,046
|
38,846
|
39,646
|
40,446
|
|
6
|
10
|
37,246
|
38,046
|
38,846
|
39,646
|
40,446
|
41,246
|
|
7
|
11
|
38,046
|
38,846
|
39,646
|
40,446
|
41,246
|
42,046
|
|
8
|
12
|
38,846
|
39,646
|
40,446
|
41,246
|
42,046
|
42,846
|
|
9
|
13
|
39,646
|
40,446
|
41,246
|
42,046
|
42,846
|
43,646
|
|
10
|
14
|
40,446
|
41,246
|
42,046
|
42,846
|
43,646
|
44,446
|
|
11
|
15
|
41,246
|
42,046
|
42,846
|
43,646
|
44,446
|
45,246
|
|
12
|
16
|
42,046
|
42,846
|
43,646
|
44,446
|
45,246
|
46,046
|
|
13
|
17
|
42,846
|
43,646
|
44,446
|
45,246
|
46,046
|
46,846
|
|
14
|
18
|
43,646
|
44,446
|
45,246
|
46,046
|
46,846
|
47,646
|
|
15
|
19
|
44,446
|
45,246
|
46,046
|
46,846
|
47,646
|
48,446
|
|
16
|
20
|
45,246
|
46,046
|
46,846
|
47,646
|
48,446
|
49,246
|
|
17
|
21
|
46,046
|
46,846
|
47,646
|
48,446
|
49,246
|
50,046
|
|
18
|
22
|
46,846
|
47,646
|
48,446
|
49,246
|
50,046
|
50,846
|
|
19
|
23
|
|
48,446
|
49,246
|
50,046
|
50,846
|
51,646
|
|
20
|
24
|
|
|
50,046
|
50,846
|
51,646
|
52,446
|
|
21
|
25
|
|
|
|
51,646
|
52,446
|
53,246
|
|
22
|
25+
|
|
|
|
54,696
|
55,496
|
56,296
|
|
|
|
|
|
|
|
|
|
|
Everyone will receive $1,106 more than their FY11 FTE equivalent except
|
|
for those moving from 25 to 25+ will receive the higher increment stated.
|