MASTER CONTRACT

between the

10/05/2021 1474-01
21-MED-03-0415 40785

JEFFERSON LOCAL BOARD OF EDUCATION

and the

WEST JEFFERSON EDUCATION ASSOCIATION/OEA/NEA

July 1, 2021 through June 30, 2024

TABLE OF CONTENTS

ARTICLE
		TITLE
		PAGE
	
ARTICLE I A
B C D
		NEGOTIATIONS PROCEDURE Preamble
Recognition
Scope of Negotiations Negotiations Procedures
		4 4 4 4 4
	
ARTICLE II A
B C D E
		RIGHTS Association Rights Individual Rights
Public Complaints About School Personnel Discipline
Teacher Suspension Procedure
		6 6 8 8 8 9
	
ARTICLE III A
B
		ASSOCIATION – ADMINISTRATION COMMUNICATIONS Association/Principal Liaison (Building Labor Relations) Association/Superintendent Communications (District Labor Relations)
		9 9 10
	
ARTICLE IV A
B C D E
		GRIEVANCE PROCEDURE Statement of Basic Purpose Grievance Defined
General Provisions Informal Procedure Formal Procedure Grievance Form
		10 10 10 10 11 11 13
	
ARTICLE V A
B C D E F G H I
		REDUCTION IN FORCE Introduction
RIF Planning
Notification of Anticipated RIF Implementation Procedure Bumping Rights
Layoff Rights Recall Rights Limitations Seniority
		14 14 14 14 14 15 16 16 16 17
	
ARTICLE VI A
B C D E F
		FAIR DISMISSAL Statement of Purpose New Employees Positive Assistance Limited Contracts Continuing Contract
Non-Renewal of Limited Contracts
		17 17 17 17 17 18 18
	
ARTICLE VII A
B C D E F G H I J K L M N O P
		SALARY AND FRINGE BENEFITS Salary and Index
Payroll Practices
Duty-Free Lunch Period School Improvement Activities Course Work Completion
Substitute Teaching Compensation for Bargaining Unit Members Extra Duty Salary Schedule
Extended Service Severance Pay
Payment for College/University Expenses Fringe Benefits
State Teachers Retirement System (STRS) Re-employment of Retired Teachers
Part-time Employees National Board Certified Background Check
		19 19 19 19 20 20 20 20 23 23 24 24 27 27 27 28 28
	
ARTICLE VIII A
B
		LEAVES OF ABSENCE Sick Leave
Personal Leave
		28 28 30

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ARTICLE
		TITLE
		PAGE
	
C D E F G H I J K L M
		Attendance in Court Family Medical Leave Act Child Care Leave
Absence for Military Service Assault Leave
Sabbatical Leave
Physical Examination on Request for a Return from Leave of Absence Return from Leave of Absence
Professional Leave Association Leave Religious Leave
		31 31 32 33 33 33 34 34 35 35 35
	
ARTICLE IX A
B C D E F G H
		WORKING CONDITIONS AND EMPLOYMENT PRACTICES Evaluation Program
Changes in Administrative Structure Vacancies and Transfers
Bargaining Unit Member Supervisory and Reporting Responsibilities School Day and School Year
Class Size Inservice Programs Calendar
		35 35 42 42 43 44 44 45 46
	
ARTICLE X
		PERSONNEL FILES
		46
	
ARTICLE XI A
B C D E F G
		LOCAL PROFESSIONAL DEVELOPMENT COMMITTEE Purpose
Committee Composition and Selection Term of Office
Chairperson Secretary Decision-Making Compensation
		48 48 48 48 48 48 49 49
	
ARTICLE XII A
B C D E F G
		RESIDENT EDUCATOR PROGRAM Purpose
Definition Roles
Selection of Resident Educator Mentors Restrictions
Protections Compensation
		49 49 49 49 50 50 50 51
	
ARTICLE XIII
		FAIR SHARE FEE
		51
	
ARTICLE XIV
		IMPLEMENTATION AND DURATION
		52
	
APPENDICES A
B

D 1 2 3 4 5 6 7 8 9
10 E
		
Teachers’ Salary Schedule Index and Longevity Steps Teachers’ Salary Schedule – Effective July 1, 2021 Teachers’ Salary Schedule – Effective July 1, 2022 Teachers’ Salary Schedule – Effective July 1, 2023
Jefferson Local Teacher Evaluation (Evaluation Appendices 1-10) Evaluation Framework
Teacher Evaluation Rubric OTES Overview
Student Learning Objectives Template Checklist Pre- and Post- Conference Questions
Classroom Walkthroughs and Informal Observations Calculation of Student Growth
Personal Growth Plan Improvement Plan
Final Summative Rating
Request for Continuing Contract Form
		
54 56

59

118
	
INDEX
				119

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ARTICLE I

NEGOTIATIONS PROCEDURE

A.	PREAMBLE

Recognizing that providing a high quality education for the children of the Jefferson Local School District is the primary purpose of this school district and that good morale within the staff is necessary for the best education of the children, the parties agree that:

1.	The Board of Education, under law, has the final responsibility for establishing its policies.

2.	The Superintendent and his/her staff have the responsibility of carrying out said policies.

3.	The Board of Education recognizes that the objectives ofthe educational program are realized to a high degree when mutualunderstanding, cooperation and effective communications exist between the Board of Education and its staff.

B.	RECOGNITION

The Jefferson Local Board of Education hereby recognizes for the purpose of professional negotiations the West Jefferson Education Association/OEA/NEA (hereinafter referred to as the Association.) This Association shall be the sole and exclusive negotiating agent for all certificated personnel (except, casual day-to-day substitutes having less than one hundred twenty (120) days in the same position, supervisors as defined in statute 4117.01 (F) and management level personnel as defined in statute 4117.01 (K) of the Ohio Revised Code), presently employed or who will be employed by the Board of Education during the term of this Collective Bargaining Agreement.

C.	SCOPE OF NEGOTIATIONS

The scope of bargaining between the Board of Education and the Association shall be established by Section 4117.08 of the Ohio Revised Code. Section 4117.08 (A) states that all matters pertaining to wages, hours, or terms and other conditions of employment and the continuation, modification, or deletion of an existing provision of a collective bargaining agreement are subject to collective bargaining between the West Jefferson Education Association and the Board of Education of the Jefferson Local School District.

D.	NEGOTIATIONS PROCEDURES

1.	Negotiating Teams

The Board, or designated representative(s) of the Board, will meet with representatives designated by the Association for the purpose of discussion and reaching mutually satisfactory agreements. Representation shall be limited to four (4) representatives each of the Board team and the Association team. The parties may call upon professional and lay consultants to assist in all negotiations provided there shall be no more than two (2) such consultants from each side present at any one (1) session.

2.	Notice to Bargain and Submission of Issues

Request for negotiation to bargain a succeeding contract may be made by either the Association or the Board by notifying the other party in writing of the intent to bargain. The notice shall be no later than March 31, prior to the expiration of this agreement, and no earlier than March 1 prior to the expiration of this agreement. However, the above dates do not prevent the parties from mutually agreeing to initiate negotiations prior to March 1 by submitting their Notice to Bargain. A mutually acceptable meeting date for the purpose of opening negotiations will be established between the parties. At this first meeting, all issues proposed by the Association shall be submitted to the representative(s) of the Board in writing. Following submission of the Association issues, the Board shall submit in writing any issues it

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wishes to negotiate to the Association representative(s) at this initial meeting. The second meeting and all necessary subsequent meetings shall be called at times mutually agreed by the parties.

A two (2) day negotiation session will be scheduled. The meeting place and time will be mutually acceptable to both parties. The parties shall exchange their respective written proposals prior to their two (2) day negotiation session. The Board will pay for the release of up to four (4) negotiation team members and one observer for each of the two separate days of negotiations.

3.	Negotiations Procedures

Designated representative(s) of the Board shall meet at mutually agreed upon places and times with representatives of the Association for the purpose of affecting a free exchange of facts, opinions, proposals and counter-proposals in an effort to reach mutual understanding and agreement. Both shall deal openly and fairly with each other on all matters. Following the initial meeting, as described in paragraph 2, above, such additional meetings shall be held, as the parties may require, to reach an understanding on the issue(s) or until an impasse is reached. Meetings shall be held at a time other than the regular school day unless otherwise agreed.

4.	Caucus

Upon request of either party, the negotiation meeting shall be recessed to permit the requesting party a period of time for caucus.

5.	Progress Report

The parties agree that during the period of negotiations, information shall be released to the press only by head negotiators, in concert, and initialed by both.

6.	Exchange of Information

Prior to and during the period of negotiations, the Board and the Association agree to provide to each other, upon written request, all regularly and routinely prepared information concerning the issue(s) under consideration.

7.	Reaching Agreement

As tentative agreement is reached on each issue, it shall be so noted and initialed by each party. When consensus is reached covering all areas under discussion, the proposed total agreement shall be reduced to writing as a tentative agreement and submitted to the Association and the Board for approval. The Association shall take action on the tentative agreement within fifteen (15) days, and the Board shall approve the tentative agreement within fifteen (15) days of approval by the Association. When approved by both parties, the Agreement shall be signed by the Presidents of the Board and the Association and shall be binding on both parties.

8.	Resolving Differences

In the event agreement is not reached thirty (30) days prior to expiration of the collective bargaining agreement, the Board and the Association shall meet in an attempt to agree on a mediator. If agreement is not reached in three (3)calendar days then the Association and the Board of Education shall jointly request the services of a mediator from the Federal Mediation and Conciliation Service (FMCS) or other mediation service mutually agreed upon by both parties.

The mediator shall meet with the parties or their representatives either jointly or separately, and shall take such steps as he/she may deem appropriate to persuade the parties to resolve

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their differences and to affect a mutually acceptable agreement. The mediator shall not, without the consent of both parties, recommend terms of settlement.

The mediator is without power to extend the period of mediation beyond the expiration date of the contract without the expressed consent of the parties.

In the event that agreement is not reached ten days prior to the expiration of the existing agreement, then the Association shall have the right to notify the Board of Education and the State Employment Relations Board (SERB) of their right to strike as governed by Ohio Revised Code Statute 4117, and shall have the right to strike at the expiration of the contract provided no agreement is reached.

9.	Good Faith

All sessions of the negotiation meetings shall be in "good faith." Good faith requires the parties to make a sincere effort to reach agreement upon matters under consideration, but requires neither party to agree nor to make a concession. The parties agree to grant to their respective representatives the power and authority necessary to negotiate within the spirit of these provisions on the matters under consideration.

10.	Amendments

a.	This Negotiations Procedural Agreement is subject to amendment by utilizing its provisions.

b.	If any provision(s) of this Agreement be rendered contrary to law, the provision(s) shall be deemed null and void to the limits prescribed by law, with all remaining provisions to remain in full force and effect. In the event of a determination that a provision(s) of this Agreement is contrary to law, this shall be reason for immediate reopening of negotiations on that provision(s).

11.	No reprisal of any kind shall be taken by the Board or Administration against any participant in negotiations as a result of their participation.

ARTICLE II

RIGHTS

A.	ASSOCIATION RIGHTS

The Association shall have the exclusive organizational rights as listed in this Article.

1.	Board of Education Information

a.	 Board Meetings – Prior to each regular or special Board meeting, the Board shall provide the Association with a copy of: (1) the Board agenda; (2) the approved minutes of the prior regular or any special meeting; and (3) any final budget or appropriation resolution.

b.	 Notice of Board Meeting – The Board shall give the Association reasonable advance notice of all regular and special Board meetings.

c.	 Board Meeting Participation – The Board shall allow upon the submission of a written request from the Association President to the Superintendent,a reasonable period of time, not to exceed five (5) minutes, to speak during the time reserved for public discussion at regular Board meetings.

d.	When this Agreement requires notice to be given or a copy of a document provided, an electronic communication or electronic version will comply.

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2.	Directory Information

By October 1 of each school year, the Board shall provide the Association with a list of the names, addresses, and building assignments for all bargaining unit employees.

3.	School Mail

The Association may make use of the regular school mailboxes and e-mail system for nonpartisan communications, provided that said use does not interfere with the Board’s operational needs for the mailboxes or IT system. The Association will indemnify and hold the Board harmless for lossor corruption of data of the District due to the Association’s use of the IT system.

4.	Use of Bulletin Boards

The Association may use bulletin boards in school offices and teachers’ lounges for non-partisan Association-related communication and notices, provided that said use does not interfere with the Board’s operational needs for the same.

5.	General Teachers Meetings

The Board shall allow the Association to address teachers for a reasonable period of time, but no more than ten (10) minutes during the general teacher’s meeting at the beginning of the school year.

6.	Use of School Building

Right – The Association shall have the right to use school buildings for Association meetings after the teacher workday so long as such use does not interfere with student or other school activities.

Advance Notice – The Association will give the building principal reasonable advance notice of itsdesire to use a particular building for a meeting so that provisions may be made for appropriate custodial or security service.

Charge – The Board will charge the Association only for custodial overtime costs, if any, incurred as a result of Association meetings.

7.	Use of School Equipment

The Association may use school telephones, computers,copiers, and audio-visual equipment, provided they are not being used or are not required for any school business or activity. The Association shall reimburse the Board for all long distance calls including applicable tax. When the Association uses the school copier, the Association shall purchase the paper. The Association will purchase copying paper from the Board at Board cost. The Association will indemnify and hold the Board harmless for loss or corruption of data of the District due to the Association’s use of the IT system.

8.	Transaction of Association Business

Duly authorized representatives of the Association and its affiliates may transact Association business on school property at any time before or after the regular school day; or during the teachers’ lunch and/or conference period; provided, however, that no such business shall be transacted on any class time, nor shall such Association business in any way interfere with scheduled student-teacher, parent-teacher, or administrator-teacher conferences or other school functions or activities. Such transaction of Association business during a conference period shall in no way interfere with a teacher’s need to prepare for classes or meetings with parents, students, Administration or other employees. All visitors, including Association

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representatives, must report to the building office during teaching hours before transacting such business and sign in.

9.	Released Time for the Association

Duly elected or designated representatives of the West Jefferson Education Association will be released from duty without loss of pay to attend grievance proceedings or meetings that are scheduled during duty time by the Administration.

10.	School Functions

All bargaining unit members shall have the right to attend all school functions and events excluding charity functions and/or booster sponsored events or the like.

11.	The Board and its agents will make reasonable efforts to include Association members during the hiring process of new employees or hiring committees.

B.	INDIVIDUAL RIGHTS

1.	Neither the Board nor the Association shall discriminate against bargaining unit personnel on the basis of race, color,creed, national origin, sex, sexual orientation, religion, disability, or for the exercise of rights protected by the Constitution of the United States and the laws of the State of Ohio.

2.           The provisions of this Agreement shall be applied uniformly to all teaching employees without regard to race, color, age, disability, religious creed, sex, sexual orientation or national origin.

3.	Nothing in this document shall prohibit any member of the bargaining unit from communicating his/her views to the Superintendent or the Board.

C.	PUBLIC COMPLAINTS ABOUT SCHOOL PERSONNEL

1.	Complaints about personnel are investigated fully and fairly. No employee shall be disciplined or terminated based on anonymous complaints.

2.	Whenever a complaint is made directly to the Board as a whole or to a Board member as an individual, the complaint should be referred to the school administration for study and possible solution.

3.	Unless otherwise required by law, the administration shall notify the employee of a complaint that may become a matter of written record and attempt through a meeting with the complainant and employee to resolve the complaint unless the administrator determines such a meeting would not be helpful. No complaint shall become a matter of written record unless the employee has been informed of the complaint and has had an opportunity to respond to it.

4.	If it appears necessary, the administration, the person who made the complaint or the employee involved may request an audience with the Board in executive session. Statutory restrictions on executive sessions are observed. Any Board action on the matter is taken in public session.

D.	DISCIPLINE

1.	No staff member shall be reprimanded in writing or suspended without pay as discipline without just cause. Directives, evaluations, documented warnings, and other similar communications with a teacher do not constitute formal discipline.

2.	Before a teacher is reprimanded in writing or given a disciplinary unpaid suspension, the administrator shall have a meeting with the staff member and his/her Association

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representative to attempt to resolve the concern informally. The meeting shall be delayed not more than one (1) school day to allow the staff member's representative to attend, unless the parties mutually agree to a further delay.

3.	 If the concern is not resolved informally, such disciplinary action against a staff member shall be conducted in private except to the extent necessary where official Board action may be required. If an affected staff member deems it necessary, he/she may request an Association representative to be present. When such request is made, the disciplinary action shall be delayed not more than one (1) school day unless mutually agreed to among the parties.

E.	TEACHER SUSPENSION PROCEDURE

1.	The Board agrees to follow traditional principles of progressive discipline with the usual understanding that some or all preliminary levels may be bypassed case-by-case depending upon the seriousness of the offense and all relevant surrounding circumstances. The normal progressive sequence is:

a.	Documented warning; b.	Written reprimand;
c.	Suspension without pay not to exceed ten (10) workdays (by Superintendent/designee);
d.	Termination (with or without suspension pending the resolution of termination proceedings) in accordance with Section 3319.16 of the Ohio Revised Code and any related statutes.

2.	Starting with the written reprimand level in the above sequence, discipline will be for just cause.

3.	Any disciplinary action, except for documented warnings and termination proceedings under Section 3319.16 of the Ohio Revised Code, is subject to review under the grievance procedure appearing in Article IV of this Agreement.

ARTICLE III

ASSOCIATION – ADMINISTRATION COMMUNICATIONS

A.	ASSOCIATION/PRINCIPAL LIAISON (BUILDING LABOR RELATIONS)

1.	Annually, by October 1st, each building staff will produce participants for a Labor Relations Committee for each building which will meet with the principal once every other month during the regular school year unless altered by mutual consent. The committee’s purpose is to review, discuss, and cooperatively attempt to resolve building issues and concerns.

2.	The Building Labor Relations Committee will consist of six (6) WJEA members in the elementary (three (3) of the six (6) appointed by the Association and three (3) selected by the building principal); five (5) WJEA members in the middle school (three (3) of five (5) appointed by the Association and two (2) selected by the building principal); six (6) WJEA members in the high school (three (3) of the six (6) appointed by the Association and three (3) selected by the building principal). The building principal will be considered as a committee member in all buildings. At least one (1) member of the Labor Relations Committee will be an Association representative. All Committee members will serve voluntarily.

3.	The Labor Relations Committee shall elect a Chairperson at its first meeting each year who shall prepare agendas and conduct the meeting. Each member shall have the right to have matters placed on the agenda and all teachers in the building shall receive copies of the minutes of the meetings.

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B.	ASSOCIATION/SUPERINTENDENT COMMUNICATIONS (DISTRICT LABOR RELATIONS)

1.	An Association/Superintendent Committee shall be established to facilitate communication between the Association and the District’s Administration. The purpose of this Committee is to provide a forum for communications regarding issues pertaining to the smooth functioning of the educational system which impact bargaining unit members on a district-wide basis.

2.	The Committee shall consist of the Association President, one (1) Association Representative per building, the Superintendent and/or his/her designee(s) (up to four (4) total).	A Chairperson who shall prepare the agenda in cooperation with the administration will be selected from among the Association Representatives. Meetings will be held at the request of either the Association President or the Superintendent and will occur no more than four times during a calendar year unless by mutual consent.

ARTICLE IV

GRIEVANCE PROCEDURE

A.	STATEMENT OF BASIC PURPOSE

Good morale is maintained by sincere efforts of all persons concerned to work toward constructive solutions to problems in an atmosphere of courtesy and cooperation. The purpose of this procedure is to secure equitable solutions to problems at the lowest possible administrative level and in the shortest period of time provided for resolving such grievances which may arise from time to time. Such procedures shall be available to all members of the bargaining unit and no reprisals of any kind shall be taken against any unit member initiating or participating in the grievance procedure.

B.	GRIEVANCE DEFINED

1.	A Type I grievance is an alleged violation, misapplication or misinterpretation of the terms of the written negotiated agreements between the Board and the WJEA.

2.	A Type II grievance is an alleged violation, misapplication, or misinterpretation of established Board policy, established administrative procedures and practices, or individual employment contracts or employment conditions.

C.	GENERAL PROVISIONS

1.	An individual grievance shall be initiated by the person so aggrieved.

2.	 The "grievant" shall mean the bargaining unit member or the WJEA filing the grievance. A group grievance may be initiated by the Association on an alleged violation that affects two (2) or more bargaining unit members.

3.	 A grievance shall be reduced to writing and include: a) the alleged violation including approximate date and time; b) relief sought; and c) date of initiating procedure.

4.	The Association shall be available to assist any bargaining unit member or group of bargaining unit members in preparing the proper and complete information necessary to expedite the procedure.

5.	A consultant of choice may be used by all or any party(ies) involved in the grievance procedure at all levels. If the consultant for the bargaining unit member is an organizational consultant, he/she shall be the only official representative of the recognized bargaining unit member organization.

6.	Time limits given shall be considered as maximum, unless otherwise extended by mutual written agreement by the parties involved.

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7.	Failure of the aggrieved to proceed within the specified time limits to the next level of the procedure shall mean the grievance has been resolved by the recommendation stated in the previous level.

8.	Failure of the administration to respond in the time limit stated shall give the grievant the right to appeal to the next level.

9.	A grievance may be initiated at Level II(Superintendent'sLevel) when it has been determined by the building principal in writing that the subject is not within his/her realm of responsibility or control.

10.	Resolution of a grievance at any level shall apply to the stated grievance and shall in no way infringe on the statutory obligations or other policies of the Board of Education.

11.	Nothing contained in this procedure shall be construed as limiting the individual rights of a bargaining unit member having a complaint or problem to discuss the matter informally with members of the administration through normal channels of communication.

12.	Nothing contained in this procedure shall be construed as limiting the rights of a bargaining unit member/administrator from using other professional or legal rights in resolving a grievance.

13.	The term "days," when used in this procedure, shall mean school work days.

14.	A grievance may be withdrawn at any level without prejudice or record.

15.	The fact that a grievance is raised by an employee, regardless of its ultimate disposition, shall not be recorded in the employee's file nor shall the employee be placed in jeopardy or be subject to reprisal for having followed this Grievance Procedure.

16.	Hearings and conferences under this procedure shall be conducted at a time and place which shall afford a fair and reasonable opportunity for all parties, including witnesses entitled to be present, to attend and will be held, insofar as possible, at other than assigned instructional times of the personnel involved. It is recognized that this provision may have to be waived in respect to any arbitration hearing.

17.	Any investigation or other handling or processing of any grievance by the grievant shall be conducted, insofar as possible, so as to result in no interference of the instructional program and related work activities of the certified staff.

D.	INFORMAL PROCEDURE

Either the bargaining unit member with the grievance or the WJEA Building Representative, or both, should discuss the matter with the principal or administrator concerned with the objective of resolving the matter informally. However, a written note or statement shall be given to the principal indicating that the item of discussion is a grievance needing to be informally resolved. Time and date shall be noted.

E.	FORMAL PROCEDURE

Level I - Administration

A copy of the written grievance shall be submitted on the approved form to the aggrieved's immediate administrator within twenty (20) days of when a reasonable bargaining unit member should have become aware of the alleged violation, or within ten days of the completion of the informal procedure if followed.

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A meeting shall be mutually agreed upon between the aggrieved and the administrator within seven (7) days of the filing of the grievance. Both the aggrieved and the administrator may have present such people who may provide information related to the grievance. Discussion at this meeting shall be confined to the issues as stated in the grievance and the relief sought.

Within seven (7) days of the meeting, the administrator shall provide the aggrieved with a written response stating his/her position and suggestion for resolving the grievance.

Level II - Superintendent

If the aggrieved is not satisfied with the suggestions for resolution received in Level I, he/she may within seven (7) days of receipt of such written response, submit his/her written grievance to the Superintendent and request a meeting to discuss the grievance. The written grievance submitted to the Superintendent will contain a concise statement of the facts upon which the grievance is based, the disposition by the administration at Level I, and a statement of the questions still unresolved to the satisfaction of the aggrieved.

The meeting shall be within seven (7) days of the request.

The meeting shall be conducted in a manner as stated in Level I.

Within seven (7) days of the meeting, the Superintendent shall provide the aggrieved with a written response stating his/her position and suggestions for resolution of the grievance.

Level III - Arbitration

If the aggrieved is not satisfied with the suggestion for resolution received in Level II, the association may within seven (7) days of the written response, submit the grievance (if Type I) to the American Arbitration Association.

Attorneys may be used, providing they are not from a competitive bargaining unit member organization, by either party at the arbitration level of this procedure.

The arbitrator shall be selected by the Association and Superintendent.

If the Association and Superintendent cannot agree on an arbitrator, the arbitrator shall be selected from the American Arbitration Association according to its voluntary rules and regulations.

The arbitrator shall hold such meetings, as he/she determines necessary to make a fair and impartial ruling on the grievance as stated.

The ruling of the arbitrator shall be made in writing to the aggrieved and the Board.

The ruling of the arbitrator shall be final and binding on all parties to the limit of the grievance asstated insofar as the grievance is found to be a Type I grievance as defined herein.

The cost of the fees and arbitrator shall be borne by the losing party. If the losing party cannot be clearly discerned, the arbitrator shall apportion the cost between the parties.

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GRIEVANCE FORM

	Level of Grievance

(Circle)
Mr./Mrs./Ms.	Position	

Name of Grievant	

Date Submitted	

School 	Principal 	

Grievant accompanied by:	

Section for Grievant: Briefly state the problem, indicating the provisions of agreement allegedly violated.

If additional space is needed, use other side
------------------------------------------------------------------------------------------------------------------------

Did grievant have oral discussion with principal? Yes	No	

What remedy is sought?	

Date	 Grievant's Signature	

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ARTICLE V

REDUCTION IN FORCE

A.	When for financial reasons or reasons set forth in Section 3319.17 of the Ohio Revised Code, the Board determines that it will be necessary to reduce the number of bargaining unit members; it may make a reasonable reduction in keeping with the provisions of this Article.

B.	RIF PLANNING

In determining the position(s) to be reduced, eliminated, or not filled, the following sequence shall be used:

1.	Position(s) vacated as a result of voluntary resignation, retirement, death or otherwise will not be filled.

2.	The Board of Education shall act on all continuing contracts prior to implementation of this procedure.

3.	RIF may only occur at the end of a school year, and contract suspensions must be effective before the first work day of the next school year. For this section, school year is defined as days teachers are scheduled to be at work. However, in the event the Superintendent notifies the Association, prior to failure of the levy, that failure may result in a reduction in force, the Board may implement a RIF if the levy fails, that takes effect at the beginning of the second semester.

C.	NOTIFICATION OF ANTICIPATED RIF

1.	 Prior to June 1 the employer shall notify the Association President of any RIF to be implemented for the next school year, otherwise such notice shall be given at least twenty-one (21) days before Board action. This shall be the only time RIF shall be implemented. The notification shall include the reason(s) for the RIF; the anticipated position(s) to be reduced or eliminated; the anticipated name(s) of the employees to be affected; the anticipated date of employer action to implement the RIF and the effective date of the RIF. The employer shall provide the employee to be laid off due to a RIF with fourteen (14) days’ advance written notification prior to the implementation of the RIF. The notice shall state the reason for the RIF and the effective date of the suspension.

2.	Within ten (10) days of receipt of the written notification, two representatives of the Association, the Superintendent and the Treasurer of the Board or the President of the Board shall meet to review and discuss the proposed RIF.

D.	IMPLEMENTATION PROCEDURE

1.	Suspension of contracts shall be recommended by licensure/certification area and shall be based on the following order:

a.	First, affected position(s) vacated as a result of voluntary resignation, retirement, other separation or death will not be filled.

b.	Second, limited contract teachers shall be reduced first utilizing the following order:

i.	Licensure/Certification.

ii.	Competency as determined by formal evaluation.

iii.	When evaluations are comparable, seniority in the District shall prevail.

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iv.	For the purpose of determining a “comparable final evaluation rating,” anyone with an evaluation rating of Accomplished, Skilled or Developing will be considered comparable until the end of the 2014-15 school year. Thereafter, the District’s evaluation instrument will determine “comparable final evaluation rating.”

v.	A teacher must be evaluated for two (2) school years before s/he can obtain a “comparable final evaluation rating” that would allow him/her any rights over a more senior bargaining member during a RIF situation.

vi.	After the end of the 2014-15 school year, a first year teacher who has received an Accomplished evaluation rating shall be an exception to Section 5.

c.	Third, continuing contract teachers shall be reduced by utilizing the following order:

i.	Licensure/Certification.

ii.	Competency as determined by formal evaluation.

iii.	When evaluations are comparable, seniority in the District shall prevail.

iv.	For the purpose of determining “comparable final evaluation rating,” anyone with an evaluation rating of Accomplished, Skilled or Developing will be considered comparable until the end of the 2014-15 school year. Thereafter, the District’s evaluation instrument will determine “comparable final evaluation rating.”

d.	If a teacher has not been evaluated in the most recent school year, the teacher’s rating shall be “Skilled” for the purposes of D(1) above.

2.	Layoff shall occur by suspension of contract.

3.	 Using the criteria in this provision, the District will establish the order in which members’ contracts are suspended and will recall members in reverse order.

4.	Reasons for all RIFs shall not be arbitrary, capricious, or discriminatory.

E.	BUMPING RIGHTS

1.	A bargaining unit member(s) whose position(s) is/are RIFed shall have the right to bump the least senior person with a comparable evaluation or lower final evaluation rating in an area for which they hold a certificate/license, provided, beginning with the 2014-15 school year, the bargaining unit member must be able to substantiate to the Superintendent by the following September 1 that s/he is highly qualified or will become highly qualified as outlined by the Ohio Department of Education for the position into which s/he bumps. If the bumping employee has more than one area of certification/licensure, the employee to be displaced will be the employee with the least District seniority in any of the bumping employee’s areas of certification/licensure with a comparable evaluation. The bargaining unit member being bumped may in turn bump another bargaining unit member using the same criteria until all bumping is completed. The actual change in teaching assignments will be accomplished through assignment and/or transfer by the Superintendent.

2.	Written notice of intent to exercise bumping rights must be given to the Superintendent or designee in writing, within five (5) days of receipt of the written notice of intent to RIF notification. A copy should be sent to the Association President. Within five (5) days of receipt of written notice of intent to exercise bumping rights, the Superintendent or designee will provide notification in writing to the displaced employee, using the same criteria until all

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bumping is completed, and send a copy to the Association President. All written notifications will be sent the same day using electronic mail and regular U.S. mail.

F.	LAYOFF RIGHTS

An employee on RIFed or layoff status shall have the following rights:

1.	 The right to continue receipt of group insurance coverage at the employee’s expense in accordance with COBRA.

2.	Credit for salary placement, upon recall, for teaching service performed while on layoff status as determined under Article VII.

3.	The right to be notified by e-mail of all postings for bargaining unit positions. The bargaining unit member is responsible for notifying the administrative office in writing of any changes to e-mail and postal mailing address(es).

4.	 Recognition of additional certification, license, or entry-level requirements earned or reported while on layoff status for recall purposes, provided such information is filed with the Superintendent prior to recall.

5.	The right to priority status on the substitute list upon request.

G.	RECALL RIGHTS

1.	Laid off employees shall be recalled in reverse order of layoff, per Section F above, in keeping with contract status and certification/licensure. The Association shall be sent a copy of said notification at the same time. The notice shall state the area of licensure/certification needed for the recalled assignment, the assignment, the effective date of contract resumption, and whether the assignment constitutes a full workday or a fraction thereof, which, if so, shall be specified.

2.	Any employee shall be considered to have recall rights if the employee is either laid off or is working in a position of lower pay or fewer hours than the position s/he held prior to the reduction in force.

3.	The employee shall be notified in writing by email and U.S. certified mail of an offer of recall and given seven (7) days to accept such offer and shall be granted a minimum of five (5) days from the date of acceptance to report to work. It is the employee’s responsibility to notify the Administration of any change of email or residential address.

4.	 Recall eligibility shall expire twenty-four (24) months after the date on which the Board took action to place the teacher on layoff.

H.	LIMITATIONS

1.	No new hire shall be employed in a bargaining unit position until all laid off employees who are certified/licensed in area(s) of the open position(s) have been offered such position(s) in accordance with Sections F and G above.

2.	No transfer or reassignment shall be made during a period of RIF that prevents the recall of an employee on layoff status. No vacancy shall be posted until all eligible employees have been recalled.

3.	No current, non-bargaining unit employee shall be assigned to fill a bargaining unit position while an eligible employee remains on layoff status.

4.	Work previously performed by laid off employees shall not be subcontracted.

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5.	Qualifications for a bargaining unit position shall not be upgraded to prevent the recall of a laid off employee, provided, however, that the Board may change or upgrade qualifications for a position for good faith educational reasons. Such reasons shall not be capricious or arbitrary.

I.	1.	All members of the bargaining unit will be placed on a seniority list for each teaching field for which they are properly certified. Bargaining unit members serving under continuing contracts will be placed at the top of the list, in descending order of seniority. Bargaining unit members serving under limited contracts will be placed on the list under continuing contract bargaining unit members, also in descending order of seniority.

2.	Seniority will be defined as the length of continuous service as a certified employee under a regular contract in this District.

ARTICLE VI

FAIR DISMISSAL

A.	STATEMENT OF PURPOSE

The Board and the recognized organization recognize that in the interest of maintaining good morale and in the interest of effective personnel management, fair dismissal rights should be accorded all bargaining unit members and should be embodied in every type of contractual agreement between the Board and the bargaining unit member.

B.	NEW EMPLOYEES

New employees should be informed by their immediate supervisor or building level principal as to the evaluation criteria used to assess their employment status.

C.	POSITIVE ASSISTANCE

Each unit membershall be provided definite, positive assistance to correct performance problems and time to incorporate the recommended changes and shall be apprised of their professional competency through the appropriate evaluation procedure.

D.	LIMITED CONTRACTS

1. Limited contracts for teachers employed on teaching contracts for the 2008-09 school year or previously shall have the following durations:

a.	First Contract

b.	Second Contract*

c.	Third Contract*

d.	Fourth Contract and thereafter

1 year

1 or 2 years

1 or 2 years

3 years

*As determined by the Board of Education

2. Limited contracts for teachers employed on teaching contracts to begin with the 2009-10 school year or thereafter shall have the following durations:

a.	First Contract	1 year

b.	Second Contract	1 year

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c.	Third Contract*	2 years

d.	Fourth Contract*	2 years

e.	Fifth Contract and thereafter	3 years

* A teacher new to West Jefferson School District shall upon his/her initial employment be offered a one-year limited contract. (If his/her services are evaluated to be satisfactory he/she will be recommended for another one (1) year limited contract.) If his/her services are evaluated to be satisfactory he/she will be recommended for a two year (2) limited contract in each of the next two limited contract sequences. However, if his/her services are evaluated and documented to be less than satisfactory he/she may receive a one (1) year limited contract in regard to the teacher’s third and/or fourth contract.

Thereafter, if his/her services are evaluated to be satisfactory he/she will be recommended for a three (3) year limited contract.

E.	CONTINUING CONTRACT

Any bargaining unit member who is eligible and wishes to be considered for a continuing contract during the term of a multi-year limited contract shall be considered on individual merit for a continuing contract upon meeting the requirements of the Ohio Revised Code.

Any staff member who is eligible and wishes to be considered for a continuing contract shall notify his/her building administrator in writing no later than October 1 the school year for which they are eligible or believes that he/she would be eligible. See Appendix E.

F.	NON-RENEWAL OF LIMITED CONTRACTS

1.	The Superintendent shall, on or before the first of May, deliver or cause to be delivered to the bargaining unit member, a written notification of the intent of the Superintendent to recommend to the Board of Education that the bargaining unit member will not be re-employed at the expiration date of the limited contract.

Reasons for the decision to non-renew must be stated in the letter. Evaluation data or other information in support of the recommendation will be made available to the bargaining unit member or designated representative upon request.

a.	In the event that the bargaining unit member desires a meeting with the Board, the bargaining unit member shall deliver or cause to be delivered, within ten days of written notice, a written request to the Treasurer of the Board and Superintendent.

b.	The Board will give the bargaining unit member at least twenty-four(24) hours written notice of the date, time and place of the meeting.

c.	The meeting shall be of private nature and shall be conducted in executive session of the Board.

d.	The bargaining unit member shall have the right to be accompanied at the meeting and to be represented by up to a maximum of five (5) persons.

2.	If the Board overrules the recommendation of the Superintendent for renewal, written reasons must be given for non-renewal by the Board.

3.	When considering bargaining unit members for their fifth (5th) and succeeding contracts, the Board may non-renew a bargaining unit member only for just cause.

4.            The procedures set forth in this Article shall be the sole and exclusive procedures utilized by the Jefferson Local School District for the non-renewal of limited contracts issued to

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members of this bargaining unit. These procedures shall supersede Ohio Revised Code Section 3319.11(G).
5.

ARTICLE VII

SALARY AND FRINGE BENEFITS

A.	SALARY AND INDEX

The base salary (Step 0) on the Index attached shall be as follows:

July 1, 2021 through June 30, 2022 (2.75%) $39,404 July 1, 2022 through June 30, 2023 (2.75%) $40,488 July 1, 2023 through June 30, 2024 (2.00%) $41,298

B.	PAYROLL PRACTICES

1.	Pay Plan

Twelve equal installments, September through August. Payments will be made on the 22nd of each month.

2.	Practices

a.	Deductions for any authorized deductions (other than payroll deductions for professional associations, United Way, and political contributions) will be calculated and deducted in equal installments.

b.	All payroll deductions shall be transmitted to the receiving agency or institution within fifteen (15) days of pay day.

c.	Direct Deposit - Each bargaining unit member will be paid by electronic transfer to a financial institution participating in the automaticclearinghouse system. A check/stub shall be sent electronically or otherwise for each pay.

3.	Credit for Experience (new employees)

a.	Credit shall be given for military service in accordance with the Ohio Revised Code.

b.	Full credit shall be given for all years of teaching experience in an Ohio public school or in a state chartered school up to, but not to exceed, ten (10) years.

4.	Column Placement: BS: 150 hr.; MA.; MA+30

5.	Hourly Rate

a.	Tutors shall be placed on the salary schedule, Step 0, based on their training and experience. An hourly rate shall be based on this step, pro-rated on the workday.

b.	Tutors shall be paid for all scheduled hours, regardless of student attendance.

C.	DUTY-FREE LUNCH PERIOD

Full time bargaining unit members (on duty for more than three and one-half (3½) hours a day) shall receive a minimum of a thirty (30) minute uninterrupted, duty-free lunch period each working day. Bargaining unit members shall not be required to take assignments during their lunch period nor during their scheduled conference and planning periods.

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D.	SCHOOL IMPROVEMENT ACTIVITIES

Bargaining unit members (on duty for more than three and one-half (3½) hours a day) asked to participate in school committees outside of the regular school day are under no contractual obligation to participate. The Association encourages all members of the bargaining unit to participate in a reasonable number of school improvement activities. The lack of interest or involvement by Association members in improvement activities shall not have an adverse effect on the Association members. These meetings are provided to allow bargaining unit members to voluntarily contribute to the overall decision-making process of the district.

Bargaining unit members who elect to participate shall be paid an hourly rate of $21.59
for working on a project brought to this district from an outside organization for which the staff member must contribute his/her own time and efforts outside the normal contracted work day.

Effective July 1, 2007, bargaining unit members who participate in activities that require them to stay overnight while providing supervision of students will be paid a flat fee of ninety dollars ($90) per night, not to exceed ten (10) staff members.

E.	COURSE WORK COMPLETION

Bargaining unit members will be granted a semi-annual adjustment in salary if they have completed course work formonetary advancement on the currentsalary schedule. Evidence of this advancement must be given to the Superintendent's office on or before the 10th day of September or on or before the 10th day of January each year.

F.	SUBSTITUTE TEACHING COMPENSATION FOR BARGAINING UNIT MEMBERS

Effective July 1, 2007, bargaining unit members who substitute during their scheduled conference/planning time shall be paid at the rate of eighteen dollars ($18) per occurrence inclusive of elementary staff when they must cover their own students when special teachers (i.e. physical education, music, art, and librarians) are absent. Special teachers shall not be used as substitutes in regular classrooms, except in extreme emergencies.

The building administrator shall approve in advance all substitutes being used during individual scheduled conference time. It is required that all time used by an individual for substitute purposes be turned in to the building principal by the 12th day of each month to be included on the individual's payroll check on the 22nd of that month.

G.	For the life of the contract the extra curricular salary schedule shall be figured on the base salary of the teacher’s salary schedule.

Extra Duty Salary Schedule – Sub Section III and IV

EXTRA DUTY SALARY SCHEDULE STEPS

I.	H.S. Athletic Director H.S. Head Football
H.S. Head Boys' Basketball H.S. Head Girls Basketball H.S. Head Wrestling
M.S. Athletic Director

II.	H.S. Assist. Football (3)* H.S. Assist. Boys' Basketball H.S. Assist. Girls' Basketball H.S. Assist. Wrestling (2) H.S./M.S. Instrumental Music
Physical Fitness (split four ways)

1	2

.145 .155

.10	.11

3	4	5	6

.165 .175 .185 .195

.12	.13	.14	.15

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EXTRA DUTY SALARY SCHEDULE STEPS

III.	Freshman Head Football

1	2	3	4	5	6

.08	.09	.10	.11	.12	.13

Freshman Head Basketball H.S. Co-Ed Track
H.S. Head Girls' Volleyball H.S. Head Boys' Baseball H.S. Head Girls' Softball H.S. Co-Ed Tennis H.S./M.S. Vocal Music H.S. Head Co-Ed Golf H.S. Head Girls’ Soccer (1)
H.S. Head Boys’ Soccer (1)

IV.     H.S. Flag Corps Director M.S. Head Football (8th)
M.S. Head Boys' Basketball (8th) M.S. Head Softball Coach
M.S. Head Soccer (1)
H.S. Cheerleader Advisor (Football) H.S. Cheerleader Advisor (Basketball) H.S. Yearbook Publication
M.S. Head Volleyball (8th)
M.S. Head Girls' Basketball (8th) M.S. Head Co-Ed Baseball
M.S. Head Co-Ed Track M.S. Head Boys' Wrestling H.S. Assist. Volleyball H.S. Assist. Soccer (2)
Freshman Assist. Boys' Football

V.	H.S. Assist. Boys/Girls Track (one as needed) E.S. Safety Patrol (2)
H.S. Assist. Boys' Baseball H.S. Assist. Tennis
H.S. Newspaper
H.S. Assist. Softball (1) M.S. Assist. Softball
M.S. Assist. Boys' Basketball (7th) M.S. Assist. Girls' Volleyball (7th) M.S. Assistant Co-Ed Track
H.S. Drama Advisor
M.S. Assist. Girls' Basketball H.S. Freshman Volleyball M.S. Asst. Wrestling
M.S. Asst. Baseball H.S. Musical
M.S. Cheerleading Advisor (Football) M.S. Cheerleading Advisor (Basketball) M.S. Assistant Football (2)
Freshman Cheerleading Advisor (Football) Freshman Cheerleading Advisor (Basketball) * represents the # of contracts issued

VI.	E.S. Yearbook Advisor H.S. Yearbook Accountant

.06	.07	.08	.09	.10	.11

.04	.05	.06	.07	.08	.09

.02	.03	.04	.05	.06	.07

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EXTRA DUTY SALARY SCHEDULE STEPS	1	2	3	4	5	6

H.S. Student Council Advisor M.S. Yearbook Advisor
M.S. Newspaper Advisor H.S. Class Advisor
- Freshman
- Sophomore - Junior
- Senior
H.S. National Honor Society Advisor H.S. National Honor Society Advisor H.S. Quick Recall (1)
Spanish Club (1) Varsity J (1) H.S. Envirothon H.S. Mock Trial
Elementary Technology Facilitator Elementary Yearbook

VII. Elementary Musicals (1 Fall/1 Spring)	.03 of Yearly Base

Two - 5th Grade Spelling Contest Advisor Two - 5th Grade Math Contest Advisor Two - M.S. Math Contest Advisor
Two - M.S. Spelling Contest Advisor M.S. Student Council Advisor
Art Show Advisor (3)

Bargaining unit members maysign up by August of a school year to be in the pool of persons who may qualify for Event Site Managers on an as-needed basis.

GENERAL PROVISIONS

1.           Those activities which are performed during the school day are not to be considered for compensation. ESP people should be working seven (7) hour and twenty (20) minute days.

2.	Each year in a given activity will be accepted as one (1) year of experience in that activity for placement on the salary schedule.

3.	If transferring in, or if reinstated in the same activity, each year's experience as head coach, director, or activity advisor will be accepted as one (1) year of experience in that activity for placement on the salary schedule.

4.	When moving from assistant to head positions, each two (2) years of experience as an assistant in a given activity will be accepted as one (1) year of experience in that activity for placement on the coaches' scale. Partial years will be dropped.

5.	Activities that are additions to the present salary schedule will be determined by the Administration and approved by the Board of Education.

6.	When there is an adjustment in the time factor allocated for an activity or an increase or decrease in the responsibility (load): The activity will be re-evaluated and placed in the appropriate category as deemed necessary by the Superintendent.

7.	Coaches and activity directors cannot draw two (2) salaries in the same activity at the same time.

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8.	Any activity supervisor in a changed category which would result in a cut in percent of pay shall remain frozen in that category for salary purposes until he/she leaves that position.

9.	 A formal application must be developed and used for filling all extra-curricular activity positions.

10.	The Board of Education reserves the right not to fill a position.

11.	Bargaining unit members shall be placed on this supplemental salary schedule based on their experience whether it is consecutive or nonconsecutive experience, in that activity.

For the duration of this contract, to be placed on an advanced step of the Extra Duty Salary Schedule, bargaining unit members currently under a supplemental contract must provide documentation of their prior related experience to the superintendent or his designee.

12.	The Board shall comply with ORC 3313.53 when hiring individuals to supervise pupil-activity programs.

H.	EXTENDED SERVICE

The extended service figure will be based on the bargaining unit member's daily salary rate multiplied by the number of days the person is on extended service.

Example: If a bargaining unit member has twenty (20) days extended service, this would equal a month's salary.

I.	SEVERANCE PAY

1.	Definition of "Retirement"

Retirement is defined herein as a person's meeting the qualification as set forth through the State Teacher's Retirement System (STRS) and/or School Employee's Retirement System (SERS) at the time a person severs employment with the Jefferson Local Schools.

Bargaining unit employees who have zero years through nine (9) consecutive years of service will receive twenty-five percent (25%) of the employee’s accumulated sick leave at the time of his/her retirement. Employees who have ten (10) through nineteen (19) years of service shall qualify for thirty percent (30%) of their accumulated current sick leave upon retirement. Employees with twenty (20) or more years of service will receive thirty-five percent (35%) of earned sick leave upon retirement from the Jefferson Local School system. All percentages will be calculated on a maximum number of accrued sick leave days allowed by the contract.

Those employees retiring must submit a written application for severance pay to the Treasurer’s office within ninety (90) days after the issuance of the employee’s last check

2.	Severance Benefits Extended

Severance Benefits may be available through January of the following year after separation.

3.	Statement of Clarification

For clarification purposes, please refer to Ohio Revised Code, Section 124.38 as stated below:

"The previously accumulated sick leave of an employee who has been separated from the public service shall be placed to his/her credit upon his/her re-employment in the public

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service, provided that such re-employment takes place within ten (10) years of the date on which the employee was last terminated from public service."

4.	In the event of a bargaining unit member's demise while under contract with the district, he/she shall have the rights of survivorship for his/her designated beneficiary(ies), to be paid within sixty (60) days of the bargaining unit member's demise. The rate of pay shall be a flat rate of ten percent (10%) of their accumulated sick leave.

J.	PAYMENT FOR COLLEGE/UNIVERSITY EXPENSES

The Board of Education shall pay a preset amount (see chart below) for college/university credit hours provided the course work is within the bargaining unit member’s area of certification or in the field of education, up to a preset maximum (see chart below) for the bargaining unit. The total hours allotted for the year will be divided equally among each quarter: Fall, Winter, Spring and Summer. The Superintendent or Treasurer will provide the WJEA president with a breakdown on a quarterly basis of how much was applied for, how much was approved and the dollar amount remaining in each account. Hours not utilized in fall, winter, and spring will accumulate and will be applied to the number of hours allotted for summer studies. Each bargaining unit member is limited to six (6) courses per year. The Superintendent may, at his/her discretion, authorize additional hours for a bargaining unit member(s). CEU’s other than those granted at a convention or conference which is Board-paid will be reimbursed at one hundred percent (100%).

A written response shall be forwarded to bargaining unit members within fourteen (14) days of the receipt of the request, indicating approval or disapproval of course work.

Bargaining unit members shall receive their reimbursement check within thirty (30) days following the submission of transcript or grade sheet and proof of payment to the Treasurer of the Board.

Reimbursement Schedule

$ per quarter hour $150

Max quarter hours 250

$ per semester hour $200

Max semester hours 300

K.	FRINGE BENEFITS

In-Network Deductibles and Annual Out-of-Pocket Maximums shall be $250 single/$500 family and $800 single/$1400 family, respectively, and Non-Network Deductibles and Annual Out-of-Pocket Maximums become $400 single/$800 family and $1,100 single/$1,600 family, respectively.

Single, In Network Single, Out of Network Family, In Network Family, Out of Network

Annual Deductible

$250 $400 $500 $800

Annual Out-of-Pocket Maximum (Including the Deductible) $1,050
$1,500 $1,900 $2,400

The fringe benefit package for bargaining unit members shall include the following:

Cafeteria style will not be offered, the option will be to take all of the benefits or none of the benefits

If covered employee and his/her spouse are both bargaining unit members, the additional premium beyond the family rate will be waived.

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Medical – Bargaining unit members who elect to participate in the plan shall pay the following monthly premiums:

Single Plan: $100 Family Plan $210

Effective January 1, 2023, bargaining unit members who elect to participate in the plan shall pay the following monthly premiums:

Single Plan Family Plan

Single Plan Family Plan

Medical
$115 $245

Prescription
$25 $50

Effective January 1, 2024, bargaining unit members who elect to participate in the plan shall pay the following monthly premiums:

Single Plan Family Plan

Single Plan Family Plan

Medical
$130 $280

Prescription
$30 $60

*(Family unit includes two (2) + sixteen dollars ($16) for each additional member)

Co-Insurance Percentage

Network                          85% Non-Network                  70%

Annual Out-of-Pocket Expenses

Family, In Network
	$1,400
	
Single, In Network
	$800
	
Family, Out of Network
	$1,600
	
Single, Out of Network
	$1,100

Child Wellness Program of $1000 per plan year through the age of 13, which takes effect November 1, 2010.

Board 4 Best Practices by the School Employees Health Care Board:

Routine physical examinations (employee and spouse age 50 and up only): The plan will pay 100% benefit percentage (network or non-network) for one exam per calendar year not to exceed a maximum payable of $300 (includes examination, facility, x-ray and laboratory tests, blood work, colonoscopies, sigmoidoscopies); additional eligible expenses above the $300 routine physical examination maximum are covered subject to the network or non-network comprehensive major medical expense coverage calendar year deductible amount, benefit percentage and out-of-pocket maximum.

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Bone density test (employee or spouse age 50 and up only): The plan will pay a 100% benefit percentage (network or non-network) for one exam per calendar year not to exceed a maximum payable of $300 (includes examination, x-ray and laboratory tests); additional eligible expenses, above the $300 routine physical examination maximum, are covered subject to the network or non-network comprehensive major medical expense coverage calendar year deductible amount, benefit percentage and out-of-pocket maximum.

Prescription Drugs

Family
	$40
	
Single
	$20

Lifetime maximum coverage = $2,500,000.

Pharmacy Network

100% after $40.00 100% after $25.00 100% after $10.00

co pay/non-formulary co-pay/formulary
co-pay/generic

Mail Order

100% after $60.00 100% after $37.50 100% after $15.00

co pay/non-formulary co-pay/formulary
co-pay/generic

Dental

Family
	$20
	
Single
	$10

Routine visits twice (two (2) times) per calendar year and coverage capped at one thousand five hundred dollars ($1,500)/plan year per participant, effective November 1, 2010. Fifteen hundred dollars ($1,500) per plan year for orthodontia per participant.

Vision
Payment of Premiums
Family                $0.00 Single                $0.00

Fully paid by Employer Fully paid by Employer

a.	Covered employees shall have no deductible for exams.
b.	Lenses and frames benefit maximum up to two hundred dollars ($200) allowance per person once per calendar year.
c.	Full coverage for necessary contact lenses
d.	 One hundred and eighty dollars ($180) cosmetic contact lens allowance per person once per calendar year.
e.	Fifty dollars ($50) for contact lens fitting fees per person once per calendar year.

Life Insurance

Each bargaining unit member shall have fifty thousand dollars ($50,000) of term life coverage.

The Board and the WJEA agree to form a joint/ongoing insurance committee.

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L.	STATE TEACHERS RETIREMENT SYSTEM (STRS)

1.	The Board shall make available to certificated staff members the STRS pick-up.

2.	 The pick-up will be of no cost to the Board and is solely for the purpose of reducing current tax for certificated staff members and will remain in effect as long as Internal Revenue Ruling 81-36 remains substantially unchanged.

3.	Certificated staff members are individually responsible forreviewing the relationship between the pick-up and their other tax deferred arrangements, if any.

M.	REEMPLOYMENT OF RETIRED TEACHERS

1.	Previously Retired Teachers (PRTs) shall be awarded one-year contracts of employment that shall automatically expire at the end of each school year without requirement for any performance evaluation and without any notice of non-renewal.
2.	PRTs may be re-employed from year to year, with Board approval, but shall not be eligible for continuing contract status. If rehired for the following year, the teacher shall move to the next longevity step on the salary schedule column.
3.	PRTs shall not be eligible to participate in the contractual retirement incentive program, if any, or for severance pay upon separation from employment.
4.	 Prior employment in theDistrict is noguarantee of post-retirement employment or a particular assignment, if hired.
5.	A teacher retired under STRS (reemployed teacher) may be reemployed under the following conditions:

The reemployed teacher will start with salary schedule placement not to exceed ten (10) years and education credit of up to a Master’s Degree plus 30. The reemployed teacher will be advanced one (1) year on the salary schedule for each year of reemployment service in the District.

Designation of health care coverage for reemployed teachers will be governed by the STRS rules in effect at the time of the reemployment and is subject to change if the STRS rules change during the period of reemployment.

Reemployed teachers may commence their reemployment with up to fifteen (15)days ofaccumulated sick leave if said days are carried forward from their prior employer.

Subject to these provisions, reemployed teachers are part of the bargaining unit.

N.	PART-TIME EMPLOYEES

The Board of Education may employ bargaining unit members on a part-time basis. The part-time employee shall be placed on the salary schedule based on training and experience. An hourly rate shall be based on this step, pro-rated based on contract hours worked.

The percentage of the premium paid by the Board for any of the following benefits:

Health Insurance Dental Insurance
Prescription Drug Insurance Vision Insurance
Life Insurance

Shall be based on the following pro-rated benefit schedule:

Work

80% of contract hours worked
61-79% of contract hours worked

% of Premium Board Paid

100% 75%

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26-60% of contract hours worked                                         50% 0-25% of contract hours worked                                           25%

O.	NATIONAL BOARD CERTIFIED

The Board shall pay a stipend of two thousand dollars ($2,000) per year to any bargaining unit member who acquires National Board Certification. Proper certification by the Ohio Department of Education and a completed, signed stipend form must be presented to the treasurer’s office on or before the tenth (10th) day of September or on or before the tenth (10th) day of January each year. The Treasurer shall have the authority to waive these dates for unforeseen circumstances not the fault of the bargaining unit member. Payment to the teacher shall be by the next payroll date after receipt of the form by the Treasurer.

P.	BACKGROUND CHECKS

The Board will pay the cost for state and federal background checks required by the Ohio Revised Code for all employees who are under contract and go to the Madison County Sheriff’s Department, but excludes yearly new employees. Such payment will be made directly to the Bureau of Criminal Identification and Investigation once the unit member completes the background check.

ARTICLE VIII

LEAVES OF ABSENCE

A.	SICK LEAVE

1.	Entitlement to Sick Leave

Each bargaining unit member shall be granted one and one-half (1 1/2) days sick leave for each complete month of employment Sick leave shall accumulate during active employment on a continuous year-to-year basis. Maximum sick leave accumulation shall be two hundred sixty-five (265) days for the duration of the contract.

An employee new to the school system may transfer accumulated sick leave from a previous position. It will be the bargaining unit member's responsibility to see the transfer is made.

Bargaining unit members who render part-time, seasonal, intermittent, per diem or hourly service shall be entitled to sick leave based on the time actually worked on the same basis as that granted to full-time employees.

2.	Use of Sick Leave

Bargaining unit members may use sick leave for absence due to personal illness, maternity reasons, injury, exposure to contagious disease which could be communicated to students or other employees, and illnesses, injury, or death in the bargaining unit member's immediate family.

When legal holidays, or other days not in session approved by the Board of Education, are included in the period of absence due to illness, such days shall not be charged against the accumulated sick leave. In emergency situations, the bargaining unit member shaft call in his/her absence. Upon return to work, the bargaining unit member shall submit the required documentation to their supervisor.

3.	Definition of Immediate Family

For purposes of this Agreement, immediate family shall include husband, wife, father, mother, brother, sister, son, daughter, grandparents, grandchildren, and spouse's

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parents. Also included are other relatives or dependents not listed above who make their home with the bargaining unit member. Sick leave may also be used for absences due to bereavement of a member's immediate family, and their aunt, uncle, niece, nephew, spouse's siblings and spouse's grandparents.

4.	Donation Days

A bargaining unit member who expects to exhaust all of his/her accumulated sick leave and expects that additional days are still needed may request through the Association that additional days be transferred from other bargaining unit member's accumulated sick leave. The individual bargaining unit members shall authorize, in writing to the Treasurer of the Board, the number of days to be deducted from their account and who will be receiving the transferred days.

5.	Illness Leave

A bargaining unit member may request a leave of absence without pay for a period of time up to one (1) school year due to physical inability to perform required duties.

Such request for leave shall be submitted in writing accompanied by a doctor's statement relative to the condition. Such leave may be approved by the Board of Education for any period up to one (1) school year.

The leave of absence for medical reasons shall not prejudice the bargaining unit member's position on the salary schedule, seniority or sick leave provided the bargaining unit member returns to the same or similar position. Sick leave shall not accumulate during the period of leave.

6.	Quarantine

Full salary will be paid for absence due to the quarantine of bargaining unit member's residence provided that the bargaining unit member has accumulated sick leave credit. Such days shall be deducted from the accumulated sick leave credited to the bargaining unit member.

7.	Notification of Absence

An employee who is absent or expects to be absent from duty shall notify the responsible principal as early as possible, and such notification shall be given in advance unless conditions beyond the control of the employee make such notification impossible.

Employees are required to furnish a statement in the manner prescribed by the Board to justify the use of sick leave within three (3) workdays of using sick leave. If medical attention is required, the employee's statement shall list the name and address of the attending physician and the dates when he/she was consulted. Failure to report within three (3) workdays will result in a dock day. Use of sick leave beyond six (6) consecutive workdays will require a medical certificate from a physician that specifies when the illness began and when the employee may return to duty.

8.	Cumulative Sick Leave

Bargaining unit members shall be compensated for unused sick leave under either of the two (2) plans listed below:

1. Plan One

A bargaining unit member may elect to maintain his/her current sick leave.

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2. Plan Two

A bargaining unit member who has accumulated two hundred sixty-five (265) days or more of unused sick leave in the current year and has used no more than five (5) days in the current school year will be paid for the current year's accrued and unused sick leave.

a.	Unused sick leave days accumulated between July 1st and June 30th will be reported in the paycheck and will be paid in the July check of that year.

b.	Not later than the July payroll, the Treasurer shall remit to each bargaining unit member a sick leave check equal to unused sick leave days for the year times twenty-five percent (25%) of his/her regular daily pay.

c.	All days purchased by the Board shall be removed from the individual total sick leave accumulation.

d.	If a bargaining unit member leaves mid-year, the member, the member will be eligible for accrued unused sick leave on a pro-rated basis rounded to the nearest whole, half or quarter day(s).

This section shall supersede Section 3319.141 of the Ohio Revised Code.

B.	PERSONAL LEAVE

1.	Allotment of Personal Leave

Each employee shall be granted three (3) days of non accumulative personal leave per school year upon submitting the request to the appropriate administrator.

2.	Request for Personal Leave

Employees must submit a request to the appropriate administrator at least three (3) school days prior to the day of the requested leave on the personal leave form provided by the Board. In the case of emergency, an employee shall verbally notify the appropriate administrator of the need for personal leave and submit the form on the day of his/her return. During the month of May, employees must submit requests to the appropriate administrator at least ten (10) school days prior to the day of requested leave on the personal leave form provided by the Board.

Personal leave may be used in one half (1/2) or full day increments.

3.	Restrictions on the Use of Personal Leave

a.	Employees may not use more than three (3) days of personal leave in a row.

b.	Employees may not use personal leave on the day immediately before or after a legal holiday.

c.	Employees may not use personal leave during the first or last week of the school year, unless there are extraordinary circumstances as approved by the Superintendent.

d.	No more than ten percent (10%) of the bargaining unit members may be absent from any building on personal leave at any one time.

e.	Employees may not use personal leave on professional development days. 30

4.	Unused Personal Leave

Employees who do not use their full allotment of personal leave may:

a) Elect to be paid at the rate of eighty-five dollars ($85.00) for any unused personal leave days issued yearly. Pursuant to Ohio Revised Code, payment for accrued but unused personal leave is excluded from STRS retirement contributions. The Board shall pay Employees for unused personal leave days no later than July 30. or

b) Roll over up to two (2) unused personal leave days, with the further understanding that (A) in no school year can the member have more than a total of five (5) accrued days, and (B) in no school year can more than three (3) personal days be used consecutively. or

c) Convert unused personal days to sick leave, to be added to the employee’s accumulated sick leave the following school year. Sick leave accumulation shall not exceed two hundred sixty-five (265) days for the duration of the contract.

Employees have until the last student day of the school year to inform the treasurer’s office of their intention for unused personal leave. The treasurer’s office shall furnish the employees the form for electing their preference. Unused personal leave will automatically convert to sick leave if the form is not returned by the last student day of the school year.

C.	ATTENDANCE IN COURT

Absence in Response to Subpoena or Jury Summons:

1.	A professional staff member who is summoned for jury duty and/or subpoenaed to appear in court during normal teaching hours will be granted a leave of absence from normal teaching duties to permit compliance, provided the professional staff member meets the following:

a.	Notifies the superintendent within two (2) days after receipt of the jury summons or subpoena; and

b.	Court leave does not include bargaining unit members initiating or pursuing action against the Board of Education, its employees or agents.

D.	The Family Medical Leave Act of 1993 shall govern bargaining unit members, provided that the benefits of the law supplant and do not detract from the collective bargaining agreement.

FMLA entitles eligible employees to take up to twelve (12) weeks of unpaid, job-protected leave in a twelve (12) month period for specified family and medical reasons. The law contains provisions on employer coverage; employee eligibility for the law’s benefits, entitlement to leave, maintenance of health benefits during leave, and job restoration after leave.

Based on FMLA law currently in effect, Jefferson Local Schools will grant eligible employees up to twelve (12) weeks of leave during the twelve (12) month period beginning July 1st and ending June 30th. Spouses are jointly entitled to a combined total of twelve (12) workweeks of family leave.

Unless specifically addressed elsewhere in the collective bargaining unit agreement, absences, if qualifying, will be covered under the following FMLA provisions.

Any absence of three (3) or more consecutive days will be applied to the annual twelve (12) week family medical leave, providing the absence isFMLA qualifying. To qualify, the leave must be for one of the following reasons:

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The birth and care of the newborn child of the employee:
For placement with the employee of a son or daughter for adoption or foster care; To care for an immediate family member with a serious health condition; or
To take medical leave when the employee is unable to work because of a serious health condition.

To be eligible for FMLA benefits, an employee must (1)work fora covered employer; (2) have worked for the employer for a total of twelve (12) months; and (3) have worked at least one thousand two hundred fifty (1,250) hours over the previous twelve (12) months.

Employees must use applicable accrued paid leave to cover qualifying FMLA leave. Jefferson Local Schools shall have the right and responsibility for designating if an employee’s use of paid leave counts as FMLA based on information from the employee. Employees must submit documentation to support FMLA qualifying absences.

E.	CHILD CARE LEAVE

1.	Sick Leave for Maternity Purposes

Option 1 – Bargaining unit members shall have the option of requesting a maternity leave under FMLA. The bargaining unit member shall receive twelve (12) weeks paid leave, if bargaining unit member has the proper amount of sick leave to cover the twelve (12) weeks.

A bargaining unit member may elect to receive the remainder of a semester in a non-paid status. If insurance is carried through the school district, the full premium will be paid by the employee during the non-paid status.

Option 2 – A bargaining unit member may request a leave of absence for maternity purposes and shall be granted a paid leave for the remainder of the semester if the bargaining unit member has a proper amount of sick leave to cover the semester.

A bargaining unit member may elect to receive a 2nd semester in a non-paid status.

2.	Interim Maternity Leave

Any bargaining unit member whose accumulated sick leave days are insufficient to cover the period of leave set forth in this Article (12 weeks of paid) may use accumulated sick leave and following the exhaustion of accumulated unused sick leave, shall be granted an interim maternity leave without pay for the remainder of the 12 weeks allowed by FMLA, following termination of pregnancy. If such a member is unable to resume her duties because of complications or disabilities arising out of such pregnancy, said member shall be placed on maternity leave in accordance with the provisions of paragraph C. 1. of this Article.

3.	Adoption

A unit member adopting a child will be entitled, upon request, to use his/her accumulated sick leave up to four (4) weeks in connection with adoption of a child six (6) years of age or younger. Thereafter, the unit member will be entitled to a leave without pay to commence at any time during the first year after receiving de facto custody of said infant child, or prior to receiving such custody if necessary in order to fulfill the requirements for adoption.

The unit member shall provide written notice to the Superintendent of his/her intent to adopt at the time of application with the adoption agency. A request for adoption leave shall be filed with the local Superintendent at the earliest possible data prior to the effective date of said leave. The request shall state the beginning and the ending date of such leave. Adoption leave shall not continue longer than one (1) full semester beyond the semester during which the leave began.

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F.	ABSENCE FOR MILITARY SERVICE

An employee who leaves his/her position to serve in the armed services of the United States, as defined by law, shall be considered to be on special leave of absence and he/she shall be entitled to return to the service of the Jefferson Local Schools under terms of pertinent status, except that said employee must return to service with the school before one (1) year or such other period as established by law has elapsed from date of discharge. Upon such return, the employee shall be returned to service in the school without loss of professional or financial status.

G.	ASSAULT LEAVE

In case of an assault on a bargaining unit member, arising out of and in the course of the bargaining unit member's employment, including co-curricular activities, which results in the bargaining unit member's being disabled from performing his/her duties as determined by the bargaining unit member's physician, psychologist, psychiatrist, therapist, or other diagnostic agent licensed by the State, the Board shall grant, without charge to sick leave, up to a maximum of ten (10) days of absence. Additional days may be granted if the situation warrants as determined by the Superintendent. The board may require a second opinion examination and certificate from a physician, psychologist, psychiatrist, therapist, or other diagnostic agent licensed by the State, mutually agreed upon by the member and the Board, and paid by the Board, indicating that the bargaining unit member is disabled from performance of duties and the nature and duration of such disability.

Bargaining unit members applying for assault leave shall be required to submit an application for Worker's Compensation. Should Worker's Compensation be approved and the bargaining unit member is reimbursed for salary on days absent while on assault leave and sick leave, said reimbursement shall be assigned to the Treasurer of the Board.

H.	SABBATICAL LEAVE

1.	Sabbatical leave will be made available to bargaining unit members in the following criteria:

a.	 The bargaining unit member must have taught in the Jefferson Local School District for a period of five (5) consecutive years before being eligible to apply for sabbatical leave.

b.	The leave is subject to approval by the Board.

c.	A pre-arranged plan must be made and presented to the administration for consideration on or before May 15th. At the conclusion of said leave, the bargaining unit member must provide evidence that the plan was followed.

2.	Subject to the provisions of Section 1 above, sabbatical leave shall be granted for the following reasons:

a.	 Professional Growth - Professional growth shall be defined as follows: A bargaining unit member having a Bachelor's degree in his/her current teaching area may enroll full-time as an undergraduate student or graduate student at an accredited college or university. Exception - no person shall be approved for professional growth who does not hold basic certification in their basic teaching area. An example would be a bargaining unit member not having a degree and/or who is teaching on a temporary, shallnot be granted leave to gain credittowards a standard orprovisional certificate.

b.	 Research - Research involvement in foundation projects or other recognized research.

c.	Personal Research - This includes material for book, thesis or dissertation. 33

d.	Exchange Teaching Program - This is defined as a recognized teacher training program between two (2) schools, one being the local school and the other being an overseas school.

e.	 Travel - The type of travel that would benefit the bargaining unit member in his/her subject area taught, general professional growth and cultural growth.

f.	Or for other reasons deemed to have value for the school system as determined by the Board of Education.

3.	If previous and acceptable arrangements have been made as described under dependent on 1-c, a teacher may then return from sabbatical leave and be reinstated in the same capacity he/she had when he/she requested the leave or an equivalent position. The bargaining unit member shall also be reinstated on the same salary and benefit schedule according to years of experience and training.

4.	After five (5) years in the Jefferson Local Schools, a qualified bargaining unit member may request a sabbatical leave any year. Once the leave has been granted, a bargaining unit member may apply again for a similar leave after five (5) years in the Jefferson Local School District.

5.	A sabbatical leave shall not exceed one (1) year in duration.

6.	A bargaining unit member on sabbatical leave shall be carried as employed by the Jefferson Local Schools and entitled to one-half (1/2) of the base B.S. on the five (5) year step and full payment of all benefits regularly offered certificated employees.

7.	Following such an approved leave, the bargaining unit member shall be required to return to service in the district for a period of at least one (1) school year. Failure to return shall cause the bargaining unit member to be liable to the Board for reimbursement of all partial salary payments made under this provision.

I.	PHYSICAL EXAMINATION ON REQUEST FOR A RETURN FROM LEAVE OF ABSENCE

In case a leave of absence has been for personal illness, the employee shall be required to have such health examinations as may be necessary to determine mental and physical capabilities to perform the duties required by the position. The certification of fitness may be made by the family physician. However, the Board of Education reserves the right to appoint the physician to perform a mental examination at Board expense.

J.	RETURN FROM LEAVE OF ABSENCE

Return from leave of absence prior to the stipulated expiration date thereof may be allowed by the Superintendent, subject to the limitation of these rules and regulations, whenever the need for such leave no longer exists and when a suitable vacancy is available, provided, that approval by the Board of Education shall be required for such termination of leave of absence. A bargaining unit member on leave of absence which expires during the school year may be returned to service at the expiration date if a suitable vacancy isavailable. If such a vacancyis not available, an appointmentwill be made as soon as possible thereafter.

K.	PROFESSIONAL LEAVE

Professional leave for one (1) conferences/convention shall be granted per contractual year with pay upon written notification to the Superintendent by the individual staff member. A second day of professional leave shall be granted per contractual year with pay provided the conference/convention meets those objectives of the district or building Continuous Improvement Plan as approved by the Superintendent. The following provisions shall govern the use of professional leave.

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1.	The use of the professional leave day(s) mentioned above shall be limited to:

a.	Professional workshops, seminars, and/or conventions relating to area of teaching. One (1) of these days may be related to extra duty assignments.

b.	Visitation to other school districts.

c.	Notification should be submitted in writing, on the approved form, to the individual's building principal ten (10) calendar days prior to use of professional leave.

d.	 When there is more than one (1) application for attendance at any particular conference, seminar, workshop, assembly, or other professional improvement session, consideration shall be given to district-wide representation in approving or disapproving application.

e.	Travel expenses within the state are limited to mileage rates as established by the Board of Education for use of staff member's personal auto.

f.	Registration fees for each bargaining unit member shall be paid by the Board. The amount of funds shall be fifteen thousand dollars ($15,000) per year for the life of the contract.

2.	If attendance at a convention, seminar, orworkshop is requested by the administration,these shall not count against the professional leave days outlined above.

L.	ASSOCIATION LEAVE

The Association President and/or his/her designee(s) shall be granted five (5) days Association leave per year.

M.	RELIGIOUS LEAVE

An employee may be absent on a day identified through established tradition and doctrine by a duly constituted religious body as a religious holiday, provided the religious body has recommended that in order to properly observe such day normal work should not be performed, and provided the Employee is an active member of the religious body. Requests for such absences shall be made to the Superintendent at least three (3) working daysprior to the holiday. Such absence shallnot exceed two (2) days during the school year, and shall be charged against the member’s sick leave accumulation.

ARTICLE IX

WORKING CONDITIONS AND EMPLOYMENT PRACTICES

A.	EVALUATION PROGRAM

The Board and Association recognize that the Board must adopt OTES 2.0., effective with the 2021-2022 school year. As such, the parties agree to form an OTES 2.0 Evaluation Committee to develop and provide input to conform the evaluation language in the collective bargaining agreement to the new framework. The committee shall include up to three (3) administrators designated by the Superintendent and up to three (3) teachers designated by the Association, one (1) of whom must teach at the elementary school, one (1) of whom must teach at the middle school and one (1) of whom must teach at the high school. Participation on the OTES 2.0 Evaluation Committee is voluntary.

The Board and Association agree to open Article IX(A), Evaluation Program, on March 1, 2022, for the purpose of negotiating language pertaining to the Ohio Teacher Evaluation System 2.0

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(OTES 2.0). By mutual agreement, timelines may be modified to accommodate the negotiations process.

To the extent permitted by law, for those teachers rated accomplished or skilled during the 2019-20/2020-21 school year who are on a limited or extended limited contract pursuant to ORC 3319.11 and who are under consideration for renewal during the 2021-2022 school year, the Board designates the principal to elect whether to complete a performance evaluation for such teachers during the 2021-22 school year. For those teachers rated accomplished or skilled during the 2021-22 school year who are on a limited or extended limited contract pursuant to ORC 3319.11 and who are under consideration for renewal during the 2022-23 school year, the Board designates the principal to elect whether to complete a performance evaluation for such teachers during the 2022-23. For those teachers rated accomplished or skilled during the 2022-23 school year who are on a limited or extended limited contract pursuant to ORC 3319.11 and who are under consideration for renewal during the 2023-24 school year, the Board designates the principal to elect whether to complete a performance evaluation for such teachers during the 2023-24. This paragraph expires at the end of the 2023-24 school year.

1.	Definition of “Teacher”

This policy applies to District employees who meet one of the following categories and is not a substitute:

1. A teacher working under a license issued under Ohio Revised Code (ORC) Sections 3319.22, 3319.26, 3319.222 or 3319.226 who spends at least 50% of his/her time providing content-related student instruction; or
2. A teacher working under a permanent certificate issued under ORC 3319.222 as existed prior to September 2003 who spends at least 50% of his/her time providing content-related student instruction; or
3. A teacher working under a permanent certificate issued under ORC 3319.222 as it existed prior to September 2006 who spends at least 50% of his/her time
providing content-related student instruction; or

4. A teacher working under a permit issued under ORC 3319.301 who spends at least 50% of his/her time providing content-related student instruction.

Separate evaluation procedures shall apply to other bargaining unit members who are not within the above definition. These other bargaining unit members include nurses, school counselors and library media specialists.

2.	Assigning an Effectiveness Rating

Each evaluation will result in an effectiveness rating of "Accomplished,""Skilled," "Developing," or "Ineffective." A teacher's overall effectiveness rating is based on the following two categories: 1) Teacher Performance; and 2) Student Growth Measures. Fifty percent (50%) of the evaluation will be attributed to Teacher Performance and fifty-percent (50%) will be attributed to multiple Student Growth Measures or such lower percentage as allowed by law. See Appendix D.

Teacher Performance and Student Growth Measures ratings shall be combined to reach the summative teacher effectiveness rating. The Evaluation Matrix is attached hereto as Evaluation Appendix 1 and incorporated herein.

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Student Growth Categories include: Above Expected Growth = 90% Expected Growth = 60-89%
Below Expected Growth = 0-59%

= 5
= 4, 3, or 2 = 1

The Board shall annually submit to the Ohio Department of Education (ODE), in accordance with ODE guidelines, the number of teachers assigned an effectiveness rating, aggregated by the teacher preparation programs from which, and the years in which, the teachers graduated.

3.	Calculating Teacher Performance

Teacher Performance is evaluated during the minimum two orthree (if in contract year) formal observations and periodic classroom walkthroughs. Fifty-percent (50%) of the teacher's effectiveness rating will be attributed to Teacher Performance through a holistic process based upon the following Ohio Standards for the Teaching Profession and training for credentialed evaluators:

1. Understanding Student Learning and Development and Respecting the Diversity of the Students they Teach;
2. Understanding the Content Area for which they have Instructional Responsibility;

3. Understanding and Using Varied Assessment to Inform Instruction, Evaluate and Ensure Student Learning;
4. Planning and Delivering Effective Instruction that Advances Individual Student Learning;
5. Creating Learning Environments that Promote High Levels of Learning and Student Achievement;
6. Collaborating and Communicating with Students, Parents, Other Educators, District Administrators and the Community to Support Student Learning;and
7. Assuming Responsibility for Professional Growth, Performance and Involvement.

The OTES (as revised and attached hereto as Evaluation Appendix 2) shall constitute the tools to be used in calculating the Teacher Performance fifty percent (50%) aligned to the OhioStandardsfor the TeachingProfession.

Calculating Student Growth Measures

For purposes ofthe Ohio Teacher Evaluation System (OTES), "student growth" means thechange in student achievement for an individual student between two or more points in time. This component of the evaluation includes some combination of the following: 1)Teacher-level Value-Added Data;2) ODE-Approved Assessments; and/or 3) Locally-determined Measures.

1. Teacher-level Value-Added:	"Value-Added" refers to the value-added methodology provided by ODE. Where value-added datafor grades 4-8 forEnglish language arts and mathematics exists (via state-provided assessments), value-added datamust be oneof the multiple measures used in calculating student growth. Value-added data shall constitute 100%ofthestudentgrowth data,exceptincaseswhereteachershave multiple teaching assignments. For teachers who teach multiple assignments (some with value-added data, some without) the evaluation of student growth will be based on 50% SLO and 50% value-added data.

2. ODE Approved List of Assessments:     Assessments, if utilized by the district, must be included as one of the multiple measures of student growth. Assessments utilized must

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be included when calculating the fiftypercent (50%) attributed to studentgrowth measures. The Superintendent/designee, in consultation with teachers andsubject to Board approval , will utilize the assessments on the approved list deemed necessary and appropriate. Vendor assessments must be included in the students' growthpercentage,between 10-50%asdetermined byeach gradelevel.

3. Locally-determined Measures: For courses of instruction in which neither teacher level value-added data nor ODE-approved assessments are available, the Superintendent /designee, in consultation with teachers and subject to Board approval, shall establish a process in accordance with ODE guidance to create Student Learning Objectives (SLOs) to measure student growth in the courses of instruction. Written SLO(s) will be submitted to the administrator by September 30 of the current school year. The administrator shall provide approval or recommendation for improvement of the SLO(s) by October 14of the current school year. Final approval of the SLO(s) shall occur on or before October 21 of the current school year. See Evaluation Appendix 3. See Evaluation Appendix 4.

In the calculation for student academic growth, a student who has sixty or more excused and/or unexcused absences for the school year will not be included, or such lower absences as allowed by law.

Data from these multiple measures will be scored on five levels (5 = 90%;4,3,or2= 60-89%; 1= 59%or less) in accordance with ODE guidance and converted to a scorein one ofthree levels of student growth: 1) "Above Expected Growth"; 2) "Expected Growth"; and 3) "Below Expected Growth."

SeeEvaluation Appendix 7.

4.	Evaluation Timeline

Credentialed evaluators shall conduct an evaluation of each teacher subject to this policy at least once annually. Each evaluation shall include: 1)A minimum of two formal observations of at least thirty (30) minutes each; and 2) A minimum of two classroom walkthroughs by the evaluator. A walk-through is a formative written assessment that has the following components:

•	A focus of the walk-through should be identified and communicated to the teacher.

•	 The walk-through should be at least ten consecutive minutes but no more than twenty consecutive minutes.
•	 Walk-through forms/data must be shared with the teacher within five (5) school days after the walk-through. See Evaluation Appendix 6.

Each formal observation will include a pre- and post-conference. The pre-observation conference shall be held within five (5) work days prior to the formal observation conference. A post-observation conference shall be held no more than five (5) days after each formal observation. All teacher evaluations shall be completed by May 1 and each teacher subject to this policy shall be provided with a written copy of the evaluation results by May 10. See Evaluation Appendix 5.

One observation must be completed by the end of the second grading period. In the event the teacher evaluation process is not completed by May 1,the teachers shall be rated at least "Skilled"and theBoard shall take noadverseaction againstthe teacher asa resultof the untimely or incomplete evaluation.

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The formal observations should not be any closer than fifteen (15) school days apart.

The deadlines and timeframes of this policy and the forms shall be adjusted due to the absence of the teacher or evaluator, or other unforeseen interruption, except for the statutory deadline for completion of the evaluation (May 1) and the deadline for the written evaluation to be provided to the teacher (May 10). A teacher on approved leave, including but not limited to sick and/or FMLA, for not less than sixty (60) cumulative work days shall be treated as not having received a formal evaluation for the applicable school year.

For those teachers who are on limited or extended limited contracts pursuant to ORC 3319.11 and who are under consideration for nonrenewal, at least one evaluation consisting of at least three formal observations must be conducted annually by May 1. Each teacher on a limited or extended limited contract shall be provided with a written copy of the evaluation results by May 10.

TheBoard electsto evaluate ateacher receiving an effectiveness rating of"Accomplished" on the teacher's most recent evaluation conducted pursuant to this policy at least once every two years.	Any biennial evaluation conducted under this provision must be conducted and completed by May 1of the applicable school year,and the teacher shallbe provided with a written copy of the evaluation results by May 10.

Response to Evaluation

The teacher shall have the right to make a written response to the evaluation and to have it attached to the evaluation report to be placed in the teacher's personnel file. A signed copy shall be given to the teacher.

Evaluation Restrictions

With the exception of a PAR program, the evaluator shall not be a bargaining unit member. The evaluator must hold at least one certificate/license named under Division (E) (F) (H) (J) or (L) of ORC Section 3319.22 and must be credentialed as stated in Ohio law.

5.	Credentialed Evaluators

TheBoard will adopt a list of approved credentialed evaluators. Each teacher evaluationconducted under this policy shallbe conducted by aperson: 1)who iseligibleto be an evaluatorin accordance with ORC 3319.111(D);and 2) who holds a credential established by ODE for being an evaluator. Every evaluator must complete state-sponsored evaluation training and is required to pass an online credentialing assessment.

If any formal observation reflects deficiencies, such as being ineffective or unsatisfactory or under consideration for nonrenewal or termination of the teacher, then all remaining or subsequent walkthroughs and formal observations of that teacher for that school year shall be performed by the building principal.

6.	Professional Growth and Improvement Plans

Written improvement plans are to be developed in the circumstances when an educator makes below expected academic growth with his/her students AND/OR receives an overall ineffective rating or an ineffective rating on any of the components of the OTES system.

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Teachers must develop professional growth or improvement plans based on the Evaluation Matrix. The Professional Growth Plan of each teacher shall be documented on the form attached to this policy. SeeEvaluation Appendix 8.

All teachers will develop a Professional Growth Plan, unless they are rated overall Ineffective, or Below Student Growth Measures, in which case those teachers must write an Improvement Plan. The Improvement Plan of each teacher shall be documented on the form attached to this policy. See Evaluation Appendix 9. The Superintendent (or his/her designee) shall notify the Association President of the names of all teachers that must write an Improvement Plan by May 31st of the school year in which an improvement plan has been assigned, unless unforeseen circumstances exist, such as data not being available by May 31st of the school year. No teacher shall be responsible for the cost of the instruction, fees or registration for a class that is not for college credit and taken under an Improvement Plan. Teachers may use Article VI(J) for reimbursement of college course work taken for an Improvement Plan.

7.	Testing for Teachers in Core Subject Areas

Beginning with the 2015-16 school year, teachers who teach in a "core subject area" are required to register for and take all written examinations of content knowledge selected by ODE if the teacher has received an effectiveness rating of "Ineffective" on evaluations for two of the three most recent school years. "Core subject area" means reading and English language arts, mathematics, science, foreign language, government, economics, fine arts, history, physical education,health, and geography.

8.	Retention and Promotion Decisions

The Board adopts the following procedures to be used by district administrators in makingretention and promotion decisions:

1. The most recent three (3) school years' evaluations for affected teachers shall be considered (tothe extenttheteacher hasbeen employed bythe districtduring that time).

Seniority shall not be a basis for making retention decisions, except when making a decision between teachers who have comparable evaluations.

9.	Removal of Poorly-Performing Teachers

TheBoard adopts the following procedures to be used by district administrators in removing poorly-performing teachers:

1. The process of nonrenewal of teachers if they are in their last year of a limited contract, taking into account theirlastthree (3) school years’ evaluations,to theextent thatthe teacher has been employed by the district during that time.

2. The process of RC 3319.16to determine a continuing contract teacher or a limited contract teacher during the term of the limited contract, taking into account written evaluations during the most recent three (3) years to the extent the teacher has been employed by the district during that time.

3. The Board will comply with ORC 3319.58.

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10.	Professional Development

The Board’splan for the allocation of financial resources to support professional development is as follows:

1. The determination of the Superintendent for priority in the use of resources.

2. Consideration by the Board annually of the amount of public money that can be devoted to professional development, given the District's financial condition and other needs.

3. The optimization of available federal, state or organizational grants, for professional development.

11.	Evaluation Committee

The Association and the Board agree to establish a standing joint Evaluation Development Committee for the purpose of reviewing the policy, procedure and process for the evaluation of certified teachers in the district.

12.	Committee Composition

The committee shall be comprised of five (5) association members appointed by the association president and four (4) members appointed by the Board or its designee. In addition, each party may appoint up to one ad hoc non-voting member to assist and/or attend committee meetings.

Committee members shall be representative of elementary, middle school, secondary andspecialty areas (e.g. music, art, special education) within the district.

13.	Committee Operation

The committee shall be chaired jointly by a committee member from the association and a committee member from the board.

Members of the committee will receive training in the State adopted evaluation framework model prior to beginning their work.

The committee will establish by mutual agreement a meeting calendar and timelines for work completion.

Committee agendas will be developed jointly by the co-chairpersons of the committee.

Committee decisions altering policy shall require at least six (6) votes. The goal of the committee is to achieve consensus on all decisions.

14.	Joint Evaluation Instrument Training

The employer shall provide joint training with administration and teachers of all processes, procedures and tools used in the evaluation system. Written instructions and group evaluation instrument training shall be presented to the teachers no later than Sept. 30 or in the case of a new teacher no later than thirty days after initial employment with the district. The administration shall within those timeframes give all teachers written notice of their intended evaluator; any change in intended evaluator shall be communicated to teachers in writing as soon as possible.

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In the event an administrator does not conduct a required evaluation for a teacher or other personnel requiring such, the teacher shall receive a rating of skilled for that school year.

15.	Expedited Grievance Challenge-TeacherEvaluation

1. If an employee believes the evaluator has violated the procedure established in this policy or that the evaluator's judgment or conclusion is arbitrary, capricious or unreasonable, the employee must file a written grievance at Level I within ten (10) days (as defined in Article III) of the employee's receipt of the signed and final version of a written evaluation for the particular school year or part of a school year.

2. The Superintendent and/or designee(s) shall meet within ten (10) days, as defined in Article III of the filing of a written evaluation grievance with the Association President and/or OEA Consultant and discuss the grievance(s) to attempt to understand and the resolvethegrievance(s).

Within ten (10) days (as defined in Article III) of such meeting, if the Association wishes to appeal to arbitration,the Association shall file a written request for arbitration with the Superintendent. The arbitration shall be conducted on an expedited basis before attorney James Nusbaum of Toledo, Ohio and/or Mitchell Goldberg of Cleveland in lieu of the use of AAA list(s),the AAA selection process and the AAA voluntary labor arbitration rules.

B.	CHANGES IN ADMINISTRATIVE STRUCTURE

The WJEA shall be officially notified of any proposed changes to the administrative structure which require Board approval, at least two (2) weeks prior to official Board action, in order that the Association may have the opportunity to officially react to proposed changes prior to Board adoption.

C.	VACANCIES AND TRANSFERS

1.	Voluntary and Involuntary Transfers

a.	 Transfers may be made at the request of the bargaining unit member or upon the initiative of the superintendent. Requests for transfers must be renewed each year.

b.	Transfers shall be made on a voluntary basis insofar as possible.

c.	All transfers shall be made in a fair and equitable manner and shall not be arbitrary or capricious.

2.	Vacancies

If any position is created or becomes vacant and can be filled by a unit member holding proper certification, including administrative positions, procedures for notifying staff shall be as follows:

a.	A position is considered vacant when:

1)	an employee dies
2)	an employee resigns 3)	an employee retires
4)	an employee is terminated

42

5)	an employee is transferred 6)	an employee is promoted 7)	a new position is created
8)	an employee's disability leave is extended beyond its designated limitations

b.	Notification of vacancies shall be forwarded within five (5) working days to:

1)	Association President.

2)	 All unit members. (Vacancies shall be posted ten (10) working days and prominently displayed in a location where all members will be assured of notification, including on the district web page).

3)	All unit members on leave of absence (to be notified by mail).

c.           Notification of vacancies which occur during holidays or summer shall be posted on the school website and sent to all bargaining unit members’ school email addresses.

Provided they are properly certified, teachers will be given an opportunity by May 15th of each year to request or indicate an interest in a transfer to another grade, subject, or building by means of a form provided by the central office. Teachers may only transfer between assignments one time per school.

For vacancies occurring between July 22nd and the beginning of the school year, attempts will be made to contact any teachers who have indicated on the intent form to the Superintendent an interest in a possible transfer.

d.	Unit members shall have ten days from receipt of notification of vacancies to apply for positions posted, with the exception of those vacancies occurring between July 22nd and the beginning of the school year. The administration shall select an applicant for the position based upon proper certification, licensure and experience.

e.	Vacant positions may be filled from outside the bargaining unit only if no qualified applicants apply from within the unit. The bargaining unit member shall be considered for the position unless any of the following apply: 1) the applicant has received two (2) chronic and significant negative annual evaluations as evidenced by the adopted evaluationprocedure;2) the applicant has been the subject of formal discipline in the last three (3) years; 3) the evaluator determines that the applicant is not making progress on the applicant’s professional improvement plan; or 4) the applicant is under consideration for nonrenewal.

D.	BARGAINING UNIT MEMBER SUPERVISORY AND REPORTING RESPONSIBILITIES

Bargaining unit members will assist the school administrators in supervision responsibility for the restroom areas, hallways and other areas of the school buildings outside of the bargaining unit member's classroom.

However, it shall be the responsibility of the administrators to set a schedule of staff members having these responsibilities stating specific times and places bargaining unit members have these assignments. The administration shall make every effort to make such schedules equitably distributed as to bargaining unit members and as to the nature of the assignment(s).

1.	At the secondary level, during the assigned thirty minute duty-free lunch period and during any assigned conference/planning period(s), supplemental duties will be either voluntary or subject to a supplemental contract.

43

2.	 At the elementary level, during the thirty (30) minute duty-free lunch period, during the period when a bargaining unit member's total class is with a special area teacher, or during any other time when bargaining unit members have no regular assigned classroom duty, supplemental duties will be either voluntary or subject to the negotiated hourly rate (Article VII, Section D).

3.	At both elementary and secondary levels, any duties outside the regular bargaining unit member work day shall be voluntary and may be the subject of a supplemental contract or the negotiated hourly rate (Article VII, Section D).

4.	All supplemental contracts under this provision shall be paid at the bargaining unit member's hourly rate. Said rate will be pro-rated according to the actual time worked. No bargaining unit member can be required to accept a supplemental contract for such duties to be performed during his/her lunch period.

5.	 Bargaining unit members who are writing Individualized Education Plans (IEPs) will be paid an additional four hundred ($400) per year for each student IEP that requires transition services.

E.	SCHOOL DAY AND SCHOOL YEAR

1.	The bargaining unit member day shall not be longer than seven (7) hours and twenty (20) minutes inclusive of lunch.

2.	The bargaining unit member’s year shall be one hundred eighty-five (185) days.

New teachers to the bargaining unit shall have a one hundred eighty-seven (187) day school year. A one hundred dollars ($100) per day stipend will be paid to new teachers for the 186th and 187th day.

3.	Bargaining unit members shall obtain permission from their administrator in order to arrive later than or leave earlier than their regularly scheduled time.

4.	 Bargaining unit members will be present at no more than two (2) regular building staff meetings per month scheduled for not more than one (1) hour duration as called by building principals as part of their professional responsibilities contracted for. Bargaining unit members shall be given a minimum twenty-four (24) hours notice of said meetings with an agenda provided bybuilding principalsin advance. It isfurtheragreed that, under emergency situations, as determined by the Board of Education or school administration, building staff meetings may be scheduled as needed beyond the two (2) regular building staff meetings per month. Such emergency meetings shall not exceed three (3) per year.

5.	The make-up of calamity days shall be jointly decided by the WJEA and the district.

F.	CLASS SIZE

1.	Elementary School

Classes which exceed twenty-seven (27) pupils five (5) working days prior to the first day of school for students will be reduced so that no class will exceed twenty-seven (27) pupils except that if the bargaining unit member and principal agree, a given class may exceed twenty-seven (27) pupils as an alternative to reorganization of the classes within the school building. Pupils enrolling five (5) days prior to the first day of school for students will be assigned to that class within the building which has the least number of pupils.

44

2.	Middle School

Classes which exceed thirty (30) pupils five (5) working days prior to the first day of school for students will be reduced so that no class will exceed thirty (30) pupils except if the bargaining unit member and principal agree, a given class may exceed thirty (30) pupils as an alternative to the reorganization of classes within the school building. Pupils enrolled after five (5) days prior to the first day of school for students will be assigned to that class within the building which has the least number of pupils. Middle School classes will be structured so that no teacher will have more than one hundred sixty (160) students per day.

3.	High School

Classes which exceed thirty-three (33) pupils five (5) workings days prior to the first day of school for students will be reduced so that no class will exceed thirty-three (33) pupils, except that if the bargaining unit member and the principal agree, a given class may exceed thirty-three (33) pupils as an alternative to reorganization of the classes within the given school. Pupils enrolling after five days prior to the first day of school for students will be assigned to that class within each appropriate are having the fewest number of pupils. High school classes will be structured so that no teacher will have more than one hundred sixty (160) students per day.

4.	Students With IEP’s and/or Disabilities

a.	Included, or special needs students shall be considered by the Superintendent for weighting as follows:

2
3-4
5 or more

recognized disabilities	= 3 recognized disabilities	= 4 recognized disabilities	= 5

Recognized handicaps shall be determined by the student’s IEP, this does not include 504 plans.

5.	General Provisions

a.	For purposes of this section, "pupil" does not include special education pupils mainstreamed into elementary classes for less than fifty percent (50%) of the teacher's instructional time. "Class" includes only those regular classes assigned to a single teacher which, by reason of the nature of the subject matter, are subject to limitation as to size.

b.	The teacher maximum pupil load and class size limits do not apply to teachers of physical education, health, musical performance classes, art, enrichment classes, and classes where enrollment is subject to permission of the instructor.

c.	Teachers in grades 6-12 shall be guaranteed at least one (1) period per day for planning purposes. Teachers in grades K-5 shall be guaranteed at least 40 minutes per day for planning purposes.

d.	 No teacher in grades 6-12 shall be required to have more than four (4) preparations per day. This will include enrichment classes.

G.	INSERVICE PROGRAMS

A committee shall be established to plan those professional development in-service programs intended for use on work days. In this section, "work days" shall be defined as days on the

45

district calendar when students have no school, but bargaining unit members are scheduled to work, sometimes called "in-service days." This committee shallconsist of two (2) members of the administrative staff appointed by the Superintendent and one teacher representing each building three members appointed by the WJEA torepresent the elementary. middle. andhigh schoolbuildings. The administrationshall consider input from the certificated staff members but makes the ultimate determination regarding professional development in-service programs. "Professional development" shall be defined as "education and training intended to improve professional knowledge. competence, skill, and effectiveness." Examples include but are not limited to training, education, online classes such as PublicSchoolWorks, CPR certification classes, andsafety drillsconducted for the staff only. Professional development thatis required and/or directed by the district will be limited to contractual days.

Excluding days reserved for parent-teacher conferences and professional development designated as optional for allrequired professional development in-service hours scheduled, certificated staff will be provided with an equivalent amount of work hours to perform employment-related tasks such as work on lesson planning, grading, creation of classroom materials, organization, parent or guardian communication, etc. The district determines when the employment-related task time shall take place and such time shall not be interrupted by district, building, curriculum, department, or other such meetings. The parties include two examples for purposes of illustration: 1) if a professionaldevelopment in-service day takes place consisting of three (3) hours of professional development, teachers will be provided with three (3) hours to conduct employment-related tasks; 2) if a professional development in-service day takesplace consisting of seven (7) hours of professional development, teachers will be provided with seven (7) hours on another work day to conduct employment-relatedtasks.

Additional in-service professional development may be provided with attendance optional.

H.	CALENDAR

There shall be an Advisory Calendar Committee established which shall consist of one (1) administrator, one bargaining unit member each from the middle school, the high school, and the elementary school and one (1) Board member. The bargaining unit members serving on the committee shall be appointed by the WJEA. The initiation of the calendar development shall be on January 1 of each year. The Board shall provide the committee with parameters about the calendar. The calendar and make-up schedule for the upcoming school year shall be adopted not later than the regular March Board of Education meeting.

I.	No building will remain in operation when conditions of the said building threaten the safety, health, or general welfare of students or staff as determined by the Superintendent.

ARTICLE X

PERSONNEL FILES

A.	The official personnel file of each bargaining unit member shall be maintained in the office of the Superintendent.

B.	 A bargaining unit member shall have access to his/her personnel file upon request. A representative of a bargaining unit member shall have access to said unit member's personnel file when said unit member requests such access in writing to the Superintendent of his/her designee.

C.	Public access to a bargaining unit member's personnel file shall be as follows:

46

1.	Copies of the contents of said personnel file may be removed from central office only by official legal authorization.

2.	A bargaining unit member shall be notified as soon as possible when there is a request to review his/her personnel file by a member of the public. The bargaining unit member will be provided a copy of the request made and any copies or materials that were provided to the requesting person.

D.	Procedures outlined in "C" above shall be waived for Board Members, Central Office Personnel, immediate building principal, administrators directly supervising the affected bargaining unit member, other administrators considering that unit member for possible transfer or promotion, or the designee of the unit member.

E.	A bargaining unit member shall be entitled to a copy of any specific material(s) in his/her file upon written request.

F.	Letters or materials anonymous to the bargaining unit member or reports partially or entirely based on sources anonymous to the unit member shall not be placed in a bargaining unit member's personnel file.

G.	Each member of the bargaining unit shall have the right to indicate those documents and/or other materials in his/her personnel file which he/she believes to be obsolete, untimely, inappropriate, and/or inaccurate. The unit member shall have the right to request that the obsolete, untimely, inappropriate, and/or inaccurate materials be removed from the file and destroyed. Such request shall be reviewed by the Superintendent. If the Superintendent does not agree to remove the materials, the bargaining unit member shall have the right to initiate a grievance at Level III.

H.	All entries, other than routine, (see Item 3. below) placed in the individual’s file shall include the following:

1.	Prior to official document placement in the file, the individual shall be shown the document, and as proof thereof, shall be given the opportunity to initial and date (the day when shown the document) each document the employer decides to place in the file. The administrator who places the document in the file shall also initial and date each such document being so placed. Failure to abide by this disclosure process shall render any improperly placed documents in the file (and/or documents which have not been disclosed to the individual as described herein) null and void for purposes of administering this Master Agreement and applicable policies and statutes.

The purpose of a bargaining unit member’s signature on an entry into the file is to verify that each document was inspected by such individual, and not concurrence with the content of said document.

2.	The date the item was placed in the file.

3.	Routine items include such items as: transcripts and grade sheets, and properly executed individual contracts and evaluations.

4.	Individuals shall have the right to submit written responses to items entered in his/her file as well as submit letters of merit.

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ARTICLE XI

LOCAL PROFESSIONAL DEVELOPMENT COMMITTEE (LPDC)

A.	PURPOSE

A Local Professional Development Committee (LPDC) shall be established, in accordance with R.C. 3319.22, to review and approve course work and other professional development activities that educators propose to complete for the purpose of license renewal.

B.	COMMITTEE COMPOSITION AND SELECTION

1.	The committee will be comprised of seven (7) voting members.

2.	The charter members of the LPDC will be chosen by mutual agreement between the Superintendent and the President of the WJEA.

Thereafter, members of the LPDC will be chosen by the following procedures:

a.	Four (4) of the five (5) voting members shall be chosen in accordance with WJEA yearly elections. Each of the four (4) members will represent: one (1) high school, one (1) middle school, two (2) Norwood.

b.	The fifth voting member will be chosen by the WJEA Executive Committee.

c.	One (1) principal will be appointed by the administrative team for a one (1) year term.

d.	One (1) member will be elected by the Superintendent for a one (1) year term. This person must be an employee assigned to West Jefferson School District who holds a valid Ohio certificate/license issued by the Ohio Department of Education.

C.	TERM OF OFFICE

1.	All building representatives will be elected for a two (2) year term.

2.	Norwood #1 and Middle School Representatives are elected in the spring of even numbered years by the members of the building they represent, in conjunction with the WJEA elections.

3.           Norwood #2 and High School Representatives are elected in the spring of odd numbered years by the members of the building they represent, in conjunction with WJEA elections.

4.	The WJEA representative will be selected by the WJEA executive committee in the spring of even numbered years, for a term of two (2) years.

5.	The principal, elected by the administrative team, will serve a one (1) year term.

6.	The member selected by the Superintendent will serve a one (1) year term.

D.	CHAIRPERSON

The committee chairperson will be elected by LPDC majority vote for a one (1) year term.

E.	SECRETARY

The committee secretary will be elected by the LPDC majority vote for a one (1) year term.

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F.	DECISION-MAKING

For LPDC purposes, a quorum shall be five (5) of the seven (7) members.

G.	COMPENSATION

The West Jefferson Education Association and the Jefferson Local Board of Education mutually agree to place the member of the Local Professional Development Committee on the Extra Duty Salary Schedule as follows:

LPDC Chairperson	= Secretary	= Member	=

$1,000.00 $1,000.00 $1,000.00 each

ARTICLE XII

RESIDENT EDUCATOR PROGRAM

A.	PURPOSE

The Resident Educator Program provides Ohio’s newest educators with the coaching, mentoring, and guidance that are critical to improving their skills and knowledge as teachers. Residency is a time to practice, refine, and gain a deeper understanding of the art and science of teaching under the guidance of a certified mentor and the support of a professional learning community. The Resident Educator Program is administered by the Jefferson Local School District in compliance with Ohio Department of Education (ODE) standards, policies, and procedures for the licensure of new educators. The Resident Educator Program does not replace the employment evaluation outlined in Article IX and Appendix D of this Agreement and is used exclusively for licensure determination.

B.	DEFINITION

The Resident Educator Program, a four (4) year program created by Am. Sub. House Bill 1 (October 16, 2009), is designed to provide newly licensed Ohio educators with quality guidance from a trained mentor. Successful completion of the residency program is required to advance to a five (5) year professional educator license.

C.	ROLES

1.	Resident Educator Mentor

A Resident Educator Mentor is a teacher trained, per ODE standards, and assigned to provide professional support to a Resident Educator following the guidelines and protocols of the Resident Educator Program. Training currently includes Instructional Mentoring and Resident Educator-1 Training provided by ODE. Advanced mentor trainings are recommended as well as other ODE and Board approved mentor trainings.

2.	Resident Educator

A Resident Educator is a teacher employed by the Board under a resident educator license.

49

3.	Lead Mentor/Resident Educator Coordinator

The Lead Mentor/Resident Educator Coordinator is a teacher, as appointed by the Superintendent, who serves as the District’s coordinator of the mentor program and the Resident Educator Program. The Lead Mentor/Resident Educator Coordinator oversees the orientation of all experienced teachers who are new to the District as well as the implementation of all aspects of the Resident Educator Program and completes all required reports to ODE, including registration of Resident Educators, funding requests, mid-year reviews, and Formative Progress Reviews. The Lead Mentor/Resident Educator Coordinator also coordinates and approves all summative assessments prior to submission to ODE for the purposes of licensure.

D.	SELECTION OF RESIDENT EDUCATOR MENTORS

1.          Building principals, along with the Lead Mentor/Resident Educator Coordinator, will select Resident Educator Mentors from a list of state-certified mentors within the District.

2.	Resident Educator Mentors must have a minimum of two (2) consecutive years of teaching experience in the Jefferson Local School District.

3.	Resident Educator Mentors must have successfully completed both Instructional Mentoring Training as well as the Resident Educator-1 Training provided by ODE.

4.	Resident Educator Mentors must have demonstrated the ability to work cooperatively and effectively with professional staff members and have extensive knowledge of a variety of classroom management and instructional techniques.

5.          Resident Educator Mentors must use the Resident Educator formative assessment tools, as outlined by ODE, to support the Resident Educator’s success in the program.

6.	Resident Educator Mentors do not have a formal evaluative role. The mentor’s role is to support the growth of the Resident Educator as an instructional mentor through formative assessment tools.

E.	RESTRICTIONS

1.	Any or all materials jointly developed by the Resident Educator/Resident Educator Mentor shall not be developed or utilized as a remediation program.

2.	The Resident Educator is not required to complete an IPDP or utilize the LPDP process.

F.	PROTECTIONS

1.	Other than a notation to the effect that a teacher served as a Resident Educator Mentor, the teacher’s activities as the Resident Educator Mentor shall not be part of that staff member’s evaluation.

2.	Resident Educator Mentors shall not participate in the evaluation of any Resident Educator.

3.	Resident Educator Members shall not be requested or directed to make any recommendation regarding the continued employment of the teacher.

4.	No Resident Educator Mentor shall be requested or directed to divulge information from the written documentation or communications between the Resident Educator and the Resident Educator Mentor except where the documentation or communications pertain to

50

student safety or health, violations of professional standards or possible violations of state or federal law.

5.	At any time, either the Superintendent or the Resident Educator Mentor may exercise the option to have a new Mentor assigned.

G.	COMPENSATION

1.	Resident Educator Mentors who have been assigned Year 1 Resident Educators shall be paid one thousand dollars ($1,000.00) for work completed outside of the regular school day.

2.	The Lead Mentor/Resident Educator Coordinator shall be paid three thousand, six hundred and sixty-one dollars and sixty-eight cents ($3,661.68) for serving as the mentor for all experienced teachers new to the District, and Year 2-4 Resident Educators as well as coordinating the mentoring of all Year 1 Resident Educators.

3.	Both Resident Educator Mentors and the Lead Mentor/Resident Educator Coordinator shall be paid in a one-time lump sum at the end of the school year.

4.	The District will pay all approved training fees required to the Resident Educator Mentors to receive mandated ODE state mentor training.

ARTICLE XIII

FAIR SHARE

PAYROLL DEDUCTION OF FAIR SHARE FEE

The employer shall deduct from the pay of members of the bargaining unit who elect not to become or to remain members of the West Jefferson Education Association. A fair share fee for the Association’s Representation of such non-members during the term of this contract (no non-member filing a timely demand shall be required to subsidize partisan political or ideological causes not germane to the Association’s work in the realm of collective bargaining).

NOTIFICATION OF THE AMOUNT OF FAIR SHARE FEE

Notice of the amount of the annual Fair Share Fee, (which shall not be more than one hundred percent (100%) of the unified dues of the Association), shall be transmitted by the Association to the Treasurer of the Board on or about September 15th, of each year during the term of this contract for the purpose of determining amounts to be payroll-deducted, and the employer agrees to promptly transmit, all amounts deducted to the Association.

SCHEDULE OF FAIR SHARE FEE DEDUCTIONS

ALL FAIR SHARE FEE PAYERS

Payroll deduction of such annual Fair Share Fees shall commence on the first pay date which occurs on or after January 15th annually. In the case of unit employees newly hired after the beginning of the school year, the payroll deduction shall commence on the first pay date on or after the later of:

Sixty (60) days employment in a bargaining unit position or January 15th.

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APPENDIX A

JEFFERSON LOCAL SCHOOL DISTRICT

SALARY SCHEDULE INDEX

STEP	BACH

0                       1.0000 1                       1.0450 2                       1.0900 3                       1.1350 4                       1.1800 5                       1.2250 6                       1.2700 7                       1.3150 8                       1.3600 9                       1.4050 10                      1.4950 11                      1.5400 12                      1.5850 13                      1.6300 14                      1.6750 15                      1.7200
16	1.8100

BS+150	MAST	MA+30

1.0450	1.0900	1.1350 1.0900	1.1350	1.1800 1.1350	1.1800	1.2250 1.1800	1.2250	1.2700 1.2250	1.2700	1.3150 1.2700	1.3150	1.3600 1.3150	1.3600	1.4050 1.3600                             1.4050                             1.4500 1.4050                             1.4500                             1.4950 1.4500                             1.4950                             1.5400 1.5400                             1.5850                             1.6300 1.5850                             1.6300                             1.6750 1.6300                             1.6750                             1.7200 1.6750                             1.7200                             1.7650 1.7200                             1.7650                             1.8100 1.7650                             1.8100                             1.8550
1.8550	1.9000	1.9450

FLAT RATE LONGEVITY STEPS: Effective 2015-16 school year

20	900.00 23
25	900.00 27
29

900.00	900.00 900.00	900.00 900.00                         1,000.00 900.00                         1,000.00
1,000.00

1,000.00 1,000.00 1,000.00 1,000.00
1,000.00

FLAT RATE LONGEVITY STEPS: Effective 2016-17 school year

20	1,100.00	1,100.00	1,100.00	1,200.00

23	1,100.00	1,100.00	1,200.00

25	1,100.00	1,100.00	1,200.00	1,200.00

27	1,100.00	1,200.00	1,200.00

29	1,200.00	1,200.00

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FLAT RATE LONGEVITY STEPS: Effective 2017-18 school year

20	1,300.00	1,300.00	1,300.00	1,400.00

23	1,300.00	1,300.00	1,400.00

25	1,300.00	1,300.00	1,400.00	1,400.00

27	1,300.00	1,400.00	1,400.00

29	1,400.00	1,400.00

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APPENDIX B
JEFFERSON LOCAL SCHOOL DISTRICT TEACHERS’ SALARY SCHEDULES

Jefferson Local School District Certified Salary Schedule
IRN: 048256

2021-22
Base	$39,404

Base Daily Rate $212.99

STEP
	BACH
		BS+150
	MA
	MA+30
	
0
	$39,404
		$41,177
	$42,950
	$44,724
	
1
	$41,177
		$42,950
	$44,724
	$46,497
	
2
	$42,950
		$44,724
	$46,497
	$48,270
	
3
	$44,724
		$46,497
	$48,270
	$50,043
	
4
	$46,497
		$48,270
	$50,043
	$51,816
	
5
	$48,270
		$50,043
	$51,816
	$53,589
	
6
	$50,043
		$51,816
	$53,589
	$55,363
	
7
	$51,816
		$53,589
	$55,363
	$57,136
	
8
	$53,589
		$55,363
	$57,136
	$58,909
	
9
	$55,363
		$57,136
	$58,909
	$60,682
	
10
	$58,909
		$60,682
	$62,455
	$64,229
	
11
	$60,682
		$62,455
	$64,229
	$66,002
	
12
	$62,455
		$64,229
	$66,002
	$67,775
	
13
	$64,229
		$66,002
	$67,775
	$69,548
	
14
	$66,002
		$67,775
	$69,548
	$71,321
	
15
	$67,775
		$69,548
	$71,321
	$73,094
	
16
	$71,321
		$73,094
	$74,868
	$76,641
	
17
	$71,321
		$73,094
	$74,868
	$76,641
	
18
	$71,321
		$73,094
	$74,868
	$76,641
	
19
	$71,321
		$73,094
	$74,868
	$76,641
	
20
	$72,621
		$74,394
	$76,168
	$78,041
	
21
	$72,621
		$74,394
	$76,168
	$78,041
	
22
	$72,621
		$74,394
	$76,168
	$78,041
	
23
	$72,621
		$75,694
	$77,468
	$79,441
	
24
	$72,621
		$75,694
	$77,468
	$79,441
	
25
	$73,921
		$76,994
	$78,868
	$80,841
	
26
	$73,921
		$76,994
	$78,868
	$80,841
	
27
	$73,921
		$78,294
	$80,268
	$82,241
	
28
	$73,921
		$78,294
	$80,268
	$82,241
	
29
	$73,921
		$78,294
	$81,668
	$83,641
	
30
	$73,921
		$78,294
	$81,668
	$83,641

56

Jefferson Local School District Certified Salary Schedule
IRN: 048256

2022-23
Base	$40,488

Base Daily Rate $218.85

STEP
	BACH
	BS+150
	MA
	MA+30
	
0
	$40,488
	$42,310
	$44,132
	$45,954
	
1
	$42,310
	$44,132
	$45,954
	$47,776
	
2
	$44,132
	$45,954
	$47,776
	$49,598
	
3
	$45,954
	$47,776
	$49,598
	$51,420
	
4
	$47,776
	$49,598
	$51,420
	$53,242
	
5
	$49,598
	$51,420
	$53,242
	$55,064
	
6
	$51,420
	$53,242
	$55,064
	$56,886
	
7
	$53,242
	$55,064
	$56,886
	$58,708
	
8
	$55,064
	$56,886
	$58,708
	$60,530
	
9
	$56,886
	$58,708
	$60,530
	$62,352
	
10
	$60,530
	$62,352
	$64,173
	$65,995
	
11
	$62,352
	$64,173
	$65,995
	$67,817
	
12
	$64,173
	$65,995
	$67,817
	$69,639
	
13
	$65,995
	$67,817
	$69,639
	$71,461
	
14
	$67,817
	$69,639
	$71,461
	$73,283
	
15
	$69,639
	$71,461
	$73,283
	$75,105
	
16
	$73,283
	$75,105
	$76,927
	$78,749
	
17
	$73,283
	$75,105
	$76,927
	$78,749
	
18
	$73,283
	$75,105
	$76,927
	$78,749
	
19
	$73,283
	$75,105
	$76,927
	$78,749
	
20
	$74,583
	$76,405
	$78,227
	$80,149
	
21
	$74,583
	$76,405
	$78,227
	$80,149
	
22
	$74,583
	$76,405
	$78,227
	$80,149
	
23
	$74,583
	$77,705
	$79,527
	$81,549
	
24
	$74,583
	$77,705
	$79,527
	$81,549
	
25
	$75,883
	$79,005
	$80,927
	$82,949
	
26
	$75,883
	$79,005
	$80,927
	$82,949
	
27
	$75,883
	$80,305
	$82,327
	$84,349
	
28
	$75,883
	$80,305
	$82,327
	$84,349
	
29
	$75,883
	$80,305
	$83,727
	$85,749
	
30
	$75,883
	$80,305
		$83,727
	$85,749

57

Jefferson Local School District Certified Salary Schedule
IRN: 048256

2023-24
Base	$41,298

Base Daily Rate $223.23

STEP
	BACH
	BS+150
	MA
	MA+30
	
0
	$41,298
	$43,156
	$45,015
	$46,873
	
1
	$43,156
	$45,015
	$46,873
	$48,732
	
2
	$45,015
	$46,873
	$48,732
	$50,590
	
3
	$46,873
	$48,732
	$50,590
	$52,448
	
4
	$48,732
	$50,590
	$52,448
	$54,307
	
5
	$50,590
	$52,448
	$54,307
	$56,165
	
6
	$52,448
	$54,307
	$56,165
	$58,024
	
7
	$54,307
	$56,165
	$58,024
	$59,882
	
8
	$56,165
	$58,024
	$59,882
	$61,741
	
9
	$58,024
	$59,882
	$61,741
	$63,599
	
10
	$61,741
	$63,599
	$65,457
	$67,316
	
11
	$63,599
	$65,457
	$67,316
	$69,174
	
12
	$65,457
	$67,316
	$69,174
	$71,033
	
13
	$67,316
	$69,174
	$71,033
	$72,891
	
14
	$69,174
	$71,033
	$72,891
	$74,749
	
15
	$71,033
	$72,891
	$74,749
	$76,608
	
16
	$74,749
	$76,608
	$78,466
	$80,325
	
17
	$74,749
	$76,608
	$78,466
	$80,325
	
18
	$74,749
	$76,608
	$78,466
	$80,325
	
19
	$74,749
	$76,608
	$78,466
	$80,325
	
20
	$76,049
	$77,908
	$79,766
	$81,725
	
21
	$76,049
	$77,908
	$79,766
	$81,725
	
22
	$76,049
	$77,908
	$79,766
	$81,725
	
23
	$76,049
	$79,208
	$81,066
	$83,125
	
24
	$76,049
	$79,208
	$81,066
	$83,125
	
25
	$77,349
	$80,508
	$82,466
	$84,525
	
26
	$77,349
	$80,508
	$82,466
	$84,525
	
27
	$77,349
	$81,808
	$83,866
	$85,925
	
28
	$77,349
	$81,808
	$83,866
	$85,925
	
29
	$77,349
	$81,808
	$85,266
	$87,325
	
30
	$77,349
	$81,808
	$85,266
	$87,325

58

APPENDIX D

Jefferson Local Teacher Evaluation

59

60

61

62

63

64

65

66

67

68

69

70

71

72

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77

78

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81

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86

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95

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112

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114

115

116

117

APPENDIX E

Request for Continuing Contract

Jefferson Local School District

NAME______________________________________________ BUILDING_______________________

GRADE__________________________________________	SUBJECT_______________________

BUILDING ADMINISTRATOR___________________________________________________________

Date presented to Building Administrator_________________________________________________________________________

Certificates presently held_______________________________________________________________

How long have you been in Jefferson Local School District?____________________________________

Have you ever held a continuing contract before?__________Yes	____________No

If yes, where?______________________________________________________________

Refer to Article VI – Section E for any other information you want to submit in support of your request for a continuing contract.

Superintendent (614) 879-7654 -- Treasurer (614) 879-7654 -- Facsimile (614) 879-5376

118

INDEX

TITLE Absence for Military Service ………………………………………………………… All Fair Share Fee Payers
…………………………………………………………… Assault Leave
…………………………………………………………………………. Association – Administration Communications ……………………………………
Association Leave ……………………………………………………………………. Association/Principal Liaison (Building Labor Relations) ………………………..
Association Rights ….............................
Association/Superintendent Communications (District Labor Relations) ………
Attendance in Court ………………………………………………………………….. Bargaining Unit Member Supervisory and Reporting Responsibilities ………….
Bumping Rights …………………………………….. Calendar
……………………………………………………………………………….. Chairperson …………………………………………………………………………… Changes in Administrative Structure ………………………………………………..
Child Care Leave ……………………………………………………………………... Class Size
……………………………………………………………………………... Committee Composition and Selection ……………………………………………..
Continuing Contract ………………………………………………………………….. Course Work Completion ……………………………………………………………. Decision-Making ……………………………………………………………………… Duty-Free Lunch ……………………………………………………………………… Entitlement to Rebate ………………………………………………………………… Evaluation Program …………………………………………………………………... Extended Service …………………………………………………………………….. Extra Duty Salary Schedule …………………………………………………..

ARTICLE	PAGE VIII                 33

XIII	51

VIII	33

III	9

VIII	35

III	9

II	6

III	10

VIII	31

IX	43

V	15

IX	46

XI	48

IX	42

VIII	32

IX	44

XI	48

VI	18

VII	20

XI	49

VII	19

XIII	52

IX	35

VII	23

VII	20

119

TITLE Fair Dismissal
…………………………………………………………………………. Fair Share ……………………………………………………………………………... Family Medical Leave Act ……………………………………………………………
Formal Procedure …………………………………………………………………….. Fringe Benefits ………………………………………………………………………... General Provisions …………………………………………………………………… Grievance Defined ……………………………………………………………………. Grievance Form ………………………………………………………………………. Grievance Procedure ………………………………………………………………… Implementation and Duration of Contract ……………………………………………………….. Implementation of Reduction in Force ………………………………………………………………….. Individual Rights ………………………………………………………….
Informal Procedure …………………………………………………………………… Inservice Programs …………………………………………………………………… Layoff Rights ………………………………………………………….. Leaves of Absence …………………………………………………………………… Limited Contracts
……………………………………………………………………... Local Professional Development Committee (LPDC) ………………………………………………………………………. National Board Certified ……………………………………………………………… Negotiations Procedure ………………………………………………………………
New Employees ………………………………………………………………………. Non-Renewal of Limited Contracts ………………………………………………….
Notification of the Amount of Fair Share Fee ……………………………………… Notification of Anticipated RIF
…………………………………………………………….. Part Time Employees ………………………………………………………………… Payment for College/University Expenses …………………………………………
Payroll Deduction of Fair Share Fee ………………………………………………..

ARTICLE	PAGE VI                  17

XIII	51

VIII	31

IV	11

VII	24

IV	10

IV	10

IV	13

IV	10

XIV	52

V	14

II	8

IV	11

IX	45

V	16

VIII	28

VI	17

XI	48

VII	28

I	4

VI	17

VI	18

XIII	51

V	14

VII	27

VII	24

XIII	51

120

TITLE Payroll Practices
……………………………………………………………………… Personnel Files ……………………………………………………………………….. Physical Examination on Request for a Return from Leave of Absence ………..
Positive Assistance …………………………………………………………………… Preamble ………………………………………………………………………………. Procedure for Rebate ………………………………………………………………… Professional Leave ……………………………………………………………………
Public Complaints About School Personnel ……………………………………………………………………….. Purpose ………………………………………………………………………………... Recall Rights
…………………………………………………………….. Recognition
……………………………………………………………………………. Reduction in Force …………………………………………………………………… Reduction in Force Planning …………………………………………………………………………. Reemployment of Retired Teachers ………………………………………………...
Resident Educator Compensation ……………………….
Resident Educator Program ……………………………………………………………………. Resident Educator Program Roles …………………………………………………………………….. Resident Educator Selection ………………………………………….
Return from Leave of Absence ……………………………………………………… Sabbatical Leave
……………………………………………………………………... Salary and Fringe Benefits …………………………………………………………...
Salary and Index ……………………………………………………………………… Salary Schedule Index (Appendix A) ………………………………………………..
School Day and School Year ………………………………………………………... School Improvement Activities ……………………………………………………… Scope of Negotiations
………………………………………………………………... Seniority
……………………………………………………..

ARTICLE	PAGE VII                 19

X	46

VIII	34

VI	17

I	4

XIII	52

VIII	34

II	8

XI	48

V	16

I	4

V	14

V	14

VII	26

XII	51

XII	49

XII	49

XII	50

VIII	34

VIII	33

VII	19

VII	19

54

IX	44

VII	20

I	4

V	17

121

TITLE Severance Pay
………………………………………………………………………... Sick Leave …………………………………………………………………………….. Staff Discipline ……………………………………………………………………………. State Teachers Retirement System (STRS) ……………………………………….
Statement of Basic Purpose ………………………………………………………… Statement of Purpose ………………………………………………………………...
Substitute Teaching Compensation for Bargaining Unit Members ………………
Table of Contents …………………………………………………………………….. Teacher Evaluation (Appendix D) (Evaluation Appendices 1-10) …………………………………………………...
Teacher Suspension Procedure ………………………………………………………………….. Teachers’ Salary Schedule – 2021-2022 (Appendix B) …………………………..
Teachers’ Salary Schedule – 2022-2023 (Appendix B) …………………………..
Teachers’ Salary Schedule – 2023-2024 (Appendix B)

Term of Office …………………………………………………

Transmittal of Deductions ……………………………………………………………. Vacancies and Transfers …………………………………………………………….. Working Conditions and Employment Practices ………………………………….

ARTICLE	PAGE VII                 23

VIII	28

II	9

VII	26

IV	10

VI	17

VII	20

2

59

II	9

56

57 58

XI	46

XIII	51

IX	42

IX	35

122