NEGOTIATION AGREEMENT

BETWEEN

THE PIKELAND COMMUNITY UNIT SCHOOL DISTRICT #10

BOARD OF EDUCATION

AND

THE UNIT TEN TEACHERS ASSOCIATION

2010-2011

The following is an agreement between the Pikeland Community Unit School District #10 Board of Education, hereafter referred to as "The Board" and the Unit Ten Teachers Association 3906 IFT/AFT here­inafter referred to as "The Union".

Article 1

Section 1.1

For the purpose of collective bargaining, with regard to wages, hours and working conditions, the Board recognizes the Unit #10 Teachers' Association, hereinafter referred to as the "Union" as the sole and exclusive representative for all regular certified teaching personnel (full and part-time). The Superintendent, Assistant Superintendent, Principals and Assistant Principals are excluded from the Unit.

Section 1.2

Should any article, section or clause of this Agreement be de­clared illegal by a court of competent jurisdiction, said arti­cle, section or clause, as the case may be, shall be automatical­ly deleted from this Agreement to the extent that it violates the law, but the remaining articles, sections or clauses shall remain in full force and effect for the duration of the Agreement, if not affected by the deleted article, section or clause.

Article 2

Section 2.1 Board Rights

The Board retains and reserves unto itself all powers, rights, duties and responsibilities conferred upon and vested in it by the statute of the State of Illinois. The Board shall not be required to bargain over inherent managerial policy which shall include the following areas of discretion or policy.

1. The Functions of the Board

2. Standards of Service

3. The Board's Overall Budget

4. Selection of New Employees

5. Direction of All Employees

6. Goals and Objectives of the District

Article 3

Section 3.1

During the term of this Agreement, employees shall not partici­pate in a strike in whole or in part. Strike means an employee's refusal in concerted action with others to report for duty, or his or her willful absence from his or her position, or his or her stoppage of work, or his or her absence in whole or in part from the full, faithful or proper performance of his or her duties of employment, for the purpose of including, influencing or coercing a change in the conditions, compensation, rights, privileges or obligations of public employment.

Article 4

Section 4.1 Work Day

With regard to instructional responsibilities, the teacher work day shall not exceed 7 1/2 clock hours, including the duty-free lunch period. However, it is understood that teachers may be required to exceed this 7 1/2 hour limit to accommodate faculty meetings, emergencies, as determined by the administration.

Section 4.2 Preparation Time

Preparation periods equivalent to one regular class period per day shall be granted to teachers in departmental assignments. Teachers in self-contained assignments shall be granted prepara­tion time throughout the entire school year when their students receive scheduled music and library time, unless the Superintend­ent designates otherwise, as a result of special circumstances which alter the daily schedule.

Section 4.3 Duty Free Lunch

Teachers shall have a duty-free lunch of no less than the stu­dents' lunch period or thirty (30) minutes, whichever is greater.

Section 4.4 Work Space

Every effort shall be made by the administrators to provide work space and access to a computer for teacher use.

Section 4.5 Publications

The Board shall place the following items in the staff work area of each attendance center and in the mailbox of the Union Presi­dent.

1. Board Agenda

2. Minutes of Open Board Meetings

3. District Policy Manuals

4. Scattergram, by February 1

Every effort shall be made to provide these materials in a timely fashion.

4.6 Secondary Preparation Time

High School faculty shall not be required to have an excess of six preparations per day in a seven-period day. Preparations shall be defined as the number of scheduled classes taught, excluding special education. If a teacher agrees to an extra preparation, this is permitted if the teacher is compensated at the hourly rate of pay. In addition, scheduled student contract time will begin at 8:25 a.m. The actual teacher work day will be from 8:15 a.m. through 3:45 p.m., not to exceed the guidelines listed in Section 4.1 of the contract.

4.7 Section 4.7 Voluntary Transfer and Reassignment

1. In the event of a transfer due to an opening or a newly created position in the bargaining unit, teachers in the bargaining unit who have made written application shall be considered before outside applicants are sought or involuntary transfers are made.

2. If a reassignment is necessary, those teachers willing to be reassigned will be given consideration before involuntary assignments are made.

3. Transfer is defined as relocation to another building or site.

4. Reassignment is defined as relocation to another de­partment or grade level within the same building.

Section 4.8 Involuntary Transfer

Every effort will be made to limit involuntary transfers.

Section 4.9 Routine Reduction Plan

In accordance with Section 10-20 2b of the School Code of Illi­nois, the following routine task reduction plan is being submit­ted on behalf of the Unit Ten Teachers Association and the Pike­land #10 Board of Education.

In an attempt to reduce the amount of paperwork and other routine tasks assigned to certified staff, the Board has put in place or will make every effort to put in place.

a. An elementary reading series that does not require as much duplicated material.

b. An elementary volunteer assistance program, thus pro­viding a pool of labor to perform various tasks.

c. Quality reproductive equipment to shorten the amount of time needed to duplicate classroom materials.

d. A volunteer assistance program to be set up at Pikeland Community School

and Pittsfield High School to perform routine tasks.

5. Computer equipment at the secondary level, so as to simplify and shorten routine tasks.

Section 4.10 - Early Dismissal

During at least the first five (5) full days of student attendance, classes will be dismissed at 2:45 p.m. daily. Further early dismissals will be made at the discretion of the superintendent. All early dismissals shall be as early as possible, however, shall comply with state reimbursement requirements.

Section 4.11 - Mentor Program

If in the judgment of the administration, a mentor is needed to assist and train the newly hired in a benchmark group, then the mentor’s responsibility will be developed in consultation with the Principal. Mentors will be reimbursed at the internal sub rate for mutually agreed upon time spent beyond the school day.

Section 4.12 – Notification of Staffings

The district shall comply with IDEA regulations regarding notices to teachers of staffings. Teachers covering for those teachers involved in the staffings shall be notified at the same time of those participating in the staffing, so they can make adequate preparations.

Section 4.13 – Insurance Information

A representative from the insurance administration shall be asked to meet annually with the membership to discuss and address insurance concerns.

Section 4.14 – New Hires

Any employee hired after June 30, 2000, shall receive credit on the salary schedule up to their actual previous teaching experience outside of the district.

4.15 Fair Share

.1 It is recognized that the Union's duties as the sole and exclusive bargaining agent entail expenses which appropriately are shared by all teachers who are beneficiaries of said Agreement. To this end, if a teacher does not join the Union, such teacher will:

.1 Execute an authorization for the deduction of a sum equivalent to the proportionate share of the cost of the services rendered by the Union; or

.2 Pay directly to the Union a like sum.

.2 In the event such an authorization is not signed or such payment is not made within thirty (30) days fol­lowing the commencement of employment of the teacher or the effective date of this Agreement, whichever is later, the Board shall, after notification in writing from the Union, deduct such amount in equal payments from the regular salary check of the teacher.

.3 The Union, the Illinois Federation of Teachers, AFL-CIO, and the American Federation of Teachers, AFL-CIO, agree to defend, indemnify and save the Board harmless against any claims, demand, suit or other form of liability which may arise by reason of any action taken by the Board in complying with the provisions of this Section, provided that this Section shall not apply to any claim, demand, suit or other form of liability which may arise as a result of the Board's failure to comply with the obligations imposed upon it by this Section.

.4 The Union shall annually certify to the Board the amount constituting each nonmember employee's share, which amount shall include only such expenses as qualify for inclusion in the Fair Share fee pursuant to the rules and regulations of the Illinois Educational Labor Relations Board. Such certification shall be made in writing by the Union president and submitted to the business office on October 1 of each year. In the event a teacher objects to the amount of such fee, the Union shall place the objecting teacher's fees in a blind escrow or blind trust pending final determination of the appropriateness of the fee imposed. Such determination shall be made only after a full hearing before the Illinois Educational Labor Relations Board or any impartial fact-finder appointed by the IELRB. If the teacher is entitled to a refund, the teacher shall receive such refund plus any interest earned on the refund during pendency of the action.

.5 If a nonmember teacher declares the right of nonassoci­ation based upon bona fide religious tenets or teaching of a church or religious body of which such teacher is a member, such teacher shall be required to pay an amount equal to the teacher's proportionate share to a nonreligious charitable organization mutually agreed upon by the teacher and the Union. If the teacher and the Union are unable to reach agreement on the matter, the charitable organization shall be selected from a list established and approved by the Illinois Educa­tional Labor Relations Board in accordance with its rules.

Article 5

Section 1 Class Size

The Board shall make every effort to limit class size to numbers designed to affect the best possible educational program for District #10 students. Ongoing monitoring of class size will continue.

Article 6

Section 1 Union Rights

The Union agrees to represent equally and without prejudice all members of the bargaining unit for the purposes of negotiations with the Board concerning wages, hours and working conditions, and the settlement of grievance in the formal stage (8.3, steps 2 through 5).

Section 2 Building Usage

The Union shall have the right to hold meetings on school dis­trict property, subject to facility availability. However, it is understood that the Superintendent or his/her designee reserves the right to change the location of the meeting if he/she deems such necessary.

Article 7

Section 7.1

Only one official Board file shall be kept for each teacher. The employee has the right to examine his/her personnel file upon request. Upon receiving a written request from a teacher, the Superintendent shall, within five working days of said request, provide a copy of said requested materials to the teacher.

All material placed in a teacher's file by an administrator will be respected by the teacher and administrator as confidential as pertaining to students and the general public except as may be required by the Union or the teacher for purposes of representa­tion of the teacher in the implementation of this Agreement, or by the Board in bringing charges.

In the event any file materials are determined to be in error by legal or grievance proceedings such portion of materials will be removed from the teacher's file.

Matters pertaining to the grievance procedure shall not be in­cluded in the teacher's personnel file. All matters pertaining to a grievance shall be treated as confidential.

7.2.4.1 Procedures for Staff Reduction

If the number of positions must be reduced, the Employees who are subject to removal shall receive notice by register mail at least sixty (60) days before the end of the school term preceding the expiration of this Agreement together with a statement of honorable dismissal and the reason therefore.

7.2.4.2 Dismissal by Seniority

Employees to be laid off shall be dismissed on the basis of district seniority, with the least senior employee being dismissed first (i.e. all first year employees will be removed first, second year employees next, etc).

7.2.4.3 Rights of RIF’ed Employees

An Employee who is dismissed due to reduction in force and who becomes certified and qualified for additional position(s), shall gain his/her district seniority in any additional position for which they become certified and/or qualified. Such employee’s additional certification shall be added to the seniority list of RIF’ed employees. The employees shall have the responsibility of keeping the Employer informed of any additional certification. Such additional certification shall not be added to the seniority list until verification has been supplied by the Employee to the Employer prior to July 1 of the year of recall.

7.2.4.4 Exceptions to Seniority

An employee subject to removal may bump a less senior employee provided they are certified and legally qualified for that position.

7.2.4.5 Employee on Leave of Absence

Employees who are on leave of absence are subject to this article.

7.2.5 Re-Employment Procedure After Layoff

Any employee who has been dismissed under these procedures shall have recall rights as follows:

7.2.5.1 Recall Rights

Recall rights for tenured teachers with four (4) years experience in Pikeland shall be in effect from the date of termination through two (2) calendar years from the beginning of the next school term following the date of the notice of dismissal.

7.2.5.3 Recall by Reverse Seniority

The Employer shall offer available positions to the most senior Employee on layoff who is certified for the available position.

7.2.5.4 Notification of Recall

The employer is responsible for sending notice to the most senior employee who is properly certified for the available position. Notice will be sent to the last address on file with the Employer. A copy of this article will be enclosed with the Employer’s notice. The Employee must give written response to the Employer within ten (10) days of the date the recall notice was sent.

7.2.5.5 Employee’s Obligation to Respond to Notice

Any employee who fails to respond to a proper notice of a vacancy will be placed at the bottom of the recall list as it exists at the time of such failure to respond. However, an employee may elect to be passed over in which case the employee retains his/her position on the recall list, and the Employer will offer the available position to the next most senior qualified employee.

Each employee on layoff may elect to be passed over by giving written notice to the employer within ten (10) days of the notice was sent.

7.2.5.8 Change of Address

Employees are responsible for informing the Office of the Superintendent of any changes of residence.

7.2.5.9 Temporary or Part-Time Positions

Temporary of part-time positions will first be offered to employees with recall rights in the same order as for permanent positions. Acceptance or refusal of a temporary or part-time position will not affect the recall rights of an employee.

7.2.5.11 Fringe Benefits/RIF’ed Employees

RIF’ed Bargaining Unit Members have the right to Cobra Insurance only.

Article 8

Section 8.1

A grievance shall be defined as a complaint of an alleged viola­tion of any provision of the Agreement during the term of the Agreement.

Section 8.2 Grievance Provisions

1. In all formal steps of the Grievance Procedure, the grievant shall meet with the administration representa­tives and may bring a teacher representative or Union representative to said meetings if he/she so desire.

2. In all steps of the Grievance Procedure except Step 5, conferences relating to said grievance shall be held after school hours at the convenience of the adminis­tration.

3. A grievance may be initiated by a teacher in his/her own behalf.

4. Except where an arbitrator might require, conferences under this procedure shall be conducted after regular teaching hours.

5. All references to days shall mean school days.

6. All time limits may be extended by mutual agreement between the parties.

7. Materials related to a grievance shall not be in the teacher's personnel file.

Section 8.3 Procedures

Step 1

It is the responsibility of the teacher initiating the conversa­tion to inform said administrator that the informal first step in the grievance process has in fact taken place. Without this clarification, subsequent grievance procedure steps cannot be taken by the employee or Union.

Step 2

In the event the grievance is not resolved at Step 1, the griev­ant shall present a written statement of the alleged violation and supporting data to the building principal within ten (10) days of the Step 1 meeting. The principal shall, within ten (10) days of the receipt of said material, confer in private with the grievant in an attempt to resolve the grievance. Within ten (10) school days after the

completion of the conference, the building principal shall give his written decision.

Step 3

In the event that the grievance is not settled at Step 2, the teacher may file a written appeal within ten (10) days with the Superintendent or his designee. Within ten (10) days of the receipt of the written appeal, the Superintendent or his designee shall confer with the grievant in an effort to resolve the griev­ance. The Superintendent or his designee, within ten (10) days following the conference, shall file his/her written decision with the grievant and the Board.

Step 4

In the event the grievance is not resolved at Step 3, the teacher may submit a written appeal to the Board of Education. Such an appeal shall be made within ten (10) days after receipt of the Superintendent's decision. No later than ten (10) days after receiving the appeal, the Board shall communicate its decision in writing to the grievant.

Step 5

Within ten (10) days after receiving the decision of the Board, the parties, if dissatisfied at Step 4, may, by mutual agreement, submit the grievance to grievance mediation. Grievance mediation is non-binding to both parties. If the grievance is not resolved at grievance mediation, either Party may submit the grievance to final and binding arbitration through the American Arbitration Association (AAA), which shall act as the administrator for the proceeding. The Voluntary Labor Arbitration Rules of the AAA shall be used.

Section 8.4 Arbitrator Fees

The fees and expenses of the arbitrator shall be shared equally by the parties.

Article 9

Section 9.1

Teachers shall be notified in writing no later than July 1 of their tentative teaching assignment for the following school term, as to grade level, school and/or subject area. Should a change become necessary after July 1, affected staff members shall be notified as soon as possible.

Section 9.2

The Superintendent shall post in each attendance center a notice of all certified vacancies for ten (10) days prior to permanently filling the vacancies. During the summer, such notices shall be e-mailed to the homes of certified staff. For staff members who do not have e-mail access during the summer months the district will mail notices provided the staff notifies the district at the end of the school year.

Section 9.3

Effective with the beginning of the 1987-88 school year, District seniority is defined as the length of continuous service as a tenured teacher in District #10, beginning with the first day of service after said teacher has achieved tenure. No teacher hired prior to 1987-88 shall lose any previously accrued seniori­ty.

Accrued seniority per the District seniority list dated February 15, 1985 will be grandfathered. Effective June 1, 1985, teachers hired after that date shall have their seniority accrue in pro­portion to the part of the school day which they work. In no instance, however, shall a teacher be eligible to accrue seniori­ty beyond the regular school year or to accrue more than one year of seniority during said school year period.

Should two or more tenured teachers have identical seniority and it becomes necessary to break a tie for reduction-in-force rea­sons, such ties shall be broken in the following order:

1. Greatest number of college credit hours (those used to determine placement on the salary schedule) beyond the Bachelor's degree.

2. Greatest years of teaching experience within Illinois.

3. Drawing by lots.

Article 10 Leaves

Section 10.1a Sick Leave

Sick leave shall be granted for the following levels of years served in the district:

In years 0 – 9 ----------- 11 days per year

In years 10 – 19 -------- 12 days per year

In years 20 – 24 -------- 13 days per year

In years 25 – 29 -------- 14 days per year

In years 30+ -------- 20 days per year

Sick days in excess of those used for TRS credit shall be transferred into the Sick Leave Bank.

Sick leave will be capped at 320 days for the year 2010-2011.

Section 10.1c Sick Leave Bank

The Board agrees to allow the Union to establish and operate a Sick Leave Bank for certified teachers of the District.

The purpose of the Sick Leave Bank shall be to provide extended sick leave for teachers who have exhausted their personally accumulated sick leave and, due to personal or immediate family catastrophic illness or injury, are unable to return to work.

Participation in the Sick Leave Bank shall be voluntary. Each teacher shall be given an authorization format

the beginning of each school year. Any teacher desiring to participate shall sign the authorization and

return it to his/her building representa­tive. No teacher, who is regularly certified and submits appli­cation

within time limits specified below, shall be denied mem­bership. In the first year of operation and in

subsequent years, if the number of days in the Bank falls below 200 days, each participating teacher shall

contribute two days to the Bank. If the number of accumulated days in the Bank falls between 200 to 300

days, each participating teacher shall contribute one day to the Bank. Copies of new authorizations from

each participating teacher shall be submitted to the Superintendent. Upon receipt of copies of

authorizations, the Superintendent shall be empow­ered, on behalf of the Board, to deduct either 1 or 2 days

from each applicant's personally accumulated sick leave and add the difference subtracted to the total in the

Sick Leave Bank.

New employees in the District who become participants in the Sick Leave Bank shall contribute two days. Employees already in the Dis­trict, who become participants in the Bank, shall contribute four days, plus any additional assessments during said employee’s tenure.

The number of days transferred for each applicant shall be determined by the Sick Leave Bank Committee to be appointed by the Union from its membership. The number of days contributed shall not exceed two days per applicant per year. The Committee shall inform the Superintendent of the number of days to be transferred per applicant no later than two weeks following the first day of school. No new memberships shall be allowed after that date. The School Board will not be held liable for any days transferred except as provided for below and will not contribute additional days to the Bank.

Only members of the Sick Leave Bank shall be allowed to withdraw days from it. No member shall be allowed to withdraw more than forty-five days during one school year. If a member does withdraw forty to forty-five days during one school year, they must deposit four (4) days back into the Sick Leave Bank at the beginning of the next school year in order to be considered a member of the Bank. Days deposited shall not be withdrawn when a teacher ceases to be a member of the Bank. The number of days accumulated at the end of one year shall carry over to the following year. Should the total of days withdrawn from the Bank equal the balance at any time, the Bank will cease operations until it can be replenished at the start of the next school year.

Operational Guidelines

The Sick Leave Bank Committee shall govern the operation of the Sick Leave Bank. It shall consist of three members appointed by the Union. A teacher who has exhausted his/her personally accumulated sick leave may make written application to the Committee

for withdrawal of days from the Bank. Should the teacher be unable to make application, he/she shall state the reason for the inability to work and the number of days requested from the Bank. Before granting the request, the Committee must elicit affirmative answers to the following:

1. Is the teacher listed as a current member of the Sick Leave Bank?

2. Has the teacher exhausted his/her personally accumulated sick leave?

3. Is the absence from work due to prolonged illness or injury to the teacher or a member of his/her immediate family? (Examples would include, but not be limited to, heart at­tack, cancer, car accident, major surgery, etc. This pro­gram would not be used for short term illness).

The Committee shall be able to affect such other operational guide­lines as necessary to carry out the intent of this article.

Upon approval of the Sick Leave Bank Committee, the School Board agrees to pay full teaching salary at the teacher's regular rate of pay for all days granted from the Sick Leave Bank. The number of days paid shall be subtracted from the balance in the Sick Leave Bank.

Section 10.2 Professional Leave

Employees may be granted professional leave during the year without loss of pay. Such days may be used to attend workshops, seminars, conventions, or other educational forums related to the employee's educational duties. The use of such days is subject to prior approval by the Superintendent or his/her designee.

Section 10.3 Union Leave

The Union, from its total membership, shall be allowed an aggregate maximum of two (2) days leave without loss of pay to attend meetings pertinent to Union matters. A written request for such leave shall be submitted to the Superintendent at least five (5) days prior to the requested absence.

Section 10.4 Subpoena

No teacher shall suffer loss of pay due to answering a subpoena to testify in a court of law in a school related matter. In all other subpoena situations, the Superintendent will decide if the teacher can participate without loss of pay. If the teacher is monetarily compensated for such a court appearance, the teacher shall surrender any monies received to the District.

Section 10.5 Bereavement Leave

Employees may use up to two (2) days per year for bereavement. Teachers reserve the right to use sick leave for the death of individuals covered by statute, allowing them to retain bereavement leave for individuals not covered by the statute.

Section 10.6 Personal Leave

Employees shall receive two (2) personal days per year for the purpose of personal leave according to the following definition: No less than 1/2 day increments without loss of pay. Twenty-four hours of advanced notice to the superintendent is required, except in emergency instances. These days may not be used during the first or last week of school or immediately before or after a holiday without the approval of the Superintendent or his/her de­signee for emergency situations. No more than five teacher days may be used on any given day, district-wide except in emergency situations.

If a teacher has used no more than one day per year on average for the previous five years, he/she will be granted three (3) such days per year until such time as he/she used three days in any one year. He/she will then have to return to two (2) days per year until such time as they meet the requirements to again attain three (3).

Article 11 Complete Understanding

Section 11.1

The terms and conditions set forth in this Agreement represent the full and complete understanding between the parties. The terms and conditions may be modified only through the written mutual consent of the parties.

Article 12

Section 12.1 Lunch Room Supervision

Teachers who elect to give their lunch period and volunteer to supervise students during the student cafeteria lunch period shall be compensated at the rate of $20.00 per hour. Howev­er, lunch room supervision shall be assigned by the building principal or his/her designee to other teachers if enough volun­teers are not obtained. Said teachers shall be compensated at the rate of $20.00 per hour.

Section 12.2

Teachers shall be paid according to the attached salary sched­ules. Horizontal movement on the schedules shall not be restrict­ed to hours leading to a higher degree. Subject to the Superin­tendent's approval, hours relating to a teacher's assigned duties may also result in horizontal movement.

Section 12.3 Extracurricular

The salary for coaches first employed under the extra-curricular formula program will receive an extra-curricular salary increase equal to the percent increase of the base.

New coaches hired for the 1996 - 1997 school year and thereafter receive a salary for coaching determined by the attached extra-curricular salary schedule.

Section 12.4

The extracurricular schedule, as attached, shall be used.

Section 12.5 Insurance

The Board shall maintain the current health/medical insurance program. The Board will pay 100% of the cost per teacher for single coverage at the lowest deductible level toward the health/medical insurance policy.

The anniversary date for the insurance premium shall be Oct. 1.

Section 12.6

When the District sponsors summer school, teachers shall be paid $20.00 per hour, with up to an additional $1.50 per hour stipend depending upon the balance of state monies available at the end of the program.

Section 12.7 Internal Substitution

In the event a building principal requests a bargaining unit member to cover a classroom during his/her preparation period, the sum of twenty dollars ($20) per clock hour shall be paid to that bargaining unit member. Any time in excess of or less than one hour shall be prorated. Proration shall be in fifteen (15) minute intervals. Every fraction of a fifteen (15) minute interval shall count as a full fifteen (15) minute interval.

If a bargaining unit member makes an arrangement for another bargaining unit member to cover a classroom with the princi­pal's approval, the above stipends do not apply.

In the event a principal requests a bargaining unit member to cover a class period for another bargaining unit member who leaves work due to illness, sick leave will be deducted in one-half day increments.

Section 12.8 Tuition Reimburse

To assist teachers in adding to professional growth, the follow­ing tuition reimbursement plan is established:

1. Only tenured teachers are eligible for tuition reimbursement.

2. The Board of Education will reimburse tuition costs of eligible teacher as provided in this section. The maximum reimbursement is $150.00 per credit hour, up to a maximum of 6 credit hours per year.

3. Tuition reimbursement is available only for college or university credit courses taken through an accredited educa­tional institution that directly relates to the teach­er's current assignment or that leads to a higher degree in education or related field. In order to be eligible to receive reimbursement, the course must be approved prior to enrollment by the Superintendent.

4. A teacher will receive reimbursement only where the course is satisfactorily completed and college or university credit received from the college or univer­sity within thirty (30) days after satisfactory comple­tion of a course. Proof thereof shall be submitted to the Superintendent as may be required by the Superin­tendent.

Section 12.9 Travel Reimbursement

Bargaining unit members who are required to use their vehicles in the course of their employment or otherwise use their vehicles in authorized service to the school district shall be reimbursed at the IRS rate established each January.

Section 12.10 Ticket Taking

The administration will assign teachers to take tickets. Assigned teacher has the option of finding a teacher substitute and to notify the administration of his/her replacement. The teacher responsible for the assignment shall receive a $25.00 stipend per ticket taking event.

Section 12.11 Detention Duty

Teachers shall receive twenty dollars ($20) per hour for detention duty on Saturdays and/or assigned detention duty during the week that is beyond the regular workday. Teachers shall also receive twenty dollars ($20) per hour for providing homebound instruction.

Section 12.12 Special Ed. Staffings

All bargaining unit members required to attend special education staffings beyond the normal work day shall receive twenty ($20.00) dollars per hour for attendance at the meetings.

Article 13

Section 13.1 Teacher Evaluation

Formal evaluations shall be in accordance with the following procedure:

1. An explanation and discussion of the evaluation process will take place at a scheduled faculty meeting before any evaluations are administered.

2. Non-tenured teachers shall be evaluated at least twice every school year.

3. All evaluations shall be conducted openly and with the full knowledge of the teacher.

4. Tenure teachers shall be evaluated at least once every other year.

5. Each teacher shall have a consultation concerning their first observation to note any problems. Within ten (10) days following their last observation, the teacher shall receive their written evaluation. If a teacher requests a conference regarding the evaluation, the principal shall hold the conference within ten (10) school days of the request.

6. If the teacher feels the formal evaluation of the classroom teaching performance was incomplete or inac­curate, the teacher may attach written objections to the evaluation form.

7. If a teacher is deemed unsatisfactory according to the standards set forth in the evaluation form, a consult­ing teacher shall be selected to aid in the remediation process.

8. If a consulting teacher is needed, the State Board of Education will be requested to provide one.

Article 14

Section 14.1

The terms and conditions of the agreement are in effect as of August 20, 2010, to the day prior to the beginning of the 2011—2012 school year.

Authorizing Signatures:

____________________________________

Ms. Becky Ghrist, President

Unit #10 Teacher Association

____________________________________

Mr. David Barton, President

Pikeland #10 Board of Education

Salary Schedule

2010—2011 2.00% including the step

PLEASE NOTE THAT NO TEACHER WITHIN FIVE YEARS OF FIRST BECOMING ELIGIBLE TO RETIRE UNDER TRS (TO BE DETERMINED ON AN INDIVIDUAL BASIS) SHALL BE PERMITTED TO RECEIVE AN INCREASE IN CREDITABLE EARNINGS GREATER THAN 6% OF THE TEACHER’S PRIOR YEAR’S CREDITABLE EARNINGS.

Any teacher who suffered a loss of creditable earnings during the last contract due to the imposition of the ten year limitation on any increase in their creditable earnings over 6% will be allowed to recoup the lost wages as long as it does not exceed 6% over the prior year’s creditable earnings. Any teacher who is already in a retirement agreement will be allowed to recoup any lost wages during the last contract as a post retirement benefit.

PITTSFIELD HIGH SCHOOL/PIKELAND COMMUNITY SCHOOL

ATHLETIC ASSIGNMENTS

2004 - 2007

DISTRICT ATHLETIC DIRECTOR 17.0%

PHS VARSITY FOOTBALL 14.0%

PHS ASSISTANT FOOTBALL 9.0%

PHS ASSISTANT FOOTBALL 9.0%

PHS ASSISTANT FOOTBALL 9.0%

PHS ASSISTANT FOOTBALL 9.0%

PHS VARSITY BASKETBALL 14.0%

PHS J.V. BASKETBALL 9.0%

PHS FRESHMAN BASKETBALL 9.0%

PHS GIRLS BASKETBALL 14.0%

PHS ASSISTANT GIRLS BASKETBALL 9.0%

PHS ASSISTANT GIRLS BASKETBALL 9.0%

PHS BOYS TRACK 9.0%

PHS ASSISTANT BOYS TRACK 6.0%

PHS GIRLS TRACK 9.0%

PHS ASSISTANT GIRLS TRACK 6.0%

PHS WRESTLING COACH 11.0%

PHS ASSISTANT WRESTLING COACH 7.0%

PHS GIRLS VOLLEYBALL 11.0%

PHS ASSISTANT GIRLS’ VOLLEYBALL 7.0%

PHS BASEBALL 11.0%

PHS ASSISTANT BASEBALL 8.0%

PHS GOLF 9.0%

PHS ASSISTANT GOLF 6.0%

PHS GIRLS SOFTBALL 11.0%

PHS ASSISTANT GIRLS SOFTBALL 8.0%

PHS CROSS COUNTRY COACH 7.0%

PCS BOYS BASKETBALL 9.0%

PCS ASSISTANT BOYS BASKETBALL 7.5%

PCS SECOND ASSISTANT BOYS BASKETBALL 4.0%

PCS GIRLS BASKETBALL 9.0%

PCS ASSISTANT GIRLS BASKETBALL 7.5%

PCS BOYS TRACK 6.0%

PCS ASSISTANT BOYS TRACK 4.0%

PCS GIRLS TRACK 6.0%

PCS ASSISTANT GIRLS TRACK 4.0%

PCS GIRLS VOLLEYBALL 6.0%

PCS ASSISTANT GIRLS VOLLEYBALL 5.0%

PCS BOYS BASEBALL 6.0%

PCS ASSISTANT BOYS BASEBALL 4.0%

Percent will be based on the 1^st step salary rate as per corresponding year salary schedule.

PITTSFIELD HIGH SCHOOL/PIKELAND COMMUNITY SCHOOL

EXTRACURRICULAR ASSIGNMENT

PHS SAUKETTES 8.0%

PHS CHEERLEADERS 7.0%

PHS SWING CHOIR 5.0%

PHS VOCAL CONTESTS 2.5%

PHS DRAMATICS 2.5%

PHS BAND CONTESTS 2.5%

PHS MARCHING BAND 2.5%

PHS JAZZ BAND 2.5%

PHS SPEECH CONTESTS 3.5%

PHS ANNUAL STAFF 5.0%

PHS SENIOR CLASS SPONSOR 5.5%

PHS JUNIOR CLASS SPONSOR 7.5%

PHS SOPH CLASS SPONSOR 2.5%

PHS FRESHMAN CLASS SPONSOR 2.5%

PHS STUDENT COUNCIL 5.5%

PHS QUIZ BOWL 3.5%

PHS Math Team……………………………………………………………..... 2.5%

PHS National Honors Society ………………………………………………… 2.0%

PCS CHEERLEADERS 5.0%

PCS POMS 2.0%

PCS SPEECH CONTESTS 3.0%

PCS VOCAL CONTESTS 2.0%

PCS MARCHING BAND 2.0%

PCS BAND CONTESTS 2.5%

PCS JAZZ BAND 2.5%

PCS STUDENT COUNCIL 2.0%

PCS QUIZ BOWL 2.0%

Percent will be based on the 1^st step salary rate as per corresponding year salary schedule.

Memorandum Of Understanding

I. Classroom Aides

The district shall comply with the State rules and regulations regarding the use of classroom aides.

II. Labor Management

The Union President, Vice-President, or designees and Board members and up to three union representatives will be invited to attend the Quality Circle (once per month except December and May).

III. Required Interviews

Bargaining unit members shall be granted upon request an interview for any position open in the district requiring interviews.

Memorandum Of Understanding

South School shall be provided with support personnel to supervise lunch and playtime duties. Playtime duties are those duties directly following the lunch period.

MEMORANDUM OF UNDERSTANDING

Retirement Options

Between

Unit Ten Teachers Association, Local No. 3906

and

Board of Education

Pikeland Community Unit School District #10

If an employee gives the Board an irrevocable notice of retirement by April 1^st, four (4) years prior to the year of the retirement, the Board shall pay him/her a six percent (6%) retirement incentive, inclusive of any other increases in compensation for each year of his/her remaining four years of service.

If an employee gives the Board an irrevocable notice of retirement by April 1^st, three (3) years prior to the year of the retirement, the Board shall pay him/her a six percent (6%) retirement incentive, inclusive of any other increases in compensation for each year of his/her remaining three years of service.

If an employee gives the Board an irrevocable notice of retirement by April 1^st, two (2) years prior to the year of the retirement, the Board shall pay him/her a six percent (6%) retirement incentive, inclusive of any other increases in compensation for each year of his/her remaining two years of service.

If an employee gives the Board an irrevocable notice of retirement by April 1^st, one (1) year prior to the year of the retirement, the Board shall pay him/her a six percent (6%) retirement incentive, inclusive of any other increases in compensation for each year of his/her remaining one year of service.

Once an employee submits an irrevocable notice of retirement by April 1^st, that employee shall be removed from the salary schedules contained in the Appendices of the Agreement. All calculations for salary increases will be based on the Teachers Retirement System (TRS) creditable earnings in the year in which the irrevocable notice of retirement is submitted. Once the employee submits an irrevocable notice of retirement, in no case will the employee’s TRS creditable earnings increase exceed six percent (6%) of the previous year.

If, after submitting an irrevocable notice of retirement by April 1^st, the employee resigns from, or is dismissed from activities covered in the extra-curricular Appendix of this Agreement, the retirement incentive for that employee will be recalculated accordingly.

To be eligible, an employee must submit an irrevocable letter of resignation by April 1^st, which must be accompanied by a (TRS) member requested “Personal Statement of Benefits” and a “Benefits Estimate” confirmation of total years of service. In addition, an employee is considered to be eligible for the retirement incentive by meeting either (a) or (b) below along with (c):

1. The employee becomes sixty (60) years of age by July 1 of a school year and has five years TRS creditable service.

2. The employee qualifies to receive a full pension annuity by reason of being at least fifty-five (55) years of age and having attained thirty-five (35) years of upgraded TRS creditable service.

3. Must have served satisfactorily in the district for a minimum of five (5) full-time years immediately preceding his/her retirement.

During the first year of this contract, individuals may notify the district of their intent to retire by October 1, 2010 and be eligible for the retirement incentives for one, two, three, or four years.

If any TRS rules or regulations governing the 6% cap for eligible retirees are adjusted or changed during the length of this contract, this Retirement Incentive will be opened for impact bargaining to protect the individual and the district.

 

Pittsfield Salary Schedule w. TRS 2010-2011

EXP.	BA/BS	BS+6	BS+12	BS+18	BA + 24	MA	MS+6	MS+12	MS+18	MS+24	ADV
0	$31,725	$32,031	$32,343	$32,657	$32,967	$33,156	$33,265	$33,580	$33,887	$34,197	$34,507
1	$32,360	$32,672	$32,990	$33,310	$33,626	$33,819	$33,931	$34,252	$34,565	$34,881	$35,197
2	$32,990	$33,303	$33,621	$33,940	$34,256	$34,352	$34,669	$34,990	$35,303	$35,619	$35,935
3	$33,621	$33,933	$34,252	$34,571	$34,887	$35,090	$35,407	$35,728	$36,042	$36,357	$36,674
4	$34,252	$34,566	$34,882	$35,201	$35,517	$35,829	$36,146	$36,466	$36,782	$37,095	$37,412
5	$34,882	$35,198	$35,515	$35,833	$36,148	$36,569	$36,884	$37,204	$37,521	$37,834	$38,151
6	$35,515	$35,829	$36,147	$36,466	$36,783	$37,308	$37,627	$37,943	$38,261	$38,575	$38,890
7	$36,147	$36,464	$36,782	$37,098	$37,415	$38,047	$38,366	$38,683	$39,000	$39,313	$39,632
8	$36,782	$37,098	$37,414	$37,732	$38,047	$38,790	$39,104	$39,422	$39,740	$40,056	$40,372
9	$37,414	$37,732	$38,047	$38,366	$38,682	$39,530	$39,847	$40,163	$40,480	$40,798	$41,114
10	$38,047	$38,366	$38,682	$39,000	$39,315	$40,267	$40,586	$40,903	$41,221	$41,536	$41,855
11	$38,682	$39,000	$39,315	$39,632	$39,952	$41,008	$41,323	$41,641	$41,961	$42,276	$42,595
12	$39,315	$39,632	$39,952	$40,267	$40,586	$41,749	$42,066	$42,383	$42,701	$43,017	$43,332
13	$39,952	$40,267	$40,586	$40,903	$41,221	$42,486	$42,806	$43,123	$43,438	$43,755	$44,072
14	$40,586	$40,903	$41,221	$41,536	$41,855	$43,226	$43,547	$43,862	$44,179	$44,497	$44,814
15	$41,221	$41,536	$41,855	$42,170	$42,486	$43,967	$44,283	$44,603	$44,918	$45,236	$45,554
16	$41,855	$42,170	$42,486	$42,806	$43,123	$44,707	$45,023	$45,341	$45,658	$45,974	$46,292
17	$42,486	$42,806	$43,123	$43,438	$43,755	$45,445	$45,764	$46,080	$46,394	$46,717	$47,033
18	$43,178	$43,495	$43,809	$44,128	$44,445	$46,240	$46,556	$46,877	$47,193	$47,508	$47,829
19	$43,862	$44,179	$44,497	$44,814	$45,130	$47,033	$47,349	$47,666	$47,985	$48,302	$48,617
20	$44,550	$44,868	$45,185	$45,500	$45,813	$47,829	$48,142	$48,459	$48,774	$49,094	$49,409
21	$45,236	$45,554	$45,868	$46,185	$46,503	$48,617	$48,935	$49,252	$49,571	$49,885	$50,203
22	$47,046	$47,376	$47,703	$48,032	$48,363	$50,562	$50,892	$51,222	$51,553	$51,880	$52,211
23	$48,973	$49,317	$49,657	$50,000	$50,344	$52,633	$52,977	$53,320	$53,665	$54,006	$54,350
24	$49,704	$50,054	$50,399	$50,747	$51,096	$53,419	$53,768	$54,116	$54,467	$54,812	$55,162
25	$49,850	$50,191	$50,535	$50,883	$51,226	$53,631	$53,981	$54,324	$54,666	$55,014	$55,357
26	$50,434	$50,771	$51,112	$51,448	$51,786	$54,158	$54,488	$54,822	$55,155	$55,485	$55,820
27	$51,071	$51,412	$51,757	$52,098	$52,440	$55,086	$55,446	$55,805	$56,167	$56,523	$56,883
28	$53,630	$54,007	$54,380	$54,755	$55,132	$55,915	$56,280	$56,644	$57,011	$57,373	$57,738
29	$54,277	$54,658	$55,035	$55,415	$55,796	$56,669	$57,040	$57,409	$57,780	$58,147	$58,517
30	$54,909	$55,294	$55,623	$56,007	$56,392	$59,192	$59,512	$59,834	$60,153	$60,473	$60,793
31	$55,468	$55,857	$56,243	$56,631	$57,021	$59,788	$60,525	$60,917	$61,311	$61,700	$62,093
32	$56,246	$56,571	$56,893	$57,221	$57,545	$61,035	$60,849	$61,243	$61,639	$62,030	$62,426
33						$61,465	$61,466	$61,864	$62,264	$62,659	$63,059
34						$62,118	$62,389	$62,793	$63,200	$63,601	$64,006