AGREEMENT BETWEEN WINDHAM BOARD OF EDUCATION AND

AGREEMENT
BETWEEN
WINDHAM BOARD OF EDUCATION
AND
WINDHAM FEDERATION
OF TEACHERS
September 1, 2014
306549lvl
August 31, 2016
'
.
TABLEOF CONTENTS
Assaults ..............................................................................................
12
Benefits...........................................................................................
23,30
Board Prerogatives...................................................................................
3
Board Policy..... : .....................................................................................
2
Class Size ............................................................................................
22
Co-curricularSalaries .............................................................................
29
Collectionof Money ................................................................................
18
Committeeof Review..............................................................................
20
Contract Duration ..................................................................................
25
Contract Printing and Distribution..............................................................
11
Contractsof Employment.........................................................................
11
CoordinatorSalary Schedules....................................................................
29
, .... 22
District-wideStaff Schedules................................................................
MembershipEligibility..............................................................................
1
ExtracurricularPay ................................................................................
18
ExtracurricularPoint Values .....................................................................
33
EvaluativeMaterial ................................................................................
12
Fair Practices........................................................................................
15
, .... 3
Grievances........................................................................................
GrievanceProcedures................................................................................
3
;..............................................................
32
In-service .............................
1
Information,Union Requests for .................... , .............................................
Injury Causedby Assault .........................................................................
12
, 30
Insurance............................................................................................
24 ·
Job Actions .................... :.....................................................................
Layoffs ...............................................................................................
24
Leaves of Absence ...................................................................................
7
12
Legal Counsel............ , ..........................................................................
Longevity. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . .. . . . . .. . . . . . .. . . . . . . . . . . . . 27,28
Mailboxes,Union Use of ...........................................................................
2
Meetings .......................................................................................
2,17,23
:.. .............. 13
Mileage Reimbursement..........................................................
Negotiations...........................................................................................
2
16
Non-ClassroomAssignments........... ·..........................................................
i
306S491v3
'
TABLE OF CONTENTS (CONTINUED)
Non-ScheduledClasses......................................................................
, ..... 23
Paychecks.....................................................................................
:.. 13,14
Payroll Deductions..... .-.. ; . . .. .. . .. .. . .. .. .. .. .. .. . . .. . . .. .. .. .. . .. .. .. . .. . . .. .. . .. .. . .. .. .. .. 14,15
7
Personal Days .........................................................................................
Personnel File .......................................................................................
13
Preparation Time ·........... ; .................. , . .. . . .. . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . 21
Professional Development......................................................................
'............. 13
ProfessionalLeave .................................................................................
11
Quarantine......... :....................................................................
·............... 7
ReappointmentList.......................................................
, ....................... ;. 24
Retirement Severance Pay ........................................................................
13
Salary Agreements .. .. .. .. .. . . . .. .. .. .. .. .. .. .. .. . .. . . . . .. .. . . . .. . . .. . .. . . .. . .. . . .. . ... .. .. . .. . . . .. 11
Salary Schedules................................................................................
27,28
Schedules ..................................................................
; .........................
22
School Calendar ......................................................................................
2
, .. 13
SeverancePay ....................................................................................
Sick Leave .........................................................................................
7,12
Special EducationStudents .......................................................................
22
Study Halls .................................................
·.....................................
16,23
SupplementaryContracts. . .. . . .. . .. . . .. .. .. .. .. . .. .. . . . .. .. . . .. .. . . .. . .. .. .. . . .. . . .. .. .. . .. . . .. .. . 11
Supply Budget..............................
:..........................................................
2
Teaching Assigmnents.............................................................................
23
Threats ...............................................................................................
12
Transfers ....................................................................................
, ........ 21
Transporting Students.................................................................
·,.. . . . . . . . . . . 18
Union Dues .. .. . . .. . .. . . .. . .. .. .. . .. . .. .. .. .. .. . .. . .. .. . . . . .. . . . .. .. . .. . .. . . .. .. .. .. .. .. . . . .. .. . . . ... 13
Vacancies . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . .. . . .. . . .. .. . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . 24
Workdays ............................................................................................
17
Work Stoppages ....................................................................................
25
Workers' Compensation.......................................................................
, ... 12
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TABLE OF CONTENTS (CONTINUED)
A-1
A-2
A-3
A-4
A-5
A-6
Salary.....................................................................................
27,28
Co-curricular Positions ...................................................................
29
Insurance.............................................................
, ......................
30
:............... 33
Extra-curricular Positions................................................
Memorandumof Agreement ............................................................
35
Insurance Grid.................................................................................
,...... 36
- iii 306549lv3
PREAMBLE
Whereas ConnecticutState Law 10-153,as amended, recognizesthe procedure of
collectivebargainingas a peaceful, fair, and orderly way of conductingrelations between
boards of educationand teacher organizations;and
Whereas in a specialreferendumconductedby the AmericanArbitrationAssociation
among the certifiedpersonnel of the WindhamPublic School Systemon December4, 1974,a
majority of those voting elected as their sole representativefor all classroomteachers and
holders of special certificatesother than administrative;and
Whereasthe Board and its designatedrepresentativeshave met with representativesof
the WindhamFederationof Teachers (WFT), and fully consideredand discussedwith them, as
representativesof the professionalstaff in the bargaining unit, conditionsrelative to
employmentas required by law, it is agreed as follows:
AGREEMENT
AGREEMENTmade and entered into by and betweenthe WindhamBoard of
Education (hereinafterreferred to as the "Board")and the WindhamFederationof Teachers,
AFL-CIO (hereinafterreferred to as the "Union").
ARTICLEI
FEDERATIONRECOGNITION
The Board recognizesthe Union as the exclusivebargainingrepresentativeof all
those employeesin positionsrequiring a teachingor special services certificate(including
persons holding a durational shortage area permit) except principals/headmastersand other
administratorsexcluded from the teachers' bargainingunit in accordancewith Conn. Gen. Stat.
§ 10-153b(a).
1.1
1.2 Nothing containedherein shall be construed to prevent any individual
professionalstaff member from (1) informallydiscussinga complaintwith his or her
immediatesuperior or (2) processinga grievancein his or her own behalf in accordancewith
the grievanceprocedure hereinafter set forth, excluding arbitration.
1.3 The Union agrees to represent all teachers withoutregard to membershipor
participationin, or associationwith, the activitiesof the Federationor any other employee
organization.
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1.4 The office of the Superintendentof Schoolsshall, upon written request, furnish
to.the Union availableinformationwhichis in the public domain.
1.5 . There shall be made availableto the Union, upon its request, any and all
information,statistics, and records which are relevant or necessaryfor the proper enforcement
of this Agreement.
l. 6
The supply budget for each school shall be discussedby the
principal/headmasterwith the Union's steward at his or her request.
1.7 The Union shall have the right to call meetingsof its membershipat any time
after the teacher workday it deems necessary. The use of schoolbuildingsfor this purposeis
permitted, provided the Union shallbe responsiblefor additionalcustodialcosts, if any.
1.8 One Union steward from each elementaryschool and two (2) stewardsfrom the
WindhamMiddle School and two (2) stewardsfrom the.High School shall be released from
their homeroomassignmentand before and after school supervisoryassignments(exceptas
under 10.2) for the purpose of investigatinggrievanceswhen there are teachers availablefor
adequatecoverage. In addition, the Presidentof the Union shall be releasedfrom all
homeroomand building assignmentsduring his or her term of office.
1.9 The proposed School Calendarshall be discussedwith the Union before
adoptionand before contracts are issued,.
1.10 The NegotiationTeam of the Union shall be excusedfrom duty with no loss of
pay for school time when required by the Board or its representativesto be present for
negotiationsor other meetings.
1.11 The school mailboxesshall be availablefor the distributionof communications
by the authorizedofficials of the Union. A copy of such noticesshall be given to the
respectivebuilding principal(s)/headmastersand to the Superintendentat the time such notices
are distributed.
l.12 Bulletinboard space in each school shall be reserved for the exclusiveuse of the
Union for the posting of official Union notices. A copy of such noticesshall be given to the
respectivebuilding ptincipal(s)/headmastersand to the Superintendentat the time such notices
are posted.
·
1.13 The Board may assign teachers or other unit membersto a work day that.starts
no earlier than 7 a.m. or ends no later than 5 p.m. providedthat the overalllength of the
assignedteacher's day is 7.75 hours, the same as other membersof the bargainingunit. The
Board shall first seek qualifiedvolunteersfor such positions, and shall otherwiseassign
teachers to such positionsby reverse order of seniority. The teacher work year shall be
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increased to 185 days in 2014-15 and to 186 days in 2015-16. Shouldthe length of the school
year be further increased,the Board shall negotiatethe impact of such change with the Union.
1.14 Board agendas, minutes, and Board packets (excludinginformationprivileged
by the Freedomoflnformation Act) will be forwardedto the WFT President on a regular and
timely basis.
1.15 Board policy will be posted on the·Board's website. Any ch_angeswill be posted
within a reasonabl_e
time after they are adopted.
ARTICLE II
BOARDPREROGATIVES
It is recognizedthat the Board has and will continueto retain, whether exercisedor not,
the sole and unquestionedright, responsibilityand prerogativeto direct the operationof the
public school in the-Townof Windham in all its aspects, includingbut not limited to the
following: To maintainpublic·elementaryand secondaryschoolsand.suchother educational
activities as in its judgment wUIbest serve the interests of the Town of Windham;to give the
children of Windhamas nearly equal advantagesas may be practicable;to decide the need for
school facilities;to determinethe care, maintenanceand operationof buildings, land, apparatus
and other property used for school purposes; to determinethe number, age, and qualifications
of the pupils to be admittedinto each school; to employ, assign and transfer employees;to
suspend or dismissthe employeesof the schoolsin the manner providedby statute; to
designatethe schools which shall be·attendedby the various childrenwithin the town, to make
such provisions as will enable each child of school age residingin the town to attend schoolfor
the period required by law and provide for the transportationof childrenwherever it is
reasonable and desirable; to prescribe rules for the management,studies, classificationand
discipline for the public schools; to decide the textbooksto be used; to make rules for the
arrangement, use and safekeepingof the school libraries and to approve the books selected
therefor and to approve plans for school buildings; to prepare and submitbudgets to the Board
of Finance and, in its sole discretion, expendmonies appropriatedby the town for the
maintenanceof the schools, and to make such transfers of funds within the appropriatedbudget
as it shall deem desirable, and to continueto establishadministrativeregulationsnot
inconsistentwith this Agreement. These rights, responsibi!ities'andprerogativesare not.
subject to delegationin whole or in part, except that the same shall not be exercisedin a
manner inconsistentwith or in violation of any of the specificterms and provisions of this
Agreement.
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ARTICLEIII
GRIEVANCEPROCEDURE
3 .1 Purpose: The purpose of this procedure is to secure, at the lowest possible
level.of employee-employerrelationship,equitablesolutionsto problemswhich may arise
affecting the welfare or workingconditionsof any teacher coveredby this contract.
Accordingly,the Board and the Union agree that during the life of this Agreementall disputes
between them or between the Union and the Administrationshallbe settled in accordancewith
the provisionsof this grievanceprocedure and that all such proceedingsshall be kept as
confidentialas possible.
3.2 Definitions: A grievanceshall mean a complaintby an employee(i) that as to
him or her there has been a violation,misinterpretationor mjsapplicationof the specific
provisions of this Agreement;or (ii) concerninghis or her conditionsof employmentnot
covered by this Agreement. Step 4 of the grievanceprocedure shall neither apply to
complaintspresentedunder part (ii) of the preceding sentence,nor shall it apply to complaints
.presentedunder Section 9 .1, and the decisionof Step 3 shall be final.
3.3
Procedures:
STEPl
A.
An employeeand a Union steward (if the employeeso desires) shall first
discuss the problem with his or her principal/headmasterand indicatethat this problem is a
potential grievance. If the matter is not satisfactorilyadjustedwithin five.(5) school days, the
employeeshall submit it in writing withinfive (5) school days to the principal/headmaster.
The written grievance shall set forth (1) facts sufficientto describethe events giving rise to the
grievance, (2) the specificprovision(s)of this Agreementwhichthe grievant allegesto have
been violated, ~nd (3) the remedy requested.
B.
The principal/headmastermay request a meetingwith the employeeand
a Union steward (if the employeeso desires)prior to makinghis or her decisionin writing
with copies to the employee and the Union within five (5) schooldays of the submissionto him
or her by the employee.
STEP2
A.
Failing satisfactorysettlementwithin such time limit, the aggrieved
employee.may,within five (5) school days appeal in writing to the Superintendentor his or her
designatedrepresentative. The written appeal shall set forth the groundson which it is made,
but no change shall be made in the terms of the original grievance.
B.
The Superintendentor his or her representativeshall meet with the
employee and a Union steward (if requestedby the employee)withinten (10) school days of
-4306549lv3
the receipt by him or her of such appeal, and shall give his or her decisionin writing to the
employee and the Union within five (5) school days of such meeting.
STEP3
A.
If the aggrievedemployeeis not satisfied with the decisionrendered at
the level of the Superintendent,he or she may, within five (5) school days, appealto the Board
of Education, or may request in writing, with a copy to the Superintendtint,that the Union
appeal on his or her behalf.
B.
The Board of Educationshall, within two (2) calendarweeks (14 days)
of its receipt of such appeal, meet in executivesession with the employeeand a Union
representative(if the employeeso desires), and shall render its decision and reasons therefor in
writing to the employeeand the Union within one (1) calendar week (7 days) after such
meeting.
STEP4
A.
In the event a grievance shall not have been settled under the above
procedure, the Union may request that such dispute or differencebe referred to the American
Arbitration Associationfor arbitration in accordancewith its administrativeprocedures,
practices and rules.
B.
Notice of intentionto make such submissionto arbitrationunder
subsection(A) above must be in writing addressedto the Superintendentof Schools, and
submissionto the Arbitration Associationmust be made not later than ten (10) school days
following the decision of the Board of Educationor the expiration of the time limits for making
such decision, whichever shall first occur.
C.
The arbitrator shall hear and decide oruy one grievancein each case. He
or she shall be bound by and must comply with all of the terms of this Agreement. He or she
shall have no power to add to, delete from, or modify in any way any of the provisionsof this
Agreement. The decision of the arbitrator shall be binding upon both parties and all employees
during the life of this Agreement, ui:tlessthe same is contrary to law. Fees and expensesof the
arbitrator shall be borne equally by the Board and the Union.
D.
No employee may file for arbitration as an individual,but only the
Union may file an appeal to arbitrationhereunder.
E.
Nciprovisions of this contractwhich are stated as a matter of Policy shall
be subject to arbitration.
3.4
Time Limits:
-5306549!v3
A.
Since it is important that grievances be processed as rapidly as possible,
all grievances shall be processed in accordance with time limits specified in each step herein,
andthe number of days indicated at each step shall be considered as a maximum. Such time
limits, however, may be extended by written agreement between the Union and the Board or
Administration, provided that no such agreement of extensions shall be made after the
expiration of such time limits.
B.
Any grievance not presented within fifteen (15) school days of the
occurrence giving rise thereto shall not thereafter be considered a grievance under this
Agreement. Grievances based on occurrences on or after June 15, shall be presented prior to
July 1.
C.
Failure of the grievant at any step to appeal a grievance to the next step
within the specified time limits shall be deemed to be an acceptance by the grievant of the
disposition of such grievance.
D.
Failure at any step of this procedure to communicate a decision within
the specified time limits shall permit the aggrieved to proceed immediately to the next step.
3.5
Representative Rights of Teachers and the Union:
A.
No reprisals of any kind shall be taken by either party or by any member
of the Administration against any participant in the grievance procedure by reason of such
participation.
B.
Any grievant or party in interest may be represented in the grievance
procedure by a teacher of their own choosing provided that 1)
The representative of the grievant or party in interest is not a
representative, legal counsel, or officer of any teacher organization other than the Union;
2)
The Union shall have the rtght to be present and to state its views
at all stages of the procedure;
3)
The Union shall be notified in writing of the disposition of any
such grievance at each step of the grievance procedure by the Administration representative
involved at each step; and,
4)
This provision shall not be construed to prohibit the Union from
calling on Union staff representatives or legal counsel at any stage of the grievance procedure.
C.
The Union shall have the right to initiate a grievance or appeal from the
disposition of a grievance of an employee br group of employees at any step of this procedure.
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D.
Meetingsheld under this procedure shall be conductedat a time and
place which will afford a fair and reasonableopportunityto attend for all persons proper to be
present. When such meetingsare held during school hours, all persons who participateshall
be excusedwithoutloss of pay for that purpose. Persons proper to be present for the purposes
of the preceding sentenceare definedas an aggrievedteacher or teachers, their appropriate
Union representativesand qualifiedwitnesses.
E.
Grievancesarising from the action ofan officialother than the assistant
principal or principal or headmastermay be initiated with the Superintendentor his or her
designatedrepresentativeas set forth in§ 3.3, Step 2 above.
3.6
Administrative Record Keeping of Grievances:
All documents,communications,and records dealingwith the processingof a
grievance will not be availableor exposed, or indicatedin any manner to anyoneoutside of the
WindhamBoard of Educationwithoutthe prior approval of the grievantor, with prior
consultationwith the Federation, otherwiseas required by law. If either the Federationor the
Board of Educationis given such approval, it is understoodthat both parties have such
approval. This provisiondoes not apply to the initial statementof grievance;which in
accordancewith the Freedom of InformationAct is a public document,but will be kept
confidentialuntil a FOIA request is made for the grievance.
3. 7
Disposition of Grievances - Saving Clause:
No dispositionof any grievanceat any level shall be contraryto any provisions
of this Agreement, any applicablelaw, or any previous arbitrationaward under this
Agreement.
ARTICLE IV
LEAVES OF ABSENCE
4.1
Sick Leave:
A.
Teachersshall be entitled to fifteen (15) days sick leave with full pay
each school year as·'ofthe first day they report for classroomduty. Sick leave is accumulated
from year to year, except that accumulatedsick leave in excess of 150 days as of any June 30,
may not be carried over to the following September. The Board may require, at no expenseto
the employee, a doctor's_certificate or exatninationby the ~choolmedicaladvisor in cases of
suspected abuse.
B.
Stipendamounts shallbe adjustedproportionatelybJIthe Personnel
Director for an absence of more than one week when a substituteis retained.
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4.2
PersonalLeave:
A.
Teachers shall be permittedabsenceswithoutloss of pay and without
deductionfrom such leave accumulationsup to a total of not more than five (5) days in any
school year for any or all.of the following,except as otherwisespecificallystatedhereinafter:
1)
Serious illnessof spouse, parent, child-,brother, sister, or
member of the immediatehousehold, or serious illness or death of grandparent,grandchildren,
father-in-Jaw,mother-in-law,brother-in-law,sister-in-Jaw,uncle or aunt;
2)
Quarantine;
3)
Absence for spouse for birth of child to wife, not to exceedtwo
(2) days in any schoolyear; and,
4)
Temporaryabsence,not to exceed two (2) days per year for
·personal matterswhich cannot be conductedwith reasonableconvenienceoutsideof school
hours, .subjectto the approval ofthe Superintendentor his or her designee. Such leave may
not be taken merely for personal convenience,but only as a matter of pressingpersonalneeds
and;
5)
· Observanceof a publicly acknowledgedreligiousholy day.
B.
An employeerequestingpersonal leave for any of the specifiedreasons
in paragraphsone through five (1-5) must notifyhis or her principal/headmasterin writing at
least twenty-four(24) hours in advanceof such Jeave.(exceptin cases of emergency)giving
reason for his or her contemplatedabsence. In case of personal leave under paragraphfour
(4), the request must be accompaniedby a statementof reasons in generalterms (such as .
attendancein court, real estate closing, etc.).. Where possible, this shouldbe done at least five
(5) school days before the date involved. If such a request is denied and a grievanceis filed,
the employeeshall be excused for the day in question;but salary paymentshall be contingent
upon ·the outcomeof the grievance. Personal leave will ordinarilynot be grantedthe day
before or the day after a holiday or vacationexcept in case of death or serious illness in the
family.
C.
A teacher who completesthe year withoutmissinga day, excluding
professionaland personal days, will receive a letter of recognitionthat will be placed in his/her
personnel file.
D.
The Windham Board of Educationand the WindhamFederationof
Teachers hereby agree to continue their past practice concerningSection4.2 of the Working
Agreement. In particular, the Superintendent.or his/her designeemay, in his/her discretion,
grant an additionalpersonal leave day(s) to bargainingunit membersfor the sole purpose of the
personal observanceof a publicly acknowledgedreligious holy day. Denial of said request is
r
306549lv3
-8-
not subject to the grievanceprocedure provided in the Working Agreement, In addition, the
Superintendentor his/her designee may grant additionalpersonal leave days (not to exceed 10)
to fulfill legal requirements.relatedto adoption.
If the request for .theadditionalpersonal leave day(s) is granted, the bargainingunit
. member who requestedthe personal leave shall be paid his/her per diem rate of pay minus the
per diem rate.of a substitute.
4.3
Funeral Leave: Teachers shall be permitted absenceswithout loss of pay and
without deductionfrom sick leave accumulationsup to a total of not more than four {4) days in
any school year in the event of death of spouse, parent, child, brother, sister, grandparent,
mother-in-law, father-in-law,or member of the immediatehousehold.
4.4 ·
Childbearing and Childrearing Leave:
A. · Teachers who becomepregnant shall be placed on short-termleave status
for childbearingp:urposesunder this paragraph unless they elect a long-termleave under the
provisions of paragraph B. Any teacher who becomespregnant shall so notify the
Superintendentor his or her designee at least four (4) months prior to the expecteddate of
delivery and shall thereafterprovide a doctor's certificateindicatingcontinuedfitness for work
at least monthly, or more often if there is a change in her conditionduring the month. Leave
shall begin when in the opinion of her doctor, or the Board's doctor on review, the teacher is
no longer physicallyable to work, or upon her confinement,whichevercomes first. Leave
shall expire when in the opinion·ofher doctor, ·Orthe Board's doctor Oll.review, she is
physically able to return to work. Except in the case of unusual medical difficultiesfor the
teacher, leave is not expectedto continuefor more than six (6) weeks after delivery. Where
possible, the teacher shall be assignedto her former position upon return, and shall be
guaranteed such position if she returns within the same school year.
B.
Any teacher who has acquired ti;,nureand is expectinga child or whose
spouse is expectinga child, or who has firm plans to adopt a child in the immediatefuture,
upon request shall be granted a long-term leave for childrearingpurposes. Such leave shall
begin either at the start or at the mid-pointof the school year, and shall end either one-half or
one-full school year later. The request for such leave must be made at least thirty (30) days
prior to its commencement,and must specify·whetherthe request is for leave of one-half or
one-full year. Upon return, a teacher shall be assignedto his·or her former position, or if the
former position no longer exists, to a position for which the teacher is certified and qualified.
Leave under this paragraph may be granted to non-tenureteachers at the discretion of the
Superintendent.
'
C.
Leaves of absenceunder 4.4A shall be treated as disabilityleaves in
accordance.withPublic Act 73-647. · Leave under4.4B shall be without compensation,but
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such teacher shall have the option of continuingfringe benefitsso long as the total cost of
fringe benefits is borne by the employee.
D.
Any teacher who becomespregnant shall adhereto the notificationand
reportingprocedures as stipulatedin 4.4A for as long as she remainsteaching,whether or not
she intendsto return to teachingafter the child is born.
4.5
Exchange Teacher Leave:
A.
Upon recommendationof the Superintendent,leaves for exchange
teacher positionsunder either nationalor internationalprogramsmay be grantedby the Board
to teachers who have achievedtenure in Windhamand who have completedat least two (2)
additionalyears of competentservice.
The Board shall compensateany teacher grantedexchangeleave on the
basis of equivalentarrangementsmade through the office of the Superintendent,but in no event
shall it be required to pay more than one salary for any one teachingposition. Any period
served as an exchangeteacher shall be applied to the salary scheduleset forth.
B.
4.6
Professional Leave:
A.
Subjectto the availabilityof funds, the Board shall pay the reasonable
expenses(includingfees, meals, lodging and/or transportation)incurredby teacherswho attend
workshops, seminars, conferencesor other professional improvementsessions(not including
visiting days) at the request and/ or with the advance approval of the Principal/Headmasterand
Superintendentfat particularpurposes of specialbenefit to the school system. Alternatively,
· the Principal/Headmasterand the Superintendentmay approveleave with pay but without
. reimbursementof expensesfor the purpose of attendingworkshops,seminars,conferencesor
other professionalimprovementsessions, A written report shall be required of any teacher
attendingsuch sessions.
B.
Any teacher may be permitted at least one (1) day per year without
reimbursementof expensesfor visiting some other school systemwhen such visit will benefit
the Windhamschool system or the individualteacher as a professionalin the system. The
arrangementsfor visiting must be made in advanceand the completedplans approvedby the
principal/headmaster. Such requests may be brought to the Superintendent'sattentionfor
review.
4.7
Return After Leave of Absence:
A.
Teachers who have been granted long-termleave shall notify the
Superintendentof their return by March 1 when reasonablypracticable. If a teacher fails to
submit such written notification,the teacher shall forfeit his or her right to that position for that
semester.
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B.
All teachers returningfrom leaves of absencegrante<tunderthis Article
shall be restored to the same positionthey held at the time the leave was granted, providedthat
former positionexists. If there is no opening,the teacher will be placed in any positionfor
which the teacher is certified and qualified.
4. 8 Any employeeabsent from work without leave as providedin this Article may
be subjectto disciplinaryaction, includingbut not limited to loss of salary, suspensions,or
dismissal.
4.9
The Board reserves the right to designateleave providedunder this Article as
· leave qualifyingunder the Family and MedicalLeave Act in accordancewith law. Such
designationshall not limit leave entitlementotherwiseavailableunder this Agreement.
4.10 Teacherswho are absent from their assignmentfor any of the reasons set forth
in this Article shall call the substitutereporting service for each absencewhetheror not a
substituteis required for their position.
ARTICLEV
CONTRACTS
5 .1
The Board shall continueto use substantivelythe same forms as are now
used for.the written contract of employmentof each individualmember of the bargainingunit.
The Board will includethe followingnotificationon the annual salary agreementiss~edto
membersof the bargainingunit:
This agreementmay be terminatedby the teacher by providing thirty days written
notice at any time. Failure to adhere to this requirementshall be a violationof this
agreement, and shall subject.the teacher to all available legal remedies.
..,
5.2
Supplementary Contracts
A. Appointmentto positions coveredby supplementarycontractsare for one
(1) year only. However, if a teacher who has held such a position for two (2) consecutive
school years is not to be reappointedto that positionfor the succeedingschoolyear, such
teacher shall be so notifiedprior to July 1, and shall upon request receive in writing from the
Superintendenta statementof the reasons therefor. This statementshall not be subjectto the
grievanceprocedure, but may at the option of the teache.rbe discussedwith the Superintendent.
The teacher may request that a.Union stewardbe present at such meeting. For the purpose of
this paragraph, "positionscovered by supplementarycontracts" shall not includesummer
school or adult educationpositions.
-11 -
B.
Assignmentto the position of facilitator, instructionalconsultant,
instructionalcoachand team leader shall be limited to a term of five (5) years.
C.
Assignmentsto positionscovered by supplementarycontracts shall be
made first by consideringavailablevolunteerswithin the school building, then by considering
other availablevolunteerswithin the ,bargainingunit, and.then, as to staff employedon or after
September 1, 1984, by assignmentof the building principal/headmaster.
D.
Under normal circumstances,supplementarycontractswill .be issuedby
September 1 of each schoolyear, for all known appointeesfor that schoolyear, except for fall
sports, for which supplementarycontracts shall be issued by August 15.
5. 3 Copies of this Agreementshall be distributedto all membersof the bargaining
unit as soon after its approval and printing as possible. The Board agrees to equally share-the
costs of printing and distributingthis Agreementin booklet form, and the Board agrees to
distribute a copy of this Agreementto each member of the bargainingunit presently employed
by the Board and to each new staff memberhired by the Board.
5.4
No individualcontracts or agreementsincludingany and all supplementary
contracts shall be issued for a particular school year prior to final approval of the collective
bargaining agreementfor that year without a notice to the effect that all salaries are subjectto
agreementwith the Union.
ARTICLEVI
PROTECTIONOF EMPLOYEES
6.1
Teachers shall report all cases of threat and assault to their building
principals/headmastersin accordance w_ithstatute.
6.2
The Board agrees to provide legal counselto defend any teacher in any action
(a) arising out of an assault on a teacher, or (b) arising out of any disciplinaryaction taken
against a student by a teacher, and (c) by re~son of allegednegligenceor.other act resulting in
accidentalbodily injury to or death of any person, or in accidentaldamageto or destructionof
property, within or without the school buildings, provided such teacher, at the time of the
assault or accident resulting in such injury, damage, or destruction, was acting in the discharge
of his oi:her duties within the scope of his or her employmentor under the.direction of the
Board, as provided for and limited by the provisions of Conn._Gen. Stat. § 10-235.
6.3
If criminal or civil proceedings are brought against a teacher allegingthat he or
she committedan assault in connectionwith his or her employment,such teacher may request
the Board to furnish legal counsel to defend him or her in such proceedings. If the Board does
not provide such counsel, andthe teacher is found to have been acting in the discharge of his
or her duties, within the scope of his or her employment,or under the direction of the Board
- 12 3065491v3
and is found not guilty if charged with assault in a criminal action or is found not liable if sued
for assault in a civil action, then the Board shall reimburse the teacher for reasonablecounsel
fees incurred by him or her in defendingthe proceeding.
6.4
Whenevera teacher is injured on the job, he/she is required to file a first report
of injury as soon as possible with the school nurse or contact the PersonnelOffice. Whenever
a teacher is temporarilyabsent from school as a result of personal injury arising out of and in
the course of his or her employment,he or she may be paid his or her full salary for the period
of such absenceby having such absencechargedproportionatelyto his or her annual sick
leave, provided such employeeat the time of the injury, was acting in the dischargeof his or
her duties within the scope of his or her employmentor under the directionof the Board. Such
compensationwill pay the differencebetweenWorkers' Compensationand the teacher's
salary; it will not be a full salary in additionto Worker's Compensation. The Board shall have
the righMo have the teacher examinedby a physiciandesignatedby the Board for the purpose
of establishingthe length of time during whichthe teacher is temporarilydisabledfrom
performing his or her duties.
6.5
A teacher shall be notified in writing at the time any evaluativematerial is
placed in his or her file. Such notice may be given by marking a document "cc Personnel
File" or by sendingthe teacher an email to that effect specifyingthe materialin question.
6.6 A teacher shall be allowedto have the first ten (10) pages of appropriatematerials
copied from his or her personnel file withoutcosts, however, there will be a ten (10) cent
charge per page for each copy over ten (10) pages.
6. 7 .1 Eighteenhours of state mandatedprofessionaldevelopmentwill be offered
within the frameworkof the teachers' contract day, which includesmeetingsreferred to in
Article 17.3, and year.
6.7.2 No teacher shall be required to dispensemedicineto students.
6. 8
Upon retirementor death, severancepay shall be made to the teacher·or his or
her estate calculatedat the rate of one day's pay for each five (5) days of accumulatedsick
leave (i.e., 20%) credited to the teacher. To be eligible to receive such payment in the July.
following retirement, the teacher shall submit an irrevocable letter of resignationfor purposes
· of retirement on or before the previous ianuary 1. Should the teacher fail to provide such
written notificationoffetiremen±,the Board shall make such paymentin July in the next year
following (e.g., notificationreceived in May 2008 will result in paymentbeing made in July
2009). The Board reserves the right to make an additionalpayment of $500 to all teachers
who adhere to the December 1 submissiondate. The Board shall notify staff if it exercisesthis
option.
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6.9 A teacher who has a regular teaching assignmentsplit between·twoschool
buildings shall be reimbursedfor mileagefor travelingbetweensuch school buildingsin
accordancewith the followingterms: the mileagereimbursementrate shall be the same as that
rate allowablefor incometax deductionby the Internal RevenueService. Reimbursementwill
be for miles traveled on assigned school businessonly; such travel will be approvedin advance
by the buildingprincipal/headmasteror.central office administrator.
6.1O No employeeshall receive a written reprimandor a suspensionwithoutjust
cause.
ARTICLE VII
DEDUCTIONS
A.
Dues D.eductionand Agency Fee
7.1 All employeesshall, as a conditionof continuedemployment,join the
Federation or pay to the Federationan agency fee for expensesincurred by the Federationfor
collectivebargaining, contract administration,and grievancerepresentation. The Federation
shall provide each non-memberwith a statementof the major categoriesof expendituresfor
such purposes made in the prior fiscal year at least thirty (30) days before the commencement
of the succeedingcontractyear, said statementverified,by an independentauditor.
7 .2 Any non-memberwho shall object to the amountrequired as agencyfee, as
herein provided shall, within thirty (30) days after notificationof the amountthereof, file with
the Federation objectionto said amount, setting forth generallythe nature of such objectionand
the amount sµch non-memberbelieves is the proper amount. .TheFederationupon receipt of
such objectionshall notify all other non-membersof such objectionsand a hearing shall be held
before the Federationgoverningboard. Said hearing shall take place promptly, but no later
than twenty (20) days after the receipt of the objections. The hearing shall be conductedso as
to assure all parties of fair hearing.
7 .3 .Appeals from the decision of said Federation.governingbody may be made by
the objectingparty to the AmericanArbitration Associationwhich shall select from its
members an arbitrator to hear the matter. When an arbitrationaward is final, the amount
establishedfor the agency fee shall remain in effect for the contractyear to which it applied.
Each party shall bear the costs of its attorneys, and the cost of arbitrator's fees and expenses
shall be paid by the Federation. During the pendencyof any hearing or appeal from any
hearing with respect to agency fee, the objectingnon-membersshall npt be required to pay the
agency fee and it shall not be deducted from !tis or her salary.
7.4
The Board of Education agrees to deduct from any teacher an amountequal to
the Federation membershipdues or agency fee by means of payroll deductions. The deduction
from each paycheckof membershipdues or agency fee shall be made in seventeen(17) equal
installmentscommencingfrom the fourth paycheckand then from the first two (2) paychecks
- 14 306549Iv3
in each followingmonth. The amountof Federationmembershipdues or .agencyfee shallbe
certified by the Federationto the Board of Educationprior to October 1.
7 .5 Those teachers commencingemploymentafter the start of the school year shall
sign and deliver to .the.Board of Educationan authorizationcard as described in Section2 by
the date of the first paycheckreceivedor be subjectto the agencyfee. Deductionof either
Federation membershipdues or the agencyfee shall commencewith the secondpaycheck;and
thus, the amountof membershipdues or agencyfee under this section shall be a prorated
amount equal to the percentage of the remainingschool year.
7. 6 The Board of Educationshall use its best efforts to forward to the Federation
treasurer, within fourteen (14) calendardays after the paycheckdate, a check for the amountof
money deductedduring that month. The Board shall include a list of the teachers for whom
such deductionswere made.
7. 7 The singular referenceto the "Federation"herein shall be interpretedas referred
to the WindhamFederation of Teachers, ConnecticutState Federationof Teachers, and the
American Federationof Teachers.
7 .8 The Federationagrees to indemnifyand hold the Board of Educationharmless
against any or ail claims, demands, suits or other forms of liabilityincludingattorneys' fees
and the cost of administrativehearings that shall or may arise out of or by reason of, action
taken by the Board of Educationfor purpose of complyingwith the provisions of this article. ,
B.
Other Deductions
The Iioard of Educationagrees to make payroll deductionsfrom the salariesof ·
such members of the bargaicing unit who voluntarilyauthorizesuch deductionsin writing for ·
voluntary contributionsto the political or other committeesof the WindhamFede.rationof ·
Teachers.
·
7.9
Direct deposit of wages will be made to a bank designatedby the teacher,
subject to bank membershipin an appropriateparticipatinggroup (e.g. NECH)and to
reasonablerules establishedby the Board. The Board reserves the right to require that all
employeesreceive pay through direct deposit.
ARTICLEVIII
FAIR PRACTICES
8. 1 . The Board and the Union agree to continuetheir policy of not discriminating
against any employeeon the basis of race, creed, color; nationalorigin, age, sex, marital
status, disability; sexual orientation, gender identity or expression,genetic informationor any
other basis prohibited by law, or on the basis of membership,or participationin, or association
- 15 -
with the activitiesof any employees'or political organization,providedthat such activitiestake
place outsidethe school day.
ARTICLEIX
PROFESSIONALSTATUS
9 .1 It is recognizedthat the employeesmay make constructivesuggestionsand
contributionstoward the improvementof instructionfor the benefit of the child and other items
of mutual concern. Such suggestionsor contributionsmay be made in, but not limitedto,
committeemeetingsestablishedby the Board and/or Superintendentunder Section9.3 for the
purposeof collaborativediscussionamongteachers, administratorsand/or Board memberson
the operationof the WindhamPublic Schools. When such committeesincluderepresentatives
of the Federationand/or the WindhamAdministratorsAssociation,the representativesof these
organizationsshall be appointedby the respectiveorganization.
,,
9 .2 ' The Superintendentand Union representativesshall meet at least bi-monthly
(everytwo months) at mutually agreedupon times to discuss items raised by either party as set
forth in the precedingparagraphs of this Article.
A.
The·Union representativesfor this purpose shall consistof three (3) to
five (5) members, at least three (3) of whom shall be regular members.
B.
The Superintendentmay meet in person or throughhis or her designated
representativeand may include at the meetingsuch members of his or her administrativestaff
as he or she may desire.
C.
The Union and the Superintendentwill submit, at least one (1) week in
advanceof such meetings, items which they wish to be placed on the agendafor discussion.
9.3 Nothing in the Article shall be deemedto curb the absoluteright of the
Superintendentand/or the Board,to appointad hoc committeesmade up of teachers, and/or
administrators,and/or the Superintendentand/or Board membersfor the purpose of discussing
such administrativematters as the Superintendentand/or the Boardmay desire. It is
understood,however, that such committeesas are set up under this sectionshall not engagein
negotiations,which by statute is reserved to the Union as the representativeof teachersfor
collectivebargaining.
9 .4
The Board and the Union agree that teachers are professionalswho shouldwear
appropriateprofessionalattire to work.
9.5 The Board and the Union agree to discuss and, if necessary,negotiateover
building-basedgroup performance stipends.
- 16 3065491v3
9. 6 The Board shall establisha tuition reimbursementfund, with a balance of
$20,000 in the first year, increasingto $30,000 in the second year. Teachersmay apply for ·
reimbursementif they earn a grade of B or better in an NCATE-accreditedcourse, with such
reimbursementlimited to $400 per course, not to exceedtwo courses annually. The available
funds will be allocatedpro-rata to applicantsfor reimbursementat the end of the year.
ARTICLEX
NON-CLASSROOMDUTIES
10.1 The teachers' work day will includeall assignmentsmade by the administration,
includingassignmentswhich occur before the opening of school and/or followingthe close of
school. The Administrationhas a total of forty-five(45) minutesto distributeas it choosesto
before and after the studentday; distributionof the forty-fiveminutesmay vary from schoolto
school. These assignmentswill include classroominstruction, study hall duty, cafeteria
supervision,assemblysupervision,corridor duty, sessionroom assignments,and such special
assignmentsas will be createdby the absenceof teachers or by other circumstances
necessitatingprogram changes.
10.2 It is further agreed that the teachers will participatein all relevant activity
necessaryto produce good teaching and maintainprofessionalstatus. These activitieswould
includepreparation oflessons; developmentof tests, evaluationof pupil work, office reports,
committeework (departmental,curriculum; etc.), facultymeetings, conferences,
communicationand meetingswith parents and one open-houseper school year for the sole
purpose of informalinteractionbetween teachers and parents. Guest lecturers shall not be
consideredas part of an open-houseprogram.
10.3 Middle and High School
1.
All Middle and High School staff representedby the bargainingunit are
required to chaperonea maximumof two (2) extracurricularactivitiesper schoolyear.
2.
Assignmentswill be determinedby a lottery at each school. Faculty
membersnot attendingthe lottery will have the next two (2) school days to select their
activitiesfrom those remaining. The school administrationwill assign any unfilled
chaperoningactivitiesto remaining unassignedstaff.
3.
Teachers who miss an activity may be rescheduledto another activityas
long as they are informedat least one (1) week in advance.
4.
administration.
Teachers may exchangeactivitieswith written notificationto the
5.
Any teacher who volunteersto chaperonemore than two (2}events shall
receive a Jetter of commendationto be placed in his/her personnelfile.
·
- 17 -
6.
If an emergencyexists, chaperones shall be selected from a list of
volunteers. Such chaperones shall be paid pursuant to Section 9 of this paragraph for an
emergency activity covered.
7.
Staff with an unpaid activity commitmentinvolvingfifteen (15) or more
hours beyond the normal school day, will be required to chaperoneone (1) activity instead of
two (2).
8.
Activities needing chaperonesunder this section are those that take place
after the normal school day, and do not include vacations, holidays, or the Friday before a
holiday weekend.
The list of chaperoning activitiesincludes, but is not limited to the following:
High School
Middle School
Varsity Football
Boys', Girls' Outdoor Night
Contests (baseball, softball
field hockey, soccer)
Wrestling
Dances
Graduation
Student Council Fund-raiser
Boys' , Girls' Basketball
Dances
Boys' , Girls' Basketball
Boys' , Girls' Soccer
Concerts
Wrestling
Plays
Girls' Softball
Track
Graduation
9.
Assignmentswhen school is not in session shall be compensatedat $40
per teacher per assignment, and volunteers shall be assigned first.
.· 10.
The Board reserves the right to negotiate over any change in the current
practice at the high school or over extension to the middle school of the requirementthat
teachers participate in at least one extra- or co-curricular activity one trimester (or semester)
yearly.
10.4 Non-classroom duties for elementaryschool teachers (i.e., lunch duty,
playground duty, bus duty) shall be distributed equitably among staff in each school and in
such a manner that no one teacher will have more than three (3) such assignmentsin any given
week, except in cases of unforeseen supervisory problems, which the parties shall cooperatein
resolving promptly.
10.S Assignments to non-classroomduties for high school and middle school teachers
which fall during the teaching day shall be distributed equitably among staff in each school
over the school year.
- 18 306549lv3
10.6 Teachers shall not be obligatedto collect money from studentsfor more than
one (1} week after the start of any program such as pictures, insurance, etc. At the end of one
(1) week, the names of the non-payingstudents shall be turned over to the school office for
further collection.
10,7 Teachers shall not be required to drive pupils to activitieswhich take place away
from the school buildings.
10.8 As a conditionto appointmentand continued service as a coach, teachers
serving in coachingpositions are individuallyresponsible for obtainingand retaining the
required CoachingPermit issued by the State Department of Education. As to Schedule(A-4)
the formula·for computing extracurricular salaries shall be as follows:
NUMBEROF PARTICIPANTS:Reflectsthe averagenumber of
A.
participantsfor which a coach-advisorwas responsibleduring the previous two (2) years.
Criterion number one is determined for assistantsby dividing the total number of participants
in half. Head coaches-advisorsassume responsibilityfor all participantswithin their respective
activity. During the first two (2) years of a new activity, the coach-advisorwill receive one
(1) point.
1 - 15
1
16 - 30
31 - 45
46- 60
61 - 75
75 - plus
2
3
4
5
6
B.
POSITION: Reflectsthe degree of ability, experience,training,
and educationneeded for supervising and instructingthe activity, the degree of physical and
mental exertion necessary for the performance of the job, the degree of accountabilityrelated
to the performance of the activity, and the degree of supervisionnecessaryto insure safety. ·
See Appendix.Schedule A-4for point value.
DISPARITYFACTOR: Reflectsthe differencesin the
C.
followingfactors - bndgeting; handling of funds and equipment: its care and maintenance. See
Appendix.Schedule A-4 for point value.
D.
0 -40
41 - 80
81 - 120
121 - 160
1
2
3
4
HOURS: Reflect the number of hours related to the activity.
201 - 240
241 - 280
281 - 320
321 - 360
- 19 306549lv3
6
7
8
9
381 - 400
401 - 420
421- 440
441 - 460
11
12
13
14
161 - 200
5
361 - 380
10
461 - over
15
E.
EXPERIBNCE:Reflectsthe number of years in this position. Any
previous experienceoutside Windhammust be verified, after whichthe person will be credited
for past years of experiencein the same position. Teachers shall receive a point for each year
of service in the same position for up to twelve (12) years.
F.
POINTVALOE: Teachers shall be compensatedat the dollar amount
per point under tliis formula, as follows:the point value for 2014-15is $208, the point value
for 2015-16 is $211. .
10.9 Committeeof Review
A.
As time passes, it will be necessary to review and revise this schedulein
the light of experienceand changingcircumstances. A "Committeeof Review" made up of six
(6) members: Three (3) administrators,which shall include a Central Office Administrator,an
administratorfrom the High School, and an Administratorfrom the Middle School, and three
(3) persons designatedby the Union. This committeewill meet at least once each year (or
more frequently as issues arise) to consider changes, to hear from members of the faculty, and
to formulaterecommendationsto the Superintendent. The Superintendentshall report any
action on such recommendationsto the Board of Education.
B.
The Committeeof Review will publish its agendaat least five (5) school
days before each of its meetings.
C.
Within ten (10) days after each of its meetings,the minutes of each
Committeeof Review Meeting will be sent to the President of the Federation and will be
availableupon request to all teachers.
D.
The Board·and the Union will negotiateover the transition to a regnlar
stipend scheduleand over possible deletion of the Committeeof Review.
10.10 Signing an Agreement
A.
It is expectedthat a teacher, after signing an agreementto accept
responsibilityfor a compensatedactivity, will honor the agreementfor the year involved.
Specialconsiderationwill be provided in any instance where circumstancesbearing upon the
situation warrant.
B.
A teacher who seeks to be relieved of an activityfor a new contractyear
should give as much advancenotice as possible. In any event, such notice must be givenno
later than the date established fo{the return of extracurricularsalary contracts.
- 20306549lv3
10.11 Mentors. Teacherswho serve as TEAM mentors shall receive an honorarium
in the amountpaid to the Boardby the State, but in no event less than $250 per year.
ARTICLEXI
·PREPARATIONTIME
11.1 At High Schooland Middle Grade School teachers shall have, in addition to
their lunch period, a weeklyratio of preparationtime to normal teachingload of 1 to 5.
Preparationtime shall be made availableon at least four days per week to the extent
practicable. Preparationtime shall be without other assignment(i.e., a studyhall assignment
shall not be considereda preparationperiod).
11.2 ,HighSchooland Middle School teachers normally shall not be assignedto
classesrequiring more than three (3) entirely differentpreparations. The normal teachingload
in these schools is five (5) teachingperiods per day or the equivalent. Where it is necessaryto
assign a teacher to more than three (3) entirely differentpreparationsor six teachingperiods
per day, such teacher, wher.epossible, shall be relieved from all non-teachingassignmentssuch
as study hall to permit additionalpreparationtime. This section shall.be subjectto
renegotiationshould the Board changethe structure of the school day.
11.3 Elementaryschool teachers may be excused from the classroomfor the period
during which a special teacher is teaching, in order to use such time as a preparationperiod.
Specialteachers for the purposes of this section shall be defined as teachers of art, music, and
physical education. Schedulesshall be establishedwhich normallypermit all teachers to use a
minimumof 215 minutesper week during the teacher work day as defined in Article 10.1, in
addition to their daily lunch periods, for preparationpurposes on a rotatingbasis, including
team preparation where appropriate. Planning and placementteam meetingsshall be held at
times other than scheduledpreparationtime for elementaryschool teachers, if it is reasonably
convenientto do so. The sched.uled215 minutesper week as describedin this paragraphshall
includeperiods of time of twenty minutes or more wherever reasonablypracticable.
11.4 The provisionsof this Article shall be subject to negotiationin accordancewith
Section 10-153f(e)if the Board proposesto restructurethe studentinstructionalday (e.g.,
block scheduling),but in no case shall preparationtime be decreased.
ARTICLEXII
TRANSFERS
12.1 Notifications)lallbe given to all teachers in the Windhamschoolsystem of
vacancies or new positions, and our teachers applyingfor such vacanciesor such positionswill
be given equal considerationwith all other candidatesfor such vacanciesor such positions. A
- 21 -
teacher in the system will be allowedto transfer to a vacancyin anotherbuilding if he or she
meets all qualificationsfor the position, includingnecessarytraining for the specific.position,
and it serves the best interests of the system. All notices of vacanciesand new positions shall
be posted on the Board website at the same time as any other public posting, and a copy of
such websiteposting shall be sent to the Union President and one designeeat the same time.
During vacationperiods, such postings shall be sent to the Union Presidentby fax and by email. Teachersin the system who apply for such vacanciesor new positionsshall be notified
in writing if acceptedor not, within fifteen (15) school days after the positionor vacancyis
filled.
12.2 When a teacher must be transferredfrom one building to another, the Board will
first solicitvolunteersby informingpotentiallyaffected staff membersand the Union of the
need for transfer. If a teacher volunteersfor transfer, he or she shall be transferred, if
qualified. If it is necessary to transfer a staff member involuntarily,the Superintendentor his
or her designeeshall meet with the affectedteacher, and a representativeof the Union, if
requested,to explain the circumstancesand conditionsof the transfer. Any such transfer must
be reasonable.
ARTICLE XIII
SPECIAL SCHEDULES
13.1 All teachers who travel to more than one school or building shall be giventhe
opportunityto discuss their scheduleswith the person or persons responsiblefor the effective
coordinationof their respectiveteachingactivity. Such schedulesshall allow a reasonable
amountof time for travel purposes.
ARTICLE XIV
CLASS SIZE
14.1 A.
A teacher who has a special educationstudent, Section504 studentor
ELL student scheduledto his or her class shall be so notifiedprior to the student's entry.
B.
The parties hereto recognizethe desirabilityof achievingoptimum
teaching conditionsby assuring workableclass size. It is recognizedthat class size problems
may occur not only because of changes in studentpopulationwith regulationto the size of the
staff, but also because of limitationsof space, materials, studentcharacteristics,or similar
factors. However, it is recognizedby both parties that the ultimate responsibilityin this lies
with the Board.
14.2 There shall be a Class Size Review Committeecomposedof two members
appointedby the Union and two (2) members appointedby the Superintendent. The function
-22-
of the Committeeshall be to review class-sizepolicies and problemsand to report its fmdings
and recommendationsconcerningimprovementsin class-sizeconditionsin Windham.
14.3 Within five (5) days after discussionof such report with the Superintendent,
either the Committeeor the Superintendentmay refer such reports to the Board of Education
for considerationat its next regularly scheduledmeeting.
14.4 As long as the administrationrequires attendanceand related responsibilitiesin
open study halls, it will provide assistancefor the purpose of attendancein a study that has
more than 40 but less than or equal to 80 students. The administrationwill provide assistance
for the entire class period if the study exceeds 80 students.
ARTICLE XV
TEACHING A NON-SCHEDULEDCLASS
15.1 Assignmentsto high and middle school teacherstocover classes to which they·
are not normally assignedshall be balancedequitablyamong availablestaff.
ARTICLE XVI
TEACIIlNG ASSIGNMENTS
16.1 Teachers shall be given their tentative teaching assignments;but not necessarily
the actual period by period breakdown,at least one (1) week prior to the close of school in
June. In the event of a change in assignmentthereafter, the teacher shall be informedas soon
as possible.
16.2 When a principal/headmasterproposes to changea teacher's grade or subject
assignment,if reasonablypossible, he/she shall offer the teacher a prior personal conference
before announcingthe change.
ARTICLE XVII
STAFF MEETINGS
17.1 Notice and agenda of faculty meetings shall be posted by noon on the school day
before the day of the meeting.
17.2 Mandatory in-serviceeducationwill normallybe scheduledduring the school
year, on non-studentcontract days, or on regular school days followinga closing at least two
hours earlier than the regular dismissaltime for each particular school. In addition, mandatory
meetingsafter the.student school day may be called eaci;Imonth as follows: a faculty meeting,
and no more than four (4) more meetingswhich may cover several subjectmatters (e.g.,
• 23 'lf\.Cl:'A01
•• "I
faculty meetings,departmentmeetings,school specific committeemeetings,staff training
meetings, but not includingmeetingsfor which additional compensationis paid). More may
be called by the Superintendentfor compellingneeds such as emergencies.
17.3 In the case of after-schoolmeetingswhich run 1.5 hours after the end of the
teachers' school day, teachers who have personal business to attend to shall be excusedat that
time.
ARTICLE XVIII
· JOB PROTECTION AND VACANCIES
18.1 There will be no layoffs during the term of this Agreementwithoutprior
consultationwith the Union. The Union will be given a list of all layoffs, transfers, and recalls
resulting from this Article promptly after they occur.
18.2 No tenure teacher (as definedin Section 10-lSl(b) of the ConnecticutGeneral
Statutes as amended)shall be laid off when a position exists which is either vacant or occupied
by a non-tenureteacher and for which the tenure teacher is certifiedor immediatelycertifiable.
18.3 It is understoodthat a layoff is a terminationof employmentsubject to
administrativeand/or judicial review in the manner set forth in the subsectionsof Section10151 of the ConnecticutGeneralStatutes, as amended, and in no other manner. In the case of
judicial review under those statutoryprovisions,the parties agree that the provisionsof this
Article can and should be submittedto the court.
18.4 The name
of any employeewho has been laid off shall be placed upon a
reappointmentlist and remain on such list for three (3) years providedthat he/she providesan
updated mailing addressor email address bn or before July 1 each year.
18.5 Any teacher on the reappointmentlist shall receive a written offer of
reappointmentto such mailing address or email address at least ten (10) days prior to the date
of reemployment. The teacher shall accept or reject the appointment,by Jetterbr return email,
within ten (10) days. Ifhe or she accepts the appointment,he or she shall receive a written
contract by mail or email within ten (10) days of acceptanceof reemployment. Shouldthe
teacher reject the offer of reappointmentor not respond withinten (10) days, the teacher shall
be removed from the reappointmentlist.
18.6 No new employeeshall be hired to fill a positionfor which an employeeon the
reappointmentlist is certified or immediatelycertifiable. In cases where more than one
employee on the reappointmentlist is certified or immediatelycertifiablefor a particular
position to be filled, employeeswith tenure shall be given preference.
-243065491v3
18.7 No employeewho has been laid off shall be entitledto payment or accrual of
any compensationor fringe benefits, whether or not he or she remains on the reappointment
list. However, an employeewho is reappointedfrom the list shall be entitled to reinstatement
of any benefits earned or accrued at the time of the layoff, and further accrual of salary .
incrementsand fringe benefits shall pick up where they left off. No years of layoff will be
credited as years of service for compensationor retirementpurposes. In the case of non-tenure
teachers, service which is interruptedby more than one-half (1/2) year of layoff shall not be
consideredcontinuousservice for the purpose of achievingtenure.
ARTICLE XIX
WORK STOPPAGES
19.1 · During the term of this Agreement,the Union agrees that it will not authorize,
instigate, sanctionor condone any strike, concertedrefusal to render services, or interference
with the orderly operationof the Windhamschool system in all its aspects. Individual
employeeswho engage in such activities shall be subjectto disciplinaryaction up to and
includingdischarge.
ARTICLE XX
DURATION AND SAVING CLAUSE
20.1 This Agreement contains the full and completeagreementbetween the Board
and the Union on all bargaining issues, and neither party shall be required during the term
hereof to negotiateor bargain upon any issue, whether it is covered or not covered in this
Agreement. ,'\ll prior practices, agreements, and understandingsare void and of no force and
effect unless specificallyincorporatedherein. The contract may be amendedor modifiedby
the mutual agreementof the parties, although it is recognizedthat neither party has any
obligationto negotiate such an amendmentor modification,dt1ringthe life of the agreement
hereof. In the event the Board considers changesin working conditionsor salariesnot
encompassedin this Agreement, the Union shall upon request be given an opportunityfor
discussionwith the Board or its representativesprior to any final action on the proposed
change.
20.2 The parties agree to negotiate in good faith in an effort to secure a successor
agreementin accordance with §10-153(f)of the ConnecticutGeneral Statutesas amendedby
PA 92-170, and to commencesuch negotiationsat least 210 days prior to the Board's budget
submissiondate.
20.3 The provisions of this Agreement shall be effectiveSeptember 1, 2014, and
shall remain in full force and effect until August 31, 2016.
- 25 3065491v3
20.4 If any provision of the Agreementis, or shall at any time be, contrary to law,
then such provision shall not be applicableor performed or enforced, except to the extent
permitted by law, and any substituteaction shall be subject to appropriate consultationwith the
Union. In the event that any provision of the Agreement is, or shall at any time be, contrary to
law, all other provisions of the Agreementshal,lcontinue in effect.
20.5 The provisions of Section 20.1 notwithstanding,should members of the
bargainingunit be assigned to any school or program that is the subject of a turn-aroundplan
or other state interventionthat sets forth working conditionsthat conflict with this Agreement,
the parties shall negotiate over appropriaterevisions to this Agreementas affect such unit
members.
IN WITNESSWHEREOF, the parties have caused their duly authorized signaturesthis
day of November, 2013.
WINDHAMFEDERATIONOF TEACHERS
WINDHAMBOARDOF EDUCATION
- 26 -
WINDHAMPUBLICSCHOOLS
APPENDIXSCHEDULEA·l
SALARYSCHEDULE2014-15
Step
BA
BA+l5
41,950
43,197
44,443
42,857
MASTERS!
BA+30
MA+lS
6th YR/
MA+ 30
DOC/PHD
1
2
3
44,166
45,475
46,784
48,093
44,412
45,875
45,737
47,264
47,122
48,774
47,340
48,804
50,268
48,790
50,317
51,842
50,426
52,077
53,729
50,864
4
5
6
7
8
9
. 46,936
48, 183
49,429
49,402
50,711
51,731
53,195
53,369
54,896
55,381
57,032
57,844
59,589
61,334
10
51,921
53,324
56,127
57,949
60,334
64,821
11
12
13
14
54,850
56,396
59,967
61,786
64,267
68,583
57,946
61,042
64,138
67,233
59,639
63,995
68,023
72,051
76,077
65,816
68,401
69,846
73,876
77,9fll
72,535
76,669
72,553
76,523
80,493
84,463
15
45,690
62,882
66,125
69,367
80,803
52,608
54,354
56,099
In 2014-15, all teachers shall advanceone step, except as described in the MOU signedby the parties.
Degree track movement shall be permitted only for graduate courses in programs that are accreditedby NCATE,
or another nationally-recognizedaccreditationorganization.
Teachers with twenty (20) or more years of service in Windham shall receive an additionalstipend of $1,000.00,
which shall be prorated as appropriate.
Any teacher who obtains National Teacher Certificationor National Certificationfrom the NationalAssociationof
School Psychologists,the Natio!1lllAssociationof Certified Social Workers, the AmericanSpeech-Language
Hearing Association,or Interpreter certificationby the National Registry of Interpreters of the Deaf shall receive
an annual stipend of $1,000.
A tescher shall advance one step on the salary schedulethe year followinga leave of absenceas long as he/she ·
has been paid at least fifty percent (50%) of the schoolyesr.
**Initial placementof a newly hired teacher on the salary schedule shall be determinedby the Superintendent
after consultationwith a teacher and subject to the approval of the Board with the followinglimitations. No
teacher will be hired at a step higher than any current bargainingunit member with the same years of experience.
A teacher with teaching experiencein a positionin a school system requiring a teacher certificateshall be placed
in the appropriatedegree track of the salary schedulein accordancewi.ththe followingscale:
Experience:
5 - 7 years
No lower than the third step
No lower than the fourth step
No lower than the fifth step
8 - 9 years
10 or more years
-27-
APPENDIXSCHEDULEA-1
WINDHAMPUBLICSCHOOLS
SALARYSCHEDULE2015-16
BA
BA+lS
2
3
41,950
42,857
4
43,197
44,166
45,475
46,784
48,093
Step
1
s
6
7
8
44,443
45,690
46,936
48,183
MASTERS/
BA+30
MA+lS
44,412
45,875
47,340
48,804
50,268
51,731
45,737
47,264
48,790
50,317
51,842
6th YR/
MA+ 30
47,122
48,774
50,426
52,077
DOC/PHD
50,864
52_.608
54,354
56,099
57,844
53,195
53,369
54,896
53,729
55,381
57,032
59,589
61,334
9
10
49,429
49,402
50,711
51,921
53,324
56,1:1.7
57,949
60,334
64,821
11
54,850
56,396
59,967
61,786
64,267
68,583
12
13
14
15
57,946
61,042
64,138
68,107
59,639
63,995
68,023
72,051
77,066
68,401
72,535
76,669
72,553
62,882
66,125
65,816
69,846
73,876
78,920
70,269
81,853
76,523
80,493
85,561
In 2015-16, all teachers not at maximum shall advanceone step oil the salary schedule.
Degree track movementshall be permitted only for graduatecourses in programs that are accreditedby NCATE,
or another nationally-recognizedaccreditationorgaruzation.
Teacherswith twenty (20) or more years of service in Windhamshall receive an additionalstipend of $1,000.00,
which shall be prorated as appropriate.
Any teacher who obtains NationalTeacher Certificationor National Certificationfrom the NationalAssociationof
SchoolPsychologists,the NationalAssociationof CertifiedSocialWorkers, the American Speech-Language
Hearing Association,or Interpreter certificationby the NationalRegistry of Interpretersof the Deaf shall receive
an ammal stipendof $1,000.
A teacher shall advanceone step _onthe salary schedulethe year followinga leave of absenceas long as he/she
has been paid at least fifty percent (50%) of the schoolyear.
**Initial placement of a newly hired teacher on the salary scheduleshall be determinedby the Superintendent
after consultationwith a teacher and subject to the approvalof the Board with the followinglimitations. No
teacher will be hired at a step higher than any current bargainingunit member with the same years of experience.
A teacher with teaching experiencein a position in a school systemrequiring a teacher certificateshall be placed
in the appropriatedegree track of the salary schedulein accordancewith the followingscale:
Experience:
No lower than the third step
No lower than the fourth step
No lower than the fifth step
5 -1 years
8 - 9 years
10 or more years
- 28 306549lv3
APPENDIXSCHEDULEA-2
(Co-curricularPositions)
2014-15
Position
Increase:
AthleticDirector
AV Coordinator
Bank Coordinator
ChemicalHygiene Officer
ComputerCoordinator ·
ComputerLiaison (High School)
ComputerLiaison (MiddleSchool)
ComputerLiaison (Elementary)
CurriculumSupportSpecialist
Faculty Manager
Gifted & TalentedCoordinator
Head Teacher
InstructionalConsultant
Music Coordinator
School-to-CareerPrograms Coordinator,5-12
SpecialEducationPreschool Coordinator
SpecialPopulationsCoordinator
StudentActivities Coordinator
Team Leader
Program Leader
Plus per teacher
Driver Educationper hour (Classroom)
Driver Education.per hour (Roadwork)
2015-16
1.00%
1.30%
$13,498
$13,673
$2,430
$2,462
$3,311
$3,354
$4,612
$4,672
$6,733
$6,821
$3,275
$3,318
$2,620
$2,654
$2,180
$2,208
$6,733
$6,821
$2,216
$2,245
$3,677
$3,725
$3,311
$3,354
$3,311
$3,354
$6,733
$6,821
$7,572
$7,670
$3,677
$3,725
$1,698
$1,720
$6,733
$6,821
$3,311
$3,354
$3,311
$3,354
$184
$186
$39
$40
$40
$41
A-2.1 Effective September 1, 1990; and each subsequentyear thereafter, the stipend shall be
increasedby an amount equal to the percent increase in the salary schedulefor that year over
the preceding year.
-29-
APPENDIX SCHEDULE A-3
(Insurance)
(1)
The insuranceprogram shall be the Century Preferred PPO Plan.
The cost of the applicablepremiumsfor this health insuranceprogram shall be borne as
follows; The premium share contributionby the participatingemployeeshallbe nineteen
percent (19%) effectiveSeptember 1, 2014, and shall increase to twentypercent (20%)
effective September1, 2015. Dependentswill be covered up to age twenty-six(26).
Employeesmay, in the alternative, elect to participate in a comprehensivedeductible
health insuranceplan, which shall be the healthplan described above, modifiedas follows. In
lieu of co-paymentsset forth above, participatingemployees shall pay an upfront deductibleof
$250/$500/$750,as well as co-insurancepayments often percent (10%) up to a maximumoutof-pocketmaximumfor in-network servicesof $1,000/$2,000/$3,000.In addition, out of
network deductiblesfor the comprehensiveplan shall be $250/$500/$750,with co-insurance
· payments at thirty percent (30%), up to a out-of-pocketmaximumfor out-of-networkservices
of $1,000/$2,000/$3,000. Premium contributionsfor employeesparticipatingin the
comprehensiveplan shall be fourteen percent (14%) effective September1, 2014, and shall
increase to fifteenpercent (15%) effectiveSeptember 1, 2015.
(2)
In addition to the health insurance_optionsoutlinedabove, the Board shall
provide the followingbenefitsto each employeei
(a)
(b)
(c)
$35,000 AccidentalDeath and DismembermentInsurance
$50,000 Group Life Insurance
The Guardian Group Dental Insurance Plan or such other plan as the parties
may agree
The Board pays the cost of the individual accidentaldeath and dismembermentinsurance
coverage and group life insurance coverageunder (a) and (b) above, and family coverageis not
available.
The Board pays the cost of individualdental coverageunder (c) above, and if electedby the
employee, the costs of dependentdental coverageshall be paid seventy-five(75%) percent by
· the Board and twenty-five (25%) percent by the employee through payroll deductions.
PrescriptionForrnulary Plan with co-paymentsas follows:
Generic
Preferred brand
Non-preferred brand
Mail order
$5.00.
$15.00
$25.00
2X for a 100 day supply
- 30 -
306549lv3
(3)
The Board agrees to make payroll deductions for retirement and insurance
benefits in approximatelyequal installmentsover ten (10) months, except in situationsbeyond
its control, such as increases in premium costs during the school year.
(4)
Change in Carrier Provision
The Board may change these carriers of insurance provided:
1. The plan suggestedby the Board as an alternate must be substantiallyequal as a
whole to the present plan at no additionalc0st to the employee.
2. The Federation shall have the opportunityto study the proposed plan for a period of
thirty (30) days.
3. If at the end of the aforementionedthirty (30) days, there is disagreementbetween
the parties on the issue of whether or not the plan is substantiallyequal as a whole,
then the issue will be submitted to a mutually selected arbitrator. If the parties
cannot mutually select an arbitrator, then the matter will be submittedfor arbitration
to the American Arbitratio,nAssociationaccording to its rules and regulations. The
costs ofthe arbitrator shall be borne equally by both parties. The above noted
carriers shall not be changed prior to the decision of the arbitrator.
(5)
Board contributionsfor insurancepremiums as set forth above shall be prorated
when employees are assigned to part-time positions, unless the employee is involuntarily
reduced to such status. Part-time employees on whose'behalfthe Board is contributingfor the
cost of premiums without proration prior to the 1994-95 school year shall continueto receive
benefits without such proration.
(6)
Per diem substitutesshall not be eligible for insurancebenefits. Long-term
substitutes(certified employeesin an assignmentin excess of forty (40) consecutivedays) shall
be eligible to participatein the insurance program at their own expense. The Board shall
provide benefits to long-term substituteson an annual appointment(over 150 consecutivedays
in an assignment, as projected in advance) on the same basis as other certified staff.
(7)
The Board shall make available an Internal Revenue Code Section 125 deduction
for pre-tax insurance premiums, a medical flexible spending account, and a dependentcare
flexible spending account.
(8)
When teachers submit their resignationof employmentfor the followingyear
prior to August 1, such resignation shall be deemed effective August 1, and such teacher shall
remain eligible for group health insurance coveragethrough the month of August on the same
- 31 306549lv3
---------------------------------
basis as active employees. If the employeeis laid off, non,-renewedor terminatedfor cause,
the insurance coveragewill end the last day of the month that the employeeis employed.
(9)
The WindhamBoard of Educationand the WindhamFederationof Teachers
mutuallyagree that when two teachers are married and are both eligiblefor insurancebenefits
withoutproration, and.suchteachers elect to have one spouse.carriedon the insuranceplan as a
dependent,the teacher who carries the plan shall be excusedfrom the contributionsfor
premium costs (both individualand dependent)otherwise requiredunder AppendixA-3. Any
couple currently enjoyingthis benefit as of September1, 2000 shall be grandfathered.
- 323065491v3
--··--------
APPENDIX SCHEDULE A-4 (10.8)
(Extra-curricular Positions)
Point values for Article 10.8B, Position, and 10.SC, Disparity Factors are listed below.
KEYS
SCHOOL: HS = High School; MS = Middle School
SEX: B = Boys'; G = Girls'
SEASON: F = Fall; W = Winter; S = Spring
ACTIVITY
SCHOOL
SEX
2 Band, Dance
3 Band, Marching
4 Band, Pep
HS
MS
HS
MS
HS
HS
HS
MS
MS
HS
HS
HS
HS
HS
MS
MS
HS
MS
HS
HS
HS
HS
HS
HS
HS
HS
HS
HS
HS
HS
HS
HS
HS
HS
HS
HS
HS
HS
HS
HS
HS
B&G
B&G
B&G
B
B
B
B
B
G
B
B
G
G
B
B
G
B&G
B&G
B&G
B&G
B&G
B&G
B&G
B&G
B&G
B&G
ll&G
B&G
B&G
B&G
G
G
B
B
B
B
B
B&G
G
G
B&G
5 Baseball, Head
6 Baseball, Head
7 Baseball, Assistant
8 Baseball, Freshman
9 Basketball, Head
10 Basketball, Head
11 Basketball, Head
12 .BasketballAssistant
13 Basketball, Head
14 Basketball, Assistant
15 Basketball, Freshman
16 Basketball, Intramural
17 Basketball, Intramural
87 Chamber Choir Advisor
18 Cheerleaders, Head
19 Cheerleaders, Head
20 Cheerleaders, Assistant
21 Class Advisor, Senior
22 Class Advisor, Junior
23 Class Advisor, Sophomore
24 Class Advisor, Freshmen
25 Communications
26 Croakings (The Whippet)
27 Cross Country, Head
28 Cross Country, Assistant
29 Crystal (Yearbook)
30 Dolphins
31 Field Hockey, Head
32 Field Hockey, Assistant
33 Football, Freshman Head
34 Football, Freshman Assistant
35 Football, Varsiiy Head
36 Football, Varsity Asst. or JV
37 Football, Varsity Asst. or JV
38 Golf
39 Gymnastics, Head
40 Gymnastics, Assistant
41 Hero Food Services
- 33 J06549!v3
SEASON
s
s
s
s
w
w
w
w
w
w
w
w
w
POSITION
3
4
4
2
5
3
2
2
2
F
F
F
F
F
F
F
2
2
2
2
2
1
1#
2
5
3
5
2
2
1
2
2
1#
2
1
2
0
0
2
3
4
4
4
4
2
1
1
4
F
F
DISPARITY
FACTOR
4
5
3
1
1
1
1
1
1
1
1
1
1#
1#
4
1
3
4
2
5
3.
2
1·
5
2*
1
2
3
3
2
2
1
5
5
3
4
2
3
3
2
2
APPENDIXSCHEDULEA-4 (10.8)
(Extra-curricular Positions)
ACTIVITY
43 Math Team
44 Music Production ·
45 Music Theater
46 Music Theater, Assistant
86 National Honor Society Advisor
48 Soccer, Head
49 Soccer, Head
50 Soc"er, Head
51 Soccer, Assistant
52 Soccer, Head
53 Soccer, Assistant
53A Soccer, Assistant
53B Soccer, Assistant
54 Soccer, Freshman
55 Softball, Head
56 Softball, Head
57 Softball, Assistant
58 Student Council
59 Studeot Senate
85 Studeot Philosopher
60 Swimming, Head
61 Swimming/Diving,Assistant
62 Swimming, Head
63 Swimming/Diving, Assistant
64 Tennis
65 Tennis
66 Track, Spring Head
67 Track, Spring Assistant
68 Track, Spring Head
69 Track, Spring Assistant
70 Track, Spring Head
71 Track, Spring Assistant
72 Track, Winter Head
73 Track, Winter Assistant
74 TV Production
75 Volleyball, Head
76 Volleyball, Assistant
77 Water Ballet
78 Windham Players
79 Windham Players, Tech Advisor
80 Wrestling, Head
81 Wrestling, Assistant
82 Wrestling, Head
83 Wrestling, Assistant
84 Yearbook Advisor
SCHOOL
HS
HS
. MS
MS
HS
MS
MS
HS
HS
HS
HS
MS
MS
HS
MS
HS
HS
HS
MS
HS
HS
HS
HS
HS
HS
HS
MS
MS
HS
HS
HS
HS
HS
HS
HS
HS
HS
MS
HS
HS
MS
MS
HS
HS
MS
# Value grandfathered at 2 for 92/93 incumbent.
* Value grandfathered at 3 for 92/93 incumbeot
- 34306549lv3
SEX
B&G
B&G
B&G
B&G
B&G
B
G
B·
B
G
G
B
G
B
G
G
G
B&G
B&G
B&G
B
B
G
G
B
G
B&G
B&G
B
B
G
G
B&G
B&G
B&G
G
G
B&G
B&G
B&G
B
B
B
B
B&G
SEASON
F.
F
F
F
F
F
F
F
F
s
s
s
w
w
F
w
s
s
s
s
s
s
s
s
w
w
F
F
w
w
w
w
w
POSITION
4
4
4
2
4
2
2
5
3
5
3
I
I
2
2
5
3
4
4
4
5
3
5
3
5
5
2
1
5
3
5
3
5
3
4
5
2
4
4
4
2
1
5
3
4
DISPARITY
FACTOR
0
3
2
2
2
2
2
2
1
2
I
I
I
1#
2
2
I
2
2
2
2
I
2
I
I
1
3
2
3
2
3
2
2
I
3
2
1
2
3
3
2
1
2
1
3
APPENDIXA-5
Memorandum of Understanding
The following additional agreement between the Windham Board of Education
and the Windham Federation of Teachers shall be implemented:
All side letters shall be eliminated except that, should the Board or the
Federation desire to maintain a side letter, the party desiring to maintain the side letter
shall have the affirmative obligation to bring such side letter forward by March 1,
2014, at which time, the parties shall negotiate about whether such side letter should be
maintained. Any side letter not brought forward for negotiation by March 1, 2014 shall
be null and void as of July 1, 2014.
Windham Board of Education
Windham Federation of Teachers
Date
Date
- 35 3065491v3
APPENDIXA-6
HEALTHINSURANCEGRID
BOEPPOPLAN
EFFECTIVE911/2014
MEDICALPLAN GRID
TVlleof Plan
Referrals Reauiied
Deo/FTS Eligibilitv
PPO
No
26
.Deductible
Coinsurance
OOPMaximum
Lifetime Maximuni
Preventive Care
Office visit cooay
Specialist visit c=av
OBIGYN
Matemitv Care
Lab&X-Rav
Inpatient conav
Ou-*""t Sur~•"'
Urgent Care conav
Emergencv Room conav
Ambulance
Infertility Services
'
Deductible
Coinsurance
OOPMaximum
Lifeiline.Maximum
NIA
. NIA
NIA
Unlimited
$0
$15
$15
. $15
$15
$0
$100
$100
$50
$75
$0
Covered bv State Mandate
$2501$5001$500
20%
$1,5001$3 0001$3,000
$1 million
Prescri..._+;
.....Druas
Generic
Listed Brand
Non Listed Brand
Pharmacir Day Limit
Pharmacv Maximuni
Elected Brand
Dispense as Written
Non-par Claims
Mail Order
MOD Dav Limit
MOD Maximum
$5
$15
$15
34 davs - 100 unit dose
$2.000
Cooav+ diff
Copay+diff
20%
2x
100 da,~
$2000
• 36 ·
306549lv3