BEA 25-26

District 27J & BEA value professional development. Certified employees need learning experiences, strategies, and space to reflect on their practice. Professional development time should stimulate certified employee growth, provide certified employees with tools and strategies to effectively impact student achievement and to support and achieve the goals of the school’s UIP.

District 27J & BEA value individual and certified employee planning time. The individual certified employee needs to be organized and ready to execute high quality instruction every day and every period of the day. This time should be guaranteed and held sacred as the lists below more than justify its need.

Below are just some of the purposes of this time:

• clarifying daily, weekly, and unit goals
• clarifying evidence and success criteria so that the teacher is clear about what successful learning should look like
• assessing student work and providing feedback
• planning for student practice, interaction, and personal and group engagement
• meet and plan with teams in teacher/team directed time
• creating supports and challenge for students who may be progressing at a different rate
• creating systems to promote student ownership, self-regulation, and initiative
• creating processes that encourage student safety and participation
• 504, IEP, and ALP meetings can also be scheduled during this time
• on occasion, teachers may be asked to substitute for other teachers

Certified employees also need time to fulfill other essential needs:

• calling and communicating with parents
• checking and responding to emails
• entering grades into the gradebook
• organizing resources and materials
• making copies
• taking care of basic health needs
• meeting with their evaluator to reflect on learning goal and practice

District 27J and BEA value collaboration time. The work of teaching and learning is far too overwhelming for the individual certified employees to do alone. To ensure that all students are receiving a similar high quality, learning experience and to ensure that all certified employees learn and grow, it is necessary for certified employees to work together as a team of professionals. We believe that collaboration:

is...

• an intentional, productive, results-orientated, solution focused way of working together towards the goal of high quality teaching that improves student learning
• working together to clarify the goal or intention for student learning
• identifying student goals from standards and curricular frameworks
• working backwards to clarify short and long term goals – yearly, unit, weekly, daily planning
• vertical planning – scope and sequence
• determining what will constitute student success – success criteria, rubrics
• determining the progress that students are making
• analyzing evidence and data – formative and summative
• reviewing student work
• assessing teacher impact on student progress
• supporting students in learning
• creating learning experiences to help students interact and engage with the intended learning
• selecting resources and structures
• developing supports and scaffolds for students who demonstrate a needed support
• developing extensions, enrichments, and ways to deepen the learning experiences for students who excel
• creating alternative means of support such as flexible grouping, intervention, tier 2, tier 3
• committee meetings
• facilitated by the following: teachers, coaches, or administrators.
• certified employee dialogue, vulnerability, and supporting one another in the spirit of continual improvement

is not...

• blaming, shaming, finding fault outside of our professional control, and rendering ourselves helpless
• department or grade level meeting time to solve issues
• unrelated to instruction time to determine eligibility, to schedule field trips, to order materials, etc.
• directed by coaches or administrators
• cooperative learning

In order to provide teachers the time necessary to complete grades at the end of each semester, there will be no professional development or collaboration time during that week.

The half day after the last student contact day of the year is to be used by certified employees to disassemble, pack, and/or organize their classrooms/offices at the end of the year or compensation for high school certified employees who attend graduation if the ceremony takes place outside of the contract day/hours. High school certified employees who do not attend graduation outside of contract hours must work on the half day.

Data Days: Each school level will receive two (2) nine (9) hour, in-person, collaborative Data Days per year. The intent of these days is to support the collection and/or use of evidence through 27J supported assessments and tools to drive teaching and learning. High school Data Days will take place on the last day of each semester to ensure that all students have the opportunity to complete their finals and eligible work for their classes. Middle School and Elementary School CATs will make a formal plan towards the purpose of the days at their level.

27J Schools values our connections to families; we know communication is an essential part of the school and family partnership. Regular, descriptive feedback to families about student performance from their child’s teachers plays an important factor in their student’s success. This section is meant to promote meaningful, intentional conversations between teachers and families about student growth and is meant to expand the view of these conversations and promote a school vision for these conversations.

Certified employees will be permitted to leave school property during their assigned lunch periods provided that no condition exists which, as determined by the appropriate supervisor, is contrary to the health, safety or welfare of students or the District.

Certified employees may be permitted to leave school property at other times during the work day if, as determined by the appropriate supervisor, that absence is in the interest of educational programs or the health, safety or welfare of students or District property or for personal reasons. The parties agree that denial of permission to leave for personal reasons under this provision shall not be a grievable action.

There will be no assigned assessment day. Instead the building CAT will make a formal plan to support teachers with one on one assessment of students.

The Association and District recognize that maximum attention to students by the teacher is desirable to ensure the high quality education that is the goal of both the Association and the District. It is also acknowledged that the primary duty and responsibility of the teacher is to teach, and that the organization of the school, the school day and assignment of students to classes should be directed toward ensuring that the energies of the teacher are primarily utilized to this end.

The District and the Association further acknowledge that proper class size is a function of many factors, including course objectives, subject matter, teaching process, scheduling patterns, and style of educational activity.

The Association and the District recognize all grades as being very critical in the educational development of the student. Further, both parties recognize that class size has an effect upon the students’ experience.

An annual committee consisting of at least two (2) BEA members, one (1) building level administrator and the Special Education Director will meet to discuss, analyze and evaluate special education caseloads and FTE allocation formulas for the following year.

Either group can request a report back for the annual negotiation session.

27J Schools and the Brighton Education Association encourage movement of staff within schools and within the District. We value change as a positive opportunity for professional growth.

REASSIGNMENTS shall mean relocation of the work place from one school to another.

Certified employees who desire reassignment shall submit such request to the Office for Human Resources through the online application system. These requests will be kept on file through the beginning of the following school year.

Certified employees with assignments in more than one school shall have the "District" designated as their "School".

ASSIGNMENT shall mean the placement of any certified employees in a particular job or position, including the placement of new teachers or teachers reassigned.

The District will define certified employee positions based upon specific need.

Assignments of certified employees generally will be:

1. within their endorsement areas, or
2. within their major or minor fields of study as defined by their institutional recommendations, or
3. within fields as defined by accrediting standards, or
4. within fields for which they are qualified by recent experience, training or expertise.

Building principals will seek faculty input concerning teaching assignments.

No later than the end of the school year, certified employees shall be notified of their assignment for the succeeding year. When adjustments are made during the summer because of staff or program changes, the teacher will be sent notification within five (5) business days stating the reason for the change.

Depending on the configuration of the school which a teacher is assigned (i.e. K-5, K-8, middle school, or high school) the workload of the teacher shall be equitable to other teachers working the same or similar assignment.

When reassignment is desirable, a certified employee’s area of competence, major and/or minor field of study, and quality of employee performance will be considered, together with instructional requirements and staff availability.

Vacancies - The Office for Human Resources will post all vacancies online on the district website as they occur. Certified employees who are qualified and apply for an open vacancy will be granted an interview.

Internal candidates will be notified of their status by the administrator for the hiring process.

Reassignment of certified employees during the school year will be made only when in the best interest of the students and the District.

District initiated reassignments of certified employees will be made when deemed to be in the best interest of the students, to accommodate a reduction in student body enrollment (within a building, department, grade level, or team), to fill assignments which cannot be accommodated by existing staff, and/or to accommodate changes in program.

When a District initiated reassignment is required by the administration, the teacher affected shall be notified in writing within five (5) business days giving the reason for reassignment. Upon written request by the certified employees a meeting shall be arranged with the teacher, the teacher's representative, the principal, and the Office for Human Resources at which time the reasons for reassignment will be discussed.

The following shall be among the criteria considered in determining which certified employees will be recommended for District initiated reassignment:

Certified employees who are subject to District initiated reassignments shall be given a list of all available positions within the District.

Certified employees shall not be involuntarily reassigned to any position for which they are not qualified.

Certified employees involuntarily reassigned will be so informed prior to assigning new teachers.

Certified employees reassigned because of a District initiated reassignment resulting from a school closure shall be given a list of all available positions. Those certified employees will provide to the Chief Human Resources Officer, or his/her designee, a list stating their first, second, and third preference from the available positions. The District will honor one (1) of the three (3) preferences in making assignments when feasible.

Any reassignment shall not produce a cut in salary unless the reassignment results in a reduction of an extended contract. Reassignments shall not affect one’s non-probationary status.

During the school year, the Office for Human Resources will post all vacancies online on the district website as they occur. Teachers within the building will have two (2) business days from the date of posting to apply for that position. If the vacancy is not filled, then the vacancy will be filled according to the procedures and timelines in sections 6- 2.

Vacancies at new schools will be opened to internal applicants for interviews first.

If positions are not filled by voluntary internal applicants, the District initiated reassignment process will apply. The District and Association agree to consider these procedures before the opening of new schools

The Office for Human Resources will post all vacancies online on the district website as they occur.

Certified employees will have eight (8) business days from the date of such notice in which to submit to the Office for Human Resources a request for reassignment if they desire consideration prior to the vacancy being posted outside the District. All candidates will be notified of the outcome of their interview by the hiring manager.

Certified employees are encouraged to apply even after the deadline established in Article 6-3-2-2 but will not be given preferential consideration.

Reassignment of certified employees during the school year will be made only when in the best interest of the students and the District.

Postings will state clear objectives and criteria for the position in accordance with District policy.

No more than 20% rounded up to the nearest full FTE of certified staff from each existing school/department of four (4) or more FTE will be selected for the new positions. The 20% will be made from existing schools after transfers are determined from projected enrollment shifts. At the secondary level, “department” is defined as endorsement or content area. For departments of three (3) FTE or less, one (1) FTE will be eligible for transfer to the new school.

Determination for hiring will follow language stated in 6-3-2.

The selection process should strive for diversity, and in-district certified employees will be given first consideration.

Unfilled postings will follow the normal external, five (5) business day posting process.

Any additional postings outside of the initial postings will require a five (5) working day in-district posting prior to the vacancy being posted outside of the district.

The Brighton Education Association and the District encourage certified staff to trade jobs for an indeterminate period of time, whether for one week or a school yearlong period of time.

Certified staff desiring to trade or exchange jobs must jointly complete the application. The application is available online in the public Forms section (entitled “Job Exchange”) or from the Office for Human Resources.

Emphasize the process of improvement by involving certified employees and administrators in generating descriptive feedback and in discussing teaching and learning.

Reduce to the minimum the summative portion of evaluation, i.e. the rating of teachers, by reserving it for teachers on the Intensive Track.

Produce a document that records the observations and discussions that teacher and administrator have been involved in over the course of the year, with a sign-off by the evaluator that the certified employee should continue on the growth track. This document should emphasize the formative nature of assessment.

Providing a basis for the improvement of instruction;

Enhancing implementation of programs of study;

Providing a basis for determining placement on the intensive track;

Serving as a measurement of the professional growth and development of licensed personnel.

All certified employees in 27J begin their employment on the Growth Track in compliance with CRS 22-9-106. Probationary teachers receive at least two (2) documented observations and one (1) written evaluation report. Non-probationary teachers receive at least one (1) observation each year and one (1) evaluation that results in a written evaluation report.

An orientation with all certified employees, as a whole staff, to review the framework of evaluations must occur within the first ten (10) school days of the new contract year. Required components:

Certified employees and their evaluator will come to Agreement of the following during the development of the Professional Growth Plan:

Observations do not require advance notice or a pre-observation conference.

Feedback shall occur in writing or in person in a timely manner following an observation.

During the year, certified employee and evaluator shall be jointly responsible for documenting the evaluation process on the Summary of Evaluation Process.

Timeline. The process shall be completed eight (8) school days before the last student contact day.

Aligned with Components of Quality Standards or criteria mutually agreed upon by teacher and evaluator.

Written in terms of learning goals for certified employees.

Can be an extension of the previous year’s growth plan whenever applicable.

A guide for the supervision process during the course of the year.

Timeline. Development of the learning goal shall be completed within the first sixteen (16) student contact days of each year.

Placement on the Intensive Track is accomplished at any time by written notification of the supervisor that specifies the reason for such placement.

Once the certified employee has been placed on the Intensive Track, the following steps shall be followed:

The evaluator will use the CDE rubric and other resources to rate proficiency at each observation. Overall proficiency will be assessed at the end of the Intensive Track period using the mode of the total of all observations made in the 45 -school day evaluation period. The mode of the observation ratings will be used to rate the overall certified employee performance. The mode must equal 3 (proficiency) or higher. The final mode totaling lower than 3 indicates (1) unsatisfactory performance and (2) the teacher may be recommended to the Board of Education for dismissal.

During the support meeting, an improvement plan shall be drawn up comprising the following elements:

1. The certified employee has met expectations as stipulated in the improvement plan and is placed on the Growth Track. The team shall discuss a transition plan to promote certified employee growth into the future. OR
2. The certified employee has not met expectations and is recommended for dismissal.

An ISSUE Resolution is defined as a matter that could be conceivably handled between an administrator and a certified employee outside of the problem solving process.

A GRIEVANCE is defined as an allegation by a certified employee, certified employees, or the Association that there has been a violation, misapplication, or misrepresentation of the terms of this agreement and/or the policies and procedure of the District and administration. All grievances shall be processed under the provisions and procedures of this article.

The certified employee shall request a set meeting time with the administrator to discuss the issue.

Both the administrator and the certified employee agree to discuss the issue openly in an attempt to come to a mutually agreed upon resolution with steps and timelines.

Both the certified employee and administrator will schedule a followup meeting to evaluate the successful resolution of the issue.

If the certified employee is unhappy or uncomfortable with the resolution, then the certified employee should meet with his/her building AR (Association Representative) to further seek resolution to the issue.

If the certified employee is still unhappy with the resolution, then the certified employee will contact the AR to schedule a meeting with the Association President who will contact appropriate district personnel necessary for further resolution to the issue.

No reprisals of any kind will be taken by the District or by any member of the administration against any party in interest, any member of the TRAC, or any other participant in the grievance or problem solving procedure by reason of such participation.

Any party in interest may be represented at all stages of the grievance procedure by a person of his own choosing, except that he may not be represented by a representative or an officer of any competing organization. When a certified employee is not represented by the Association, the Association shall have the right to be present and to state its views at all stages.

The first remedy available to any teacher for any alleged breach of this contract or any alleged violation of his rights hereunder will be pursuant to the grievance procedure; provided, however, that if a teacher elects to pursue any legal or statutory remedy through the courts for any alleged violation of his rights, such election will occur after using the provisions of this procedure.

Failure at any step of this procedure to communicate the decision in writing on a grievance in the specified time limit shall render automatic relief of the person grieved. Failure at any step of this procedure to appeal a grievance to the next higher step within the specified time limits shall be deemed to be acceptance of the decision rendered at that step.

All documents, communications and records dealing with the processing of a grievance will be filed separately from the personnel files of the participants. This provision will become retroactive upon implementation of the current contract.

Forms for processing grievances will be jointly prepared by the Superintendent and the Association. The forms will be printed by the District and given appropriate distribution by the parties so as to facilitate operation of the grievance procedure.

In the course of investigation of any grievance, representatives of the Association will report to the main office of the building being visited and will state the purpose of the visit immediately upon arrival.

Every effort will be made by all parties to avoid interruption of classroom activities and to avoid the involvement of students or nonschool personnel in all phases of the grievance procedure.

If any member of the Association’s TRAC is a party in interest to any grievance, he shall not serve as the Association’s grievance representative in the processing of such grievance.

It will be the practice of all parties in interest to investigate and process grievances after the regular work day or at other times which do not interfere with assigned duties; provided, however, that upon mutual agreement among the aggrieved person, the Association, and the District to hold proceedings during regular working hours, the aggrieved person and the appropriate Association representative will be released from assigned duties without loss of salary.

No grievance shall be recognized by the District or Association unless it shall have been presented at the appropriate level within twenty (20) days from the time the person became aware of the condition; and if not so presented, the right of the grievance will be forfeited.

Salary Schedule placement for CTE Industry Experience: Full time Career Tech Education Teachers who teach all CTE classes and are Colorado Department of Education authorized educators shall receive credit for verified years of direct industry experience in the following manner: One (1) step shall be given for each year of experience over five (5) years of verified experience. The maximum number of steps a CTE teacher can be given for verified industry experience is five (5).

Years of experience:

• 1-5 = Step 1 placement
• 6 = Step 2 placement
• 7 = Step 3 placement
• 8 = Step 4 placement
• 9 = Step 5 placement

Payment for each hour of “extended contracts” shall be at the hourly rate of the individual certified employee’s contract per diem. The per diem is calculated by the certified employees annual salary (from the salary schedule – A-1) divided by 162.5 days. The extended day contract scheduled work day shall be 8.5 hours.

All current 2024-25 certified staff who continue 27J employment shall receive one experience increment (step) for the 2025-26 school year. An additional $1,000 will be added to all cells on the salary schedule. To reward longevity, an additional $100 will be added to all cells on Steps 16-20, $200 will be added to all cells on Steps 21-25, and $300 will be added to all cells on Steps 26-30. For 2025-26 certified employees shall, if eligible, be allowed salary schedule education lane advances based on approved additional education credits and degrees submitted by October 12, 2025 and February 12, 2026.

If the yearly negotiated compensation package includes only step and lane movement, certified employees on Step 30 MA 50 or Step 30 PHD or Step 30 EDS (on the REVISED Salary Schedule) will receive a $500 stipend beginning in the 2022-23 school year.

New teachers required to attend New Educator Orientation (NEO) training shall be compensated on a per diem basis upon completion of the training.

Supplemental stipends are based upon one certified employee assuming responsibility for the group activity. Where duties are shared, the stipend will be prorated between those supervising. Stipends will be paid to directors of separate performing groups.

Coaches of team sports will receive additional compensation for each week of competition as defined in 9-3-4, equal to a prorated week’s extra duty pay as determined by dividing the yearly coaching salary by the number of weeks in the regular season for each week of extended competition. (Appendix A-4)

Coaches in all other sports where only individuals qualify for an additional competition would receive additional compensation for extended seasons as defined equal to one-half of the pro-rated weeks’ extra duty pay as determined by the number of weeks in the regular season for each week of extended competition.

Extended seasons would apply only where a team/individual group earns the way to the next level of competition. District tournaments and meets or contests where every school enters are not included in extended season consideration.

Marching Band Directors and support staff would receive additional compensation for each week of competition as defined in 9-3-4 equal to a prorated weeks’ extra duty pay as determined by dividing the yearly supplemental salary by the number of weeks in the regular season for each week of extended competition.

Supplemental schedules will be adapted to begin in September and run for an entire school year.

Stipends for supplemental assignments will be paid over the course of the assignment or spread out over the course of the school year. Positions to be funded and approved in any one (1) year are at the discretion of the School District.

When a coach or advisor is promoted to a higher position, he/she would move to a step that gives the person the next salary amount above the step promoted from on the schedule.

All incoming coaches with outside coaching experience will be given credit year for year up to eight (8) years maximum or Step 8 on the Coaching Schedule – Appendix A-4, if the coaching experience is commensurate with the position being sought. For co-curricular advisors the same procedure applies up to step 6 unless otherwise directed in this Agreement.

Teachers teaching summer, weekend, before or after school classes will be paid at the rate specified in the Supplemental Salary schedule – Appendix A-6. Teachers teaching summer school classes will receive half their pay with the June payroll, the remainder to be paid with the July payroll.

The Career and Technical Education stipend will be paid annually to an appropriately credentialed teacher who is teaching in and maintaining an approved CTE program in accordance with the requirements set forth by the State Board for Community Colleges and Occupational Education (State Board). Career and Technical Education (CTE) offers a sequence of courses that provides students with rigorous content aligned with academic standards, technical knowledge and skills needed to prepare for further education and careers. CTE students work towards technical skill proficiency, an industry-recognized credential, or a college degree. In this, they participate in competency-based applied learning that contributes to the academic knowledge, higher-order reasoning and problemsolving skills, work attitudes, general employability skills, technical skills, occupational-specific skills, and knowledge of all aspects of an industry, including entrepreneurship. Specific duties and requirements for stipend qualification are outlined in the contract provided by the CTE Director. That includes but is not limited to program approval, advisory committee, work based learning, CTSOs, et al.

Supplemental salary schedules will be increased as per Appendix A-6.

Stipend level depends on budget responsibilities, number of students involved, number of assistants to supervise, amount of non-contract time, and expectations of grade level. (Appendix A-2)

Minimal expectations for earning stipends are as follows: (Appendix A-2)

When a long term leave occurs or when a certified special education vacancy assignment is unfilled, compensation will be provided to any special education teacher or special service provider whose work load is impacted.

Staff at each school, including itinerant certified employees assigned from the Student Services Department at each school, will develop a Project Plan or Plans through the building CAT. The plan should include goals, activities, funding amount and an evaluation process. The intent is to provide money to each school so that “defined opportunities” at each location can be used to provide “incentive pay” for certified employees that work beyond the school day and/or contract year.

The building/department principal/supervisor will need to maintain accurate records of the use of funds, submit supplemental pay sheets, and commission a program report which summarizes and evaluates the effects of the program at the conclusion of the project. These reports will be compiled at the end of the school year into a summary report for the District.

The District and BEA recognize that it is a shared responsibility between the educator and the District to ensure proper payment.

On occasion, the District may overpay or underpay an employee. If the District or the educator becomes aware of an apparent overpayment or underpayment, the other party shall be given immediate written notification of such fact.

Upon verifying an underpayment, within the next scheduled payroll period from receipt of written notification from the educator, the District shall pay the educator the amount owed.

Upon verifying the overpayment, within 90 days of the educator’s receipt of written notification from the District that the District has overpaid the educator, the Educator shall repay the amount owed to the District. The district and BEA may arrange a payment plan. If the educator fails to repay the District, the District shall have the right to withhold the amount due the District from any monies which the District owes the Teacher.

In no event shall any claims by the Educator or District for overpayment or underpayment be recognized more than 36 months after the date on which such overpayment or underpayment occurred.

The insurance committee will serve as an advisory committee to the District.

The committee is to monitor and evaluate the effectiveness of employee insurance plans, review potential new plans, and communicate with employees regarding such plans.

The committee shall recommend to the District the selection of insurance coverage, plans, carriers and other matters of insurance coverage.

The insurance committee shall consist of: two (2) persons appointed by the Superintendent; two (2) certified employees appointed by the Association president; two (2) classified employees appointed by the Colorado Classified School Employee Association; three (3) certified employees elected by their peers; and three (3) classified employees elected by their peers.

Each certified employee employed before the 2018-19 school year shall be granted nine (9) days of temporary leave per year.

Each new certified employee will be granted 8 days of temporary leave per year for the first 3 years of employment. after three (3) years of employment, each teacher shall be granted nine (9) days of temporary leave per year

This leave may be taken for personal illness or illness and/or death in the immediate family; father, mother, daughter, son, brother, sister, spouse, or relatives living in the immediate household; bereavement, or for personal, legal, business, household, or family matters, except recreation, which require absence during school hours.

Notification of use of temporary leave for reasons other than an emergency will be submitted at least five (5) school days in advance. Three (3) or more school days taken consecutively requires conversation with administration.

Any misuse of temporary leave may result in appropriate disciplinary action. Examples of misuse include, but are not limited to:

• Vacation
• Patterns of recurring absences.
• Patterns of extended weekends, holidays, or breaks.
• Calling in late as defined in 10-3-3.

In cases where misuse of temporary leave is suspected, the employee may be required to provide documentation of leave use. Human Resources and BEA will review absences on a quarterly basis to determine patterns of misuse.

Upon retirement and/or termination accumulated temporary leave days accumulated prior to July 1, 2018 will be reimbursed at $98.00 per day, to increase at the same rate of negotiated percentage increases to the schedule. Days accumulated after July 1, 2018 will be reimbursed at the flat rate of $107.31 per day. Increases to the reimbursement rate will be negotiated each year. There will be no increase to the Temp Leave reimbursement rate for the 2025-26 school year.

Mid-year Benefits Payout: Educators who break their contracts midyear will not receive reimbursement for any Temporary Leave accumulated during that contract year and will have their HSA contributions immediately stopped. All Temporary Leave days accumulated in previous years will be eligible for reimbursement. Any Temporary Days that are not reimbursed will be added to the Temporary Leave Bank. Educators must work as scheduled on their final day of employment.

Certified staff shall have temporary leave automatically credited back for school closure except for the following:

The District agrees to maintain a temporary leave bank. All certified staff will be automatically enrolled in the temporary leave bank; certified staff may opt of the temp leave bank by October 1, or within one (1) month of employment. Employees shall notify the Office for Human Resources in writing of their desire to opt out of the Temporary Leave Bank. The purpose of the temporary leave bank is to allow members to “draw” temporary leave days in cases where their serious, long-term injury/illness extends beyond the number of accumulated temporary leave days.

The Governing Committee of the Temporary Leave Bank will consist of: two (2) certified employees appointed by the BEA President; two (2) members appointed by the Superintendent or his designee; and one (1) certified member appointed by consensus of the BEA President and the Superintendent. Members will be selected for one (1) year term during the month of January. Members can be re-appointed.

The bank will retain its balance of available days as of the date of adoption of this agreement.

Participants in the temporary leave bank must donate one (1) temp leave day each year, unless in the opinion of the committee, enough days have accumulated to sustain the bank’s operation. Those members not yet donating three (3) consecutive days will be considered provisional members who are required to continue membership by adding one (1) day donation each year until the total of three (3) days has been reached. Once a provisional member donates three (3) consecutive days, they will be considered continuing members. Continuing members, having donated a total of three (3) or more temp leave days, will not be required to donate further until deemed necessary by the Governing Committee.

Any continuing member who chooses to opt out of the leave bank and then wishes to rejoin will be considered provisional and, once again, must donate three (3) consecutive days in order to reach continuing member status.

All members of the Temporary Leave Bank under contract are eligible to begin the process of accessing the bank on the first day of their contract.

Members must reduce their accumulated temporary leave down to three (3) temp leave days before being eligible to apply to the temporary leave bank. These three (3) days will be held in reserve to be used by the member as necessary following their return from their leave, provided they have been granted more than three (3) leave days from the bank. At the end of the school year, if these three (3) days have not been used, they will be returned to the temporary leave bank.

Once a member’s temporary leave has been reduced to three days or has been exhausted, the member will be docked pay for four (4) school/work days before they may draw from the Temporary Leave Bank. During this four (4) day period the member will suffer a total loss of pay. Days docked cover a 9 hour work day. The District will pay for substitutes as necessary. The four (4) day loss of pay is automatically waived if a member has twenty-five (25) temporary leave days at the beginning of the school year and has been a member of the leave bank for the past two (2) consecutive years and currently in year three (3) or more. For recovery from birth only: If a member has maintained at least ten (10) accumulated Temporary Days on the day of birth, there will only be a two (2) day loss of pay.

The maximum number of days any one member can withdraw from the temporary leave bank in any one school year or any one (1) accident or sickness will be fifty one (51) days. At this time the employee should apply for PERA Short Term Disability. In extreme emergencies, additional days may be requested at which time allowance or disallowance will be determined by the Temporary Leave Bank committee. The maximum number of days any one member can withdraw from the temporary leave bank for recovery from birth will be (6) six weeks from the date of birth for a normal birth and (8) eight weeks from the date of birth for a cesarean birth.

All days left in the bank will be carried forward to the next year.

Members opting out from the bank will not be able to withdraw their contributed days.

Members withdrawing temporary leave days from the bank will not have to replace these days except as a regular contributing member to the Bank.

Temporary leave bank days can be requested for bereavement related to the death in the immediate family (spouse, daughter, son, mother, father, grandparent, in-law, or relatives living in the immediate household). For bereavement leave, the (4) day waiting period shall be waived. Bereavement leave may be requested before a member depletes their accumulated temporary leave. The maximum number of days granted shall be no more than three (3) days per request. Appropriate support documentation shall accompany the application.

A certified employee who is unable to perform the essential functions of his/her position may elect to use, in accordance with Article 10-5- 3, available temporary leave, temporary leave bank leave or an unpaid leave of absence as set forth in Article 10 of this agreement or he/she may apply for short term disability through PERA.

A certified employee approved for short term PERA disability leave shall continue to be employed and receive benefits by the district during the term of their short term disability.

Certified employees on short term disability leave may, at their discretion, elect to use 40% of an accumulated temporary day or temporary leave bank day for each day during the term of the short term disability until such time as their accumulated leave is exhausted or they elect to discontinue use of such leave. The use of temporary leave bank days in such instances shall be subject to the temporary leave bank rules/guidelines, as set forth in Article 10-4.

A certified employee returning from short term disability leave shall be assigned to the same position or a position comparable to the one he/she left upon commencement of the short term disability leave. Salary schedule placement, non-probationary status, and accumulated benefits will be unaffected during the leave.

A certified employee who is on or who is approved for short-term disability leave and for whom retraining or rehabilitation is being considered shall be involved in any discussions and decisions concerning rehabilitation.

Professional leave may be granted, with pay, for certified employees to attend workshops, seminars, conferences, and similar developmental activities determined by the appropriate supervisor to enhance the teacher’s ability to significantly contribute to the educational program of the District.

Application for professional leave will be made to the appropriate supervisor at least five (5) school days in advance.

The District shall bear the expense approved by the appropriate supervisor in advance of the professional leave.

Professional leave days will not be deducted from other leave days.

Certified employees will be granted leave with pay when on jury duty.

Jury duty leave will not be deducted from other leave days.

Any compensation, exclusive of mileage, lodging, or meal reimbursements, will be paid over to the District within ten (10) business days of receipt of payment for such duty. Otherwise, such absence shall be counted as leave without pay.

Certified employees may, at the discretion of the District, be granted sabbatical leave and/or a teacher exchange after completion of six (6) years of uninterrupted service with the District. Uninterrupted service shall be defined as the most recent period of time during which neither the teacher nor the District has terminated the employment relationships; leaves of absence shall be construed as uninterrupted service but shall not count toward the number of years of service required to qualify for sabbatical leave.

Sabbatical leave may be taken for a maximum of one (1) full school year for the purpose of improving the instructional program of the District.

Application for sabbatical leave must be made no later than October 31 of the school year prior to that requested for the sabbatical.

The number of approved sabbatical leaves for certified employees will not exceed two (2) in any one school year. The number of certified employees in a certified employee exchange will not exceed two (2). During the term of this contract, it is agreed that no leaves will be awarded during the period of time of budget constraints.

The application for sabbatical leave and/or certified employee exchange shall present the plan for professional growth and/or education to be accomplished by the applicant, together with the anticipated completion date for each phase of the plan, a narrative of benefits accruing to the District and the applicant. Transcripts shall be provided to the District immediately upon return from sabbatical leave.

Certified employee granted sabbatical leaves agree to accept such positions as may be assigned by the District for two (2) consecutive school years after completion of the sabbatical leave. Certified employee who do not complete this requirement agree to refund all salary and fringe benefits paid during the sabbatical leave within thirty (30) business days of termination.

A sabbatical leave committee shall be composed of the BEA President, two (2) certified employees appointed by the Superintendent, and the Chief Human Resources Officer and/or his/her designee. The committee will meet no later than the third week of January to review all current applications and make recommendations to the District.

Except as provided in statute, only non-probationary teachers may be granted leave without pay.

Any certified employee shall be allowed to use accumulated temporary leave for disability caused by pregnancy or childbirth or recovery there from.

Salary schedule placement, non-probationary status, and accumulated benefits will be unaffected during the leave.

The certified employee may continue group insurance benefits at his/her own expense during the leave.

Certified employee may request leave without pay for up to a full school year. They may also re-apply, by April 1 of the first year of leave, for unpaid leave for an additional year. Approval of these requests will be based upon the program needs of the district.

At the conclusion of a second year of extended leave, the certified employee must notify the district of his/her intent to return or resign by April 1. If no notification is received, the certified employee will be assumed to have resigned, and the position will be posted.

Prior to leave being taken, the certified employee may submit, in writing, a specific request for building and/or assignment upon return from leave. The District agrees to consider this request when assigning the teacher upon return from leave.

A certified employee who has completed fifteen (15) or more years of continuous service in the District as of July 1, 2009 shall become eligible for the Long Term Service Benefit after completing twenty (20) years of continuous service. No additional employees shall become eligible for the benefit.

Eligible certified employees who voluntarily resign or retire shall receive a payout that equals the difference between the certified employee’s actual salary for the 2008-2009 school year and the $45,128.65 average salary of full-time teachers hired by the District during that school year.

The calculation of the payout is based on the certified employee’s 2008-2009 salary only and shall not include fringe benefits or supplemental pay.

The payout shall be paid in one lump sum on January 31 of the year following the date of separation or resignation. For those employees participating in the Retired Teacher Option (10-11-1), they may postpone the Long Term Service Benefit payment until January 31 of the year following the end of their Retired Teacher Option year.

Certified employees must apply by April 1 of each year. The district shall notify applicants by May 1 about the status of their application.

A certified employee who is a member of a reserve or national guard unit or any other branch of the military organized under state or federal law who is required to take annual active duty during any period of active employment with the school district shall be granted military leave with a right of reinstatement in accordance with state and federal law.

The certified employee shall receive full salary and benefits during such leave up to a maximum of fifteen (15) calendar days annually. All remaining leave to fulfill the annual military obligation shall be unpaid leave.

A certified employee who is a member of a reserve or national guard unit or any other branch of the military organized under state or federal law who is required to take annual active duty during any period of active employment with the school district shall be granted military leave.

A certified employee taking leave under this policy shall forward a copy of his/her military orders to the Superintendent or designee.

Military leave of absence, without pay and subject to any and all conditions provided by applicable law, shall be granted as required by law to an employee who enlists for military duty with any branch of the United States armed forces or who is called into active military service in time of war or other emergency declared by the proper authority of the State or United States. The employee shall be considered on a leave of absence during military service.

Upon completion of military service, the employee shall be reinstated in the same or a similar position of like seniority, status and pay if such is available at the same salary and benefits which would have been received if leave had not been taken.

Upon reinstatement, the employee shall have the same rights with respect to vacation, sick leave and other benefits as if he actually had been employed during the time of such leave.

This is a plan to protect certified employees in the event of injury arising out of and in the course of employment.

All injuries must be reported immediately to the supervisor. An injury report must be completed by the supervisor within twentyfour (24) hours. Failure to report injury will delay benefits or result in denial of payment.

If medical care is required for work related injuries, certified employees must use designated physicians/clinics or hospitals specified on the Workers' Compensation Information Sheet.

Medical Expenses - The Adams County BOCES Self-Insured Fund, when the liability is assumed, pays in accordance with Medical and Surgical Fee Schedule, adopted by the Industrial Commission, all reasonable and necessary medical expenses, paid directly to the doctor, hospital, etc.

Personal Injury Leave - Employees temporarily absent from work and unable to perform their duties as a result of personal injury occurred in the scope and course of their employment, and not the result of their own negligence, will be paid their full salary by the school district during the first thirty (30) working days absent from the date of such injury. Claims in excess of thirty (30) days may be covered and are paid directly to the employee from the BOCES fund. No part of such temporary absence will be charged against the employee's temporary leave.

By subrogation, the District shall be the subrogee to the claims of such employee, against any third person or persons, for the amount of benefits paid hereunder by the District.

The District shall have the right to have such employee examined by a physician designated by the District to assist in determining the length of time the employee is temporarily unable to perform duties, and that the disability is attributable to the injury involved.

Certified employees returning to work from Workers' Compensation Leave shall have written authorization from their doctor that they are able to go to work full-time without restrictions of any kind.

Under certain circumstances a certified employee may be approved to return to work on a light duty assignment subject to the physician's and administration's approval.

No vacation or temporary leave shall accrue after an employee is on workers' compensation leave over thirty (30) days. While an employee is on workers' compensation leave there will not be a break in longevity credit. The District will continue to pay the allotted amount towards health, dental, vision, life and accidental death and dismemberment insurance premiums while the employee is on Workers' Compensation Leave.

Quality of certified employee performance.

Certification and endorsement.

Professional preparation including major fields of study and advanced degrees.

Length of service in the District.

A copy of the statement adopted by the District determining that a reduction in force is justifiable.

A brief statement by the Superintendent of the reasons for the recommended cancellation of the contract of the particular certified employee.

A notice of the certified employee’s right to appeal through the grievance procedure.

Accumulated temporary leave and status in the temporary leave bank, provided no previous reimbursement has occurred.

Position on the salary schedule.

Non-probationary status.

District and building professional development days be clearly identified on a district calendar annually.

An annual survey should be conducted in May of each year by the Staff Development Department to gather feedback on the effectiveness of staff development and solicit information from staff as to what types of staff development is needed.

A committee, made up of a minimum of three (3) interested certified employee appointed by BEA and building and central administrators, shall be established to examine staff development in the district, assist in the development of the survey and to suggest improvement to professional development. Buildings are encouraged to use CAT in the same capacity for building professional development.

The district does not have authority to pay certified employees who do not hold a valid teachers’ certificate/license, letter of authorization or written authorization from the Department of Education (CRS 22- 63-402).

The first five (5) teachers who submit to the District proof of their application and acceptance into the National Board Certification program each year will receive $1,000 to compensate them for their tuition fees. Each teacher may receive this award only one time per certification and may not reapply for retakes for the same certification. The $1000 is available only for initial certification.

The first five (5) teachers who submit their completed recertification license from National Board for Professional Teaching Standards each year will receive $500 to reimburse them for their fees. This language is inclusive of the 2018-2019 school year.

The certified employee should adhere to the following guidelines:

The identification of controversial issues will be done in the following manner.

The processing of controversial issues will be done in the following manner:

The District agrees to deduct from the salary of members of the Association an amount of money sufficient to pay the member’s dues and contributions to the United Teaching Profession, as certified by the Association, where such deductions have been requested in writing by the individual members. The District further agrees to transmit all monies so deducted to the Association on a regular basis.

The Association shall also furnish the District with a dues form properly signed by the member. Such forms shall remain in effect during the employment of the member or until such a time as revoked by the member under the following process:

Monthly, the District shall provide the Association with a reconciliation of those employees who have authorized the District to deduct dues under the provisions of this Article.

The District recognizes that dues deduction is part of the employee's personnel file and is not subject to Colorado Open Records Act (CORA).

The District will provide the Association with a list of all educators in the bargaining unit each month including names, employee id numbers, job title, worksite, department name, original hire date, contract type, FTE, address, phone number, and District and Home email address. New hire information will be provided as soon as it is available in the same manner.

The Employer will also notify the Union about resignations, retirements, long-term unpaid leave of absences, dismissals, and/or any other separations from employment within thirty (30) days.

In the event that payroll dues deduction is prohibited by law, the Employer shall provide to the Association the electronic funds routing information each payroll cycle for all employees who have consented to membership in the association.

The District agrees that it will begin, end, or modify dues deduction for certified member educators exclusively at the direction of the Association. Certifications to start, end or modify dues deductions received by the District after the 11th of the month will be processed the following pay period. In return, BEA will indemnify and hold harmless the District and its directors, employees, and agents from and against any and all claims, demands, and causes of action that arise out of any dues deductions.

As the exclusive representative of the negotiating unit, the Association shall have the right to use any school building in accordance with District usage procedures without cost except where additional personnel are required to be employed.

The Association shall have the right to deliver and receive materials to its members through the school delivery service, electronic communication (including but not limited to email), and to place notices and other materials relevant to the Association’s business on a designated staff bulletin board and in teacher’s mail boxes. A copy of notices posted shall be provided to the appropriate supervisor at the time of distribution.

The Association will be permitted release time with pay up to seventy (70) days during each school year. Substitute costs will be covered by the Association. The President of the Association will determine their use with the limitation that no individual may use more than twelve (12) of these days annually. Days taken under this provision will be known as “Association Leave.”

Up to forty (40) days release time each year will be granted at District expense for contract negotiations.

Effective 2007-2008 school year, the District and Association agree to grant full-time school year release to the Association President. The District’s reimbursement for President’s release will occur through contribution of one temporary leave day per year, per teacher; this day has been accounted for and is not inclusive of the temp days allocated to certified staff in this Agreement in 10.3.1. The District and Association recognize this contribution does not cover entire cost of the President’s release and the District agrees to contribute the difference. The BEA president shall hold a CDE educator license but may maintain inactive license status with CDE while serving as BEA president.

The District will make available to the Association an advance copy of the agenda for each regular meeting of the Board. In case of a special meeting, notification shall be made as far in advance as possible to the Association. Minutes of Board meetings will be made available to the Association. Agendas and minutes of Budget Committee meetings will also be made available to the Association.

The certified employee will acknowledge that the opportunity to review such material has been given by signing the material to be placed in such files. The parties understand and agree that the signature merely means that the certified employee has read such material and that it does not mean the certified employee necessarily agrees with the statements contained in such materials.

The certified employee shall have the right to file a written reply to such materials within fifteen (15) school days of the date on which the certified employee was given the opportunity to review such material. Such reply shall be attached to the material to which it pertains.

The certified employee shall have the right to petition for the removal of such material.

No anonymous complaints shall be placed in a certified employee’s personnel file or in a building file.

Certified Employees shall be disciplined only with just and sufficient cause. Discipline may include verbal warnings, written reprimands, suspensions, reductions in professional advantage, or dismissal (only to the extent not covered in state law). The expiration of an individual employment contract between the District and a certified employee per its terms and nonrenewal of an individual employment contract shall not be regarded as discipline. Any such discipline shall be subject to the grievance procedure set forth in this agreement including advisory arbitration. The specific grounds forming the basis for disciplinary action will be made available to the certified employee. The certified employee may be suspended with pay pending the investigation of an allegation or incident where the presence of the teacher may interfere with the normal educational process or where the presence may present a danger to the welfare of the students.

Complaints against certified employee will be considered confidential personnel matters. All complaints against teachers will be referred to the appropriate supervisor. In a Board meeting, the Board will only accept public complaints against teachers by name in executive sessions.

The appropriate supervisor will fully investigate the complaint before any action is taken. This investigation will include the opportunity for refutation by the certified employee.

No written notice of the complaint will be placed in the certified employee’s personnel file(s) unless disciplinary action is warranted. The certified employee will have the opportunity to review any document(s) placed in such files and to attach a rebuttal.

The District and the Association agree to a Support and Report Protocol to address threats or violence to certified staff members. Any incident of physical, verbal, written, or depicted threat, menacing, or assault which causes a fear of imminent serious bodily injury or sexual assault, or a student attempts the same shall require the certified staff member and the building principal to follow the agreed upon Support and Report Protocol process. The District shall make available to the Association, upon verbal request, a summary report of reported incidents of physical and/or verbal threat or assault upon teachers.

After completion of investigation, including risk assessment, if the student is deemed to be a low or moderate risk, but before a student is returned to the school where the offense occurred:

1. The complaining certified employee shall have the right to review the risk assessment, the criminal report, and any final written disposition from the district.
2. If the complaining certified employee disagrees with the disposition or still feels unsafe, he or she may file an appeal

After completion of investigation, including risk assessment, if the student is deemed a danger to other students, or teachers, or SSPS and staff, or the threat has not been ameliorated, a plan will be created to eliminate the threat which may include:

• Involvement of law enforcement
• Removal of the student from the classroom
• Removal of the student from the school
• Removal of the student to an out-of-district placement
• Expulsion

If any certified employee is assaulted, complained against, or sued, as a result of acting within the scope of his/her employment, the District will provide legal counsel and render all necessary assistance to the certified employee in his/her defense.

In instances where criminal physical assault or non-sexual child abuse charges are brought against a certified employee as a result of dealing with student discipline problems, an internal investigation will be conducted by the District. If such internal investigation determines that the certified employee was acting within the scope of his/her employment, in a reasonable and prudent manner, and in accordance with District policy and state law, the District will appoint and provide full legal counsel for the teacher’s defense. There must be mutual agreement between the District and the certified employee regarding any legal support for the appeal process.

When bringing in personal items to use for instructional purposes, the certified employee shall make every effort to inform the principal in advance.

In the event a certified employee, while acting within the scope of his/her employment, has his/her clothing or other personal property damaged or destroyed, as a result of an attack, assault, menace, vandalism, or pupil supervision problem, the District will reimburse the teacher the cost of repair or the reasonable replacement cost of such property.

Given prudent and responsible handling, the District will reimburse/replace personal items stolen or damaged at school based on fair market value, up to $500 per item, or the insurance deductible, whichever is less.

The District will pay the insurance deductible up to $500 for automobile damage because of theft or vandalism provided the automobile was on school grounds and the employee was acting within the scope of his/her employment. Payment will be made as a reimbursement once work has been completed and a bill or insurance claim form has been submitted.

In order for the District to reimburse the teacher for losses as outlined in sections 16-4-1, 16-4-2, 16-4-3, and 16-4-4, the certified employee must:

1. Report the incident to the building principal or appropriate supervisor, then submit the form found in Superintendent Policy GBGB-E as a written request with the supervisor’s signature to the Finance Department within ten (10) school days.
2. The Supervisor will conduct an investigation to determine:
   1. If the responsible party can be identified, and
   2. Whether any disciplinary action should be taken against the responsible party, including requiring replacement of the item(s).
3. Within twenty (20) school days the district must:
   1. Determine if the request of the certified employee is meritorious.
   2. Respond to the claimant with appropriate next steps.

The term GOOD FAITH is defined as an honest attempt to resolve issues which arise during the negotiations process. The obligation of good faith negotiations does not compel either party to agree to a proposal or require the making of a concession.

The first meeting between representatives of the district and the bargaining unit shall be held on or before March 15.

The first meeting shall be devoted primarily to the bargaining units presenting their items for discussion and building a calendar. The Association and the District may each bring up to two (2) items to the table for discussion. Compensation will always be discussed. In addition, mutually agreed upon items between the District and the Association will also be proposed at this time.

After that time, the parties will agree that all items have been discussed, and no new items will be brought up for negotiations during that series of sessions.

Prior to March 15, either party may suggest preliminary informal meetings to discuss items, which might be resolved by issues/problem solving bargaining techniques. Issues must be mutually agreed upon before beginning this approach. If the problem is not resolved by this method, a formal proposal may be submitted.

If mediation has failed to bring about agreement on all issues, either the District or the Association may request that the issues which remain in dispute be submitted to a fact finder. The parties shall attempt to agree on a fact finder within five (5) business days. Advisory fact finding and the selection of a fact finder shall be initiated by a written request submitted to the American Arbitration Association (AAA) requesting the appointment of a fact finder, a copy of which request shall be served by either party upon the other. Such request for appointment of a fact finder shall be served on the American Arbitration Association. Subsequent to this filing, if both parties mutually agree that continued negotiations would be beneficial, the parties may continue to negotiate until agreement is reached or a fact-finding hearing is convened.

Any requests to the American Arbitration Association for the appointment of a fact finder shall be accompanied by a copy of the agreement. Within seven (7) business days of receipt of such request, the American Arbitration Association shall submit to each party an identical list of seven (7) persons qualified to serve as fact finders in labor relations cases involving the establishment of contract terms for inclusion in a collective bargaining agreement, and determined by the American Arbitration Association to be available in accordance with the time constraints. Within three (3) business days of the receipt of the list of fact finders, the parties shall alternately strike three (3) names from the list with the remaining name becoming the fact finder. The party striking first shall be determined by lot.

As soon as practicable upon appointment, the fact finder shall convene a hearing with at least ten (10) business days written notice to both parties at which both parties may appear to present facts and arguments with regard to those matters remaining in dispute as provided herein. Hearings shall be conducted according to the rules of the American Arbitration Association. Formal rules of evidence will not apply. The hearing shall be concluded within ten (10) business days of being first convened, and the fact finder shall issue his findings of fact and advisory recommendations not later than twenty (20) business days after the hearing is closed. The fact finder’s written recommendations, with reason therefore, shall be served privately and simultaneously insofar as is possible upon the representative of both parties. Within ten (10) business days after receipt of the recommendations, the parties shall meet to inform one another whether they are willing to accept and implement said recommendations. Any party refusing to accept or implement the fact finder’s recommendations shall clearly state its reasons in writing for so doing at that time. Neither party, nor the fact finder, shall reveal or comment upon the findings of fact and advisory recommendations during said ten (10) business day period. In the event that either party, or both, fail or refuse to adopt and implement the fact finder’s advisory recommendations, and there are issues remaining unresolved, then the fact finder’s report shall be made public after the ten (10) day period. No other statement shall be made by the fact finder.

The fact finder shall have authority to hear and make recommendations concerning only the matters referred to fact finding under Article 17-10 above, unless the parties mutually agree otherwise. The fact finder shall select as his/her recommendation for each issue either the position of the District or that of the bargaining unit, unless the fact finder is persuaded that an intermediate position would be more appropriate. In such event, the fact finder shall state his/her reason(s) for recommending such intermediate position.

The year round school work year shall include one hundred eightyfive (185) contract days, as it is in conventional schools.

Holidays will be as listed below:

• Winter (Christmas) Vacation
• New Year’s Day
• Martin Luther King Jr. Day
• Presidents’ Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Holiday

Year-round school teachers shall have at least one (1) planning day at the beginning of the year. The remaining planning days may be scheduled at the beginning or end of each track/segment.

Planning days at the beginning of each track shall vary based on the configuration.

Certified employee may make special arrangements with principals for track-in/track-out days.

Every reasonable effort will be made to assign Specialists (e.g. – art, music, physical education, speech and hearing therapists, nurses, counselors, psychologists, resource teachers and special education teachers) to tracks in the same manner as teachers. Custom contracts may be offered to Specialists as needed.

Certified employee in year-round schools will be paid in twelve (12) monthly installments beginning in the first month in which they work fifteen (15) contact days, July or August depending on the track. A teacher scheduled on a year-round calendar for a full contract will be paid the same salary paid on a conventional calendar.

A certified employee moving from a year-round school to a conventional school-year calendar or vice versa, either by transfer or by District calendar change, shall be offered the options of dividing their next year’s salary over thirteen (13) payments or forgoing their August/July check.

Certified employees entering the District for the first time and assigned to a year-round school will have the option to receive their first annual salary in thirteen (13) monthly installments provided they work at least fifteen (15) contract days in July.

Principals shall meet with teachers within their buildings to ascertain the teachers’ preferences for grade level and track assignments.

Principals shall collaboratively work with teachers to create in-building grade assignments that are in the best interest for all parties affected by the shift to year-round school. Teachers must have the proper credentials to teach the grade level and track assignment they are assigned.

19-5-3 The following shall be among the criteria considered in determining which teachers will be recommended for grade level and track assignments.

Certified employees may voluntarily exchange five (5) or fewer consecutive school student contact days or three (3) stand-alone school student contact days per year with an off-track teacher working within the same school or department, without loss of pay, benefits, or temporary leave.

Certified employees shall notify the site administrator/principal at least twenty-four (24) hours in advance of who will be replacing the teacher, the length of the exchange, and the dates when the teacher will pay back the exchange. An exchange day form will be completed and submitted to the office.

Certified employees shall have the responsibility for arranging the exchanges with other certified employees working within the same school or department.

Payback of the exchange is solely the responsibility of the exchanging teachers.

Exchange day procedures will be revisited during the negotiations process following implementation.

Compensation shall be at the per diem rate of the teacher.

Intersession assignments will use an application process similar to conventional calendar summer school.

In-district certified employee who are not working shall have an opportunity to substitute at District sites. Substitutes will be called from a list constructed of off-track teachers expressing a desire to be included.

Certified employees will be compensated at the in-district substitute rate of pay.

The CAT within the building will collect information and experiences from teachers on each track regarding classroom assignment systems in place within the year round schools.

Prior to the next year’s negotiations, contract language concerning classroom assignment will be revisited at a meeting where CATs will present their findings to the negotiations team.

District postings and policy changes will be available on the district website.

School announcements, notes of faculty meetings and daily bulletins shall be available in an individual’s email.