Henryetta Public School

H.E.A. Neg. Agreement 2014-2015

HenryettaPublic School

Negotiated Agreement

2014-2015

TABLE OF CONTENTS

I. General Provisions

1.10 Duration of Agreement 1.20 Savings Clause

1.30 Procedural Agreement

II. Association Provisions

2.10 Association Leave

2.20 Association Rights

2.30 Cost of Preparing Agreement

2.40 Board of Education Information

III. Employment Provisions

3.10 Teaching Contracts

3.20 Assignment

3.30 Posting of Vacancies

3.40 Voluntary Transfer

3.50 Involuntary Transfer or Reassignment

3.60 Traveling Teachers

3.70 Reduction in Force

3.80 Employment of Retired Teachers

IV. Individual Teacher Provisions

4.10 Grievance Procedure

4.20 Incident Procedure Forms

V. Leave Provisions

5.10 Sick Leave

5.11 Sick Leave Reserve

5.12 Maternity Leave

5.13 Donation of Sick Leave

5.20 Emergency Leave

5.30 Personal Leave

5.40 Attendance Accounting

5.50 Attendance Stipends

5.60 National Board Work Days

VI. Working Conditions

6.10 Lunch Period

6.20 Student/Teacher Ratio

6.30 Planning Period

6.40 Communication Committee

6.50 Teaching Supplies

VII. Compensation

7.10 Pay Periods

7.20 Compensation Schedule

7.30 Extra Duty Compensation Schedule

7.31 Continuing Education Stipend

7.32 Pay for administering/monitoring mandated tests and substituting during planning period

7.40 Retirement Incentives

VIII. Fringe Benefits

8.10 Retirement Contribution

8.20 Teacher Annuity Plan

8.30 Health Insurance

8.40 Term Life Insurance

I. GENERAL PROVISIONS

1.10DURATION OF AGREEMENT

The terms and conditions of this agreement shall bind the Association and the Board during the 2014-2015 fiscal year and shall remain in full force and effect until the expiration date of June 30, 2015, and/or until replaced by a subsequent agreement negotiated in accordance with the Procedural Agreement.

1.20SAVINGS CLAUSE

Should any part of this Agreement be declared invalid by statute or a court of competent jurisdiction, said part shall be automatically deleted from this Agreement to the extent it violates the law. The remaining provisions shall remain in full force and effect for the duration of the Agreement if not affected by the deleted part.

1.30PROCEDURAL AGREEMENT

The Agreement made between the Henryetta Education Association and the Henryetta Board of Education and governing procedures for negotiations may be found in Appendix A.

II. ASSOCIATION PROVISIONS

2.10ASSOCIATION LEAVE

The HenryettaSchool District shall allow the H.E.A. a pool of ten (10) days for the purpose of legislature visits. No more than four (4) Association members will use days from this pool on any given day. Association leave may be granted on an hourly basis. Substitutes for those days will be paid by the District. Written requests for Association leave shall be made to the superintendent through the H.E.A. president at least twenty-four (24) hours in advance of the anticipated absence. No individual teacher may use more than five (5) days during one singe school year, and these days will not be used during the period of the scheduling of the nine (9) weeks tests, semester tests, or major school-related activities.

The H.E.A. agrees to pay the substitutes necessary for the days H.E.A. members attend the O.E.A. Delegate Assembly or other O.E.A. Workshops.

2.20ASSOCIATION RIGHTS

The Association shall be entitled to the use of bulletin boards for Association notices and shall have access to teacher mailboxes, school e-mail, and school website for distribution of Association material and information of current issues. The Principal of the building shall give prior approval for use of his/her buildings.

2.30COST OF PREPARING AGREEMENT

The Board will share equally with the Association in the cost of preparing the negotiated agreements.

2.40BOARD OF EDUCATION INFORMATION

  1. HEA will automatically be given time on the schedule of events at the Beginningofyear teacher meeting to discuss membership and negotiated agreement.
  2. A copy of each School Board meeting agenda shall be emailed to all faculty and staff no later than five days after the Board meeting.
  3. A copy of the minutes of each Board meeting shall be emailed to all faculty and staff no later than five days after the Board meeting.
  4. The Association shall be provided with Board meeting materials at the same time as these materials are transmitted to the Board prior to each Board meeting. Such materials shall be emailed to the Association President and Vice President.

2.50 PAYROLL DEDUCTION OF DUES

  1. The member’s local (HEA) dues will be deducted in one payment in October and refunded to the local association with the November payroll. Members who have not converted to EFTfor Association dues (OEA and NEA) will continue to have state and national dues payroll deducted. These deductions will directly coincide with the payroll cycle for each member. Twelve-month employees will begin payroll deduction of Association dues in September and end on the last payroll check of the contract year.
  2. Teachers joining the Association during the school year may qualify for payroll deduction, EFT of Association dues,or pay the remaining balance of the year in full.

III. EMPLOYMENT PROVISIONS

3.10TEACHING CONTRACTS

After finalizing negotiations, the Board will prepare individual teacher's contracts to be signed on or before the first day of classes or as soon as possible before October 1st.

3.20ASSIGNMENT

Teachers shall be placed in positions for which they are highly qualified and certified as prescribed or authorized by law and/or the State Department of Education. This does not supersede involuntary/voluntary transfer assignments. Teachers shall be notified of their tentative teaching schedule by July15 or as soon as possible.

3.30POSTING OF VACANCIES

  1. Notice of all vacancies, including vacancies in promotional positions, extra-duty openings, if any, and new jobs created within the system, and positions outside of the Henryetta School system (i.e., OSU Okmulgee) shall be posted in a prominent place in theteacher lounge or work roomof each buildingand emailed to all staff and faculty withinfive (5)daysof the existence of that official vacancy within the school system. The notice of any official vacancy which occurs during the summer period will be posted in the Board of Education buildingand emailed to the current Association president and vice-president's personalmailing address, as provided by said employee in his/her personnel files, and emailed toallstaff and faculty.
  2. Teachers not wishing to hold an extra-duty opening for the upcoming year shall notify the building principal by April 15.
  3. All in-house extra-duty positions shall be posted for a minimum of five (5) working days.

3.40VOLUNTARY TRANSFER

Transfers to another position and changes in grade or subject shall be considered on a voluntary basis. Requests for such transfers or reassignments shall be submittedin writing to the building principal. When teachers apply for a vacancy, the followingcriteria, in descending order of priority, will be used for the selection(this does not apply to administrative staff, principals, or counselors). Step 3 will only be used in the event of a tie in steps 1 and 2):

  1. Experience within the district
  2. Certification and highly qualified status
  3. Interview before a committee of two administration from other buildings than the building in question and two certified teachers chosen by the Association.

In the event of a tie, the superintendent will be the deciding vote.

3.50INVOLUNTARY TRANSFER OR REASSIGNMENT

No vacancy shall be filled by means of involuntary transfer or reassignment if there is an equally qualified volunteer available to fill the position. In the absence of an equally qualified volunteer, the administration will recommend the transfer of an individual who is qualified for the position and, all other factors being equal, the individual who has theleast seniority in the school system.

  1. Certification and highly qualified status
  2. Least experience within the district.

Such involuntary transfers shall be made after a meeting between the teacher and the Principal.

3.60TRAVELING TEACHERS

Teachers required to travel between school sites in accordance with daily teaching assignments will have a designated home site school. The following guidelines will apply to these teachers:

1. Principals shall coordinate at each site the duties of teachers to insure that individual teachers are not normally assigned duties in excess of the duties they would be assigned at the home site. Consideration shall be given to the travel of the teachers.

2. The evaluating administrator for traveling teachers shall be that of the home site. Evaluation shall encompass the performance of all assigned duties at all locations by such teachers. Administrators from each site of the traveling teacher shall have input into the process through written communication with the home site administrator.

3. Traveling teachers shall be required to attend all home site principal meetings and all other events that all faculty members at a site are required to attend, whether at the home site or other sites.

  1. Teachers required to travel between buildings will be compensated according to the extra duty schedule.

3.70REDUCTION IN FORCE

In the event of a need to reduce certified personnel because of decreased student enrollment or loss of revenue from any source or the change in number of any classes due to teacher-pupil ratio change, the reduction will be accomplished according to the following procedure:

The positions eliminated will be the determining factor, not the teachers occupying those positions.

Licensed or intern teachers will be terminated first.

Probationaryteachers will be terminated before a career teacher is terminated. Provided, that a probationary teacher is retained only if a career teacher is not qualified for certification to teach the position for which the probationary teacher is retained.

Career teachers holding eliminated positions will be placed in another position in which they are, at the time of determination, qualified for certification, provided those areas are occupied by probationary teachers. Those intern and/or probationary teachers will then be released. If a careerteacher is qualified for certification in a position held by a probationary teacher but does not have the necessary certification, such a teacher must apply for certification within fifteen (15) days after being informed that the probationary teacher will be retained or the career teacher will be deemed to have refused the offer of continued employment with the Henryetta Public Schools and will be terminated. Such application with the State Department of Education for certification is to be made through the Superintendent of Schools, Henryetta Board of Education office.

If there is more than one career teacher in the position of being reduced, the following criteria, in this order, will be used to determine which of the career teachers will be retained:

  1. Certification in a retained teaching field which is open. A career teacher with standard certification for the retained position will be retained over a careerteacher with provisional certification, and a teacher with a provisional certification will be retained over a teacher with temporary certification.
  2. Seniority in the amount of continuous, full-time, contracted, certified employment in the district, beginning on the date the employee first reported to work (meaning - a teacher who taught in the district, will count only the number of years of service since returning to the district).
  3. If seniority is the same for thecareer teachers, the date on which the Board of Education approved the teachers for employment will be the determining factor. If the approval date by the Board of Education is the same for the teachers involved, the date in which the Superintendent of Schools offered a teaching contract to the teachers will be the determining factor.
  4. If certification and seniority are the same according to the above criteria, the determining factors in order of importance are:
  1. Years of teaching experience in the retained position in Henryetta Public Schools.
  2. Academic degree status
  3. Years of teaching experience
  4. Written evaluations for current and past three years
  5. Recommendation of Principal and Superintendent
  1. If all of the above criteria are equal, selection will be by lot in the presence of the affected teachers.

If there is more than one (1) probationary teacher in the position being reduced, the criteria in 4, a through e, in that order, will be used in determining which of the probationary teachers will be retained and which will be terminated.

Not withstanding anything stated here to the contrary, the Henryetta Board of Education reserves the right to select and employ all administrators.

RE-EMPLOYMENT OR OTHER EMPLOYMENT (Right to Recall)

For one school year after the effective date of non-reemployment pursuant to this policy’s provisions, the School Board shall not fill a position without first offering such position to the non-reemployed teacher. Recall shall be made in reverse order of layoff.

The offer of reemployment shall be made personally or by certified mail, return receipt requested, and that teacher shall be notified that if he/she wishes to accept, he/she must do so in writing within ten (10) calendar days of the receipt of notice. Failure to receive acceptance with ten (10) calendar days or rejection of the position eliminates all re-employment rights of the teacher.

A careerteacher who has been non-reemployed and re-employed within one school year shall be reinstated as a career teacher. A probationary teacher who is non-reemployed but is later reemployed shall be given credit for the time already served as a probationary teacher for the purpose of determining when he/she is eligible for career status.

3.80EMPLOYMENT OF RETIRED TEACHERS

The hiring of retired teachers is of value to both the retired teacher and the Henryetta school district. When a teacher retires and elects to take teacher retirement, they are no longer eligible for benefits from the district, including any career status. Retired teachers being hired back will not be placed on the district's compensation schedule, nor will they have any benefits or seniority status. All compensation will be in taxable salary only and will be determined by the district based on limits for compensation under state law, and on the needs of the district. Retired teachers employed by the district will be hired on a year to year basis.

  1. After the three years at $15,000 salary, retired teachers will be hired back at Step 4.

IV. INDIVIDUAL TEACHER PROVISIONS

4.10GRIEVANCE PROCEDURE

  1. A “grievance” is a claim based upon an event or condition which affects thecondition or circumstances under which a teacher or group of teachers work,caused by a violation, misinterpretation, or misapplication of the provisions ofthis agreement, Board Policy, established rights to fairtreatment, and/or a practice that affects the teacher’s professional performance. (It is understood that the term “grievance” shall not apply to any matter on which the Board is without authority to act or on in which the manner of review is prescribed bylaw.) The local association can file a grievance on behalf of certified employees.
  2. All time limits herein mentioned shall consist of working school days, except where otherwise indicated. Weekends or vacation days are hereby excluded.
  3. No grievances shall be considered timely unless it has been filed within thirty (30) days of the date the aggrieved person knew of the act or condition on which the grievance is based.
  4. The purpose of this procedure is to secure, at the lowest level, equitable solutions to the problems which may, from time to time, arise, that affect the terms and conditions of employment of teachers and the professional performance of the teachers. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.
  5. Level I: A teacher and/or the Association with a grievance will first discuss itinformally with the building principal and may have local representation present;a Level I Grievance Form will be filled out by the teacher prior to the discussion and presented to the principal. The building principal will have five (5) days topresent a written response to the grievant and the Association. A copy of the Grievance and Response will be given to the Superintendentby the Grievant.
  6. Level II: If the teacher/Associationis not satisfied with the disposition of his/her grievance in the first step, the teacher shall arrange a meeting with the superintendent and may request representation by the local association. The principal may attend the meeting only if the teacher does not object. Within five(5) days after presentation of the grievance(s), the teacher may file a written grievance with his/her superintendent. An information copy is to be sent by the aggrieved person to the office of the superintendent.
  7. At any level, other than the initial levels described in paragraphs E and F above,the teacher may be represented by the state Association.
  8. Within five (5) days of receipt of the decision rendered by the principal, the decision may beappealed to the superintendent.
  9. Appeals to the superintendent shall be heard by the superintendent within ten (10)days of his receipt of the appeal. The superintendent shall give written notice of the time, date, and place of any hearing within five (5) days prior to the hearing.
  10. Within ten (10) days of hearing the appeal, the superintendent shall communicateto the grievant his written decision.
  11. Level III: Within five (5) days of receipt of the superintendent’s decision, the decision may be further appealed, upon request to the Board of Education, and shall be heard within ten (10) days of the receipt of the appeal, or at its next scheduled meeting. Written notice of the time, date, and place of the hearing shall be given by the Board five (5) days prior to the hearing. The Board shall render their decision in the matter within fifteen (15) days after hearing the appeal.

4.20 INCIDENT PROCEDURE FORMS

The Administration shall prepare a form to accommodate those parents and others who wish to lodge a concern against or for any teacher. The form shall contain the following items as a minimum:

  1. Date, time, and place of the incident which gives rise to the concern.
  2. Name, address, and telephone number of the concerned party, and their specific relationship to the incident or parties involved.
  3. Detailed, factual account of the event, and the names of other witnesses.
  4. Indications as to whether the concerned party has conferred with the teacher, teachers, or principal involved in the incident, whether there have been additional incidents, and the status of those incidents.

It is understood and agreed that any concerned party who wishes official action from the Administration shall fill out and personally sign the incident form.

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