"Day" - shall mean a school calendar day excluding holidays except as otherwise specified in this agreement.
"Association" - Southwest Region Education Association.
"Board" - Southwest Region School Board of Education.
The parties agree to meet and confer within 20 days of a request, in an effort to resolve the specific article. Upon mutual agreement, the written resolve will become an addendum to this agreement.
There shall be two (2) signed copies of the final Agreement for the purpose of records. One shall be retained by the District and one by the Association.
2. If neither party requests an intent to negotiate by January 30, of the year the agreement terminates, the conditions of this agreement shall remain in effect for one (1) year beyond the termination date.
3. Prior to the commencement of negotiations the Association shall submit an affidavit of membership to the Superintendent upon request.
4. Any information or statistics used or introduced at the table by either party shall be made available to the other party. The Association may review and copy (at Association expense) District Business records, except those protected by law from disclosure, during the District Office working hours.
5. A proposal/counter-proposal procedure may commence during the second meeting.
If a teacher misses work because of jury duty, or if a teacher is required by subpoena to give testimony before a judicial tribunal in a proceeding in which the teacher is not a party (i.e. plaintiff, defendant, etc.) the teacher shall be paid his/her normal compensation for any periods of work so missed less the amount that the teacher receives for such duty.
No teacher is entitled to leave with pay under this section in a situation where the teacher is involved in personal litigation.
A teacher cannot use accumulated sick leave during the first five contract days of the school year, except in unusual or extreme circumstances requiring treatment by a physician which includes hospitalization. A teacher who resigns before returning to work may not use sick leave unless that resignation is due to disability.
Cumulative sick leave earned by a teacher in an Alaska public school is transferable to any other public school, if the teacher's service is continuous. Continuous service means service up to the last day of a school year and beginning before the end of the first school month in the next school term. Responsibility for furnishing the employer with a certified statement showing cumulative sick leave rests with the teacher. Teachers who are on an approved leave of absence may retain cumulative sick leave for the duration of the approved leave.
Sick leave may be used when a member of the employee's household is ill or injured, including time to travel to and return from the health care provider for the injury or illness, and for required follow-up observations by the medical doctor.
Sick leave may also be taken to allow the teacher to take household members to regular scheduled medical appointments by petition to and approval of the Superintendent two days in advance of the scheduled absence. Such appointments will not be made that would extend school holidays or vacations without prior approval of the Superintendent. Exclusive of leave taken under Section F, of this article, a maximum of ten (10) days of sick leave per year may be used for members of the teacher's household.
A false statement by the teacher regarding sick leave is sufficient grounds for cancellation of the contract and the revocation of the teacher's certificate.
A person leaving the district will not be able to withdraw the contributed days.
The first twelve (12) consecutive days of illness or disability will not be covered by the bank, but must be covered by the person's own accumulated sick and personal leave or absence without pay. A person will not be able to withdraw days from the bank until his/her own sick and personal leave is depleted. The number of days available to a teacher shall equal twice the number of days of sick leave the teacher has accumulated before the 1st day of school in any school year or twenty-four (24) days, whichever is greatest.
Persons withdrawing sick leave days from the bank will not have to replace these days except as a regular contributing member of the bank. Sick leave days can only be withdrawn from the bank for individual members' illness. Requests for use of bank days must be accompanied by a letter from the attending physician.
The Sick Leave Bank shall be established and will be administered jointly by the Board and the Association. A committee comprised of one (1) representative of the District, one (1) representative of the Administrators’ Association, and two (2) representatives of the Association will administer the Sick Leave Bank. Sick Leave Bank activity records will be available for review by the Association and Administrators’ Association.
Requests for use of Bank days must be made on the District request for leave form and accompanied by a letter from the attending physician. The approval of the request shall be subject to the attending physician's supportive statement.
Personal leave may not be used to extend the school calendar vacation days or holidays, or during the first five (5) or last five (5) days of the school term, except with prior written approval of the Superintendent. No more than one (1) teacher from a school unit may take personal leave on the same day, if seven (7) or less teachers are assigned to that school unit. No more than two (2) teachers from a school unit may take personal leave on the same day, if eight (8) or more teachers are assigned to that school unit.
Personal leave shall accumulate from year to year to a maximum of five (5) days. Compensation at the rate of $100 per day will be provided for those days in excess of (5) days which would otherwise be lost.
Immediate family includes husband, wife, son, daughter, brother, sister, mother, father, father-in-law, mother-in-law, grandmother, grandfather, grandson, granddaughter.
Teachers may continue their medical insurance benefits by paying the premiums, subject to approval and acceptance of the district carrier.
In addition to the above days, teachers may donate personal leave days, up to a maximum of four (4) days/year, to be used to attend the Delegate Assembly. These non-refundable days must be donated in writing prior to Delegate Assemblies.
During the duration of this contract ending June 30, 1999 , the Association can accumulate up to thirty (30) days of Association leave.
Days of duty for teachers shall be not less than one hundred eighty-nine (189) and not more than one hundred ninety-five (195) days as set forth in the school calendar approved by the Board. One hundred eighty (180) of these days shall be with students. Each duty day for a teacher shall be seven (7) hours, exclusive of a thirty (30) minutes duty free lunch time. The day may be extended by forty-five (45) minutes for meetings called by the site administrator to a maximum of one (1) per week.
B. Preparation Period
All full-time teachers directly involved in classroom instruction shall receive 50 minutes of preparation time daily, in a block of time of 25 minutes or more unless agreed upon by the teacher. Teachers will be at their assigned duty stations available to parents and students for conferences. Teachers may be required to be on duty before and after the arrival of students for preparation or time may be scheduled during the student day.
C. Employment Notification
A tenured teacher shall be automatically rehired unless notice of non-retention is received by the teacher prior to March 15.
Notification of intention of the Board not to re-employ a non-tenured teacher for the following school year shall be given to such teacher as required by Alaska Statute.
D. Transfers
The District reserves the right to transfer teachers as determined by the Superintendent. District goals and educational programs will be given first priority in transfer considerations. Site seniority will be considered in transfer decisions. Currently employed teachers applying for transfers (as per 1., a., of this section) will be considered for vacancies prior to placement of new-to-the-District teachers.
Personnel matters that are a result of serious community concerns, that may result in the involuntary transfer of a teacher, shall be handled in the following manner:
b. A CSC meeting shall be conducted to allow staff members the opportunity to discuss complaints with concerned parties.
c. A plan to deal with unresolved complaints shall be drawn up between the supervisor and staff member and presented to the CSC.
d. If a personnel problem which may result in involuntary transfer of a teacher is not resolved in this manner to the satisfaction of the CSC, a report can be filed with the Superintendent, stating the nature of the problem and efforts made toward a resolution.
e. In the event the involuntary transfer request is presented to the Board of Education, the teacher shall be notified of impending action and shall have the right to address the Board concerning the action.
If there is a necessity to reduce staff, occasioned by a decrease in the school attendance or an anticipated reduction in school district revenue, the following reduction in force procedures will be followed:
2. The School District shall give a teacher placed on lay off status at least thirty (30) days written notice before the lay off takes effect.
3. If the Board determines a lay off is to take place, the teachers to be placed on the lay off list shall be determined by:
b. If teachers have equal seniority, the District will consider each
teacher's certification, endorsement areas, and experience in relationship
to District goals and school program needs.
b. Retaining acquired tenure rights.
c. Retaining accrued sick leave.
d. Years credited on the salary schedule.
6. When a teaching position becomes available, the District may not offer that position to a teacher who is not on lay off status until it has recalled each teacher on lay off status, who is identified as pocessing the certification, endorsements and experience desired.
7. The recall procedure outlined below will be followed:
The recall procedure will recall teachers as determined by:
b. If teachers have equal seniority, the District will consider each teacher's certification, endorsement areas, and experience in relationship to District goals and school program needs.
c. In the event of a recall, the District shall notify the teacher of the recall by certified mail, return receipt requested, sent to the last address given by the teacher to the District Personnel Officer. The teacher will have thirty (30) calendar days from the date of receipt to notify the District of intent to return. The teacher must thereafter be available to return to employment within thirty (30) days from the date the recall notice was received or if employed elsewhere, at a time mutually agreed upon by the District and employee. Failure of the teacher to respond within thirty (30) calendar days herein specified shall terminate a teacher's employment as a voluntary resignation.
d. Teachers covered by this article will receive District paid medical insurance for a twelve month period of time beginning at the date of lay off, if approved by the insurance carrier. In the event the teacher rejects an offer of employment from the district, or becomes eligible for another health plan, this coverage will end.
e. A teacher on lay off status who refuses two (2) offers of employment from the District will be dropped from the lay off list and considered to have voluntarily resigned.
Teachers will receive their pay in twelve equal monthly payments.
B. Placement on the Salary Schedule
Teachers shall be placed on the appropriate column of the salary schedule on the basis of the required documentation submitted to the Superintendent showing the degree(s) conferred and the coursework completed. Such course work documentation should be submitted before November 1. Initial column placement shall be with credits earned after the granting of the teaching credential. All coursework must meet the requirements as described in Article 15, Section C.1 of the negotiated agreement.
Within the first school year of employment, the teacher may request
that the Superintendent review initial placement determination. Credits
earned may be approved for initial placement credit if they are directly
applicable to the initial teaching assignment. Any supporting documentation
required to determine applicability shall be provided by the teacher. If
the request is made before November 1 of the school year, adjustment for
any approved credits shall be retroactive to the teacher's entry-on-duty
date. If the request is made after November 1, adjustment for any approved
credits shall become effective as of the date of the request.
B+18 shall mean eighteen (18) semester hours of approved coursework earned subsequent to the conferring of the Baccalaureate Degree and subsequent to the teacher's eligibility for an Alaska Type A or C Teacher's Certificate. All coursework for advancement on the salary schedule must be from section C1.
B+36 shall mean thirty-six (36) semester hours of approved coursework earned subsequent to the conferring of the Baccalaureate Degree and subsequent to the teacher's eligibility for an Alaska Type A or C Teacher's Certificate. All coursework for advancement on the salary schedule must be from section C1.
B+54/ shall mean a Master's Degree earned from an approved institution or fifty-four (54) M semester hours of approved coursework earned subsequent to the conferring of the Baccalaureate Degree and subsequent to the teacher's eligibility for an Alaska Type A or C Teacher's Certificate. All coursework for advancement on the salary schedule must be from section C1.
B+72/ shall mean eighteen (18) semester hours of approved coursework
earned subsequent M+18 to the conferring of the Master's Degree or seventy-two
(72) hours of approved coursework earned subsequent to the conferring of
the Baccalaureate Degree and subsequent to the teacher's eligibility for
an Alaska Type A or C Teacher's Certificate. All coursework for advancement
on the salary schedule must be from section C1.
M+36 shall mean thirty-six (36) semester hours of approved coursework
earned subsequent to the conferring of the Master's Degree and subsequent
to the teacher's eligibility for an Alaska Type A or C Teacher's Certificate.
All coursework for advancement on the salary schedule must be from section
C1.
Out-of-State years of service for step placement shall be limited to a maximum of three (3) and five (5) years for the teacher holding a Baccalaureate or Master's Degree respectively. A total of six (6) years including Alaska experience will be allowed for step placement.
3. Placement Errors and Adjustments
If a contract adjustment is necessary, the District should be notified no later than November 1. In such a case, the adjustment shall be made retroactive to the entry-on-duty date of the school year. If the adjustment is requested after November 1, compensation will begin on the date the additional documentaion is received in the personnel office.
Notwithstanding the provisions of this section, the status of coursework that was approved by the District prior to the effective date of this Agreement shall not be changed.
D. Certified Salary Schedule
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This schedule is applicable to standard work years as follows:
- 189 day standard work year for returning teachers
- 191 day standard work year for new hires
Contracts longer than standard (not to exceed 195 days), will have the additional days paid at the teachers daily rate.
The standard work year for Principal/Teachers shall be their contracted work year as a teacher, plus six (6) days. One Principal/Teacher per school year will have his/her expenses paid to the state Principals' Conference. Expenses will include: per diem, registration, hotel expenses, cabfare, and airfare.
Additional special project contracts may be written for amounts not related to the salary schedule.
A. Coaching
Certified teachers serving as coaches at schools for major high school sports will receive $265 per week salary for coaching a major sport. The length of season and number of coaching weeks (not less than four) will be determined by mutual agreement between the coach and the principal. Major high school sports include varsity Basketball, Volleyball, Wrestling, and NYO. Nothing in this section is to be interpreted as to mandate that any activity be offered at a site.
If a season for a sport is stopped early due to non-participation by students, the agreed upon compensation will be prorated.
If a teacher serves as a coach and is not selected as the coach of that sport in the successive season, the principal will provide that teacher with a written statement as to the reason(s), if so requested in writing by the teacher. All coaching vacancies will be posted and candidates will be interviewed and selected through the interview process by the Principal.
B. Extra-Curricular Activities
(Including but not limited to: Cross Country, Co-ed Sports, Junior High Sports, Band, Native Culture)
Teachers sponsoring extra-curricular activities outside of the regular school day shall be paid by the hour ($17.00) up to 4% of the base. Total hours and compensation for the activity will be determined by a pre-approved schedule. Final decisions on activities and schedules will be made by the site administrator and approved by the superintendent.
C. Extra Duty
Duty required by written or oral order of the immediate supervisor and performed by the teacher outside of the regular school day shall be paid at the rate of $17.00 per hour. Duty performed without this order may not be paid for by the district.
Teachers under section "B" or "C" may be paid up to a maximum of $100.00 per day while on assigned travel status.
Teachers will be expected to attend Community School Committee meetings and meet with parents as needed. No extra pay will be allowed for such activities.
Duties of principal/teachers, except those dealing with school maintenance, shall be excluded from this section.
Required extra duty will be limited to the protection of life, safety, property, and student welfare and an attempt will be made to spread it equitably among staff at a site.
The District will pay 100 percent, minus $5, of the premiums for family coverage only one time for a teaching couple or each teacher, spouse, and dependents as provided by the carrier for the following programs. The coverage will be as described in the Employee Benefit Program for You and Your Eliglble Dependents with benefits subject to the master contract between the District and the Blue Cross of Washington and Alaska dated July 1, 1986. If during the life of this contract, the premium costs exceed 103% of the 1995-96 rates, the District and the Association will meet to determine if the benefits will be adusted to lower the premium costs or the teachers will pay the amount in excess of the 103%. This determinaton will become effective on the date the 103% level was exceeded.
Final selection of carrier shall be at the discretion of the Board.
The coverage shall continue through the last pay period, for any teacher leaving the District but completing his/her contract.
B. Additonal Term Life
The District will provide term life insurance equal to the teacher’s annual salary. This coverage is contingent upon the availability of said life insurance now and in the futrue and the ability of the teacher to meet the standards of insurability as prescribed by the District’s life insurance carrier. Unless otherwise specified by the teacher, the beneficiary of the term life insurance will be the teacher’s spouse.
C. Travel Insurance
The District will provide each teacher with $200,000 of travel insurance for authorized travel related to the teacher's scope of employment. Unless otherwise specified by the teacher, the beneficiary of the insurance will be the teacher's spouse.
D. Liability Insurance
The Board will provide liability insurance to a maximum of $500,000 coverage limited to incidents within the teacher's scope of employment.
E. Flex-Plan Participation
Teachers will be allowed to participate in the District’s flexible benefit medical reimbursement/childcare plan.
An annual travel stipend of four hundred dollars ($400) will be paid to each teacher. Half of this stipend ($200) will be paid to the teacher during the first week of work, after arrival at their duty station. Half of this stipend ($200) will be paid to the teacher no later than by May 20, of the contract year. However, if a teacher fails to fulfill his/her contract, the travel stipend will be forfeited by the teacher. In the case of such forfeiture, the District will withhold the amount previously paid, from monies owed the teacher. If no monies are owed the teacher at the time of forfeiture, the teacher will be responsible to make payment to the District within thirty (30) days.
The Association recognizes that the Board and Superintendent reserve and retain full rights, authority and discretion for the proper discharge of their duties and responsibilities to direct, supervise and manage the District to the full extent authorized by law. The exercise of these legally authorized rights, authorities, duties and responsibilities by the Board and Superintendent and the adoption of policies shall be subject to the terms of this contract.
B. Association Rights
The rights and privileges of the Association to process grievances for teachers and to represent teachers in grievances shall be granted only to the recognized bargaining agent and to no other organizations.
The Association shall have the right to use School District facilities and equipment, including typewriters, copy machines, and computers at reasonable times, when such equipment is not otherwise in use. The Association shall pay for the reasonable cost of all materials and supplies incident to such use.
The District shall not discriminate against a teacher because of his/her activities as a result of membership in the Association.
All material in a teacher's official Personnel File shall be the property of the District. Material filed subsequent to employment in the district shall be available for the teacher's inspection upon request during regular business hours. Upon written request, the teacher shall be provided copies of Personnel File material, subsequent to employment, for twenty-five cents (.25) per sheet.
B. Confidentiality
No person shall be granted access to confidential materials in a teacher's official Personnel File without the express prior written permission of the teacher except for the teacher's supervisor(s) and district office personnel with a bona fide need.
C. Derogatory Material
Any material placed in a teacher's official Personnel File which is derogatory to the teacher shall be filed with proof that the teacher has had the opportunity to read the material. The teacher shall have the right to file a written rebuttal with any derogatory material placed in the Personnel File.
D. Inaccurate Material
In the event that a claim by a teacher that material in the teacher's official Personnel File is inaccurate is sustained through the grievance procedure, said material shall be promptly removed from the Personnel File.
E. Removed Material
Material that is removed from the teacher's file will be forwarded to the teacher, or if closed file documents, returned to appropriate sender with a memo to the teacher notifying him/her of the action taken.
A grievant is a teacher having a grievance.
Both parties agree that these proceedings shall be kept as informal and confidential as may be appropriate at any level of the procedure.
The time limits specified may be extended by mutual agreement at all levels. Any grievant may be represented at all stages of the grievance procedure by a person of his/her own choosing, and notice of this representative must be given to his/her immediate supervisor. The Board is also entitled to a representative. When it is necessary at any level for a grievant and witness (one per occurrence maximum) to attend a meeting or a hearing during the school day, the Superintendent shall notify such teacher and he/she shall be released without loss of pay for such time as his/her attendance is required at such meeting or hearing.
At all levels the time limits are binding except for periods of inclement weather which prohibit normal travel.
Necessary forms pertaining to a grievance will be prepared jointly and distributed by the Association or the District. If the grievance report is in favor of the grievant, all documents, communications and records dealing with the grievance shall be removed from the Personnel File.
Level I
A teacher with a grievance will first discuss it with his/her principal or immediate supervisor within fifteen (15) working days of the alleged violation, misinterpretation, or misapplication of this agreement, with the object of resolving the matter informally. If the teaching position is in a remote area and the immediate supervisor is not stationed at the site, the first step should be accomplished by mail, telephone, or radio. If an informal solution has not been reached, a teacher with a grievance may initiate a formal procedure by filing a written statement of grievance with the immediate supervisor. This statement must be filed within ten (10) working days of the informal discussion with the supervisor. The date of this action shall be the filing date. The written grievance shall include the date of the alleged violation, the article and item of the contract, and the signature of the grievant. The immediate supervisor shall meet with the grievant and anyone selected to accompany him/her within ten (10) working days of the receipt of the written grievance. This meeting will be set by mutual consent.
The immediate supervisor shall render a decision in writing within ten (10) working days of the meeting dealing with the written grievance.
Level II
If the grievant is not satisfied with the disposition of the grievance at Level I, or does not receive a decision, he/she may appeal the grievance in writing to the Superintendent within fifteen (15) days of receipt of the decision or the date the decision was due. The written appeal shall include a copy of the initial written grievance as submitted to the supervisor, a copy of the written response by the immediate supervisor, and the grounds for considering the decision unsatisfactory. It shall also state the names of all persons officially present at the prior hearing, and such persons shall receive a copy of the appeal.
In the event that the Superintendent is the immediate supervisor, then the appeal shall be directed to the Board. Within ten (10) working days of receipt by the Superintendent of the written appeal, the Superintendent shall meet with the grievant in an effort to resolve the grievance. The time and place of the Level II meeting shall be mutually set by the Superintendent and the grievant. The Superintendent shall render a decision in writing within ten (10) working days of the Level II meeting and inform the grievant of the decision.
Level III
If the grievant is not satisfied with the disposition of his/her grievance at Level II, or does not receive a written reply, he/she may appeal his/her grievance in writing to the Board within fifteen (15) days of receipt of the decision or the date the decision was due.
The written appeal shall include the items referred to in Level II, as well as the written answer from the Superintendent. The time of the Level III meeting shall be at the next regular Board meeting. Upon mutual agreement, the Board and the grievant may establish another meeting date.
The Board shall render its decision in writing within ten (10) working days of the Level III meeting and inform the grievant.
Level IV
If the grievant is not satisfied with the disposition of his/her grievance at Level III or does not receive a decision within ten (10) working days, the grievant may request the Association to submit the grievance to arbitration. The cost of the arbitrator will be borne equally by the Board and the Association. Costs related to the presentation by either party will be borne by the respective party.
The request by either party for arbitration shall be made within fifteen (15) working days of the decision at Level III.
The Board and the Association shall make every effort to mutually agree upon an arbitrator. The arbitrator shall follow the rules for arbitration as established by the American Arbitration Association.
The parties agree to accept the arbitrator's award as final and binding upon them.
Assignment to units will be made by the principals at village sites based on the following criteria and subject to appeal to the Superintendent.
2. Preference in assignment will be given in those instances where the proposed assignment is to house two (2) or more staff members.
3. Assignments will be made for one school year only.
4. Where possible, seniority will be considered in making assignments.
Recognizing that the Association and the District have a mutual concern to provide adequate and quality housing for the certified staff of the Southwest Region School District, the District and the Association shall form a committee composed of two at large members appointed by the Association, one at large member appointed by the Administrator's Association, and one at large member appointed by the Superintendent. This committee will meet within ten (10) days of either party's request, to discuss and recommend the expenditure of district rental income and rental rates for contracts.
The committee shall discuss, but not limit discussion to the following issues: rental rates, deposits, maintenance and improvement costs, condition and replacement of furnishings, future housing requirements, and rental options for employees. The committee will develop accurate utility records as the basis for future discussion.
C. HOUSING DAMAGES AND PETS
At the beginning of each school year the tenant will be provided a housing checklist to verify past damage to the unit. This checklist will be reviewed with the tenant by the site administrator and signed by both parties. Up to $1,000 may be deducted from a tenant's paycheck to cover damage due to tenant negligence. Additional amounts may be deducted from a tenant's final paycheck to cover damage due to tenant negligence and excessive cleaning costs due to pets. This damage will be verified by using the above checklist when vacating the unit. All housing units will be adequately cleaned upon the tenant vacating the unit. Normal wear on each unit will be taken into consideration.
E. Base Housing Rental Rates
| Unit Number | Square Ftg. | Rent |
| A1 | 892 | $1,145.00 |
| A2 | 605 | 778.00 |
| A3 | 625 | 804.00 |
| C1 | To be determined | |
| C2 | To be determined | |
| E1 | 802 | 1,030.00 |
| E2 | 629 | 808.00 |
| E3 | 853 | 1,095.00 |
| K1 | 862 | 1,109.00 |
| K2 | 559 | 718.00 |
| K3 | 559 | 718.00 |
| K4 | 355 | 454.00 |
| K5 | To be determined | |
| M1 | 530 | 680.00 |
| M2 | 743 | 955.00 |
| M3 | 572 | 735.00 |
| M4 | 536 | 690.00 |
| M5 | 536 | 690.00 |
| M6 | 704 | 905.00 |
| M7 | 355 | 454.00 |
| M8 | 355 | 454.00 |
| NS1 | 521 | 670.00 |
| NS2 | 521 | 670.00 |
| NS3 | 593 | 760.00 |
| NS4 | 593 | 760.00 |
| NS5 | 980 | 1,260.00 |
| NS6 | 795 | 1,020.00 |
| NS7 | 355 | 454.00 |
| NS8 | 355 | 454.00 |
| T1 | 726 | 934.00 |
| T2 | 726 | 934.00 |
| T3 | 477 | 610.00 |
| T4 | 476 | 610.00 |
| T5 | 655 | 843.00 |
| T6 | 845 | 1,085.00 |
| T7 | 737 | 945.00 |
| T8 | 737 | 945.00 |
| T9 | 483 | 620.00 |
| T10 | 483 | 620.00 |
| T11 | 355 | 454.00 |
| T12 | 355 | 454.00 |
| T13 | To be determined | |
| TH1 | 502 | 645.00 |
| TH2 | To be determined |
A. Duration
This Agreement and each of its provisions is binding and effective as of July 1, 1996, and shall remain in full force until June 30, 1999 . All previous agreements still in force shall become null and void as of July 1, 1996.
B. Sole and Complete Agreement
This Agreement is the sole and complete Agreement between the Board and the Association and no verbal statements shall supersede any of its provisions. Any amendment supplemental hereto shall not be binding upon either party unless executed in writing by the parties hereto.
C. Strike Prohibited
Neither the Association nor any of its officers, agents, or members shall instigate, promote, encourage, sponsor, engage in or condone any strike, picketing, slow downs, concerted work stoppage or any other intentional interruption of work during the term of this Agreement.
Members of the association, as well as members of the district administrative team, also agree to meet at the request of either party during the duration of this agreement, to discuss areas of concern and/or district adopted programs and policies. Discussion can include, but will not be limited to such topics as: mentor teaching, job sharing, tuition reimbursement, terms of sabbatical leave, housing, administrative evaluations, job sharing, and discretionary funds.