USD 253 – Emporia Master Contract 2016-17
Table of Contents Index………………………………………………………………………………………………i Ratification Page……………………………………………………………………………….....iv Article 1: Professional Organizations……………………………………………………………..1 Article 2: Expectations Unique to Individuals or Groups..………………………………………1 FHSEC Licensed Professionals Licensed Professionals New to the District Article 3: Grievance Procedure…………………………………………………………………...2 Definitions General Procedures Supplemental Conditions Grievance Report Form Article 4: Salary Deductions……………………………………………………………………...6 Approved Health Plan Tax Sheltered Annuities Reductions/Deductions Workers’ Compensation Article 5: Compensation Guides and Contracts…………………………………………………..7 Compensation Base Salary Changes Initial Placement on the Salary Schedule Vertical Movement on the Salary Schedule Horizontal Advancement Verification Withholding of Increments Non-Degree Salary Placement Release from Contract Health Insurance Change of Administrator/Vendor Section 125 – Salary Reduction Fringe Benefit Plan Term-Life Insurance Committee Work Payment Option for New Licensed Professionals Substitute Pay Rate for Currently Employed Classroom Teachers Recruitment and Retention ESL Stipend National Board Teacher Certification Other National Certifications Certified Primary Salary Schedule Supplemental Jobs Coaching/Activity Sponsorships Athletics/Non-Athletic Experience Increase Chart i
Table of Contents Athletics Extra Curricular Pay Schedule Non-Athletics Extra Curricular Pay Schedule Club Sponsors Secondary Department Chairpersons Accreditation Early Resignation/Retirement Notification Incentive Employer-Paid Deferred Benefit Plan Voluntary Early Retirement Incentive Option for Licensed Professionals Employed Prior to the 2007-2008 School Year Early Retirement Benefit Applications Article 6: Duty Day/Year………………………………………………………………………..26 Contractual Hours School Duties Professional Learning Time Preparation Time Work Time Calendar Provision for Flexibility Extended Contracts Extended Learning Time Meets the Following Criteria Duty-Free Lunch Working Conditions Article 7: Communication……………………………………………………………………….30 Appraisal Process Building Improvement Plan/Building Action Plan Article 8: Absence From Duty…………………………………………………………………..30 Chargeable Leave Payment for Days Beyond Accumulation Total Limit Disability Leave of Absence Personal Illness Pool Bereavement Leave Personal Leave Absence from Duty in Excess of Leave Allowance Professional Sabbatical Leave Professional Study Leave Professional Travel Leave Leave for Grant Recipients Attendance at Professional Meetings/Educational Trips ENEA, KNEA and NEA Meetings Jury Duty Leave Military Leave Religious Leave ii
Table of Contents Short Leave Unused Leave Benefits Article 9: Academic Freedom…………………………………………………………………...41 Article 10: Assignment and Transfer…………………………………………………………....42 Application for Change of Position or Assignment Article 11: Tenure – Staff Reduction – Separation……………………………………………...42 Separation Article 12: Extra Duty…………………………………………………………………………...45 Extra Duty Technical Education Friday/Saturday School Pay Athletic Pass Important Dates…………………………………………………………………………………..47
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Master Contract for Unified School District 253 2016-2017 Article 1:
Professional Organizations
Recognition for Purposes of Negotiation Sessions: The Board of Education recognizes the Emporia National Educational Association (ENEA) affiliated with the Kansas National Education Association for the purpose of negotiation sessions under the current Kansas state statute as the exclusive representative for the professional educators. The preferred method of negotiations is Interest-Based Bargaining. All association business and activities will be conducted outside of working hours except for one hour listed below. Association Business: The ENEA will be given part of a school day (approximately one hour) for teacher association business prior to the first day of classes. Scheduling shall be by mutual agreement of the ENEA president and the assistant superintendent of Business. The orientation will be supervised and planned by the president of the ENEA. Master Contract: The Board of Education will direct each staff member new to the District to the USD 253 website for information related to the Master Contract between licensed professional employees and the Board of Education. The Board of Education will provide one archived copy of the Master Contract. Said copy shall be placed in the school library or a designated professional library and posted on the USD 253 website.
Article 2: Expectations Unique to Individuals or Groups FHSEC Licensed Professionals: Additional professional development time during the school year may be arranged with the building administrators during contract time. Licensed Professionals New to the District: Additional orientation activities prior to the licensed professional reporting date and as much as once per month during the school year will be expected of the new professional staff. Additional District-required professional development will be paid at the extra-duty rate.
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Article 3: Grievance Procedure Definitions: Grievance shall mean any alleged violation of the terms and conditions of an employee’s contract. Grievant shall mean an employee of USD 253 having a grievance. Words denoting gender shall include both masculine and feminine and words denoting number shall include both singular and plural. The Grievance Report Form 4500 shall be used at all levels of this procedure. In this grievance procedure, a day shall be defined as a business day. General Procedures: The adjustment of grievances shall be accomplished as rapidly as is possible. To that end, the number of days within each step is prescribed to be accomplished shall be considered as maximum and every effort shall be made to expedite the process. Under unusual circumstances, the time limits prescribed in this statement may be extended or reduced by mutual consent of the grievant and the person or persons by whom the grievance is being considered. Step 1: A grievant shall initiate the grievance procedure by requesting a private informal conference with their supervisor or principal. The supervisor or principal must meet with the grievant within five business days of the request. Every effort shall be made to adjust the grievance in an informal manner. The supervisor or principal shall have five days after the conference to give an oral response. Step 2: If the grievant is dissatisfied with the outcome of the initial private conference, the aggrieved person has five business days in which to request in writing a formal conference with their supervisor or principal. Every effort should be made to develop an understanding of the facts and the issues in order to create a climate which will lead to a solution. The formal conference shall occur within five business days of such request. The principal or supervisor has five business days after the conference to give a written response. Step 3: If the response is not satisfactory to the grievant, the grievant has five business days in which to submit an appeal to the superintendent. The superintendent or the superintendent’s designated representative shall confer with the grievant in an effort to arrive at a satisfactory solution within five business days after the appeal has been received by the superintendent. The superintendent or designee has five business days after the conference to give a written response. Step 4: If the grievance is not adjusted to the satisfaction of the grievant under Step 3, then the grievant has five business days to appeal to the Board of Education by submitting written notification to the clerk of the Board of Education. The Board of Education shall within ten business days after receipt of the written request meet and confer with the grievant. After the conference, the Board of Education will have five business days to respond to the grievant. The Board of Education’s response to the grievance shall be considered final. The association shall be notified of grievance resolutions at all levels.
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Supplemental Conditions: All individuals involved and all others who might possibly contribute to the acceptable adjustment of a grievance are authorized and urged to testify at any step except Step 1. No reprisal against any participant will occur. At each step of the procedure for adjusting grievances after the initial private conference(s) with the principal or supervisor, the grievant shall be entitled to be accompanied by others who might contribute to the acceptable adjustment of the grievance and/or to be represented by legal counsel. Except by mutual consent, all discussions and hearings shall be conducted at times other than when school is in session. It is the responsibility of the grievant to utilize the procedure for adjusting grievances as soon as he/she is aware of a grievance. If the grievant does not appeal the grievance within the time frames as set forth in this procedure, the appeal of the grievance shall automatically be waived. Excluded from the grievance procedures shall be matters for which law mandates another method of review. The filing of a grievance, except at Step 1, shall be in writing and shall be reasonably specific as to the nature of the complaint. The grievant at all levels should to the extent possible describe the alleged event or acts giving rise to the grievance including the time, date and place of the event or act and the names and addresses of any witnesses thereto. Upon the final determination of the grievance, the documents, communications and records, except a record of the grievance and the final adjustment thereof and except for records required by law to be kept and maintained shall be destroyed.
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Form 4500 Grievance Report Form for Emporia USD 253 Staff Grievant shall follow procedure set forth in the Master Contract. Grievant Name _______________________
Building Assignment ____________________
Date Filed _____________________________
Step 1:
Informal conference with principal or supervisor: A. ___________________________________
Step 2:
Date __________________
Formal conference with principal or supervisor: A. Written Request: 1. Date cause of grievance occurred:
_____________________________
2. Date request was received by principal or supervisor: ________________ 3. Statement of grievance: ______________________________________ __________________________________________________________ 4. Relief sought: ______________________________________________ __________________________________________________________ B. I will be accompanied by legal counsel _______ or another person _______.
_________________________________ Grievant Signature
__________________________________ Date
C. Disposition by principal or supervisor: ______________________________ _____________________________________________________________ __________________________________ Principal or Supervisor Signature
__________________________________ Date
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Step 3:
Written Appeal to Superintendent: A. Position of grievant: ____________________________________________ _____________________________________________________________ B. I will be accompanied by legal counsel _______ or another person _______.
_____________________________________ Grievant Signature
__________________________________ Date
C. Date request was received by superintendent or designee: _______________ D. Date of conference with superintendent and/or designee: ______________ E. Disposition by superintendent or designee: __________________________ _____________________________________________________________ _____________________________________ Superintendent or Designee Signature
Step 4:
__________________________________ Date
Meeting with Board of Education: A. Date written request was received by Board of Education clerk: __________ B. Date of the Board of Education meeting: ____________________________ C. Position of grievant: ____________________________________________ ______________________________________________________________ D. I will be accompanied by legal counsel _______ or another person _______.
__________________________________ Grievant Signature
__________________________________ Date
E. Decision rendered by the Board of Education: _______________________ _____________________________________________________________ _____________________________________________________________ ____________________________________ Board of Education President
__________________________________ Date
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Article 4: Salary Deductions The superintendent or designated representative will develop appropriate forms which will elicit the necessary information needed by the assistant superintendent of Business to make approved salary deductions. All requests for salary deductions and/or changes are the responsibility of the employee. These requests must be submitted to the superintendent or designated representative during the enrollment periods established by the Board of Education. Approved Health Plan: This deduction is optional. The health and accident insurance program is available on an optional basis to school employees. Application for this insurance is to be made with the director of Budgets and Accounting. Employees on leave of absence shall have the right to continue the approved health plan by making full premium payments to the Business Office on a quarterly or annual schedule. In case of death, the spouse of such employee shall have the right to continue said policy as stated by federal guidelines. Tax-Sheltered Annuities: The privilege of entering into the tax-sheltered annuity program is extended to all licensed professional employees of the Board. This is in accordance with the IRS Code, as amended and said employee shall abide by the terms and conditions as set forth in the salary reduction agreement. Applications and requests for changes are to be filed in writing to the director of Budgets and Accounting at any time during the year. Reductions/Deductions: Employees, by using the prescribed form, will have deductions made from pay warrants for the United Way Fund, dues for NEA, KNEA and ENEA and Plan 125. Written request to stop deductions is required and should be given to the director of Budgets and Accounting. Plan 125 stop payments can only be made under certain Internal Revenue Service requirements. (See Article 5: Section 125 for further details.) Workers’ Compensation: All employees of the District shall be covered by Workers’ Compensation as covered in Board policy GAOE. Workers’ Compensation coverage is provided for all employees regardless of assignment, length of assignment and/or hours worked per day. Benefits are for personal injury from accident or industrial diseases arising out of and in the course of employment in the District. Any employee who sustains any kind of injury while on the job must notify the Human Resources/benefits clerk immediately. The Workers’ Compensation plan will provide coverage for medical expenses and wages to the extent required by statute to those employees who qualify. However, the amount of Workers’ Compensation benefits and chargeable leave benefits shall not exceed the regular daily rate of pay. An employee using chargeable leave in combination with Workers’ Compensation will be charged for one full or partial day of chargeable leave as provided for in the Master Contract for each third day of absence until the employee’s chargeable leave is exhausted or at such time 6
as the employee elects not to use accumulated leave. Deductions from an employee’s accumulated leave shall be prorated on that portion of the salary paid by the District. Any employee who is off work and drawing Workers’ Compensation shall be required to provide the Human Resources/benefits clerk with a written medical doctor’s release before the employee is allowed to return to work. Employees are expected to return to work immediately upon receipt of a medical release. In addition, should the employee be released to return to work by a medical doctor and fail to do so, all benefits under chargeable leave shall be ended and those benefits under Workers’ Compensation shall be restricted as provided by current statute.
Article 5: Compensation Guides and Contracts Compensation: Employees shall be compensated through direct deposit. Changes in direct deposit information should be made by the first of each month in the Business Office. Base Salary Changes: The unexpected unavailability of local, state or federal funds may cause the Board of Education to decide that staff salaries shall be changed during a contract year. Should such changes be necessary, the salary schedule shall be negotiated. The salary schedule shall be negotiated at least annually. Initial Placement on the Salary Schedule: Professional staff shall be placed on the column according to the degree and hours earned. The staff member shall be awarded full credit for verified previous professional experience to the nearest whole step. Vertical Movement of the Salary Schedule: Progress on the experience increments on any column shall be one step each year. Individuals in the District that are assigned to the BS+40 column during the 1997-1998 school year and who are assigned nine or more years of credit in 1997-1998 will be placed in the master’s degree column. These individuals shall remain in the column unless a change is made through negotiations or if the staff member acquires the necessary degree and hours to move. Horizontal Advancement: The Board of Education will allow a professional staff member to advance horizontally on the salary schedule if half the hours and credits are taken in the subjects or classes approved by their immediate supervisor and the associate superintendent of Human Resources. Provided that half of the hours or credits approved on the college hour form are taken in the professional staff member’s field or related field, all hours and credits taken will apply toward 7
horizontal movement on the salary schedule. A copy of the college hour form is available on the District’s website. Verification: Verification of professional experience and degrees and hours must be filed with Human Resources on or before September 1st each year for salary placement. Withholding of Increments: The Board may withhold the annual increment or any part thereof for any staff member whose services the Board deems unsatisfactory. The Board has the sole power of judgment in cases of this nature. Non-Degree Salary Placement: District licensed professional personnel who do not hold baccalaureate degrees shall be placed on the salary schedule according to approved work experience. Release from Contract: In the event a licensed professional employee requests to be released from a contract with the District, the Board will consider such requests recognizing in the consideration thereof that its first obligation is to the school children of the District. Staff members resigning on the day after the statutory last day of notice shall pay the District $500 and an additional $25 per day until the written resignation is received in Human Resources. Any staff member resigning on July 1st shall pay $2000 and an additional $50 per day until the written resignation is received in Human Resources. Staff members resigning on or after August 1st shall pay the District $5,000 to be released from contract. The Board of Education or a representative of the Board of Education may in its sole discretion waive this penalty for catastrophic health or extraordinary circumstances. This decision is not subject to the grievance process. Health Insurance: The Board of Education will contribute $402 per month towards the optional health benefit except that the contribution shall not exceed one hundred percent of the actual single premium cost to the employee. This benefit applies to licensed professional staff employed 0.5 FTE or more. Those who are employed at least 0.5 FTE, but less than full-time, will have an amount equal to their percentage of employment, contributed toward their group health insurance policy. The Board contribution is only available to those who are participating in the District’s sponsored group health insurance program. Change of Administrator/Vendor: If the Board contemplates changing the administrator/vendor during the term of this agreement, the Board shall provide the staff members under the plan with notice of intent to change the administrator/vendor ninety days prior to the contemplated change and shall secure the agreement of the health plan committee before said change is implemented. 8
Copies of any and all bids, lists of specifications and any other correspondence between the Board and any administrator/vendor, bidder or consultant dealing with any changes in the group health plan for staff members under the plan shall be posted on the District’s website. Upon written request for the above information from the ENEA to the assistant superintendent of Business, the president of the ENEA will be furnished a copy of the above-mentioned documents. Section 125 – Salary Reduction Fringe Benefit Plan: The Board provides a Section 125 “Cafeteria” Fringe Benefit Plan. Under this plan, the Board will make contributions pursuant to a salary reduction agreement under which a licensed professional employee may choose to reduce his/her compensation and have such amount contributed on their behalf for the purchase of non-taxable employee benefits. The Board shall provide the opportunity for each licensed professional employee to execute a salary reduction agreement once annually to cover all premiums for the licensed professional employee’s selected benefits. Once the annual allocation for each selected benefit is made, changes will be allowed as permissible under the law. Each licensed professional employee executing a salary reduction agreement for benefits shall allocate an annual sum to be used for the purchase of benefits offered by the District through Section 125. A licensed professional employee may change the benefits selected only if his/her family status has changed. A change in family status occurs upon marriage, divorce, death of a spouse or child, birth or adoption of a child or termination of employment of a spouse. The licensed professional employee shall supply written verification to the Business Office of such change and must make any change in the benefit selection within thirty days of the date such change in family status occurred. A licensed professional desiring to make such change may discontinue participation or reduce benefits, but an election of new or increased benefits shall be subject to the requirements of the particular non-taxable benefit selected. Term-Life Insurance: Employees subject to Kansas Public Employees Retirement System (KPERS) death and disability benefits that also have gross monthly wages greater than or equal to $2,777.78 ($50,000 divided by 1.5 divided by 12) will be subject to taxable group term-life insurance due to their coverage being greater than $50,000. Committee Work: Committee work is voluntary and without pay. When a committee requires a meeting of three hours or more, it will be held during the school day. Professional staff that works on approved projects on non-contract days will be paid at their professional rate.
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Payment Option for New Licensed Professionals: Professional staff new to the District may at their option elect to receive 1/24th of their contract salary before September 1st and 1/24th of their contract salary on September 15th. The balance of the contract salary shall then be prorated into equal payments over the remaining pay periods. New staff to the District may choose to receive their final payment in one lump sum at the end of their contract. Substitute Pay Rate for Currently Employed Classroom Teachers: Regular classroom teachers who at the request of the administration are asked during their planning period to substitute or cover the class of another instructor shall be compensated $15 per hour. The building administrator shall submit a time card to the Payroll Department. Recruitment and Retention: The administration will be given the authority to pay new hires a stipend for recruitment and retention purposes. Previous experience related to the employee’s position may be considered for placement on the salary schedule. Positions eligible to receive an additional stipend and/or the related experience are school psychology, social work, hearing, vision, adaptive physical education, rehabilitation counseling, orientation and mobility services, music, art, occupational and physical therapies, audiology, speech/language pathology and behavior disorders. Percentages and eligible positions shall be reviewed annually. Licensed professionals employed by the FHSEC who are case managers, including adaptive physical education, will receive $1,200 stipend per year for the purpose of recruitment and retention. FHSEC employees are only eligible for one of the above stipends. Once granted a stipend, the staff member will continue to receive that stipend as long as the staff member maintains that position. If the staff member transfers from one of the listed positions to a position which does not qualify for the stipend, the staff member’s salary will be refigured based upon actual years of experience. Split position assignments will have salary figured on the basis of the percentage of the position which is eligible for the stipend. Individuals hired to fill a position listed in the paragraph above who do not possess the actual certification desired for the position will not be given the stipend. Special education teachers on waivers would be eligible for this stipend. USD 253 will use existing state statute K.S.A. 72-8246 Employment Incentive or Retention Bonuses for Licensed Professionals for recruitment or retention for any licensed professional employee who qualifies under this statute. ESL Stipend: Certified staff members who work with pre-k through the twelfth grade students in USD 253 and who provide the employer’s copy of their Kansas teaching certificate with full ESL or bilingual education endorsement shall receive a $1,000 stipend per year. Part-time staff members are eligible for the full stipend. The staff member must provide the paper copy or verification of endorsement on the KSDE website of the teaching certificate to Human Resources no later than 4:30 p.m. on September 1st or the last working day prior to September 1st, if it falls on a 10
weekend, in order for the staff member to receive this stipend. The $1,000 stipend shall be included in calculations for early retirement if the endorsement is in effect for at least one calendar year prior to and at the time of retirement. The District will pay the required exam registration fee one time only for employees taking the examination for ESL endorsement. Additionally, an initial one-time $2,000 bonus will be awarded to existing certified staff members upon submission of their Kansas teaching license showing full ESL endorsement to Human Resources. The employee must have their Kansas teaching license showing the full ESL endorsement to Human Resources by September 1st by 4:30 p.m. to receive the bonus with the October paycheck, or to Human Resources by February 15th by 4:30 p.m. to receive the bonus with the March paycheck. Only those employees that are under contract with USD 253 at the time the bonuses are paid will be eligible to receive the bonus. To be eligible, the endorsement must be awarded after June 1, 2010. A certified staff member who holds only a Kansas teaching certificate in early childhood handicapped education and completes the required coursework to obtain ESL or bilingual endorsement is also eligible to receive the $1,000 stipend upon providing a transcript(s) showing all qualifying ESL coursework. This paper copy of the transcript must be provided to Human Resources no later than 4:30 p.m. on September 1st or the last working day prior to September 1st if it falls on a weekend. National Board Teacher Certification: The District supports the concept and the intent for national teaching standards and encourages teachers to become nationally board certified. The District shall provide support to teachers in the process of becoming nationally board certified teachers in the form of providing classroom substitutes for up to five days per teacher. However, the total expense to the District shall not exceed $5,000 per year for this support. Upon acquiring national board certification, the certified staff member shall receive a stipend equal to five percent of the base. This stipend shall be paid annually as long as the educator holds National Teaching Standards Board Certification. This stipend shall be in addition to any award provided by Kansas law. The District shall award new national board certified staff with a one-time bonus of $2,000 the first year of their national board certification. The deadline to submit a new national board certificate to qualify for a onetime bonus is February 15th. Other National Certifications: Licensed professionals who have achieved national certifications other than National Board Certification for Teachers (NBCT) may be eligible to apply to receive $1,000 annually, as long as they maintain their national certification. To determine eligibility, a review committee will evaluate the rigor and criteria of the certification to receive the stipend. The committee will be composed of six members. The composition of the committee will consist of three licensed professionals chosen by ENEA with a minimum of one being nationally board certified, two members from Teaching and Learning Department and one member from the Human Resource Department. To be considered for this stipend, there must not be a National Board Teacher Certification area for which similarly placed individuals could apply. 11
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Supplemental Jobs: Salaried jobs that are separate and distinct from the primary contract are considered supplemental jobs. Supplemental jobs include, but are not limited to, club sponsorships, organizational sponsorships, athletic coaching, department heads/team leaders and the chair for accreditation and specified sponsorships of performing groups. The compensation for licensed professional employees who perform extra-curricular functions or receive extra salary for a special classification listed is noted in this section:
Extra earnings in this section are not computed in the extension of licensed professional contracts. Coaching assignments are the joint responsibility of the athletic director/assistant principal, building principal and the associate superintendent of Human Resources. Any sports assignment added after the publication of the special classification schedule shall be set by the assistant superintendent of Business and other administrative officials. Each of the following special salaries that are computed on the basis of a percentage of the base shall be rounded to the nearest dollar with $0.50 being rounded to the higher dollar.
Coaching/Activity Sponsorships: Coaches and activity sponsors new to the District shall receive full prior experience based on the experience increase chart. Experience increment placement will be given to the nearest whole year. Coaches/activity sponsors with no prior experience will be placed on the first step of the experience increase chart. Athletics/Non-Athletic Experience Increase Chart: 1 2 3 4 5 6 7 8 9 10 11 12 13
4.0 4.2 4.4 4.6 4.8 5.0 5.2 5.4 5.6 5.8 6.0 6.2 6.4
5.0 5.2 5.4 5.6 5.8 6.0 6.2 6.4 6.6 6.8 7.0 7.2 7.4
6.0 6.2 6.4 6.6 6.8 7.0 7.2 7.4 7.6 7.8 8.0 8.2 8.4
7.0 8.0 9.0 10.0 7.2 8.2 9.2 10.2 7.4 8.4 9.4 10.4 7.6 8.6 9.6 10.6 7.8 8.8 9.8 10.8 8.0 9.0 10.0 11.0 8.2 9.2 10.2 11.2 8.4 9.4 10.4 11.4 8.6 9.6 10.6 11.6 8.8 9.8 10.8 11.8 9.0 10.0 11.0 12.0 9.2 10.2 11.2 12.2 9.4 10.4 11.4 12.4
11.0 11.2 11.4 11.6 11.8 12.0 12.2 12.4 12.6 12.8 13.0 13.2 13.4
12.0 12.2 12.4 12.6 12.8 13.0 13.2 13.4 13.6 13.8 14.0 14.2 14.4
13.0 13.2 13.4 13.6 13.8 14.0 14.2 14.4 14.6 14.8 15.0 15.2 15.4
15.0 15.2 15.4 15.6 15.8 16.0 16.2 16.4 16.6 16.8 17.0 17.2 17.4
17.0 17.2 17.4 17.6 17.8 18.0 18.2 18.4 18.6 18.8 19.0 19.2 19.4
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Athletics Extra Curricular Pay Schedule: Coaching Position Baseball/softball head coach Baseball/softball assistant coach Basketball head coach (boy/girl) Basketball assistant coach (boy/girl) Bowling head coach Bowling assistant coach Cross country head coach Cross country assistant coach Football head coach Football head assistant coach Football assistant coach Golf head coach (boy/girl) Golf assistant coach (boy/girl) Gymnastics head coach (boy/girl) Gymnastics assistant coach (boy/girl) Intramurals (each 3 seasons – each season 9 – 12 weeks) Soccer head coach Soccer assistant coach Swimming head coach (boy/girl) Swimming assistant coach (boy/girl) Tennis head coach (boy/girl) Tennis assistant coach (boy/girl) Track head coach (boy/girl) Track head assistant coach (boy/girl) Track assistant coach (boy/girl) Volleyball head coach (girl) Volleyball assistant coach (girl) Weight lifting coach: summer fall/spring winter Wrestling head coach Wrestling assistant coach
EMS n/a n/a S S n/a n/a S n/a S n/a S n/a n/a n/a n/a S S S n/a n/a n/a n/a S n/a S S S
n/a n/a n/a S S
Percentage
7.0 6.0
7.0 5.0 7.0 6.0
5.0 7.0 6.0
EHS S S S S S S S S S S S S S S S n/a
Percentage 12.0 8.0 17.0 10.0 8.0 4.0 12.0 8.0 17.0 13.0 10.0 12.0 8.0 12.0 8.0
6.0 7.0 6.0
S S S S S S S S S S S
12.0 8.0 12.0 8.0 12.0 8.0 12.0 10.0 8.0 12.0 8.0
7.0 6.0
S S S S S
8.0 4.0 4.0 17.0 10.0
7.0
Code: n/a = not applicable S = starting percent
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Non-Athletics Extra Curricular Pay Schedule: Activity/Position After-school activity coordinator After-school activity sponsor (per activity day per week) Band Cheer sponsor/clinic (3 seasons) Cheer assistant sponsor (2 seasons) Creative arts performance Debate head coach Debate assistant coach Dramatics (3 high school performances; 2 middle school performances) Dance (Drill team) (2 seasons) Dance (Drill team assistant) (2 seasons) Forensics head coach Forensics assistant coach Journalism Music performance Orchestra Quiz Bowl Ready Auditorium Seasonal Program chair Video production/broadcasting Vocal music Yearbook
Charter
Elementary Middle Percentage School School
High School
n/a n/a
n/a n/a
10.0 1.0
n/a n/a
n/a n/a
n/a n/a n/a 3.5 n/a n/a n/a
n/a n/a n/a n/a n/a n/a n/a
9.0 n/a n/a n/a n/a n/a 6.0
S S S n/a S S n/a
12.0 7.0 5.0 n/a 12.0 8.0 12.0
n/a n/a n/a n/a n/a 5.0 n/a n/a n/a n/a n/a n/a n/a
n/a n/a n/a n/a n/a n/a 3.5 n/a n/a n/a n/a 4.0 n/a
n/a n/a n/a n/a n/a n/a 7.0 n/a n/a n/a n/a 9.0 4.0
S S S S n/a n/a S S n/a n/a n/a S n/a
7.0 4.0 12.0 8.0 4.0 n/a 10.5 4.0 3.0 4.0 8.0 10.5 7.0
Code: n/a = not applicable S = starting percent
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Club Sponsors: Building administrators will annually review sponsorships and will have the flexibility to authorize club sponsorships and to recommend and/or award increases and decreases in the supplemental contract. Only those clubs listed below shall be paid. The following organizational sponsors shall be paid at the stated percentage of the base. For organizations with more than one sponsor, the percentage shall be divided in a way agreed upon by the sponsors and activities director. High School Organizations Conservation, Wildlife Backpack Club Creative Writing Club Faculty Committee NHS Family Career and Community Leaders of America FFA Fine Arts Club French Club Freshman Class Future Business Leaders of America Future Educators of America Junior Class Key Club German Club Landscaping Club Latinos Unidos Model UN National Forensics League National Honor Society Power Club Psychology Club Renaissance Club Recycling Club Senior Class Sophomore Class Spartan Club Student Council Technology Students Association Thespians
Base Percentage 2.0 1.0 1.25 4.0 6.0 2.0 0.5 0.5 8.0 1.0 3.0 1.0 0.5 1.5 1.5 2.0 0.25 4.0 1.0 1.0 1.0 0.5 1.25 0.5 4.0 8.0 4.0 2.0
Middle School Organizations Student Council
3.0
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Secondary Department Chairpersons: Department chairpersons and middle-school team leaders are selected annually by the building principal and approved by the associate superintendent of Human Resources. The building principal shall develop a job description for department chairpersons and team leaders. To determine the number of licensed professionals in a department, the number of sections taught in that department shall be divided by six. Any major fraction of a licensed professional (i.e. 4/6 or 5/6) shall be counted as one. The services of licensed professionals in study hall or other non-instructional duties shall not be counted as a section in determining the number of licensed professionals in a department. Licensed professional staff members are counted either in a department or team, but not both. Team leaders will be paid according to the FTE chart shown below. Normally, each licensed professional appointed as a department head shall hold an earned master’s degree in a subject area of the department field and shall have been employed two or more consecutive years as a licensed professional in USD 253. However, exceptions may be made upon written recommendation of the principal and approval by the District’s superintendent. The following special classifications for secondary department heads and middle-school team leaders are based on the FTE of the department or team. 2.00 – 3.99 persons = 4.00 – 5.99 persons = 6.00 – 7.99 persons = 8.00 – 11.99 persons = * 12 or more persons = (*Or chooses a planning period in lieu of that percent.)
1.7% 3.3% 5.0% 6.7% 8.4%
The Board of Education may approve the extension of some or all department head contracts requested by the building principal. The hourly rate shall be eighty percent of the summer school teaching personnel rate. Accreditation: Each building may have an accreditation chairperson. This individual shall receive a supplemental allocation of three percent of the base. If the building has more than one chairperson, the percentage shall be equally divided among the sponsors. Early Resignation/Retirement Notification Incentive: Any full-time tenured USD 253 licensed professional employee is eligible to receive early notification incentive upon written notification of resignation or retirement and subsequent action by the Board of Education.
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Individuals submitting their written resignation or retirement notice to the associate superintendent of Human Resources according to the following time table shall receive the early notification incentive indicated. Written resignation or retirement notification received by:
October 1st would receive $1,000 November 1st would receive $750 December 1st would receive $500 January 1st would receive $250 Any incentive shall be paid at the end of the contract year.
Employer-Paid Deferred Benefit Plan: A non-elective employer contributory Employer-Paid Deferred Benefit Account 403(b) will be established for each licensed professional employed at least half-time in USD 253. This account will be separate from any employee-paid deferred benefit account and no employee contributions via salary reduction or otherwise shall be allowed into the account. The following terms and conditions apply: 1. The District will contribute $100 per month ($1,200 annually) per contract year into each full-time licensed professional employer-paid account. Contributions will be prorated for teachers who work less than full-time in a certified position and/or are employed for less than a full contract year (minimum one-half year). Licensed professionals employed on a less than half-time basis during a contract year are not eligible to receive contributions into his/her employer-paid account. For the purposes of this plan, half-time employment shall be defined as 0.5 FTE. 2. A licensed professional’s ownership interest in his/her employer-paid account shall vest in yearly increments. A licensed professional will receive one year of vesting credit for each contract year in which the licensed professional is employed at least half-time with the District. A licensed professional shall have access to the vested portion of his/her employer-paid account upon separation from service from USD 253. The following vesting schedule will be used to determine the licensed professional’s ownership interest in the funds in the account: Vesting Schedule Years Amount Vested 1–5 0% 6 10% 7 20% 8 30% 9 40% 10 50% 11 60% 12 70% 13 80% 14 90% 15 100% 18
3. Employees will have options of investing in conservative, moderate and moderately aggressive investment tracks within the portfolio established by the employer. 4. Employer-paid contributions for licensed professionals who do not make investment elections by September 1st will be placed in the moderate investment track which will be selected each year by a deferred-benefit advisory team that includes the assistant superintendent of Business, an ENEA representative and the director of Budgets and Accounting who will review the portfolio annually and make changes as necessary. 5. Contributions will be invested in an Employer Contributory 403(b) Plan established for the employee with an approved vendor. Assets in the plan will be subject to the regulations and limits under IRC Sections 403(b) and 415. The employee is subject to management charges to maintain the 403(b) plan. 6. An eligible licensed professional who is employed at least half-time who terminates employment with USD 253 after the beginning of his/her sixth year may leave the vested amount in the employer-paid deferred benefit account, thereby retaining contiguous vesting status upon returning to a teaching position with USD 253 at a future date. 7. If an eligible licensed professional employed at least half-time who terminates employment with USD 253 after the beginning of his/her sixth year withdraws the vested portion of the funds from the account, the previous years of service will be allowed toward placement on the vesting schedule in the event that such licensed professional returns to a teaching position within USD 253 at a future date. 8. Withdrawals from the account upon separation from service will be considered taxable income. Qualified rollover options may allow a teacher to defer taxation until a later date. 9. Upon the death of a licensed professional, the designated beneficiaries of the licensed professional as determined pursuant to the custodial agreement or related documents will be entitled to the total vested amount in the licensed professional employer-paid account. 10. Each participant in this plan is strongly encouraged to review the 403(b) custodial agreement. Voluntary Early Retirement Incentive Option for Licensed Professionals Employed Prior to the 2007-08 School Year: A. Staff members: USD 253 staff members may be eligible to take early retirement in place of the employer-paid deferred benefit under the terms and conditions set forth in this policy. B. Eligibility: Staff members are eligible for early retirement if they meet the following:
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1. Are currently employed full-time and employed prior to the 2007-2008 school year. 2. Have been continuously employed, notwithstanding medical leave, sabbatical leave or any leave of absence approved by the District starting with the 2006-2007 school year. 3. Are a minimum of 60 years of age prior to September 1st of the calendar year in which early retirement is requested or who are eligible for Kansas Public Employees Retirement System (KPERS) early retirement without the reduction in benefits. If the employee has not attained age 55 during the year of separation from service, assets withdrawn prior to the attainment of age 55 ½ will be subject to an IRS ten percent early withdrawal penalty in addition to the applicable state and federal taxes. 4. Are older than sixty-four years of age as of September 1st of the calendar year in which early retirement is requested. 5. At the time of request for early retirement, the staff member must have fifteen years of service in this District as an employee to be vested for this early retirement benefit. The employee shall be one hundred percent vested in installments as the annual installments are paid. Compliance with No. 1 through No. 4 above will be determined by the associate superintendent of Human Resources. Staff members applying for early retirement shall have the responsibility to provide all facts and information necessary to prove eligibility for early retirement and to determine benefits to be paid. C. Application: Each staff member shall apply for early retirement benefits by submitting a completed application form as provided in this policy to the associate superintendent of Human Resources. Application forms shall be submitted on or before February 1st proceeding the anticipated retirement date. Retirement applications/notification shall include the following information: 1. A statement of the staff member’s desire to take the early retirement option 2. The anticipated date of retirement 3. Birth date and age on the date of retirement 4. Current mailing address 5. Telephone number 6. Years employed by USD 253 as a licensed professional 7. Current contracted annual salary
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8. The understanding that this yearly lump sum payment will be invested in an Employer Contributory 403(b) Plan established for the retiree with an approved vendor. Assets in the plan will be subject to the regulations and limits under IRC Section 403(b) and 415. The District retains the right to pay amounts in excess of applicable limits of IRC Section 415 directly to the licensed professional. Contributions or direct distributions in excess of the applicable limits of IRC Section 415 will be currently taxable to the account holder/recipient. a. The employee is subject to management charges to maintain the 403(b) plan. b. The retiree may choose to leave the assets in the account and withdraw them at a later date or choose to withdraw the assets from the account immediately after the account is established. Tax consequences may vary depending on the unique circumstances of the retiree. For example, if the retiree has attained age fifty-five during the calendar year of separation from service, assets withdrawn will be subject to the applicable state and federal taxes. 9. The staff member will need to state his/her desire for health insurance coverage through the USD 253 health insurance program with monthly premiums paid by the employee. a. Following final action on any application for early retirement, the associate superintendent of Human Resources shall notify the applicant in writing of the final disposition and the date and amount of annual early retirement benefits to be paid. D. Early Retirement Benefits Formula: The annual early retirement benefit shall be: 1. A sum of money equal to the product of the number of years of qualified service credit in USD 253 for the employee. 2. Multiplied by the current contracted annual salary received by the employee as a result of employment as a licensed professional employee for USD 253. Stipends for special education, national board teacher certification and ESL shall be included in the annual salary calculation. 3. Multiplied by a factor of 0.0074. 4. The initial payment may be made before age sixty, but shall not exceed five years in length. No payment shall be made after age sixty-five. 5. Only USD 253 teaching job service will be used to compute retirement benefits. E. Terms and conditions: The following terms and conditions shall apply to the District’s early retirement plan: 1. The annual early retirement benefit may be payable by the District in a lump sum in August of each year. 21
2. An employee taking early retirement shall have the option to maintain health insurance coverage until age sixty-five through the District’s health insurance program by agreeing to pay the full premium on a monthly basis. 3. All early retirement benefits excluding the option to maintain dental insurance shall automatically terminate at the time an employee reaches age sixty-five. 4. A professional employee who chooses to take the District’s early retirement benefit shall be eligible for re-employment by the District as a substitute, Rule 10 coach, classified staff member or adjunct staff member in a position of classified employment which is less than half-time. For the purpose of this section of the Master Contract, this part-time position is defined as not eligible for or in conflict with benefits usually afforded through the Kansas Public Employees Retirement System (KPERS). An adjunct faculty member may be employed as a professional in a pre-k through twelfth-grade position. They are not subject to the terms and conditions of the Master Contract nor are they subject to the Kansas continuing contract law provisions. 5. If death should occur to the recipient during this agreement, the Board of Education will honor said agreement for that school year only. If compensation has not been made at the time of death, said compensation shall be paid to the beneficiary as designated under the Kansas Public Employees Retirement System (KPERS). 6. Definition of salary shall mean the current primary contracted annual salary. 7. Eligible employees are entitled to reimbursement for their unused accumulated leave time. After the Board of Education has received proper written notification of retirement, this reimbursement shall be made at the nearest pay cycle after completion of the staff member’s contract and it will be subject to all withholdings as required by law. 8. If any provision of this early retirement plan is determined to be in violation of federal or state laws or regulations the entire plan shall immediately terminate and shall be of no further force or effect. F. Phase-out Option: (Voluntary to 403(b): 1. Licensed professionals who were employed prior to the 2007-08 school year may be eligible for either the employer-paid deferred benefit plan or the voluntary early retirement plan. 2. If the employee decides to apply for the voluntary early retirement plan, the employee must declare that intent by following the procedures outlined above. The employee understands that the amount received will be the balance of what is in the individual’s employer-paid deferred benefit account subtracted from the amount calculated for the voluntary early retirement plan and the remainder paid out on the schedule established by the early retirement benefit plan. 22
3. Any employee who terminates employment with USD 253 shall be ineligible for the voluntary early retirement plan. The employee will, however, be eligible for the employer-paid deferred benefit plan as described in Section VII of Article 5. 4. Upon retirement, an employee taking either the employer-paid deferred benefit plan or the voluntary early retirement plan shall also have the option to maintain health insurance coverage through the District’s health insurance program by agreeing to pay the full premium on a monthly basis. 5. A professional employee who retires from the District shall be eligible for reemployment by the District as a substitute, Rule 10 coach, classified staff member or adjunct staff member in a position of classified employment which is less than halftime. For the purpose of this section of the Master Contract, this part-time position is defined as not eligible for or in conflict with benefits usually afforded through the Kansas Public Employees Retirement System (KPERS). An adjunct faculty member may be employed as a professional in a pre-k through twelfth-grade position. They are not subject to the terms and conditions of the Master Contract nor are they subject to the Kansas continuing contract law provisions. 6. If any provision of this phase-out early retirement plan is determined to be in violation of federal or state laws or regulations, invalid or unenforceable, the remainder of this plan and the application of its terms and provisions shall remain valid and enforceable and shall not otherwise be affected. The parties further agree to substitute for such an invalid or unenforceable term or provision such terms or provisions which are valid, legal and enforceable and which most closely conform to the original intent and terms or provisions herein.
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Article 6: Duty Day/Year Contractual Hours: Full-time professional staff are contracted to work for the following length of time: Teaching and preparation time STREAM Grant activities and preparation time** Work time Professional learning time (PLT) STREAM Grant professional learning time (PLT)** (***Included in the 120.5 hours of PLT) TOTAL HOURS PER PRIMARY CONTRACT
1,125.0 hours 20.25 hours 40.0 hours 120.5 hours ***12.0 hours
1,285.5 hours
(** These hours are contingent upon and tied directly to the STREAM Grant funding. The 20.25 hours will be designated for approved STREAM Grant activities and will expire and be renegotiated each year. These 20.25 STREAM Grant hours only apply to staff assigned to Emporia schools. The STREAM Grant PLT will be re-visited annually for the life of the grant.) (***These hours are to be determined by each Building Leadership Team and revert back to PLT if unused or at the conclusion of the grant. Each Building Leadership Team will include STREAM Grant PLT on their building plans.) School Duties: During duty hours, the licensed professional shall devote their time exclusively to school duties. During the time before and after the regular teaching and preparation time, the licensed professional employee shall be available by appointment for students and parents. Professional Learning Time: It is the professional responsibility of all teaching staff to engage in collegial activities designed to increase student achievement. Professional learning hours must be served on-site. Required activities include, but are not limited to: Professional Development (defined as learning activities which involve the District professional staff for the purpose of improving instruction) Individual Student Learning Plan Development and Process (SIT/MTSS/IOP/IEP) Instructional planning/curriculum work Professional learning community collaboration Faculty/building leadership meetings Informal and formal meetings with colleagues Meeting with parents and students Other professional responsibilities as determined by District/building plans
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The Division of Teaching and Learning will annually identify a professional learning structure appropriate to the District’s instructional needs. The learning structure will outline District activities and provide focus for the development of building activities. Each building leadership team consisting of administration and licensed professional leaders will then develop a proposed building plan that defines required building-level professional learning time and present a framework for the year. Of the approximately 2.5 hours of professional learning time allowed each week, 30 minutes should accommodate professional learning time activities performed at the discretion of the employee. Building plans will be due September 1st and reviewed by the superintendent’s council consisting of District administration and ENEA (executive council) officers. Preparation Time: Pre-k through fifth grade teachers will receive preparation time at a minimum average of sixteen percent of the total weekly teaching time. Part-time staff shall receive a proportional amount of preparation time. Teachers may request a split preparation time. Preparation time shall be free of extra duties or supervision. In sixth through twelfth grades, one preparation period of the approximate same length of time as a regular class period shall be maintained. During this time, the teacher will not be assigned to any other duties except as noted in other sections of the District policy handbook. Work Time: Part of the staff member’s contract requires a minimum of forty hours on-site work time. Work days will be noted on the District calendar. Thirty hours shall be at the discretion of the employee, six hours shall be as scheduled and all staff is required to work four hours on the scheduled day following the last full day of school. No more than four hours of professional development can be required on professional development/work day. Calendar: Calendars and subsequent changes shall be mutually developed with input from ENEA, community members, District personnel and others. Provision for Flexibility: Licensed professional staff members in individual buildings may design a plan to use student contact time and non-student contact time, with the exception of time referred to as “at the discretion of the employee”, in an innovative manner which varies from the Master Contract by employing the following process:
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Process: Step 1: A modification to the Master Contract may be initiated by the individuals/groups within the building, but shall officially originate with consensus of the building leadership team. Step 2: The building leadership team will present the proposed modification to the faculty in the respective building.
The proposal should cite which section of the Master Contract should be modified, the specific proposal for the modification and the reason for the modification.
Step 3: The proposed modification is submitted to the faculty for a vote.
The vote is by electronic ballot and shall be monitored by the ENEA building representative and the principal.
For ratification, the proposal must receive at least seventy-five percent of all faculty members who are assigned to the building as their home school.
Step 4: The proposed modification is submitted to the Board of Education for consideration.
District administration is responsible for communicating the modification to the Board of Education for their consideration.
If the modification is approved, it is binding for one hundred percent of the staff in the respective building.
In the case of extraordinary circumstances, an individual staff member may appeal to the building principal for exception. If the concern is not resolved at this level, the staff member may seek relief by employing the same process as outlined in the grievance procedure.
Compensation will remain consistent with the Master Contract and/or guidelines set forth for time outside of contract time.
Step 5: The modification to the Master Contract is made public.
Language will be drafted by the associate superintendent of Human Resources working with ENEA.
The building principal and the director of Community Relations will cooperate in assuring that the change is communicated to the building and school community as needed.
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Modifications to the Master Contract are limited to no more than six approved requests per year per building. Extended Contracts: Licensed professionals whose contracts extend beyond their regular contract time in days or hours shall be compensated for their time based on their primary contract’s daily rate. The terms and conditions of the Master Contract begin on the first day of a new primary contract. The extended contract would include the base, experience increments and degree/hour increments. Extended contracts shall include instructional time and preparation time determined by a ratio of one hour of plan time for every six hours of instruction and does not include professional development or work-day time or any extension of or additional benefits. Extended contracts may be offered to licensed professionals who agree to additional teaching duties during the regular school day, year or outside of the regular school day or year. All contracted time shall be served on site. Such extended contracts are offered, but may be accepted or declined by the licensed professional or the District. Such contracts shall be offered as a mutual consent contract and shall be exempt from K.S.A. 72-5411 (continuing contract) with no expectation or right on the part of the licensed professional to such contract being offered or continuing. Payment may be made on the basis of a regular contract cycle or a timesheet. Extended Learning Time Meets the Following Criteria: 1. The need and funding for the class is approved in advance by the Board of Education and/or District administrator. 2. Record of student progress and/or grades are maintained. 3. Students are formally enrolled. 4. Students from any classroom may be considered for the extended learning. Licensed professional employees may be working with students from different grades levels and/or content areas. 5. Student learning outcomes and an anticipated timeline are established when the student participates in extended learning. 6. Lesson plans are developed on the basis of a formal diagnosis of the students’ needs. Counselors and related-service professionals as defined by the Kansas State Laws and Regulations for Special Education may be offered an extended contract even though they may not meet the criteria for extended learning. Duty-Free Lunch: Each staff member shall have a duty-free lunch period of at least thirty minutes each day.
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Working Conditions: The number of teaching sections to which a teacher is assigned by the building principal will be dependent upon availability of staff and number of students. Where possible, playground supervision before and after school will be by non-professional personnel. Building and playground assignments on a regular basis will be posted on the faculty bulletin board by the building principal.
Article 7: Communication Appraisal Process: Input from licensed professional staff shall continue to be solicited and considered as the appraisal process continues to be developed and refined. Administrators will receive on-going training so the process of appraisal for licensed professionals will be consistent across the District. The current teacher appraisal process and associated tools will be posted on the District’s staff page of the District’s website. Licensed professionals who have had their resignation and/or retirement acted upon and approved by the Emporia Board of Education and are scheduled for a required evaluation that school year will complete the requirements for the evaluation by conferencing with the appraiser to complete an exit interview. The purpose of the conference(s) may include, but is not limited to, student impact data, professional development, building and District policies and procedures, tasks or responsibilities remaining and job satisfaction. A record of the conference(s) with signatures and dates of the appraiser and licensed professional will be filed in the personnel file as documentation of the evaluation. This evaluation record must be completed prior to the statutory deadline for that licensed professional employee. Any written communication placed in a licensed professional’s file shall be shared with that licensed professional employee. The employee may respond in writing within two weeks of receiving the written communication. This response shall be attached to the original communication. Building Improvement Plan/Building Action Plan: Early in the school year, administration in each building will distribute to each staff member a copy of the building improvement plan/building action plan and these plans will be posted on the District’s website.
Article 8: Absence from Duty The appropriate form shall be filed for all absences. Employees who find they will be unable to be present to discharge their assigned duties should notify their immediate supervisor or his/her designee as soon as possible. Whenever possible, the employee should notify their immediate supervisor before 3:00 p.m. each succeeding day of a continued absence. If the supervisor or 30
his/her designee is not available, the associate superintendent of Human Resources should be called. The Board retains the prerogative to protect the best interests of the students of the District in all personnel matters including situations involving absences from duty. Chargeable Leave: Subject to the limitations herein, a contracted employee will be paid full salary for days absent due to personal illness of the employee or a member of his/her immediate family. The term immediate family includes father, mother, brother, sister, son, daughter, husband, wife, grandfather, grandmother, granddaughter, grandson and in-laws in these classifications or those who have served in the capacity of parent, child or spouse. Chargeable leave shall be deducted in whole or half-days taking into consideration the times of that particular employee’s teaching day when determining whether to deduct a whole or halfday. New full-time staff in the District will receive sixteen days of chargeable leave the first year and then the annual additional leave according to the current policy. All approved health-related absences are charged to this section. An employee shall be entitled to chargeable leave according to the following schedule: Total Number of Contract Days 1 – 19 days 20 – 39 days 40 – 59 days 60 – 79 days 80 – 99 days 100 – 119 days 120 – 139 days 140 – 159 days 160 – 179 days 180 – 199 days 200 – 219 days More than 220
Annual Chargeable Leave Days
Accumulation Total
1 2 3 4 5 7 8 9 10 11 12 13
9 18 27 36 45 54 63 72 81 90 99 108
Accumulation Total for Employees Hired for the 2011-2012 School Year or After 6 12 18 24 30 36 42 48 54 60 66 72
Part-time contracted personnel on a contract of 1,285.5 hours of contracted time will receive eleven of his/her working days for this leave. Payment for Days Beyond Accumulation Total Limit: Licensed personnel who have served ten years with USD 253 and were hired for the 2011-2012 school year or after may accumulate chargeable leave up to the total indicated in the chargeable leave accumulation schedule. Any days beyond the accumulation total for that employee’s contract days will be paid at a rate of $10 per day. An employee can only be reimbursed for days beyond the accumulation total on the final day of work for the licensed personnel for that given year. 31
Licensed personnel who have served 10 years with USD 253 and were hired for school years prior to the 2011-2012 school year may accumulate chargeable leave up to the total indicated in the chargeable leave accumulation schedule. Any days beyond the accumulation total for that employee’s contract days will be paid at a rate of $10 per day. An employee can only be reimbursed for days beyond the accumulation total on the final day of work for the licensed personnel for that given year. The payment for days beyond accumulation total limit will be made after July 1st. On retirement, resignation, reduction in force or death, the employee will be paid using the criteria outlined by the Unused Leave Benefit portion of Article 8: Absence from Duty. Disability Leave of Absence: An employee who has completed at least one year of employment may with the approval of the superintendent be granted a disability leave of absence subject to the following limitations: An employee desiring a disability leave of absence for more than three teaching days shall make written application to the superintendent at least thirty calendar days prior to when the employee wishes the leave of absence to begin. If approved, the employee may take a disability leave of three to forty-five school days during the school year and return for the remainder of that school year or take a leave of absence for one semester or one school year. Exceptions to this will be made only in certain emergency situations to be determined by the superintendent on an individual basis. These exceptions will be applied primarily to those situations where the employee has accrued less than thirty days of chargeable leave. Chargeable leave days cannot be used by an employee during a leave of absence. This leave of absence is given without pay or use of chargeable leave days. No experience, credit or chargeable leave is accumulated during a leave of absence. An employee does not lose any of his/her accumulated chargeable leave days or experience granted prior to his/her leave of absence. Disability caused or contributed to by pregnancy, miscarriage, abortion, childbirth and recovery there from is for all job-related purposes temporary disabilities and should be treated as an illness. Chargeable leave benefits shall cease at such time that a medical doctor determines that an employee is able to return to work. Any employee after an absence of five continuous days of service may be asked to produce a certificate from a qualified medical doctor stating the employee is/was under the care of the medical doctor and the date the employee will be able to return to work. The purpose of this certificate is to verify that it is/was necessary for the employee to be absent from work because of illness and/or disability. The entitlement to full pay shall cease when the employee’s chargeable leave accumulation expires or when the qualified medical doctor states the employee was/is able to return to work, whichever occurs first. If the employee elects not to return to work when a 32
qualified medical doctor states he/she is physically able, he/she must apply to the superintendent for a leave of absence without pay or resign from his/her position. If in the opinion of the Board of Education an employee’s health is detrimental to the best learning conditions for children, the Board has the right and responsibility to require an examination at the employer’s expense and be provided with a certificate of health from a qualified medical doctor designated by the Board as to the person’s ability to continue in that position. If it is determined that the health of an individual is detrimental to the best interest of the District, the Board may require the employee to take chargeable leave or a leave of absence. Under no circumstance will the Board pay to any employee any disability or chargeable leave benefits for voluntarily self-inflicted disabilities. The following is the medical doctor’s certificate mentioned above that must be accompanied by an appropriate leave of absence form prior to the employee returning to work:
Certificate for Return to Work or School Name _______________________________________ has been under my care from _________________________ to ________________________________ and is/was able to return to work/school on ___________________________. Remarks: ________________________________________________________ ________________________________________________________________ Medical Doctor ______________________________ Address ____________________________________ Phone Number ______________________________ Date ______________________________________
Personal Illness Pool: The personal illness pool is designed to provide additional temporary leave assistance to those employees who have used all accumulated chargeable leave and have experienced “extraordinary circumstances” requiring additional temporary leave. “Extraordinary circumstances” is defined as any major non-elective surgery, illness or disability which requires hospitalization, convalescence or recuperation in an extended-care facility or at home. The personal illness pool is not designed to provide additional temporary leave due to non-extraordinary illness or injury, single instances of illness or disability following the delivery of a child. The occurrence of a disability of a spouse or other family member will entitle an employee to request temporary 33
leave from the personal illness pool. Staff members covered by the Master Contract shall submit a written request to the personal illness pool committee consisting of a licensed professional selected by ENEA, one administrator and one classified staff member appointed by the superintendent. Members of this committee may grant or deny any application for use of the personal illness pool. This decision is not subject to the grievance process. Each employee who is a member of the personal illness pool shall remain a member of the pool until he/she provides written notification of withdrawal to the District Payroll Department prior to October 1st. Any employee shall be eligible to join the personal illness pool by donating one day of chargeable leave to the pool. Donations shall be made by October 1st. Donations are not refundable. Each employee who is a member of the personal illness pool will donate one day of his/her chargeable leave to the pool whenever the pool has fewer than fifty days. Only members of the personal illness pool are eligible to receive temporary leave assistance from the pool and they are eligible only after they have exhausted all accumulated chargeable leave. A leave request form must be completed and submitted using normal processing procedures to request temporary leave days from the personal illness pool. Such application must be accompanied by a statement from a licensed medical doctor, osteopath, chiropractor or dentist indicating that the employee is under his/her care or is hospitalized and that the employee is unable to perform employment duties as a result of illness or disability. In any school year (July 1st through June 30th), an employee who is a member of the personal illness pool may request up to 15 temporary leave days from the personal illness pool. Upon return to employment duties, the employee must repay one-fourth of the days utilized from the personal illness pool at the minimum rate of one chargeable leave day per year until all temporary leave days borrowed from the personal illness pool have been reimbursed. If an employee who is a member of the personal illness pool experiences additional “extraordinary circumstances” after having used fifteen days in one year and the employee is granted additional days of temporary leave in the second of two consecutive years, the employee will not be required to repay days granted as a result of such second request. The committee will consider the same criteria in approval/denial of the request. If prior to full reimbursement of the personal illness pool the employee resigns or is terminated from employment with the District, the employee shall pay a sum of money to the District equal to the product of the number of non-reimbursable days multiplied by the substitute daily rate of pay at the time temporary leave was borrowed from the personal illness pool. Notwithstanding anything herein to the contrary, if an employee is unable to return to his/her employment duties because of personal illness, death or disability, then no repayment of the personal illness pool will be required. The District may require any documents or other information deemed necessary under the circumstances to substantiate a request for personal illness pool assistance. A personal illness pool report shall be submitted to the ENEA after June 1st of each year upon written request. The report shall contain the following information: 34
1. Total number of days contributed by professional staff. 2. Total number of days used from the illness pool. 3. Number of days used by individuals. Bereavement Leave: Employees will be allowed seven days bereavement per occurrence. Bereavement leave will be subtracted from the employee’s chargeable leave. Bereavement leave shall not exceed the employee’s accumulated chargeable leave. Personal Leave: 1. Each employee is allocated two chargeable leave days per year cumulative to four for personal reasons. The staff member shall request leave from his/her immediate supervisor(s) using a leave request form no less than three school days prior to the day of the leave. Failure to provide three school days notification will allow the immediate supervisor(s) the right to grant or deny the leave request. Mutual consent between the staff member and immediate supervisor(s) must be reached before a staff member is allowed to take personal leave during the first five days of school, on parent-teacher conference days, planned professional development activities, the last five scheduled days of class or if the building/group allocation is exceeded. 2. The number of personal leaves that can be taken on any one day shall be limited by building/group according to each allocation. Each allocation is based upon the number of professional staff members reported on the September 20th building report as an FTE. Allocations will be reviewed and then altered as needed on October 1 st of each year.
1 – 15 professional staff = 1 day of personal leave per day 15.1 – 30 professional staff = 2 days of personal leave per day 30.1 – 60 professional staff = 3 days of personal leave per day 60.1 or more professional staff = 4 days of personal leave per day
There are no allocation limits to the number of staff members who can take personal leave on workdays for licensed professional employees. FHSEC staff members who are assigned to work in other districts will be counted as a part of the FHSEC allocation which is two personal leave days per day. 3. Personal leave will be granted in the order the written requests are received. If more notifications/requests are received at the same time than the allocation for that building/group, the personal leave request will be granted based upon the length of service. 35
4. This leave is deducted from the chargeable leave accumulation. Unused personal days remain in the chargeable leave pool not to exceed the maximum chargeable leave days allowed. Absence from Duty in Excess of Leave Allowance: If staff members request leave for personal travel, recreational and other non-essential reasons in excess of available paid personal leave, the following rules shall apply: 1. Accumulated or available paid personal leave shall be utilized first. 2. Personal leave with salary deduction will be allowed only if the following criteria are met: A. Staff members must have a minimum of five years of employment in the District. B. Personal leaves requiring a deduct will not be granted for more than three consecutive days. C. Leave requests must be filed five or more days in advance. D. Leave requests under this provision requiring a salary deduct will not be granted more than once every three years. Absent a leave as outlined above, leave for personal business shall not be granted. Any employee has the right to appeal to the Board of Education if a request for leave without pay is denied following the procedures set forth in the grievance procedure. An employee may also appeal a leave which is not granted in person or in written form at the Board of Education’s next regularly scheduled meeting if the grievance policy is not applicable. The Board of Education shall answer the employee within ten days following the next scheduled meeting after the appeal meeting. Licensed personnel may convert up to two chargeable leave days to personal leave days. The following rules shall apply: 1. Accumulated or available paid personal leave shall be utilized first. 2. Staff members must have a minimum of five years of employment in the District. 3. Leave requests must be filed five or more days in advance. 4. Leave requests under this provision will not be granted more than once every three years. 5. Licensed personnel may convert two days for the following year provided a conversion had not happened within the three-year period. 36
Requests for personal leave under this provision must be approved by the building administrator and the associate superintendent of Human Resources. Professional Sabbatical Leave: The Board of Education may, upon recommendation of the superintendent and the employee’s immediate supervisor, grant a member of the faculty a sabbatical leave for the purpose of pursuing his/her personal goals. This leave will not exceed two semesters in length and will be without pay during the period of leave. During such an approved absence, the faculty member will not lose his/her accumulated chargeable leave benefits. Returning from such an approved absence, the faculty member will be entitled to the same step on the salary schedule which he/she had earned before leaving. The returning member shall be restored to his/her former position or a similar one. The professional staff member must notify the District in writing of the decision to return or resign by April 1st. Failure to furnish such written notice will be considered a notice of resignation. To be eligible for this leave a faculty member must have successfully completed at least five consecutive years of employment in USD 253. An employee will not be granted this leave more frequently than every five years. The sabbatical recipient and the District will draw up a specific letter of understanding which spells out the obligations of both parties. If the sabbatical recipient fails to live up to these obligations, he/she will forfeit the right to re-employment in USD 253. Sabbatical leave may be granted according to the following schedule. Each building may use its allocation, but cannot exceed it: Attendance Center Emporia High School Emporia Middle School Walnut Elementary School Logan Avenue Elementary School Riverside Elementary School Timmerman Elementary School Village Elementary School William Allen White Elementary School FHSEC Turning Point Academy Maynard Early Childhood Center Flint Hills Learning Center
Allocation 2 2 1 1 1 1 1 1 1 1 1 1
Approved considerations may be based on length of service and order of submission. Applications for leave under this section should be submitted by April 1 st. Applications received after April 1st will be considered in the order of submission. This leave may be granted if it is in the best interest of the District. If a faculty member has been granted a sabbatical leave to serve in elective office prior to the expiration of the original leave time, faculty members have the option of submitting a written request for a one-time only additional two semesters of leave time. All leave for service in an elective office must be consecutive semesters. 37
Professional Study Leave: The Board of Education may, upon recommendation of the superintendent and an employee’s immediate supervisor, grant a member of the faculty an unpaid leave for professional study for the purpose of furthering his/her attendance at an institution of higher learning. This leave will not exceed two semesters in length and will be without pay during the period of leave. During such an approved absence, the faculty member will not lose his/her chargeable leave benefits. The faculty member will be entitled to the same step on the salary schedule which he/she had earned before leaving. The returning member shall be restored to his/her former position or a similar one. The professional staff member must notify in writing the District of the decision to return or resign by April 1st. This shall be granted only if the course of study is within his/her teaching or administrative field in the District. The person taking the leave shall be classified as a full-time student to be eligible for re-election to his/her former position or a similar position. Professional Travel Leave: The purpose of this leave is to improve the proficiency of staff members of USD 253. Professional travel shall be for the purpose of curriculum improvement or improvement of classroom instruction. Consideration of application for professional travel leaves will be given at two levels. It is within a building principal’s authority and his/her responsibility to approve or disapprove the application based upon the needs of the building and/or the individual staff member. The application must be sent to the central office. It is within the authority of the appropriate central office administrator and his/her responsibility to approve or disapprove the application. The decision of the associate superintendent of Human Resources will override the building level decision if the decisions differ. If the application is approved by the associate superintendent of Human Resources, a decision must be made as to reimbursement or deductions. Reimbursements for expenses can be in the full amount, in part or none. Deductions may be for salary or for the cost of a substitute. The decision regarding reimbursement or deduction is to be noted on or attached to the application. Leaves for Grant Recipients: When it serves the interest of the District, a leave of absence without pay may be granted to allow an individual to fulfill the terms of a grant they have been awarded. During such an approved absence, the individual will not lose his/her chargeable leave benefits. The faculty member will be entitled to the same step on the salary schedule which he/she earned before the leave. The individual will be returned to his/her former position or a similar one upon completion of grant requirements. Attendance at Professional Meetings/Educational Trips: All requests to attend professional meetings and/or educational trips must be submitted on a leave request form to the appropriate building administrator who will approve or deny the 38
request and forward the request, if approved, to the associate superintendent of Human Resources. Under this leave policy, a maximum of five classroom days may be allowed to an instructor who requests to accompany USD 253 students on educationally-beneficial trips. NOTE: If these trips are non-school sponsored, the school will assume no responsibility or liability for those participating in or sponsoring the program. There will not be any compensation given to the instructor for expenses except for regular salary and with the District paying for the cost of the substitute. If there is any remuneration by the firm sponsoring the program for salary, this amount shall be deducted from the instructor’s school salary. The associate superintendent of Human Resources shall make the final determination on these requests. ENEA, KNEA and NEA Meetings: Requests to be absent for teacher association-related meetings are to be made to the superintendent. If the request is approved, the ENEA will pay all expenses of the licensed professional employee to be absent including the cost of necessary substitutes. Jury Duty Leave: Licensed professionals who are required to serve on jury duty or other similar type of legal duty will receive full salary during the period of such service less the amount of compensation paid to the licensed professional for such duty. Licensed professionals are to file the appropriate form for such absences. Military Leave: Licensed professionals who are required to serve military leave will receive full salary during the period of such service less the amount of compensation paid to the licensed professional for such duty. This leave shall not exceed ten school-district working/pay days per year at full salary. In the event the required leave exceeds ten days, the following shall apply: 1. Licensed professionals are to file the appropriate form for such absences. 2. Any employee upon written request to the superintendent shall be granted leave to cover the length of his/her required service as defined below in the military forces of the United States. Each request for military leave shall be accompanied by a copy of the appropriate military orders. On the date of release from service, the employee shall notify the superintendent of his/her availability and possible date of return to employment. Service veterans returning to active duty have a ninety-day period following release to report for re-employment with the District. This type of military leave shall be without pay. Employees who are guardsmen or reservists taking initial active-duty training will have thirtyone days after release to report for re-employment with the District. This type of military leave shall be without pay. 39
Guardsmen or reservist taking annual training, special school or special duty will report for reemployment with the District immediately following release plus any necessary travel time. This type of military leave shall be without pay. Failure to return within the time period allowed without notice to the superintendent shall result in cancellation of the military leave and the employee shall receive no credited service in the District for the time served on military leave. This absence may result in termination of employment. Military leave shall be limited to the length of service required by the induction of the draftee or the orders to active duty of enlisted reserves or members of the National Guard plus the applicable time period following release. Military leave for guardsmen or reservists who are ordered to active duty shall be limited to the date when the officer can by his/her own actions terminate such active duty or the date of his/her orders to inactive status, whichever may occur first. An employee on military leave who makes application to the superintendent within the applicable time period after the effective date of his/her release from active duty shall be returned to a position comparable to the position held at the time the leave was granted. The employee’s salary and benefit status upon return from military leave shall be the same as it would have been if leave had not been taken. Experience credit will be given for time spent on active duty. The district shall have a ten-day grace period to make arrangements for reemployment of the employee. The superintendent shall make every effort consistent with law and the wishes of the employee to minimize any possible adverse effect of employment changes on the educational program. Religious Leave: Requests for religious leave without pay must be made to the superintendent at least five school days prior to the first day of the requested leave. Such leave may be granted by the superintendent, but such leave shall not exceed two school days per employee per year. Such request for religious leave shall be in writing and shall fully explain the time and date of such leave and the reasons therefore. Short Leave: Building administrators are authorized to grant periods of absence for up to two hours from the staff member’s duty day for reasons without deducts. It is the responsibility of the staff member to ensure that his/her responsibilities have been covered for such time period by another licensed professional staff member during instructional time. Such leave shall not obligate the District to additional costs. Staff members are to file the appropriate form for such absences. The building administrator’s decision to grant a short absence is final. Unused Leave Benefits: A staff member who has served ten years with USD 253 shall be paid 0.4 times the current substitute rate per day for their unused accumulated leave time up to a maximum of ninety days upon retirement, resignation, reduction in force or death. If death should occur during service 40
and if the staff member meets the above-listed criteria, the District will compensate the staff member’s beneficiary as designated under the Kansas Public Employees Retirement System (KPERS). In the event of a death, benefits for staff members who have served ten years or more shall be paid to the employee’s KPERS beneficiary. The payment will be made at the nearest pay cycle after completion of the staff member’s contract and it will be subject to all withholdings as required by law. A staff member who requests release from contract after May 15th is not eligible for payment.
ARTICLE 9: ACADEMIC FREEDOM The parties seek to educate young people in the democratic tradition, to foster recognition of individual freedom and social responsibility, to inspire meaningful awareness of and respect for the Constitution and the Bill of Rights and to instill appreciation of the values of individual personality. It is recognized that these democratic values can best be transmitted in an atmosphere which is free from censorship and artificial restraints upon free inquiry and learning and in which academic freedom for licensed professionals and students is encouraged, except that: A. The licensed professional shall submit an outline and/or a request to his/her building administrator prior to using materials or resource speakers in any “controversial” area. The licensed professional must have approval from the building principal or immediate supervisor prior to the implementation of such instructional materials or speakers. B. The licensed professional must exercise responsibility and prudence and must realize that teaching in an elementary or secondary school places special responsibility upon the licensed professional to carefully consider the maturity level of the student and the special circumstances that surround the teacher/learner relationship. C. If a controversial issue is presented, it shall be the responsibility of the licensed professional to provide time for the presentation of both sides.
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ARTICLE 10: ASSIGNMENT AND TRANSFER Application for Change of Position or Assignment: If a person desires to change from one elementary building or one level of school instruction to another, or one grade level or department to another in the same building, or to a specialized field due to qualifications by extra training, or for any other similar reason, written request must be filed with Human Resources no later than five business days following the official job posting on the District website. An opening which occurs from May 15th through the last day of school which was created by granting a transfer request is not subject to the provisions of this policy. Requests for reassignment which would interrupt a contracted teaching assignment during a school year will not be approved. Each request will receive careful consideration including that of the potential “receiving school”. The Board will give the final approval or disapproval of the request. The Board will be given a copy of the request which will be accompanied by the recommendations of the superintendent and associate superintendent of Human Resources and all other administrators involved. Any change in a licensed professional’s assignment by the Board should be made known to that licensed professional before August 1st except in extreme emergencies.
ARTICLE 11: TENURE – STAFF REDUCTION – SEPARATION In the event it becomes necessary to reduce the number of professional personnel due to program elimination, or reduction or to reduce the number of licensed professionals in a given subject area, field or program or eliminate or consolidate positions, the Board shall follow the procedure listed below. A. The greatest possible reduction in staff shall be accomplished through the normal turnover. B. The reduction may be applied to all professional personnel or to only some group thereof. The reduction shall be applied to the largest group which may be reasonably considered. The superintendent, subject to Board approval, shall determine the group from which the reduction shall be made. Within the specific group, employees shall be selected by the central office for termination in the following order: 1. Professional personnel not holding a regular Kansas certificate. 2. Employees in their first three months of current employment for whom no evaluation has been submitted to the central office. 3. Employees within their first three years of employment.
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4. Employees who by state certification standards are only provisionally qualified in their assigned positions. 5. Employees who according to their most recent formal evaluation on the evaluation system in force at the time are performing their responsibilities in a less-able manner than another employee in the same group to be reduced, eliminated or terminated. 6. Prior evaluations may be considered for those employees who have been transferred to new positions within the past three years or who have a different evaluator. 7. In the event that performance of responsibilities is judged to be the same for the remaining employees within the specified group, selection will be based on length of service during current employment dating from the first day of duty. 8. In the event that two or more employees are equally considered for selection for termination, the decision shall be made by associate superintendent of Human Resources. Only those evaluations forwarded prior to the date that reduction is deemed necessary will be considered in the implementation of this policy. Any individual(s) within the specified group who is on or has requested an extended leave shall be considered for termination under the conditions set forth herein. As employees are selected for termination their names shall be placed on a list in the order of their selection. Any employee who will to be recommended for termination shall be notified in writing at least fourteen days prior to the proposed effective date of such termination. Such notice shall include: A. The basis for the initial decision for staff reduction. B. The reason(s) for the selection of the individual. C. A copy of this policy. D. Notice to the individual or an opportunity for a hearing. After implementing such a reduction procedure, the list of names of terminated employees shall be maintained for two years. A. Any person who has been so terminated shall no longer be considered an employee and shall have no employee’s rights or benefits. B. It is the responsibility of the listed terminated employees to keep the central office informed of their current address and any changes in teaching qualifications. C. If a vacancy occurs within two years for which any person named on the list is qualified, the position shall be offered to the person whose name was most recently placed on the list and who qualifies for such vacancy. The usual employment procedures will be followed in determining fitness for re-employment. 43
D. If any person named on the list waives recall rights in writing, fails to accept recall to a position for which the person is qualified, fails to respond within ten days to a recall notice sent to the latest address which the person has furnished to the central office or fails to report for duty in an accepted position, the name of such person shall be removed from the list and such person shall have no further recall rights. E. Any person who is recalled shall regain all employment benefits to which he/she was entitled at the time of termination or which have been determined for any and all employees during the term of employment. There shall be no accrual of benefits during this time. Separation: A licensed professional employee shall be deemed to have completed a year of employment in the District in the event said licensed professional has been under the contract with the Board for a minimum of 180 days of teaching duties between July 1st and the succeeding June 30th and has performed teaching duties within the District on at least 91 days during such period. Teaching for any part of a day shall be considered as a day of teaching under this policy. Professional employees shall have such rights to the renewal of their contracts as may be provided by the laws of the state of Kansas and the federal and state constitutions. During the term of a contract, such contract and employment may be terminated if after a hearing in accordance with law, the Board shall determine that the contract of the employee should be terminated for incompetency, conduct unbecoming an instructor, immorality, insubordination, failure to obey reasonable rules promulgated by the Board, physical unfitness, failure to show normal improvement, lack of professional training, just-cause or any other valid reason. The determination by the Board shall be made on the basis of a fair and impartial decision based on substantial and competent evidence produced at the hearing. Any provisions of this policy which shall be in conflict with any law now in effect or hereinafter enacted shall be amended in accordance with such applicable law.
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ARTICLE 12: EXTRA DUTY Extra Duty: Administratively-assigned duties that occur outside the contract time are paid at an hourly rate. Extra duty is separate from the regular expectations of the job. Extra duty includes, but is not limited to, workers at concerts and games, substitute work during the individual’s regular planning time and supervision outside of the contracted time and separate from the regular job such as the supervision of games, dances, lunch and bus chaperones. In return for performance of extra-duty assignments before and after the normal working day plus lunch-time supervision, a licensed professional will receive the extra-duty hourly rate. Any personnel may apply for secondary extra duty by contacting the appropriate administrator. The extra-duty rate of pay will be $12.50 per hour. All licensed professionals who have a primary contract with the District and serve as a substitute for another is on a mutual-consent contract shall be paid at the extra-duty rate. Licensed professional staff members who are asked and agree to supervise students and/or tutor students in programs approved by the building principal may be paid at the extra-duty rate per hour on the basis of a time sheet submitted to and approved by the building principal. Tutoring programs are paid through building budgets and must have the building principal’s advanced approval. Learning activities are supervised or planned by the regular classroom teacher as an extension of a lesson (i.e. drill and practice), but might be carried out by certified or non-certified staff. Students are not formally enrolled in such programs, but the principal may require an accounting of time spent tutoring. Technical Education: The contract length for all Emporia Middle School and Emporia High School technical education (industrial arts) teachers is to be for the normal contracted days. In addition, these licensed professionals may work additional time not to exceed 150 hours paid at the extra-duty rate. This rate may be paid for such things as the following: 1. Construction of items necessary due to a changing technological curriculum. 2. The licensed professional performing repairs and maintenance over and above the normal upkeep on tools, machines, equipment and materials exclusive to the technical education program. Construction of items shall be approved in advance by the building administrator. This work shall be performed before or after the regular school day/week and/or before or after the regular contract dates. Duties required to be performed by these licensed professionals to fulfill their professional classroom obligations will not be counted toward the fulfillment of the 150 hours. (Example: storing materials, cleaning room/area, ordering supplies, completing reports and installing routine software) 45
A written log documenting the date and time performed, description of the work performed and amount of time required to complete the work performed shall be presented on a monthly basis to the building administrator. Approved logs shall be forwarded to the associate superintendent of Human Resources. Friday/Saturday School Pay: The number of licensed professional staff members assigned to Friday/Saturday school will be determined by the appropriate building administrator and approved by the associate superintendent of Human Resources. Licensed professionals will be paid at the extra-duty rate. Athletic Pass: Each staff member in USD 253 will be provided a complimentary season activity pass which will admit the staff member and one guest.
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Important Dates September 1:
Deadline for cafeteria plan/deferred benefit option designation. Deadline to submit certificate with ESL endorsement to Human Resources. Deadline to submit certificate with ESL endorsement to Human Resources for a one-time ESL bonus to be included in the October paycheck. Verification of professional experience and degrees/hours must be filed with Human Resources.
October 1:
Personal illness pool notification to join or withdraw. Deadline to submit to the Board of Education early notification incentive for resignation/retirement for the $1,000 bonus.
November 1:
Deadline to submit to the Board of Education early notification incentive for resignation/retirement for the $750 bonus.
December 1:
Deadline to submit to the Board of Education early notification incentive for resignation/retirement for the $500 bonus.
January 1:
Deadline to submit to the Board of Education early notification incentive for resignation/retirement for the $250 bonus.
February 1:
Deadline for early retirement benefit application forms submitted on or before February 1st proceeding the anticipated retirement date.
February 15:
Deadline to submit a new national board teaching certificate for the one-time bonus. Deadline to submit certificate with ESL endorsement to Human Resources for a one-time ESL bonus to be included in the March paycheck.
March 1:
Deadline for W-4. 47
April 1:
Lump sum payment request due. The licensed professional must respond to his/her re-election notice for sabbatical leave when granted at the end of the academic year. Deadline for applications for sabbatical leave. Deadline for the licensed professional to respond to his/her re-election notice and contract for professional study leave when granted at the end of the academic year.
May:
The 14th day after the third Friday in May is the last date to resign from contract and receive pay for unused chargeable leave.
June :
Beginning penalty period for late resignations. Staff members resigning on the last statutory day to resign shall pay the District $500. Any staff member resigning on the day after the statutory last day of notice to resign shall pay an additional $25 per day until the written resignation is received in the central office.
July :
Staff members resigning on July 1st shall pay the District $2000. Any staff member resigning after July 1st shall pay an additional $50 per day until the written resignation is received in the central office.
August :
Staff members resigning on or after August 1st and thereafter shall pay the District $5000.
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