BETWEEN

NORTHWESTERN LEHIGH SCHOOL DISTRICT

AND

NORTHWESTERN LEHIGH EDUCATION ASSOCIATION

July 1, 2009, through June 30, 2012

TABLE OF CONTENTS Article I. II. III. IV. V. VI. Title RECOGNITION TERMS OF AGREEMENT NO STRIKE - NO LOCK-OUT PROVISION NONDISCRIMINATION CLAUSE EFFECTIVE DATE AND SIGNATURE GRIEVANCE PROCEDURE A. Definitions B. General Procedures C Steps ASSOCIATION RIGHTS A. Dues Deductions B. NWLEA Leave C. Association President D. Fair Share CONDITIONS OF EMPLOYMENT A. Just Cause B. Waivers C. School Year D. School Day E. Member Preparation Time F. Member Meetings G. Lump Sum Payment H. Salary and Benefit Day Records I. Professional Development J. Participation in District Negotiations, Hearings, Legal Meetings K. Fractional or Percentage Contracts FRINGE BENEFITS A. Health Insurance B. Disability Insurance C. Life Insurance D. Vision E. Tuition Reimbursement Page 4 4 4 4 4 5

VII.

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VIII.

10

IX.

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2

X.

LEAVES OF ABSENCE A. Personal Days B. Bereavement Leave C. Pregnancy Disability Leave and Child Rearing Leave SALARY PROVISIONS A. Salary Placement B. Retirement Severance C. Homebound Instruction D. Printing of Agreement APPENDICES Title 2009-2010 Salary Schedule 2010-2011 Salary Schedule 2011-2012 Salary Schedule Interscholastic Athletics Extracurricular Activities Behavior Interventionist/Therapeutic Case Manager MEMORANDUM OF UNDERSTANDING

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XI.

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Appendix A-1 Appendix A-2 Appendix A-3 Appendix B-1 Appendix B-2 Appendix C

Page 22 23 24 25 27 30 31

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AGREEMENT BETWEEN NORTHWESTERN LEHIGH SCHOOL DISTRICT AND NORTHWESTERN LEHIGH EDUCATION ASSOCIATION I. RECOGNITION The Northwestern Lehigh Education Association (NWLEA), (the “Association”), is hereby recognized by the Northwestern Lehigh School District (the “District”) as the bargaining agent for the District’s professional bargaining unit members, hereafter (“members”) comprised of librarians, nurses, guidance counselors, school psychologists, behavior interventionists, therapeutic case manager, and classroom teachers, being those employees properly included in a bargaining unit as defined in the Pennsylvania Public Employees Bargaining Law (“Act 195”), as amended from time to time, providing for collective bargaining for public employees. Both parties agree that this Agreement shall set forth the terms and conditions to which each party agrees to be bound, and that this Agreement has been reached voluntarily without undue or unlawful coercion or force by either party. II. TERMS OF AGREEMENT The term of this Agreement shall begin on July 1, 2009, and shall continue in full force and effect until June 30, 2012, or until such later date as the parties may hereinafter agree is to be the extended date. Any such extended date shall be evidenced by an amendment to this Agreement, to which amendment both parties shall signify their approval by executing the same amendment. III. NO STRIKE – NO LOCK-OUT PROVISION Both parties agree to faithfully abide by the provisions of Act 195. As a condition of the various provisions of this Agreement to which the parties have agreed, the Association pledges that members shall not engage in a strike (as that term is defined in Act 195) during the term of this Agreement, and the District pledges that it will not conduct, or cause to be conducted, a lock-out during the term of this Agreement. IV. NONDISCRIMINATION CLAUSE The District and the Association agree that they will not discriminate against any member on the basis of race, creed, color, national origin, sex, age, marital status, religious beliefs, political activities, qualified handicaps or participation in the affairs of the Association for the term of this Agreement. This clause is not subject to the grievance/arbitration section of this contract. V. EFFECTIVE DATE AND SIGNATURE This Agreement is made and entered into this 21st day of April 2010, by and between the Northwestern Lehigh Education Association and the Northwestern Lehigh School District. NORTHWESTERN LEHIGH SCHOOL DISTRICT By: ______________________________________ President NORTHWESTERN LEHIGH EDUCATION ASSOCIATION By: _______________________________________ President

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VI.

GRIEVANCE PROCEDURE A. DEFINITIONS 1. A “grievance” as used in this Agreement shall mean a complaint by a Bargaining Unit Member or a group of Bargaining Unit Members that are represented by the Association or the Association itself when there has been to him/her, or them, a violation of any of the provisions of the Agreement between the Employer, and a Bargaining Unit Member of the Association. 2. An “aggrieved person” as used in this Agreement is a Bargaining Unit member or members alleging a misinterpretation or misapplication of the provisions of this collective bargaining agreement with Association representation. 3. The term “days” when used by members in this article shall, except where otherwise indicated, mean working school days; thus, personal days, holiday and weekend days are excluded. The term “days” when used by Principals/Supervisors or Administrators is defined as working school days; thus, personal days, holidays, weekends or vacation days are excluded. 4. “Representative” as that term is used in this Agreement shall mean only a duly authorized member of the Association. B. GENERAL PROCEDURES 1. The parties agree to an orderly and expeditious resolution to a grievance arising from the application of interpretation of the terms and conditions of this of this Agreement. A five (5) step process for the disposition of a grievance is outlined below. 2. In the event a grievance is filed on or after June 1, the parties agree to make a good faith effort to reduce the time limit set forth herein so that the grievance procedure may be fully utilized prior to the end of the school term or as soon thereafter as is practicable before the last member workday of the school year. The reduced time frames must be mutually agreeable to both parties. 3. In the event a grievance is filed so that the five (5) step process cannot be completed before the last member work day of the school year, should it be necessary to pursue the grievance to all levels of the appeals, then said grievance shall be resolved in the new school year, beginning with the first member work day under the terms of this Agreement and this article, and not under any succeeding Agreement. 4. The Employer agrees to recognize a duly elected and certified Grievance Committee. The Committee consists of one (1) representative from each building of the school district. Annual notification of the four (4) Committee members with identification of the chairperson, will be presented to the Superintendent by September 15 of each school year. The Superintendent will be notified of changes to committee members within 30 calendar days. C. STEPS 1. Step 1: The “aggrieved” Bargaining Unit Member, with his/her representative, will first document their grievance on the required Step 1 form and discuss his/her grievance concern with his/her appropriate Principal/Supervisor or Administrator within ten (10) days of its occurrence with the objective of resolving the matter informally. The meeting to discuss the grievance concern must be held within five (5) days of filing the grievance. The Principal/Supervisor or Administrator will investigate the issue and attempt to resolve the grievance within five (5) days of the meeting.
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No grievance shall be considered or go forward unless it follows appropriate steps and is filed in a timely manner. 2. Step 2: If Step 1 fails to resolve the grievance to the member’s satisfaction, the member shall move the grievance to Step 2 within ten (10) days following the receipt of the Prinicpal/ Supervisor or Administrator’s response. The formal grievance on the Step 2 form must be submitted to the Director of Human Resources for formal processing of the grievance; including date stamp and delivery of the grievance form to the Principal/Supervisor or Administrator. The Director of Human Resources will be responsible for informing all parties of the time frame requirements associated with processing the grievance. The Principal/Supervisor or Administrator shall reply with a written response on the standard grievance form within ten (10) days following receipt of the written grievance. 3. Step 3: If Step 2 fails to resolve the grievance to the member’s satisfaction, the member must submit a formal written grievance appeal of the decision on the Step 3 form to the Superintendent within ten (10) days following the receipt of the Principal/Supervisor or Administrator’s written response. The appeal shall include a copy of all documents dealing with said grievance and the grievance, and the grounds for regarding the decision as incorrect. The formal written grievance appeal must be submitted to the Director of Human Resources for formal processing of the grievance; including date stamp and delivery of the grievance form to the Superintendent. The Director of Human Resources will be responsible for informing all parties of the time frame requirements associated with processing the grievance. The Superintendent or designee shall hear the formal written grievance within fifteen (15) days following the receipt of the formal grievance. Written notice of the time and place of the appeal hearing shall be given at least five (5) school days prior to the hearing to the aggrieved Bargaining Unit Member and the Association. An official of the Association will be present at the hearing. Within ten (10) school days of hearing the appeal, the Superintendent or designee shall communicate to the aggrieved Bargaining Unit Member and the Association his/her written decision with supporting reasons. Initiation of Group Grievance: When the Association or Bargaining Unit Members in one or more schools have a grievance affecting the Association as a whole, the chairperson of the Grievance Committee of the Association and in the name of the Association may initiate a group grievance by proceeding immediately to Step 3 with the grievance being addressed to the Superintendent within ten (10) days of its occurrence. The formal grievance form must be submitted to the Director of Human Resources for formal processing of the grievance; including date stamp and delivery of the grievance form to the Superintendent. The Director of Human Resources will be responsible for informing all parties of the time frame requirements associated with processing the grievance. 4. Step 4: If Step 3 fails to resolve the grievance to the member’s satisfaction, the member must address a formal, written appeal of the Step 3 decision to the Northwestern Lehigh School Board of Directors’ President, Secretary and the Superintendent on the Step 4 form within ten (10) days. The formal grievance form must be submitted to the Director of Human Resources for formal processing of the grievance; including date stamp and delivery of the grievance form to the School Board and the Superintendent. The Director of Human Resources will be responsible for informing all parties of the time frame requirements associated with processing the grievance.
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The Board of School Directors, at its next regularly scheduled Board meeting shall hold a hearing on the grievance in executive session. The Board shall respond, in writing, within ten (10) days after its Board Meeting Hearing. 5. Step 5: a. If Step 4 fails to resolve the grievance to the satisfaction of the affected party or parties, the Association may make a written request for binding arbitration on the Step 5 form as provided in Section 903 of Act 195 to the Bureau of Mediation. If the grievance fails to meet the criteria of Section 903 of Act 195, the decision of Step 4 shall be final. The proceedings shall be initiated by filing with the President and the Secretary of the Board a notice of arbitration. The notice shall be filed within 30 (thirty) days after receipt of the decision of the Employer under the Grievance Procedure. b. The following procedure shall be used to secure the services of an arbitrator: (1) A joint request by the parties shall be made to the Bureau of Mediation to submit a list of persons qualified to function as an impartial arbitrator in the dispute in question. (2) The arbitrator shall limit himself/herself to the interpretation of the Agreement and shall not add to nor subtract anything from the Agreement between the parties. The decision of the arbitrator shall be final and binding. (3) The costs for the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel and subsistence expenses, and the cost of the hearing room other than a District facility shall be borne equally by the District and the Association. D. Failure of the member to proceed to the next step of the grievance procedure within the time limits set forth shall be deemed to be in acceptance of the decision previously rendered and shall constitute a waiver of any future appeal concerning the particular grievance. Failure of a Principal/Supervisor or Administrator at any step to communicate his/her response to the member within the specified time limits shall result in the grievance proceeding to the next step. All time limitations shall be measured in District business days rather than school days beyond the end of the school year. Professional legal counsel costs, if any, will be borne by the party incurring such costs. Nothing herein is to preclude a member or the Association from withdrawing the grievance without prejudice at any step of this grievance procedure. If at any step before a decision is rendered the member desires to withdraw the grievance, the Association shall submit a written withdrawal request to the person or body processing that step of the grievance. No further action or response will then be required to that grievance. The District shall provide the forms necessary to administer this grievance procedure.

E. F.

G.

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VII.

ASSOCIATION RIGHTS A. DUES DEDUCTIONS 1. The District shall deduct from the member’s salary of the membership dues of the Association of PSEA or NEA, and transmit the deductions to the Association, provided the District’s Business Administrator has been presented with cards signed by the individual members authorizing such deductions together with a list of all such consenting members. 2. The dues deducted in accordance with this Section shall be transmitted to the Association on a monthly basis. 3. The Association shall indemnify, defend, and hold the District harmless against any and all claims, demands, suits, or other forms of liability that shall arise out of or by reason of action by the District in the reliance upon the payroll deduction authorization cards submitted by the Association to the District. 4. All payroll deductions authorization cards shall be collected and approved by the Association which shall submit the same to the District’s Business Administrator. 5. Payroll deduction authorization cards shall be printed at the expense of the Association and presented to the District’s Business Administrator a minimum of seven (7) school days prior to the first regularly scheduled pay in October to qualify for payroll deductions during the school year. Second semester members may qualify for payroll deductions in the second semester by using the same procedure above for filing authorization cards and presenting the same a minimum of seven (7) school days prior to the first regularly scheduled pay in March. 6. All members within the bargaining unit covered by this Agreement who are members of the Association at the time this Agreement is ratified or who, after becoming members thereof during any year of the term of this Agreement, must retain their membership in the Association for the balance of that year, provided that any such member(s) may resign from the Association during a period of fifteen (15) school days prior to the expiration of this Agreement. It is the Association’s responsibility to collect dues for those members who do not or will not sign payroll deduction authorization cards.

B.

NWLEA LEAVE The District agrees to recognize the duly elected Officers of the Association and members of the Association’s Representative Council. Annual notification of the Officers and Council members will be presented to the Superintendent by September 15 of each school year. The Superintendent will be notified of changes to Officers and Council members within 30 calendar days. The identified individuals shall be granted leave with pay to attend official functions of the PSEA or the NWLEA not to exceed a total number of nine (9) school work days in each year of this agreement. No member as defined above may use more than onehalf of the allotted days, and no more than three (3) members may have leave on the same day without permission of the Superintendent. The Association shall be responsible for expenses incurred by its representative. The Association shall pay for the substitute required for all leaves for official functions of PSEA, NWLEA, and NEA.

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C.

ASSOCIATION PRESIDENT The District agrees to provide for release time for the Association President from bus, hall, recess, and cafeteria duty on short notice in order to pursue appropriate Association functions such as investigating working conditions and potential grievances during the workday.

D.

FAIR SHARE 1. Any member covered by this Agreement who is a member of the Association, or who joins the Association during the term of this Agreement, shall remain a member of the Association for the duration of this Agreement, provided that any such member may resign from the Association during a period of fifteen (15) days prior to the expiration of this Agreement. 2. Any member covered by this Agreement who is not a member of the Association shall be required to pay to the Association an amount equal to the fair share fee as defined in Act 84 of 1988. It is understood that the District’s function for fair share collection shall be entirely ministerial. 3. Notwithstanding the provisions of Sections 1 and 2 above, any member covered by this Agreement who is a member of and adheres to the established and traditional tenets or teachings of a bona fide religious body or sect which has historically held conscientious objections to joining or financially supporting labor organizations shall not be required to join or financially support the union; provided however, that each such member shall be required to pay, in lieu of a fair share fee to the union, a sum equal to the fair share fee to any of the following non-religious charitable organizations which are exempt from taxation under Section 501I(3) of the Internal Revenue Code: The following six (6) charities were agreed upon: (a) Community Fire Companies (b) Ambulance Corps (c) United Way (d) Northwestern Lehigh Scholarship Fund-General Account (e) American Cancer Society (f) Northwestern Lehigh Educational Foundation 4. In the event of any dispute whatsoever over the provisions of this Article or the compliance by any person or party with the requirements of this Article, the dispute shall be resolved in accordance with the applicable provisions of Act 84 of 1988. 5. The Association shall indemnify and hold the District harmless from all claims, suits, judgments including legal fees, costs, and expenses or from other forms of liability resulting from the District’s compliance with this Article. The Association and the District agree to comply with all requirements of law relevant to agency shop/fair share. Copies of all reports or documents filed with the Secretary of Labor and Industry pursuant to agency shop law shall simultaneously be given to the Secretary of the Board of School Directors. 6. In the event that any part of this provision is contrary to the provisions of law, then only that part of this provision shall be stricken from this Agreement and in all other aspects this Agreement shall be valid and continue in full force, effect, and operation.

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VIII.

CONDITIONS OF EMPLOYMENT A. JUST CAUSE The District agrees that no member of the Association shall be disciplined, discharged, or given a written reprimand without just cause. B. WAIVERS The parties agree that all negotiable items have been discussed during the negotiations leading to this Agreement, and that no additional negotiations of this Agreement will be conducted on any item, whether contained herein or not, during the life of this Agreement. C. SCHOOL YEAR The length of the school year for returning 10-month members shall not exceed one hundred ninety one (191) contract days. There shall be eleven (11) in-service days for staff development, curriculum development, and/or special projects as approved by the Administration included within the 191 contract days. New members hired for or during each school year will be scheduled five (5) additional days with all days to be completed prior to the first staff day of the next school year. New members will be returned to the regular members schedule following their first year. D. SCHOOL DAY The work day shall be seven (7) hours and thirty (30) minutes, including a thirty (30) minute duty-free lunch period. E. MEMBER PREPARATION TIME Each member employed in the Northwestern Lehigh School District shall be entitled to two hundred (200) minutes of unscheduled member/pupil time per week. The School District will make every effort to schedule a forty (40) minute preparation period in each student instructional day. The preceding sentence is not subject to the provisions of the grievance procedures contained in this Agreement. F. MEMBER MEETINGS To facilitate a well rounded in-service program, to continue formal as well as self-evaluation yearly, and to have all members available for District meetings and engagements, the following will be followed: 1. During the 2009-2010, 2010-2011, 2011-2012 school years there shall be eleven (11) full days of in-service to include two (2) orientation days prior to the start of the student school year (which may include teacher preparation, faculty meetings, principal goal sharing, staff development, student orientations and/or Association activities), and one (1) record day after the close of the student school year, and The remaining eight (8) days shall be scheduled during the school year and will include staff development activities and may include grade, department, building and district curriculum development activities. The in-service days shall be planned in collaboration with the District Professional Development Council with the Administration having the final decision making authority for the content of the inservice days. 2. All members will be required to attend a maximum of ten (10) after-school faculty meetings per year, with no single meeting exceeding one hour in length. As part of the professional position, members of the bargaining unit will be required to attend two (2) evening educational activities as designated by the School Administration.
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G.

LUMP SUM PAYMENT All members (excluding long term substitutes) will be required to complete a lump sum request form prior to the first day of employment. This form indicates the member’s election to receive either the 12-month payment option or the 12-month payment option with lump sum payment in June. The election is irrevocable for the identified school year and will remain in effect until the member changes their election prior to the beginning of the following school year. The District shall distribute such checks to each member on the last pay date of June, dated for that pay date.

H.

SALARY AND BENEFIT DAY RECORDS At the beginning of each school year, a record will be given to each returning member that states his/her salary for that school year, the number of unused sick days accumulated, including the newly posted days and the number of personal days accumulated including the newly posted days. Members on leave will receive the record when returning to active employment.

I.

PROFESSIONAL DEVELOPMENT For the purposes of curriculum development, extra overtime hours (not within contractual time) may be made available to members by the District’s administration at an hourly rate of $29.00 per hour for 2009-2010 and $30.00 per hour for 2010-2011, and $31.00 per hour for 2011-2012. 1. Absence with pay may be granted to members for the purpose of enrichment of the member in performing duties which may be beneficial to, or in the service of, the District. Upon application and approval of the Superintendent, the District shall provide reimbursement for expenses (meals and lodging based on the current District Standard Daily Rate Allowance) incurred while attending such programs. Professional absence programs are defined as those educational workshops, conferences, and meetings that are within the scope of the member’s field of certification and assignment. Travel to such programs involving the use of a member’s personal automobile shall be reimbursed at the current allowable rate established by the IRS. This mileage rate shall apply when other means of transportation are used as well unless the other means of transportation is less expensive. In that case, the District shall reimburse the lesser amount.

J.

PARTICIPATION IN DISTRICT NEGOTIATIONS, HEARINGS, LEGAL MEETINGS Whenever any member is required by the School Board or Superintendent to participate during working hours in negotiations, grievance proceedings, conferences, or meetings, he/she shall suffer no loss of pay. Whenever any member is a necessary witness in any unfair labor practice proceedings before the Pennsylvania Labor Relations Board associated with the District and initiated by the member, he/she shall suffer no loss in pay for working time missed due to testifying in and traveling to and from said proceedings on the day or days in which the teacher is required to testify.

K.

FRACTIONAL OR PERCENTAGE CONTRACTS 1. Fractional or percentage contracts will be established based on program, student and District needs. Fractional or percentage contracts greater than 50% will receive limited benefits and the value of the benefits will be a pro-rated based on the fractional or percentage value of their contract. The prorated benefits are limited to sick days, personal days, salary, vision, life insurance, and long-term disability only. There will be prorated reimbursement for tuition and fractional employee contributions for health benefits.
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2. Members with a fractional or percentage contract will be required to attend 11 in-service days. The following guidelines will be used when establishing fractional or percentage contracts: Working 5 days a week: Salary on Schedule x % of contract = salary/year 7.5 hrs x % of contract = work hours/day must work 191 days snow make-up days determined by District calendar must attend all District days* must attend all Building days* *Must complete a timesheet to receive additional compensation for working a full day instead of a fractional or percentage day. Working less than 5 days a week: Salary on Schedule x % of contract = salary/year 180 student days x % of contract = student work days + 11 in-service days number of student days determined by % of contract snow make-up days are variable and based on District calendar must attend all District days** must attend all Building days** **Must complete a time sheet to receive additional compensation for attendance at in-service day. This fractional or percentage contract benefit proration will apply to employees in this category hired after the date of the contract signing. Benefit coverage for current employees in this category shall remain as currently applied for the duration of their employment in these positions. 3. Implementation of salary and benefits for full-year percentage contracts*: Prorated salary 100% salary on schedule times the contract % Sick days – working 5 days per week ** 10 days times the contract % Sick days – working less than 5 days per Number of days working per week times 2 week** Personal days – working 5 days per 3 personal days times the contract % week** Personal days – working less than 5 days Number of days working per year times per week** .0157 Health benefits employee contribution Annual contribution is equal to (100% minus % contract) times the total premium – withheld over 22 pays Vision reimbursement Maximum of $180 times the contract % for each of the benefit periods in the contract for qualifying expenses Life Insurance Policy value equal to $50,000 times contract % Long-term Disability Benefit calculated using prorated salary amount Tuition Reimbursement Benefit of KU rate per credit times contract % * Salary and benefits for employees working less than a full year (191 or 196 days) will be prorated based on the number of days remaining in the school year. Sick and personal days will rounded to nearest 0.5 or 1.0. ** If the employee’s contract % would change, the number of unused days at the time of the change would be converted to the equivalent number of days for the new contract %, rounded to the nearest 0.5 or 1.0.
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IX.

FRINGE BENEFITS A. HEALTH INSURANCE During the term of this Agreement, the District shall make available to full-time members and part-time members with contracts of 50% or greater, the then current Lehigh County health insurance consortium health insurances options defined below with corresponding coverages, deductibles, co-pays and member contributions for the selected plan. The District health insurances are provided as a package and members electing health insurance are enrolled to receive medical, prescription and dental coverages. The Association understands and agrees that any and all changes unilaterally implemented by the medical insurance carrier, prescription drug carrier, and/or dental insurance carrier will be accepted immediately and incorporated into the current Collective Bargaining Agreement and not subject to the grievance procedure. In the event the Lehigh County health insurance consortium dissolves or is abandoned, the Board shall have the right, following consultation with the Association, to implement plan equivalents to the Lehigh County health insurance consortium plan coverages, co-pays and deductibles in effect prior to the dissolution. The District also reserves the right to implement a state-wide or national health insurance program. The District shall have the right to change insurance carriers or become self-insured provided the new carrier provides equivalent coverages deductibles and co-pays. Members hired after the date of the contract signing with contracts of 50% or greater and less than 100% will be required to pay the percentage differential between a 100% contract and their percentage contract times the total health premium as a member contribution for the elected health benefits. The amount of the member contribution will be deducted over twenty-two (22) bi-weekly payroll payments for the 2010-2011 and 2011-2012 years. 1. MEDICAL a. For the 2009-2010 year only “Classic Indemnification” medical insurance coverage, currently Highmark Blue Shield, for physicians, hospitalization and major medical coverage, with $250 deductible for the individual member and $750 deductible for family and 80% coverage for the next $1,750, at and 100% thereafter, shall be provided by the District for each member and his/her immediate family, including dependent children who qualify as full-time students until the attainment of twentythree (23) years of age. Members selecting this plan shall be required to contribute the applicable employee contribution identified in the following table for the health package deducted over twenty-two (22) bi-weekly payroll payments. b. A “PPO A” medical insurance plan for physicians, hospitalization and major medical coverage with no deductibles for either individual or family coverage and a $10 office visit co-pay for in-network providers shall be provided by the District for each member and his/her immediate family, including dependent children who qualify as full-time students until attainment of twenty-five (25) years of age. Members selecting this plan shall be required to contribute the applicable employee contribution identified in the following table for the health package deducted over twenty-two (22) bi-weekly payroll payments for the 2010-2011 and 2011-2012 years. c. A “PPO B” medical insurance plan for physicians, hospitalization and major medical coverage with a $250 deductible for individual and $500 deductible for family and $15 office visit co-pay for in-network providers shall be provided by the District for each member and his/her immediate family, including dependent children who qualify as full-time students until attainment of twenty-five (25) years of age.
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Members selecting this plan shall be required to contribute the applicable employee contribution identified in the following table for the health package deducted over twenty-two (22) bi-weekly payroll payments for the 2010-2011 and 2011-2012 years. d. A “PPO C” medical insurance plan for physicians, hospitalization and major medical coverage with $500 deductible for individuals, $1,000 for family, and $20 office visit co-pay for in-network providers shall be provided by the District for each member and his/her immediate family, including dependent children who qualify as full-time students until attainment of twenty-five (25) years of age. Members selecting this plan shall be required to contribute the applicable employee contribution identified in the following table for the health package deducted over twenty-two (22) bi-weekly payroll payments for the 2010-2011 and 2011-2012 years. Employee Contribution Table for Health Plan and Level of Coverage (22 Bi-Weekly Payroll Deductions) 2009-2010 Classic $18.83 $45.64 $38.88 $42.69 $49.44 2010-2011 PPO A PPO B $29.05 $70.47 $60.00 $65.76 $76.23 $13.52 $32.77 $27.82 $30.62 $35.45 2011-2012 PPO A PPO B $41.01 $99.55 $84.71 $92.75 $107.57 $23.79 $57.71 $48.97 $53.84 $62.41

Level of Coverage Single Husband & Wife Parent & Child Parent & Children Family

PPO C $0.00 $12.61 $10.70 $11.78 $13.64

PPO C $11.44 $27.74 $23.62 $25.90 $30.02

2. PRESCRIPTIONS During the term of this Agreement, the District shall make available the then current Lehigh County health consortium prescription insurance options defined below with corresponding coverages and co-pays. Retail Brand NonFormulary $45.00 Retail Brand Formulary $25.00 Retail Generic Mail Brand NonFormulary $90.00 Mail Brand Formulary $50.00 Mail Generic

$10.00

$20.00

3. DENTAL The District shall provide dental coverage, currently United Concordia, through the then current Lehigh County health consortium standard health insurance coverage for members and his/her immediate family. The dental coverage is part of the health insurance package.

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4. For the medical, prescription and dental coverage stated above where a spouse is employed by the District, the spouse would be provided coverage as a dependent only. The spouse identified as the health insurance subscriber shall not be responsible for the member contribution defined above. The District shall make available for any spouse who incurs a loss of money due to this coverage a non-cumulative total sum of $2,000 during any one year. The District shall distribute these fund dollars for each school year effective July 1, on the first applied, first paid basis. There shall be no reimbursement to any member of the bargaining unit who shall apply after the $2,000 fund for that year has been exhausted. B. DISABILITY INSURANCE The District will provide a long-term disability policy that contains a seventy-five (75) calendar day elimination period provision, and will begin on the seventy-sixth (76) day or following the cessation of sick leave, whichever comes later, providing payment of 66 2/3% of the base salary up to a maximum of $2,700 a month for the term of this agreement until age sixty-five (65), less all applicable offsets defined by the Insurance Carrier. No members shall receive both sick leave payments from the District and disability benefits from the Insurance Carrier in the application of the LTD insurance. In the event of such duplication, the member shall render the disability payments which represent duplication to the District. C. LIFE INSURANCE The District will provide at its cost a term life and accidental death and dismemberment policy in the amount of $45,000 for the 2009-2010 school year. Effective with the 20102011 school year, $50,000 will be provided by the District to all full-time members of the Association. D. VISION The District shall make available for the vision care of full-time members of the Association as a group, the non-cumulative total sum of $10,000 for 2009-2010, and $11,000 per year for 2010-2011 and 2011-2012. The maximum reimbursement for a member of the Association shall be $180.00 for 20092010, and a total of $180 for the two-year period 2010-2011 and 2011-2012 for an examination by a licensed vision care practitioner and/or for a change of lenses. The District shall distribute the vision care fund dollars for each school year effective July 1 on the first-applied first-paid basis. There shall be no reimbursement to any member of the Association who shall apply after the fund for that year has been exhausted. An itemized proof of payment must be submitted to the Business Administrator for reimbursement. All requests for reimbursement must be submitted no later than August 1 following the end of the school year. E. TUITION REIMBURSEMENT The District shall reimburse a member of the Association for additional college credits earned as follows: 1. The course or courses shall be approved by the applicable Principal and the Superintendent prior to registration and payment of tuition. 2. Not more than nine (9) credits shall be reimbursed for each school fiscal year (July 1 through June 30). Effective with the 2010-2011 school year, members taking courses after attaining the MS level will be reimbursed up to six (6) credits per school year.

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3. When a member is on Board approved professional development leave for educational study, a maximum of eighteen (18) credits will be reimbursed for a full year and nine (9) credits for one-half year under the provisions of Act 66 of 1996. 4. All course work shall be applicable to the member’s professional assignment/ certification. Members wishing to take course work beyond their assignment/certification, and that relates to applicable certifications within the scope of public education shall be approved by the Superintendent. 5. Approved courses shall be reimbursed at actual cost up to the current Kutztown University rate per graduate credit. 6. The member shall earn a passing grade of “C” or better, or “Pass” in a course which can only be taken “pass/fail” to receive course reimbursement and/or credit toward the pay scale. 7. All requests for reimbursement of the classes completed by June 30 must be submitted to the Superintendent no later than July 15 of each school year with a grace period of 30 calendar days or there will be no reimbursement. 8. Members with fractional or percentage contracts will receive pro-rated tuition reimbursement. The current Kutztown University rate will be used to calculate the prorated amount of tuition reimbursed to the member. The prorated amount will be based on the fractional or percentage value of their contract. Example: A 60% contract will receive tuition reimbursement at 60% of the current Kutztown University rate. 9. Members utilizing disability leave, medical sabbatical leave, or unpaid leave are not eligible for tuition reimbursement during their leave. X. LEAVES OF ABSENCE A. PERSONAL DAYS 1. Full-time members shall be entitled three (3) days absence with pay per school year for personal reasons. a. Members may elect to surrender up to their maximum annual allotment of three (3) days and be paid for those days at the rate of $50 per day on an annual basis only. To activate this pay, the member would initiate a request voucher at the building level to be signed by the member, confirmed by the Principal/Supervisor, and forwarded to the Business Administrator by June 1 for processing for the first pay in July. At retirement, a member’s unused personal days will be converted to sick days for retirement severance. b. Personal day requests shall be made three (3) days in advance, on the required form and submitted to the Principal/Supervisor for approval. No reason or explanation is required to utilize a personal day. c. If the need for a personal day cannot be scheduled three (3) days in advance due to an emergency situation, the personal day can be arranged by the member calling the substitute coordinator and communicating the need. Upon return, the required absence forms shall be completed by the member and processed. 2. The member may carry forward an unlimited number of unused personal days from year to year. A member may use no more than five (5) personal days in any one school year and must give ten (10) days notice for any request that exceeds three (3) consecutive work days. As per this agreement, no exceptions will be made to the
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conditions of this article, and no attempts will be made for the future translation of unused personal days to cash value. The use of personal days shall not result in more than 10% of the staff being absent from any building for extended sick leave, personal, and/or unpaid days on any given day. The use of personal or unpaid days shall not be permitted during the first or last five (5) student days of the school year. B. BEREAVEMENT LEAVE Members will receive bereavement time for the loss of the member’s immediate family member or a relative of the member as outlined below. The member will receive their regular full day pay when utilizing Bereavement Leave. Three (3) days For death of immediate family, as defined in Section 1154(b) of the Pennsylvania School Code; father, mother, brother, sister, son, daughter, husband, wife, parent-in-law or near relative who resides in the same household, or any person with whom the employee has made his/her home. For the death of a near relative, as defined in Section 1154I of the Pennsylvania School Code; first cousin, grandfather, grandmother, aunt, uncle, niece, nephew, son-in-law, daughter-in-law, brother-in-law or sisterin-law.

One (1) day

C.

PREGNANCY DISABILITY LEAVE AND CHILD REARING LEAVE 1. Definition a. Disability leave due to pregnancy is the period of time before the birth of the child(ren) and/or after the birth of the child(ren). A physician’s statement in writing certifying the disability of the member may be required. b. Child rearing leave is the period of time requested by the parent to care for the child(ren). In the case of childbirth, child rearing leave commences with the first scheduled work day after the birth of the child(ren). 2. Pregnancy Disability Leave a. Any member desiring a disability leave shall request such leave to the Director of Human Resources at the earliest possible time. The disability leave shall begin on a date determined jointly by the member’s physician and the member. However, if disability occurs due to unforeseen circumstances, no advanced notification is required for disability–only for the tentative return to work after disability. The member may return to work based on her ability to perform all required duties upon receipt of written certification from the physician. b. The member on paid disability leave shall receive full pay with all benefits in accordance with the contract. The number of paid disability days are in accordance with the accumulated sick leave days. The use of such sick leave may require the employee to execute and return to the District the sick leave form including the physician’s statement certifying the disability. c. If a miscarriage or loss of the child occurs during disability leave, the member shall have the option of returning to work at a time determined by the physician and coordinated between the member and the Director of Human Resources.

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d. After the paid disability leave is completed, the member has the right to request unpaid child rearing leave. Child rearing leave commences with the first day after date of the birth. The leave then must comply with the requirements of child rearing leave section of this Agreement. 3. Child Rearing Leave a. A member may take a leave of absence without pay and fringe benefits for child rearing. The leave shall terminate at a time consistent with the commencement of a nine (9) week rating period. Child rearing leave shall not exceed eighteen (18) calendar months (not working months) unless agreed upon by the administration and member. Leave for childrearing must end within 18 months after the birth, or in the case of adoption, placement of the child. In no case will childrearing leave be granted for children who have reached their fifth birthday. The leave must terminate at the beginning of the nine (9) week grading period prior to the child turning 5 years of age. b. A written request for child rearing leave must be made to the Director of Human Resources at least thirty (30) calendar days prior to beginning the leave. The notice shall also state the time when the member intends to return to employment which shall comply with Section. 2. c. In cases where a member requests and begins child rearing leave in which the loss of the child occurs during the leave, the member shall be entitled to return to employment at a time coinciding with a nine (9) week rating period. d. At the conclusion of child rearing leave, the member shall return to the original position or a position of like status and pay. The member shall advance on the pay scale without loss of seniority if the leave is for two (2) grading periods (of nine (9) weeks each) or less and in all other aspects be accorded all rights and benefits of a member of the District. e. The District shall permit a member to purchase health benefits through COBRA and qualify for conversion of life insurance coverage benefits during child rearing leaves. The member will be notified by the participating insurance carrier. f. The adoption of a child qualifies an adopting parent to the same rights to child rearing leave as granted herein to a natural parent. The member shall notify the Director of Human Resources in writing at the earliest possible time of his/her intent to adopt. Taking possession of a child leading to a decree of adoption shall qualify as a proper time for the commencement of the child rearing leave.

XI.

SALARY PROVISIONS A. SALARY PLACEMENT 1. Guidance Counselors: Guidance Counselors will be paid on a 1.0 ratio basis consistent with their step as outlined in Appendix A Salary Schedule. During the term of this Agreement, counselors may be asked to provide summer service up to a maximum of twenty (20) work days, and shall be paid on a per diem basis for days worked. 2. The Bachelor’s Plus 24 credit hours salary scheduled is defined as a Bachelor’s Degree plus 24 additional credits–either undergraduate or graduate. The Master’s plus 24 credit hours salary scheduled is defined as an earned Master’s degree or its stated certified equivalent, plus the designated number of credits earned after earning the Masters or its equivalent but not required to attaining that degree.
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3. For any member hired after July 1, 1993, an earned Master’s degree (not equivalency) is required for movement to the Master’s column and beyond on the salary schedule, and additional credits to be counted for movement on the salary schedule shall be earned after the Master’s degree. B. RETIREMENT SEVERANCE Members of the Bargaining Unit employed prior to the signing of this agreement with twentyfive (25) years or more of credited teaching service with PSERS and fifteen (15) or more years of service in the Northwestern Lehigh School District; and upon written notice of retirement to the Director of Human Resources following the required timeframes and deadlines identified in Chart A shall be eligible for the retirement severance benefits relevant to the member’s years of service with PSERS: Chart A Anticipated Retirement If completing the full current school year and retiring at the end of the current school year. If working more than 95 teaching days of the current school year, but retiring before the end of the current school year. If working less than 95 teaching days of the current school year, but retiring before the end of the current school year

Deadline for Submitting Retirement Notice February 1 October 1

February 1 of the school year prior to the school year of retirement

The elimination of all retirement severance plans (unused sick day conversion and medical benefits conversion) will apply to members hired after the date of the contract signing. 1. Unused Sick Day Conversion a. Unused sick days will be converted to an amount for a post retirement 403(b) contribution according to the following conversion chart: Number of Unused Sick Days 2009-2010, 20102011 and 20112012 Rate per day $35.00 $50.00 $57.50 $65.00 $70.00

0-50.5 51-100.5 101-150.5 151-225.5 226+

b. The post retirement 403(b) contribution will be made by the 10th of the month following the month of retirement.

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2. Medical Benefits Conversion Formula a. Medical insurance will be provided by the District from available insurance dollars utilizing the following chart for eligible retirees. Year of Credited PSERS Service Available Insurance Dollars 2009-2010 and 2010-2011 $18,500 $14,000 $9,500 Available Insurance Dollars 2011-2012 $12,000 $9,000 $6,000

Less than 31 years 31 years to less than 36 years 36 or more years

b. The District will provide to all eligible retirees an opportunity to acquire the then current retirement medical insurance package, until the member qualifies for Medicare or the exhaustion of the retiree’s available insurance dollars (except those retirees otherwise covered in Section e). Coverage shall begin immediately upon retirement and be continuous until the specified available insurance dollars are exhausted. It is expressly understood that any changes with regards to medical coverage shall apply to all retirees regardless of when they became eligible for retiree medical benefits. After the exhaustion of the available insurance dollars and if the retiree is still eligible for Act 43 benefits, the retiree will be able to purchase the then current retirement medical insurance package with personal dollars. c. Retirees will be required to pay the then current monthly PSERS Insurance Premium Assistance Rate to the District prior to the first of the month for which insurance coverage is provided. If the District does not receive the premium assistance payment by the tenth of the month for which the insurance coverage is provided, a $25 late charge will be deducted from the retiree’s medical available insurance dollars and if not received by the end of the month, the premium assistance amount will be deducted from the retiree’s available insurance dollars. d. After submitting the premium assistance amount to the District, it will be the retiree’s responsibility to submit his/her request to PSERS for the Premium Assistance refund. e. Eligible retirees may elect to purchase spousal insurance at the beginning of a plan year, or when there is a change in family status, through the District with personal dollars (not retiree available insurance dollars). Payment for spousal/dependent coverage is required to be made to the District prior to the first of the month for which the insurance coverage is provided. If the District does not receive the payment for the spousal/dependent coverage by the tenth of the month for which the insurance coverage is provided, a late charge of $25 will be added to the required payment or the late charge will be deducted from the retiree’s available insurance dollars if no payment is received. Any retiree failing to make the required payment by the end of the month for which insurance coverage is requested will have his/her spousal/dependent coverage terminated consistent with COBRA guidelines. f. The following process would apply in the event the retiree becomes eligible for Medicare coverage before the exhaustion of the available insurance dollars: The retiree would be required to enroll in both Medicare Part A and Part B. (The premium for Part B would be deducted from the monthly Social Security payment as required by Medicare.) The retiree would then additionally receive the Districtpaid supplemental group insurance coverage which when combined with the
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Medicare coverage would provide the retiree with coverage equivalent to the then current insurance retirement medical insurance package provided to retirees not receiving Medicare benefits. The cost of this supplemental District paid coverage would be deducted from the retiree’s available insurance dollars. g. In the event of the retiree’s death, any monies remaining in the medical available insurance dollars will be forfeited. C. HOMEBOUND INSTRUCTION Compensation for homebound instruction shall be paid at the rate of $29.00 per hour for the 2009-2010 school year, $30.00 per hour for 2010-2011 school year, and $31.00 per hour for 2011-2012 school year. D. PRINTING OF AGREEMENT The employer shall furnish and pay for the printing of this agreement to be given to each member within twenty (20) working days following its formal approval.

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APPENDIX A-1 Northwestern Lehigh School District 2009-2010 SALARY SCHEDULE

Step 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17

BS 39,495 39,995 40,495 41,195 41,895 42,895 43,895 44,895 46,095 47,295 49,095 51,295 53,795 57,175 61,375 66,675 71,995

BS+24 40,395 40,895 41,395 42,095 42,795 43,795 44,795 45,795 46,995 48,195 49,995 52,195 54,695 58,075 62,275 67,575 72,895

MS 41,645 42,145 42,645 43,345 44,045 45,045 46,045 47,045 48,245 49,445 51,245 53,445 55,945 59,325 63,525 68,825 74,145

MS+24 43,145 43,645 44,145 44,845 45,545 46,545 47,545 48,545 49,745 50,945 52,745 54,945 57,445 60,825 65,025 70,325 75,645

Note: See the attached Memorandum of Understanding for 2009-2010 salary proration.

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APPENDIX A-2 Northwestern Lehigh School District 2010-2011 SALARY SCHEDULE

Step 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17

BS 40,030 40,530 41,030 41,730 42,430 43,430 44,430 45,430 46,630 47,830 49,630 51,830 54,330 57,710 61,910 67,210 72,530

BS+24 40,930 41,430 41,930 42,630 43,330 44,330 45,330 46,330 47,530 48,730 50,530 52,730 55,230 58,610 62,810 68,110 73,430

MS 42,180 42,680 43,180 43,880 44,580 45,580 46,580 47,580 48,780 49,980 51,780 53,980 56,480 59,860 64,060 69,360 74,680

MS+24 43,680 44,180 44,680 45,380 46,080 47,080 48,080 49,080 50,280 51,480 53,280 55,480 57,980 61,360 65,560 70,860 76,180

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APPENDIX A-3 Northwestern Lehigh School District 2011-2012 SALARY SCHEDULE

Step 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17

BS 40,533 41,033 41,533 42,233 42,933 43,933 44,933 45,933 47,133 48,333 50,133 52,333 54,833 58,213 62,413 67,713 73,033

BS+24 41,433 41,933 42,433 43,133 43,833 44,833 45,833 46,833 48,033 49,233 51,033 53,233 55,733 59,113 63,313 68,613 73,933

MS 42,683 43,183 43,683 44,383 45,083 46,083 47,083 48,083 49,283 50,483 52,283 54,483 56,983 60,363 64,563 69,863 75,183

MS+12 43,683 44,183 44,683 45,383 46,083 47,083 48,083 49,083 50,283 51,483 53,283 55,483 57,983 61,363 65,563 70,863 76,183

MS+24 44,683 45,183 45,683 46,383 47,083 48,083 49,083 50,083 51,283 52,483 54,283 56,483 58,983 62,363 66,563 71,863 77,183

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APPENDIX B-1 Northwestern Lehigh School District INTERSCHOLASTIC ATHLETICS A committee of an equal number of Association members and Administrators will meet to determine the allocation of the new money in each category. If the committee cannot agree on a mutual recommendation by September 10th of the year of the increase, the results of their deliberation shall be forwarded to the Superintendent who will make the final decision on any outstanding issues. 1. COMPENSATION PLAN FOR INTERSCHOLASTIC ATHLETICS AS FOLLOWS: ATHLETICS ACTIVITY Equipment Manager Head Boys Baseball Head Girls Softball Head Basketball/Boys Head Basketball/Girls Cheering: / Football Winter / Basketball Winter / Wrestling Cross Country Head Field Hockey Head Football Head Soccer, Boys Head Soccer, Girls Head Track (2) Head Wrestling 2009-2010 3,842.31 5,098.76 5,098.76 6,300.17 6,300.17 2,277.31 2,703.59 2,277.31 3,315.94 5,098.76 7,501.62 5,098.76 5,098.76 5,098.76 6,300.17

The compensation plan for interscholastic athletics will be established to provide total increases of 1% for 2010-2011 and 1% for 2011-2012. 2. ASSISTANT COACHING SALARIES: The salaries will be established at the rate of 60% of the head coach’s salary during the first two (2) years of service. With three (3) or more years of service, salary will be established at 70%. 3. ALL COACHES remaining with the same program for ten (10) or more years will receive an additional increment of $200.00 to the above-stated salaries. SPECIFIC CONDITIONS: a. Reimbursement of $17.50 per event (scouting) plus travel expense as per mileage agreement will be paid with the approval of the Director of Activities and Principal.

4.

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APPENDIX B-1, continued b. Head coaches are to be selected in advance of assistant coaches and are to participate in the selection of assistant(s) when possible. Each coach may be entitled to attend a clinic, one per year, and reimbursement by the Board will be made upon receipt of valid itemized expenses and upon approval of Principal and Director of Activities. Each coach may be reimbursed with a maximum fee of $200.00. Reimbursement for additional time needed due to post regular league schedule appearances shall be made at greater of 2 % of the coaching salary per week or $90 per week.

c.

d.

5.

STIPENDS as listed on the appendix are to be paid on the following schedules: a. CHECK PAYABLE DATES: These checks will be held by the Principal until all obligations have been fulfilled. • • • b. Fall Season Winter Season Spring Season = = = Last pay in November First pay in March Last pay period in June

Coaches will receive pay when all obligations, uniforms, equipment, etc., have been properly accounted for and returned to the Director of Activities. At this time, the Director of Activities and the Principal will approve final payment of salaries.

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APPENDIX B-2 Northwestern Lehigh School District EXTRA-CURRICULAR ACTIVITIES 1. COMPENSATION PLAN FOR EXTRA-CURRICULAR ACTIVITIES AS FOLLOWS: ACTIVITY Business Education Dept. Head Language Arts Dept. Head Math Department Head Fine Arts Department Head Physical Educ. Dept. Head-K-12 Science Department Head Social Studies Department Head HIGH SCHOOL ADVISORS AV Technology Coordinator Band Director Band Director, Jazz Bandfront Bandfront, Asst. Chorus Class Advisors: Senior (2) Junior (2) Sophomore (2) Credo Debate Coach FBLA FHA National Honor Society Student Council Tiger Talk Yearbook Yearbook Business Manager School Drama (Fall) Director Musical (Spring) Director Musical (Spring) Music Dir. Musical (Spring) Choreographer Musical (Spring) Art/Tech Dir Scholastic Scrimmage Indoor Twirling Indoor Twirling, Asst (60%) 2009-2010 2,548.56 2,548.56 2,548.56 2,548.56 2,548.56 2,548.56 2,548.56 1,969.18 5,137.52 892.89 2,600.58 1,280.48 2,238.52 1,498.34 1,047.93 892.89 941.93 2,218.16 941.93 941.93 1,695.17 2,671.58 2,696.04 4,439.90 941.93 2,703.61 2,703.61 1,668.04 1,280.48 1,280.48 1,169.51 2,548.56 1,529.14

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APPENDIX B-2, continued ACTIVITY MIDDLE SCHOOL ADVISORS Activity Manager Computer Coordinator Band, A ** Band, B ** Chorus, A Chorus, B Drama Student Council Yearbook Subject Area Contact Person/LA Subject Area Contact Person/M Subject Area Contact Person/Sci Subject Area Contact Person/SS ACTIVITY ELEMENTARY ADVISORS Computer Coordinator (2) Subj. Area Contact Person/LA (2) Subj. Area Contact Person/M (2) Subj. Area Contact Person/SCI (2) Subj. Area Contact Person/SS (2) 2009-2010 1,085.17 2,480.36 2,756.31 945.03 1,395.21 1,395.21 1,345.62 2,302.56 1,211.06 902.65 902.65 902.65 902.65 2009-2010 2,083.49 902.86 902.86 902.86 902.86

The compensation plan for extra-curricular activities will be established to provide total increases of 1% for 2010-2011 and 1% for 2011-2012. 2. Extra-Curricular Stipends, 2009-2010, 2010-2011 and 2011-2012: After-School Day Clubs–Each School Board-approved club will be sanctioned to operate at a minimum level of ten (10) two-hour sessions per academic school year. “After school day” is defined as the end of the student day. 3. Reimbursement for workshops/clinics, to include travel expenses, registration, meals, etc., will be paid upon approval of the principal (mileage at IRS rate) a. After school day clubs, activities, and intramurals are to be paid at a rate of $35.00 per two-hour sessions. Scorers, timers, and event chaperones are to be paid at $35.00 per event; $37.50 for double-headers (ex., 1 varsity and 1 junior varsity contest). Event sellers and collectors are to be paid at $32.50.

4.

b.

c.

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APPENDIX B-2, continued 5. The job description for department heads now in existence will prevail. Any changes in this job description will be reviewed with the Association as to its impact upon the current negotiated stipend. Stipends as listed on the appendix are to be paid per the following schedule: • • Last pay period in November First pay period in March

6.

Last pay period in June–these checks will be held by the principals until all obligations have been fulfilled.

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APPENDIX C Behavior Interventionist/Therapeutic Case Manager Salary Salary is defined below for the 2010-2011 and 2011-2012 school year. Salary by Position Therapeutic Case Manager Step 1 – No experience to 2yrs Step 2 – 2+ yrs of experience Step 3 – 5+ yrs of experience Behavior Interventionist Step 1 – No experience to 2yrs Step 2 – 2+ yrs of experience Step 3 – 5+ yrs of experience 2010-2011 $42,215 $44,560 $46,905 $33,973 $35,861 $37,748 2011-2012 $43,481 $45,896 $48,312 $34,992 $36,936 $38,880

Working Conditions and benefits are defined below for the 2010-2011 and 2011-2012 school years. All conditions of the Collective Bargaining Agreement apply to these two job classifications except for the specific working conditions and benefits as outline below. Working Conditions Work Year Work Hours Therapeutic Case Manger August 15 through June 30 7.5 hours per day ½ hour paid lunch No “prep” time 185 (180 student days and 5 in-service days) Approved by Director of Student Services Paid at Professional Development Rate Therapeutic Case Manger 3 credits per school year at the current Kutztown University rate “C” or better or “Pass” in a course 50% of tuition must be paid back to the District if employment ends within 3 yrs of receiving the tuition reimbursement New hires without specific school related experience will be placed on Step 1 of the salary scale. Step increase will be given for experience as outlined. Behavior Interventionist August 15 through June 30 7.5 hours per day ½ hour paid lunch No “prep” time 185 (180 student days and 5 in-service days) Approved by Building Principal and Director of Student Services Paid at Professional Development Rate Behavior Interventionist 3 credits per school year at the current Kutztown University rate “C” or better or “Pass” in a course 50% of tuition must be paid back to the District if employment ends within 3 yrs of receiving the tuition reimbursement New hires without specific school related experience will be placed on Step 1 of the salary scale. Step increase will be given for experience as outlined.

Contracted Work Days

Additional Work Days (i.e.: CPI training, additional training days, etc.) Payment for Additional Work Days Benefits Tuition Reimbursement

• • •

• • •

Salary Placement

• •

• •

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MEMORANDUM OF UNDERSTANDING THIS AGREEMENT is made and entered into by and between the NORTHWESTERN LEHIGH SCHOOL DISTRICT BOARD OF SCHOOL DIRECTORS (hereinafter called “BOARD”) and the NORTHWESTERN LEHIGH EDUCATION ASSOCIATION (hereinafter called “ASSOCIATION”) The purpose of this Memorandum of Understanding (MOU) is to outline the current application of specific Articles contained within the Collective Bargaining Agreement between the Northwestern Lehigh School Board and the Northwestern Lehigh Education Association ratified on April 21, 2010. It was impossible to postpone necessary School District operations during the collective bargaining process. Due to the timing of the settlement between the parties several Articles of the Agreement were implemented under the previous collective bargaining agreement. The specific Articles implemented during the Collective Bargaining process as well as the specifics relative to the implementation of the collective bargaining agreement are outlined below. Page 10 VIII. F. Conditions of Employment Member Meetings During the 2009-2010 school year two (2) in-service days were used as orientation days prior to the start of the student school year and one (1) day as a record day after the close of the student school year and the remaining eight (8) in-service days were scheduled both during the student school year and outside the student school year as part of the professional development/in-service program a.k.a. “summer academy” or “trade” days. Due to the timing of this settlement and the need to have timely information distributed to the staff for their planning, the same application will be followed for the 2010-2011 school year. The calendar for professional development for the 2010-2011 school year was planned prior to the ratification of the contract. For the 2011-2012 school year, the professional development/in-service program will follow the contract language agreed to on February 8, 2010. For the 2009-2010 school year, only the “Classic” indemnification medical insurance plan will be offered to eligible members. For the 2010-2011 and 2011-2012 school years, eligible members will choose a “PPO A” or “PPO B” or “PPO C” medical insurance plan. For the term of the contract, in the event the member selects an alternate level of coverage during the school year due to a qualifying life status change, the member contribution for the entire year will be based on the level of coverage selected. The difference between the recalculated total annual contribution owed and the amount of employee contribution previously deducted will be withheld or refunded over the remaining number of payrolls through the end of June of the applicable school year. For the 2009-2010 school year only, the established annual member contribution will be reduced to an amount equal to 20/26 of the established annual member contribution based on the level of coverage selected during the school year. Payroll deductions will be adjusted for the four (4) bi-weekly payrolls of May 14, 2010 through June 25, 2010 to reflect the balance owed to the District according to the prorated “Classic” contribution table Addendum A-1 included with this MOU.
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Page 13-15

IX. A. 1. Fringe Benefits

Medical

Page 22

Salary Schedules

Pages 25 through 29

Appendices B-1 and B-2

Page 30

Appendix C

For the 2010-2011 and 2011-2012 school years, the annual member contribution will be based on the plan and the level of coverage selected for each of the school years. The annual contribution has been adjusted to be withheld over twenty-two (22) bi-weekly payrolls from September through June of the applicable school year. The adjusted bi-weekly deduction for twenty-two (22) pays has been identified in the applicable section of the table included in the Collective Bargaining Agreement. For the 2009-2010 school year only, the total salary paid to members not retiring in the 2009-2010 school year will be a reduced amount from the amount identified in the salary schedule. Each member not retiring in the 2009-2010 school year will receive 20/26 of the salary increase over the 20082009 salary. The remaining 6/26 will be utilized to distribute a one-time non-PSERS eligible pay adjustment to members identified by the Association to provide assistance to pay for increases to the employee contributions for health insurance. Members retiring within the 2009-2010 school year will receive the amount identified in the salary schedule, prorated as necessary based on number of days worked. Specific compensation amounts for each of the identified activities for the 2010-2011 and 2011-2012 years will be incorporated into the Collective Bargaining Agreement through an addendum to the Agreement based on the results of the language included in these appendices. Salary increases for the 2009-2010 school year will be calculated with the same conditions set forth above for the remainder of the bargaining unit, resulting in the following 2009-2010 salaries: Therapeutic Case Manager: $ 51,693. Behavioral Interventionist: $ 41,601. Benefits for the 2009-2010 school year shall be the same as identified in the CBA and MOU as applicable.

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Addendum A-1 to Memorandum of Understanding

Prorated 2009-2010 “Classic” Contribution Single $414.18 $15.93 $318.60 $25.00 2008-2009 Prorated Contribution $30.00 Contributions Withheld (Sept 2009 through April 2010) 2009-2010 Balance Owed 2009-2010 Amount over four (4 ) Payrolls $240.00 $78.60 $19.65 $78.00 $624.00 $148.40 $37.10 $78.00 $624.00 $34.00 $8.50 $78.00 $624.00 $98.40 $24.60 $78.00 $624.00 $212.60 $53.15 H&W $1,004.12 $38.62 $772.40 $65.00 P&C $855.40 $32.90 $658.00 $65.00 P&Cren $939.12 $36.12 $722.40 $65.00 Family $1,087.58 $41.83 $836.60 $65.00

2009-2010 Annual Contribution Bi-Weekly Contribution (1/26 of Annual) Amount for 20 bi-weekly contributions 2008-2009 Monthly Contribution

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