Teacher Contract Budget Ephrata Area School District

EPHRATA AREA SCHOOL DISTRICT
803 OAK BOULEVARD

EPHRATA PA 17522-1998
SCHOOL BOARD MEETING

MONDAY, JANUARY 24, 2022 7:00 PM
Ephrata Middle School Media Center and via Zoom at https://us02web.zoom.us/s/87544212666
AGENDA
I. CALL TO ORDER BY BOARD PRESIDENT – RICHARD GEHMAN
II. MOMENT OF SILENT MEDITATION, PLEDGE OF ALLEGIANCE, AND RECITATION OF THE

MISSION STATEMENT
III. SCHOOL BOARD RESOLUTIONS
IV. SCHOOL BOARD RECOGNITION
V. CELEBRATING PUBLIC EDUCATION

High School students and recent graduates will showcase the Attollo program.
VI. COMMENTS FROM RESIDENTS AND TAXPAYERS

A. Residents and taxpayers may make comments concerning items on the agenda.
NOTE: Personnel matters are never discussed at public meetings.
B. Residents and taxpayers desiring consideration of School Board action on a topic not included
on the agenda may make a written request to the Board President or Superintendent at least
five (5) days before the regular public Board meeting. This is according to Policy 903 in the
official policy manual of the School District.
VII. UPCOMING EVENTS

Visit the online events calendar listed in the Calendar on the District website at www.easdpa.org for
updates. This site is updated frequently.
Upcoming Board Meetings in the Middle School Media Center

Mon., February 7, 2022 Committee of the Whole 7:00 PM
Mon., February 28, 2022 Regular Meeting 7:00 PM
NOTE: The Board considers, discusses, and deliberates all action items in depth during its Committee of
the Whole meetings. Committee meetings are generally held the first Monday of each month. All
Committee meetings are open to the public and are advertised. This enables the Board to focus on
additional topics during its regular monthly Board meetings. The public is invited and welcome to attend
these Committee meetings.
Board Meeting Agenda – January 24, 2022 Page 1

- - - SECTION 2 – BOARD ACTION ITEMS - - -
RESOLVED that the Ephrata Area Board of School Directors approves the following action items set forth
below. (If any Board Member desires that any item or items be discussed or voted upon separately,
please so indicate and that item will not be included in this resolution.)
I. SECRETARY REPORT – Stephanie A. Gingrich

A. Meeting Minutes
Minutes from the December 20, 2021 School Board Regular meeting and the January 10,
2022 Committee of the Whole meeting
B. School Board Resolutions

 Taylor Haupt for All-State Girls Volleyball
 Mallory Kline and Gracyn Schmid for All-State Field Hockey
 Deric Hoover, Jeremiah Knowles, and Andre Weidman for All-State Football
II. BUDGET & FINANCE / PROPERTY
Budget & Finance

A. Treasurer’s Report for December 1 through December 31, 2021
B. List of Bills for Individual Accounts for January 24, 2022
General Fund $591,391.84

AP Direct Deposit $1,084,320.66
General Fund ACH Items $8,613,592.59
Capital Reserve $159,063.80
2021 GOB Account $2,344,866.66
Food Service $71,374.57
Student Activities $8,918.01
Total $12,873,528.13
C. 2020-2021 Local Audit – Herbein + Company

Receipt and acceptance of the 2020-2021 audit report completed by Herbein + Company
D. Lancaster County Career & Technology Center 2022-2023 Proposed General Fund
Budget
Proposed 2022-2023 Lancaster County Career & Technology Center budget for
$22,695,638.00, a decrease of approximately 0.5 percent
E. Lancaster County Career and Technology Center Transportation Agreement

Transportation Services Agreement with Lancaster County CTC for the 2021-2022 school
year. The daily rate the District will receive is $197.03.
F. Lancaster-Lebanon Intermediate Unit 13 – IDEA Part B – Agreement

Sub-grant agreement with the Lancaster-Lebanon Intermediate Unit 13 IDEA Part B, Use of
Funds Agreement. The funds will be used to support appropriate services to school age
eligible students. The amount of the pass-through funds for 2021-2022 is $890,803.00.
G. Mixed-Up Productions Agreement

Service agreement with Mixed-Up Productions for equipment/lighting rental for the Ephrata
High School Prom. The estimated cost is $2,000.00 and will be paid by the Class of 2023
Student Activity Fund.

H. Allegheny IU – PAEducator.net Agreement
Agreement with Allegheny IU operator of PAEducator.net services. The District will have
access to PAEducator.net website for the purpose of reviewing and considering applications
for employment from certificated and noncertificated employees. The pro-rated fee is
$2,000.00 for the period December 17, 2021 through June 30, 2022.
I. Lifetouch Agreement
Three-year service agreement with Lifetouch for the District. The agreement term is 2022-
2025. There is no cost to the District. This agreement is for Lifetouch to take pictures. There
is a fee to the families if they purchase photo packages.
J. Lancaster-Lebanon IU 13 Amendment – English Language Learner

Amendment to the agreement for Title III reimbursement for 2021-2022 in the amount of
$7,440.35.
K. Transportation Contract Additions for the 2021-2022 School Year

Gehman Mennonite
 Cheryl Widrick – Bus Driver
Boyo Transportation
 Stephanie Clark – Van Driver
 Marian Wingenroth – Van Driver
Groff Transportation
 Diane Mistek – Driver
L. Transportation – Mileage
Approve an agreement to reimburse a District parent mileage at the federal rate of 58.5¢ per
mile. The parent will transport their child to the school they are attending beginning January
18, 2022.
M. Secondary Legal Counsel

It is recommended the Board approve the law firm of Appel, Yost & Zee LLP as secondary
legal counsel, effective January 25, 2022 through December 5, 2022.
N. Renaissance Agreement
Two-year agreement with Renaissance for Star Math and Star Reading. This program will be
used as a universal screener at the Intermediate and Middle schools as a benchmark
academic progress indicator and as a progress monitoring tool for academic support
services. The cost for the period February 1, 2022 through January 31, 2024 will be
$33,040.00.
Property
A. Agreement with UGI
Agreement with UGI to transfer from Rate IS (Interruptible Service) and transport gas for
Highland Elementary under Rate DS (Direct Service)
III. PERSONNEL
A. Retirements
 Patricia Trembley, Fulton Health Room Nurse
B. Resignations
 D Lamarr Buchter, Clay/Highland Custodian
 Sonya Hartman, Clay Special Education Para Educator
 Jeffrey Kerchner, Middle School Mathematics
 Krista Petty, Clay Health Room Nurse
 Taija Rauch, Middle School Special Education Para Educator

C. Leaves
 Alycia Kauffman, Clay Elementary Grade 1
 Stephen Goss, Districtwide Music
D. Transfers
 Trudy Fritz, High School Custodian to Middle School Custodian
 Perry Haws, Fulton Custodian to High School Custodian
 Alexis Hurrell, Highland Emotional Support to Akron Life Skills Support
 Leslie Kunkle, Part-time Clay Special Education Para Educator Autistic Support to Full-
time Clay Special Education Para Education Autistic Support
 Joe Ngo, Middle School Custodian to Fulton Custodian
E. Appointments
Professional
 Jale Aydin, Temporary Professional Employee Districtwide Itinerant Autistic Support
 Krista Petty, Temporary Professional Employee Districtwide Certified School Nurse
 Dana Rankin, Temporary Professional Employee High School Learning Support
 Elizabeth Witmer, Long Term Substitute Intermediate Grade 6
Support
 Kathleen Kimmel, Part-time General Cafeteria
 Kathleen McBrearty, Part-time Akron Building Aide
 Amberkae Pyle, Part-time Clay Special Education Para Educator Autistic Support
 Ronald Sharp, High School Custodian
 Kristen Williamson, Part-time Middle School Special Education Para Educator Learning
Support
 Sarah Zimmerman, Part-time Clay Special Education Para Educator Autistic Support
Extracurricular
 Dawn Butt, Intermediate School Yearbook Advisor
 Rodney Snyder, High School Dramatics Set Construction
F. Mentors for the 2021-2022 School Year

Mentor Inductee Type
Hannah Carr Jale Aydin Full Mentor Prorated
Molly Marquardt Dana Rankin Full Mentor Prorated
Amy Potts Krista Petty Full Mentor Prorated
Shannon Rudy Elizabeth Witmer Orientation Prorated
G. Professional Contracts
 Kristi Miller
H. Elementary (K-6) Grade Level Leaders for the 2021-2022 School Year
Beth Garrison Grade 1 – Prorated
I. Stipend for Support of a Substitute Working Outside Certification Area

 Lori Gilbert
 Lori Warfel
J. Stipend for the 2021-2022 School Year

Gregory LoPiccolo Life Ready Graduate Financial Literacy Course

IV. POLICY & CURRICULUM
Policy
A. Policies for Second Reading
 Policy 707, Use of School Facilities
B. Policies for First Reading

 Policy 605.1, District-Initiated Tax Assessment Appeals
Curriculum
A. Field Trip
 High School Orchestra qualifiers (# of students TBD) to travel to Dallastown, PA, to
participate in PMEA Central Region Orchestra Festival at Dallastown Area High School,
February 24-26, 2022 (Thursday-Saturday)
V. PUBLIC AFFAIRS & PLANNING

A. 2022-2023 School Calendar
VI. MISCELLANEOUS BOARD ACTION

A. Tentative Agreement with the Ephrata Area Education Association
RESOLVED, that the Ephrata Area Board of School Directors approves and ratifies the
Tentative Agreement with the Ephrata Area Education Association, setting the terms and
conditions of a four (4) year collective bargaining agreement, through the end of the 2025-
2026 school year.
- - - SECTION 3 – INFORMATION ITEMS - - -
I. PERSONNEL
A. Vacancies
Professional
Districtwide Instructional Coach
Districtwide Student Engagement Facilitator (2)
High School Learning Support
Highland Emotional Support
Intermediate/Middle School Health & Physical Education (March 2022)
LTS High School World Language (2nd semester)
Middle School Mathematics
Support
Health Room Nurse (2)
Custodian
General Cafeteria
Part-time Special Education One-to-One (7)
Part-time Special Education Para-educator (15)
Extra-Curricular
Boys Volleyball Assistant Coach
Middle School Boston Club Advisor
- - - SECTION 4 – REPORTS - - -
I. REPORT OF THE STUDENT REPRESENTATIVE – Hannah Logue
II. REPORT OF THE LANCASTER COUNTY CAREER & TECHNOLOGY CENTER JOINT
OPERATING COMMITTEE REPRESENTATIVE – Tim Stayer

III. REPORT OF THE LANCASTER-LEBANON IU 13 BOARD REPRESENTATIVE – Tim Stauffer
IV. REPORT OF THE PSBA SECTION VII LEGISLATIVE LIAISON – Tim Stayer
V. REPORT OF THE EPHRATA AREA EDUCATION FOUNDATION LIAISON – Philip Eby
VI. REPORT OF THE SUPERINTENDENT – Dr. Brian M. Troop
VII. GOOD NEWS REPORTS

Staff and/or Board members share reports or stories of District and/or student success.
VIII. GOVERNANCE REPORT – Chris Weber

E-1 Mission, Vision, and Shared Values
IX. ADVOCACY REPORT – Judy Beiler

A. Cyber Charter School Funding
B. Fair Funding Formula
- - - SECTION 5 – MISCELLANEOUS & ADJOURNMENT - - -
I. COMMENTS FROM VISITORS

A. Residents and taxpayers may make comments.
NOTE: Personnel matters are never discussed at public meetings.
B. Residents and taxpayers desiring consideration of School Board action on a topic not included
on the agenda may make a written request to the Board President or Superintendent at least
five (5) days before the regular public board meeting. This is according to Policy 903 in the
official policy manual of the school district.
II. OLD BUSINESS
III. NEW BUSINESS
IV. ADJOURNMENT

The Board of School Directors of the Ephrata Area School District, Ephrata PA, met in Regular session
on Monday, December 20, 2021 at 7:00 PM at Ephrata Middle School, 957 Hammon Ave., Ephrata, PA,
as advertised on July 12, 2021 in LNP and online. The online link was available on the District website.
Board Members Present: President Richard Gehman, Members: Judy Beiler, Philip Eby, Trisha Good,
Justin L. Showalter, Tim Stauffer, Timothy W. Stayer, and David Wissler; Superintendent (non-voting)
Dr. Brian Troop; Treasurer (non-voting) Kristee Reichard; and Secretary (non-voting) Stephanie
Gingrich
Board Members Absent: Vice-President Chris Weber
School District Representatives Present: Jennifer Barnabei, Dr. Jacy Clugston Hess, Dr. Kevin
Deemer, Tom Ferrari, Sara Fitzpatrick, Officer John Hirneisen, Tim Hoffman, Dr. Richard Hornberger,
Marcie Lloyd, Sarah McBee, Dr. Timothy McCormick, Nicole Reppert, and Dr. Gregg Shulenberger
Media Present: Melissa Frost, Ephrata Review
In-Person Visitors: Jeff and Liz Bender; Avery, Jessica, and Todd Bitner; Rob Deininger; Brian, Kelly,
and Kiersten Doutt; Sydney Hornberger; Dennis Kanuck; John Martin; Rachel Metzinger; Kendall Miller;
Megan Newlin; Amy Pfautz; Bryan and Holly Snyder; Braeden, Penny, and Travis Sorensen; Andre and
Sabrina Weidman; Beth and Emily Weidner; Brian and Laurie Welsh; and Amanda Witmer
Online Visitors: Scott Bailey, Glen Beiler, Rebecca Branle, Courtney Dietrich, Matt Edmiston, Heidi
Frantz, Dr. Peter Kishpaugh, Glenn Martin, Lauren Musser, Lori Neu, Janera Simmons, and Sharon
CALL TO ORDER BY BOARD PRESIDENT

President Gehman called the meeting to order at 7:00 PM.
MOMENT OF SILENCE AND PLEDGE OF ALLEGIANCE

President Gehman asked for a moment of silent meditation followed by the Pledge of Allegiance.
EXECUTIVE SESSIONS
President Gehman announced that the Board met in Executive Session on December 6, 2021 for labor
relations and on December 20, 2021 for labor relations.
CELEBRATING PUBLIC EDUCATION

Intermediate School 5th Grade students developed a Cozy Cup hot beverage to be featured this winter at
a local shop, including Griddle and Grind, Javateas, ScratchBakes, Stonehouse Café, and the Pressed
Plate. Several students talked about their creation and how they came up with their unique flavor.
SCHOOL BOARD RESOLUTIONS
COMMENTS FROM RESIDENTS AND TAXPAYERS

President Gehman welcomed visitors to the meeting. He opened the meeting to comments from visitors for
any item on the agenda except personnel items that are never discussed at public meetings.
 None
School Board Regular Meeting Minutes – December 20, 2021

Page 1 of 8
SECTION 2 – GENERAL BOARD ACTION ITEMS
Motion
It was moved by Mr. Stayer, seconded by Mrs. Beiler, that the Ephrata Area Board of School Directors
approve all of the items set forth below.
Roll call vote -- all members present voting yes. Motion approved - 8 Yes, 0 No.
I. SECRETARY REPORT – Stephanie A. Gingrich

A. Meeting Minutes
Minutes from the November 15, 2021 School Board Regular meeting; December 6, 2021
Board Reorganization meeting; and the December 6, 2021 Committee of the Whole meeting
B. School Board Resolutions (Attachment #1)

 The Ephrata High School girls soccer team for qualifying for the State Tournament
 Emily Weidner for being selected for the Girls Soccer All-State Team
 Braeden Sorensen for being selected for the Boys Soccer All-State Team
 Andre Weidman for rushing for more than 1,000 yards and setting a new school record
 Dr. Gregg Shulenberger – Doctorate in School Leadership
II. BUDGET & FINANCE / PROPERTY
Budget & Finance

A. Treasurer’s Report for November 1 through November 30, 2021 (Attachment #2)
B. List of Bills for Individual Accounts for December 20, 2021 (Attachment #3)
General Fund $727,272.84
AP Direct Deposit $816,620.14
General Fund ACH Items $3,330,205.97
Capital Reserve $-0-
2021 GOB Account $1,394,988.92
Food Service $73,504.71
Student Activities $9,051.15
General Fund $6,351,643.73
C. Substitute Teacher Services Agreement Addendum (Attachment #4)

Addendum for rate changes to the Substitute Teacher Services Agreement as follows:
 2021-2022 (The additional rates will be paid for with ESSER funds and are effective
January 1, 2022.)
o Increase to $150.00 for daily substitutes
o Designated subs increase to $160.00
o Short-term subs increase to $224.33
o Substitute incentive of $100.00 for daily substitutes who teach over 12 days in a
given month. Designated and short-term subs do not qualify for bonus.
D. General Fund Budget – Opt-Out Resolution (Attachment #5)

Accelerated Budget Opt-Out Resolution for 2022-2023. The adjusted index for the 2022-2023
fiscal year is 4.2%. The School Board will not increase the rate of its real estate tax more
than the adjusted index.
E. Transportation Contract Additions

Contract addition for Ephrata Mennonite for the 2021-2022 school year:
 Mary Rutt – Driver
 Kendra Zimmerman – Driver
 Kimberly Fahnestock – Sub Driver
 Joanna Hurst – Sub Driver

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F. New Story Agreement (Attachment #6)
New Story Tuition Agreement for 2021-2022 at a cost of $380.00 per day. New Story
provides special education for students as defined by his/her IEP.
Property
A. Change Orders – High School/Middle School Construction Project (Attachment #7)
a. General Contractor
Change
Order Contractor Location Description Amount
Number
3 Lobar, Inc HS  Partition for HVAC chase in ($8,336.79) Dec.
storage-classroom 222
 Partition for plumbing chase-new
addition
 Deduct for Sound Control doors-
practice room
Total ($8,336.79) Dec.
b. HVAC Contractor
Change
Number
2 Matchline HS  Remove chiller pad-High $5,389.88 Inc.
Mechanical LLC School
Total $5,389.88 Inc.
c. Electrical Construction
Change
Number
2 Hirneisen HS  Disconnect old pump, install $48,869.39 Inc.
Electric, Inc. and wire new vertical fan drive-
boiler room
 Remove 3 lights-stage
 Fire caulk, DO area
 Install 2 switches for motorized
shades-new music room
 Provide and install 5 pull
stations, 9 wall mount speaker
strobes, and additional NAC
repeater-auditorium
 Provide and install 9 additional
fire alarm modules and 18
additional door holders
throughout EHS
 Provide and install 2 additional
fire alarm modules and
connect to fire alarm
 Rough in junction boxes and
switch location per
manufacturer drawings-
auditorium
Total $48,869.39 Inc.
Change Order Total $45,922.48 Inc.

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III. PERSONNEL
A. Retirements
 Diane Pavlek, Intermediate School Grade 6, effective at the conclusion of the 2021-2022
school year
 Donna Schubert, High School Business Education, effective February 7, 2022. This is a
change from the August 16, 2021 agenda.
B. Resignations
 Clinton Burdick, High School Dramatics Set Construction, effective December 6, 2021
 Ilisa Chasser, High School Dramatics Assistant Choreographer, effective December 15,
2021
 Kayla Cugino, High School Special Education Para Educator, effective December 1, 2021
 Deana Jo Long, Girls Basketball Assistant Coach, effective December 6, 2021
 Madeline Shipe, Akron Life Skills Support, effective February 11, 2022 or until a
replacement is found
 Shanan Shortuse, District-wide Certified School Nurse, effective December 6, 2021
 Helen F. Wiker, High School Aevidum Co-Advisor, effective December 6, 2021
 Michelle Ziegmont, Fulton Custodian, effective December 10, 2021
C. Leaves
 Lauren Brahl, Highland Grade 2, December 2, 2021 through December 17, 2021
 Allison Bricker, Clay/Highland Elementary Music, requests intermittent leave November
29, 2021 through November 28, 2022
 Brian Cerullo, High School World Language, half-year (full-pay) Sabbatical Leave for
Professional Development, effective the second semester of the 2021-2022 school year.
This is a change from the March 15, 2021 agenda.
 Kole DeHaven, Intermediate School Grade 5, November 19, 2021 through December 10,
2021
 Connie Donmoyer, High School General Cafeteria, December 1, 2021 through December
10, 2021
 Michael Edwards, Intermediate School Grade 6, January 4, 2022 through approximately
March 29, 2022
 Tammy Fulginiti, Highland Grade 4, October 29, 2021 through November 5, 2021
 Heather Hibshman, High School Autistic Support, December 6, 2021 through a date to be
determined
 Diane Hoover, Middle School Special Education Para Educator, November 3, 2021
through a date to be determined
 Lisa Keeley, Intermediate/Middle School Business Education, November 11, 2021
through a date to be determined
 Daniel Strepko, District-wide Coordinator of Systems Operations, approximately January
10, 2022 through approximately January 21, 2022
 Patricia Trembley, Fulton Health Room Nurse, November 4, 2021 through a date to be
determined
D. Creation of Positions
Student Engagement Facilitator (2)
 The Facilitators will work cooperatively with various stakeholders to develop and promote
grade-appropriate programs and environments that promote student voice and belonging.
Funds for these temporary positions will be paid with ESSER funds.
E. Transfers
 Michelle Bock, Part-time High School Special Education One-to-One Emotional Support
to Full-time Special Education One-to-One Emotional Support, effective December 13,
2021, replacing Matthew Pawlikowski who transferred
 Matthew Pawlikowski, Akron Special Education One-to-One Life Skills Support to Akron

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Special Education Para Educator Life Skills Support, effective December 13, 2021,
replacing Susan Witmer who is retiring
 Ashley Silva, District-wide Itinerant Autistic Support to Middle School Learning Support,
effective December 1, 2021, replacing Stacy Pizzola who transferred
 Lindsay Snader, Part-time Clay Special Education Para Educator Autistic Support to Full-
time High School Special Education Para Educator Autistic Support, effective December
7, 2021, replacing Kayla Cugino who resigned
F. Appointments
Administration
 Motion to reappoint and approve the employment contract for Dr. Brian Troop to serve as
Superintendent of Schools for a term beginning July 1, 2022 through June 30, 2027
Professional
 Kathryn Cooley, Professional Employee High School Emotional Support @ Level
Masters/Step 7 (Prorated), effective on a date to be determined, replacing Nicole Wells
who resigned
 Brandon Smith, Temporary Professional Employee High School Business Education @
Level Masters/Step 2 (Prorated), effective on a date to be determined, replacing Donna
Schubert who is retiring
Support
 Shannon Allwein, Fulton Custodian, effective date to be determined, replacing Michelle
Ziegmont who resigned
 David Bair, District-wide HVAC Technician, effective January 4, 2022, replacing Darlinton
Buitrago Castano who resigned
Extracurricular
 Aaron Campbell, High School Dramatics Set Construction, effective December 21, 2021
 Frederick Geyer, Girls Basketball Assistant Coach, effective November 22, 2021
 Kennedy Root, Dance Team Advisor, effective December 21, 2021
 John Sparmblack, Winter Track Assistant Coach, effective December 21, 2021
G. Mentors for the 2021-2022 School Year

Gregory LoPiccolo Brandon Smith Orientation Prorated
Kimberly Wagner Kathryn Cooley Orientation Prorated
Jessica Werntz Amber McCabe Orientation Prorated
H. Volunteer Coaches for the 2021-2022 School Year

Last Name First Name Activity
Bowers Brianna Rifle
Miles Rheeana Softball
Trettin Tyler Football
IV. POLICY & CURRICULUM
Policy
A. Policies for Second Reading (Attachment #8)
 Policy 006, Meetings
B. Policies for First Reading (Attachment #9)

 Policy 707, Use of School Facilities

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Curriculum
A. State Required Reports (Attachment #10)
 Academic Standards and Assessment Requirements (Chapter 4)
 Gifted Education Plan Assurances (Chapter 16)
 Induction Plan (Chapter 49)
 Professional Development Plan (Act 48)
 Student Services Assurances (Chapter 12)
B. Field Trips (Attachment #11)

 High School Chorus qualifiers (4 students) to travel to Chambersburg, PA, to participate
in PMEA District 7 Chorus at Chambersburg Area High School, February 11-12, 2022
(Friday-Saturday)
 High School Band qualifiers (# of students TBD) to travel to Newville, PA, to participate in
PMEA Region V Band at Big Springs High School, March 10-12, 2022 (Thursday-
Saturday)
 High School Band, Choir, and Orchestra qualifiers (# of students TBD) to travel to
Pocono Manor, PA, to participate in PMEA All State Band, Chorus, and Orchestra at
Kalahari Resort & Conference Center, April 6-9, 2022 (Wednesday-Saturday)
V. PUBLIC AFFAIRS & PLANNING

No Action Items
SECTION 3 – INFORMATION ITEMS
I. PERSONNEL
A. Vacancies
Professional
Akron Life Skills Support
Districtwide Certified School Nurse
District-wide Instructional Coach
District-wide Itinerant Autistic Support
High School Learning Support (2)
LTS Intermediate Grade 6 (2nd semester)
Support
Building Aide
Custodian
General Cafeteria (2)
Extra-Curricular
Intermediate School Yearbook Advisor
SECTION 4 – REPORTS
I. REPORT OF THE STUDENT REPRESENTATIVE – Hannah Logue

A report was provided about various activities being held in buildings throughout the District.

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II. REPORT OF THE LANCASTER COUNTY CAREER & TECHNOLOGY CENTER (LCCTC) JOINT
OPERATING COMMITTEE REPRESENTATIVE – Tim Stayer
 Two of the November/December Students of the Month are from Ephrata High School.
 There are eight new CTC Board Members due to elections.
 Dr. Balliet of Elizabethtown Area School District is the new Superintendent of Record.
 Building upkeep and the preliminary budget were discussed.
III. REPORT OF LANCASTER-LEBANON IU13 BOARD REPRESENTATIVE – Tim Stauffer

 New Board members were welcomed.
 The search has begun for Dr. Barnhart’s replacement.
 A new IU Board President will be elected in January.
IV. REPORT OF PSBA SECTION VII LIAISON – Tim Stayer

 Many topics are being discussed and addressed, including IDEA full funding, the Special
Education funding formula, broad band development, mandatory posting of curriculum, and the
substitute teacher shortage.
 Mandatory trainings are due for new and re-elected School Board members.
V. REPORT OF EPHRATA AREA EDUCATION FOUNDATION LIAISON – Philip Eby

 The Foundation received $26,000.00 in donations through the Lancaster County Extraordinary
Give.
 A new Board member was welcomed, and committee assignments were made.
 Venture Grant criteria clarity is being developed.
 The Foundation Gala is on February 26, and the golf outing is on May 9.
VI. REPORT OF THE SUPERINTENDENT – Dr. Brian Troop

 The Board received three handouts with information about the fall scholar athletes; football
all-stars; District band, chorus, and orchestra; and National Honor Society inductees.
 High School student musicians completed discussion points on a Life Ready Graduate topic
they felt was significantly incorporated into their EHS music department experience. A few of
the posts were incorporated in a slideshow that was project before the EHS holiday concert.
 On December 8, a half-day of professional learning was held. Sessions focused on Life Ready
Graduate (LRG) Traits and how to recognize, give feedback, and evaluate progress.
 On December 8, Ephrata High School held a career day featuring 15 local business leaders
who spoke about career paths and overall job readiness. Elementary students had an EASD
STEAM Day, which was funded by the Foundation.
 The Board was thanked for approving a pay raise for substitutes.
 The final Attollo program interviews will be done in March. They are typically held in December.
 There was a presentation after the meeting about Cornerstone Projects.
VII. GOOD NEWS REPORTS

 There were good interactions at the EHS business expo.
 Many attended the Akron grandparents’ day story walk and book fair.
 Fulton staff were thanked for the special care they provided for a student with special needs.
 A 6-year-old student understood grit and recognized it in Helen Keller.
 Highland 4th Grader Rilynn Hostetter was awarded this year’s grand prize for the LNP Holiday
Greeting contest for 3rd and 4th graders.
 Sophomore Kaylie Horst earned first place at both the local and district levels of the VFW Voice
of Democracy audio-essay contest, and freshman Ava Morgan placed third at the local level.
 EHS Student Council students organized a series of fundraisers that raised over $6,000. The
money is being used to buy gifts, clothing, and food for area families in need.
 Akron 4th Graders used the $1,500.00 they raised during their Read-A-Thon to take their annual
trip to Weiser's Market to purchase items to donate to Ephrata Area Social Services.

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 EHS senior Will Sensenig recently completed the construction of a shed to be used in the
Akron Elementary School courtyard as part of his Eagle Scout project.
VIII. GOVERNANCE REPORT – Chris Weber (Attachment #13)

 E-5 Dispositions
IX. ADVOCACY REPORT – Judy Beiler

 No report
SECTION 5 – MISCELLANEOUS ITEMS & ADJOURNMENT
I. COMMENTS FROM RESIDENTS AND TAXPAYERS

President Gehman opened the meeting to comments from visitors for any item, except personnel
items that are never discussed at public meetings.
 None
II. OLD BUSINESS

 None
III. NEW BUSINESS

 President Gehman read the District Mission Statement.
IV. ADJOURNMENT
The meeting adjourned at 8:11 PM.
Respectfully Submitted,
__________________________________________
Stephanie A. Gingrich, Secretary
Ephrata Area Board of School Directors

Page 8 of 8
The Board of School Directors of the Ephrata Area School District, Ephrata PA, held a Committee of the
Whole meeting on Monday, January 10, 2022 at 7:00 PM via Zoom and at Ephrata Middle School, 957
Hammon Avenue, Ephrata, PA, as advertised on July 12, 2021 in LNP.
Board Members Present: President Richard Gehman, Vice-President Chris Weber, Members: Judy
Beiler, Philip Eby, Trisha Good, Justin L. Showalter, Tim Stauffer, Timothy W. Stayer, and David Wissler;
Superintendent (non-voting) Dr. Brian Troop; Treasurer (non-voting) Kristee Reichard; and Secretary
(non-voting) Stephanie Gingrich
Board Members Absent: None
School District Representatives Present: Holly Albert, Dr. Richard Hornberger, Sarah McBee, and Dr. Tim
McCormick
In-Person Guests: Roxanne McMurtry
Livestream Guests: Glen Beiler, Rebecca Branle, Courtney Dietrich, Matt Edmiston, Thomas Ferrari, Nick
and Amy Gaddini, Julie Garman, Toni Hershey, Lori Neu, Jan Sensenig, J. Shuman, Jennifer Weitzel,
Amanda Witmer, Suzy Wurtz, Matt, and Tim
CALL TO ORDER BY BOARD PRESIDENT
SECTION DISCUSSIONS (Minutes attached)

 Budget & Finance / Property
 Personnel
 Policy & Curriculum
 Public Affairs & Planning
GOVERNANCE DISCUSSION
OE-1 Global Operational Expectations
ADVOCACY DISCUSSION
HOUSEKEEPING / ANNOUNCEMENTS
ADJOURNMENT
School Board Committee of the Whole Meeting Minutes – December 6, 2021

Committee of the Whole: Budget & Finance/Property Minutes January 10, 2022
DATE: January 10, 2022
SECTION ADMINISTRATOR: Kristee Reichard
BOARD MEMBERS IN ATTENDANCE: Judy Beiler, Philip Eby, Richard Gehman, Trisha Good, Justin
Showalter, Tim Stauffer, Timothy W. Stayer, Chris Weber, Dave
Wissler
DISTRICT STAFF IN ATTENDANCE: Holly Albert, Stephanie Gingrich, Dr. Richard Hornberger, Sarah
McBee, Timothy McCormick, Kristee Reichard and Dr. Troop
GUESTS IN ATTENDANCE: In person – Roxanne McMurtry, Herbein + Company

Online – Glen Beiler, Rebecca Branle, Courtney Dietrich, Matt
Edmiston, Thomas Ferrari, Nick and Amy Gaddini, Julie Garman,
Toni Hershey, Lori Neu, Jan Sensenig, J. Shuman, Jennifer
Weitzel, Amanda Witmer, Suzy Wurtz, Matt, and Tim
Media Melissa Frost, Ephrata Review
ACTION ITEMS
Budget & Finance
I. 2020-2021 Local Audit – Herbein + Company

After review and discussion, the Committee endorsed the Administrative recommendation
to approve the receipt and acceptance of the 2020-2021 audit report completed by Herbein +
Company
II. Lancaster County Career & Technology Center 2022-2023 Proposed General Fund Budget
to approve the proposed 2022-2023 Lancaster County Career & Technology Center budget for
$22,695,638.00, a decrease of approximately 0.5 percent
III. Lancaster County Career and Technology Center Transportation Agreement

to approve a Transportation Services Agreement with Lancaster County CTC for the 2021-2022
school year. The daily rate the District will receive is $197.03.
IV. Lancaster-Lebanon Intermediate Unit 13 – IDEA Part B – Agreement

Sub-grant agreement with the Lancaster-Lebanon Intermediate Unit 13 IDEA Part B, Use of Funds
Agreement. The funds will be used to support appropriate services to school age eligible students.
The amount of the pass-through funds for 2021-2022 is $890,803.00.
V. Mixed-Up Productions Agreement

to approve a service agreement with Mixed-Up Productions for equipment/lighting rental for the
Ephrata High School Prom. The estimated cost is $2,000.00 and will be paid by the Class of 2023
Student Activity Fund.
VI. Allegheny IU – PAEducator.net Agreement

to approve an agreement with Allegheny IU operator of PAEducator.net services. The District will
have access to PAEducator.net website for the purpose of reviewing and considering applications
Committee of the Whole: Budget & Finance/Property Minutes of January 10, 2022
Page 1 of 3
for employment from certificated and noncertificated employees. The pro-rated fee is $2,000.00 for
the period December 17, 2021 through June 30, 2022.
VII. Lifetouch Agreement

to approve a three-year service agreement with Lifetouch for the District. The agreement term is
2022-2025. There is no cost to the District. This agreement is for Lifetouch to take pictures. There is
a fee to the families if they purchase photo packages.
VIII. Lancaster-Lebanon IU 13 Amendment – English Language Learner

to approve an amendment to the agreement for Title III reimbursement for 2021-2022 in the amount
of $7,440.35.
IX. Transportation Contract Additions for the 2021-2022 School Year

Gehman Mennonite
 Cheryl Widrick – Bus Driver
Boyo Transportation
 Stephanie Clark – Van Driver
Groff Transportation
 Diane Mistek – Driver
Property
I. Agreement with UGI
to approve an agreement with UGI to transfer from Rate IS (Interruptible Service) and transport gas
for Highland Elementary under Rate DS (Direct Service)
DISCUSSION / INFORMATION ITEMS
Budget & Finance

I. PSERS Rates
PSERS rates will increase from 34.94 percent to 35.26 percent for 2022-2023. This rate is 0.36
percent lower than previously projected.
II. Legal RFP

The RFP was sent out to twelve Legal Firms and four responded. Interviews with the four firms will
take place on January 13, 2022. The interview process will consist of 30-minute presentation and 15
minutes of Q & A. A recommendation will be on the January 24 Board Agenda.
Property
I. High School/Middle School Construction Project
High School/Middle School Additions and Renovations January Report
 Board Room – Delayed 3/1 Supply issues

I. Carpet – ceiling - Complete
II. Delay – HVAC unit mid-February
III. Furniture – March 7
IV. Technology pushed out – will be moving current so not full technology – No date yet
 New Building – Working inside Band/Orchestra, Tech rooms

I. Before bad weather most of the special Ed wing 2nd floor has been blocked
II. Waiting on Temps
Page 2 of 3
 Classrooms – Four complete – working on three currently
 Roof – Most of materials ae here

I. Received 55 tractor trailers over break – stored on roof and designated spots, working on
areas of roof where student’s will not be disturbed
Page 3 of 3
Committee of the Whole: Personnel Minutes ______ January 10, 2022
SECTION ADMINISTRATOR: Dr. Jacy Clugston Hess
Board Members Present: President Richard Gehman, Vice-President Chris Weber, Members:
Judy Beiler, Philip Eby, Trisha Good, Justin L. Showalter, Tim Stauffer,
Timothy W. Stayer, and David Wissler; Superintendent (non-voting)
Dr. Brian Troop; Treasurer (non-voting) Kristee Reichard; and
Secretary (non-voting) Stephanie Gingrich
District Representatives Present: Dr. Richard Hornberger, Sarah McBee, and Dr. Tim McCormick
In-Person Guests: None
Online Guests: Glen Beiler, Rebecca Branle, Courtney Dietrich, Matt Edmiston, Thomas
Ferrari, Nick and Amy Gaddini, Julie Garman, Toni Hershey, Lori Neu,
Jan Sensenig, J. Shuman, Jennifer Weitzel, Amanda Witmer, Suzy
Wurtz, Matt, and Tim
ACTION ITEMS
I. Resignations
 D Lamarr Buchter, Clay/Highland Custodian, effective January 14, 2022
 Krista Petty, Clay Health Room Nurse, effective January 24, 2022
II. Leaves
 Alycia Kauffman, Clay Elementary Grade 1, approximately January 27, 2022 through approximately
April 12, 2022
III. Transfers
 Trudy Fritz, High School Custodian to Middle School Custodian, effective December 21, 2021,
replacing Joe Ngo who transferred
 Perry Haws, Fulton Custodian to High School Custodian, effective December 21, 2021, replacing
Trudy Fritz who transferred
 Alexis Hurrell, Highland Emotional Support to Akron Life Skills Support, effective February 7, 2022,
replacing Madeline Shipe who resigned
 Joe Ngo, Middle School Custodian to Fulton Custodian, effective December 21, 2021, replacing Perry
Haws who transferred
IV. Appointments
Professional
 Jale Aydin, Temporary Professional Employee Districtwide Itinerant Autistic Support @ Level
Bachelors/Step 1 (Prorated), effective January 25, 2022, replacing Ashley Silva who transferred
 Krista Petty, Temporary Professional Employee Districtwide Certified School Nurse @ Level
Bachelors/Step 1 (Prorated), effective January 25, 2022, replacing Shanan Shortuse who resigned
Support
 Ronald Sharp, High School Custodian, effective January 25, 2022, replacing Bonnie Wike who retired
Extracurricular
 Dawn Butt, Intermediate School Yearbook Advisor, effective January 25, 2022
 Rodney Snyder, High School Dramatics Set Construction, effective January 25, 2022
Committee of the Whole: Personnel Minutes January 10, 2022

Page 1 of 2
Committee of the Whole: Personnel Minutes ______ January 10, 2022
V. Mentors for the 2021-2022 School Year

Hannah Carr Jale Aydin Full Mentor Prorated
Amy Potts Krista Petty Full Mentor Prorated
VI. Professional Contracts

Kristi Miller
DISCUSSION / INFORMATIONAL ITEMS
I. Vacancies
Professional
Districtwide Instructional Coach
High School Learning Support (2)
Highland Emotional Support
LTS Intermediate Grade 6 (2nd semester)
Support
Building Aide
Clay Health Room Nurse
Custodian
General Cafeteria (2)
Extra-Curricular
Committee of the Whole: Personnel Minutes January 10, 2022

Page 2 of 2
Committee of the Whole: Policy/Curriculum Minutes January 10, 2022
SECTION ADMINISTRATOR: Dr. Richard Hornberger
BOARD MEMBERS IN ATTENDANCE: Judy Beiler, Philip Eby, Richard Gehman, Trisha Good, Justin L.
Showalter, Tim Stauffer, Timothy W. Stayer, Chris Weber, and
David Wissler
DISTRICT STAFF IN ATTENDANCE: Stephanie Gingrich, Dr. Richard Hornberger, Sarah McBee, Dr.
Tim McCormick, Kristee Reichard, Dr. Brian Troop
GUESTS IN ATTENDANCE VIA ZOOM: Glen Beiler, Rebecca Branle, Courtney Dietrich, Matt Edmiston,
Thomas Ferrari, Nick and Amy Gaddini, Julie Garman, Toni
Hershey, Lori Neu, Jan Sensenig, J. Shuman, Jennifer Weitzel,
MEDIA IN ATTENDANCE: Sara Melissa Frost, Ephrata Review
ACTION ITEMS
Policy
I. Policies for Second Reading
I. Policy 707, Use of School Facilities
II. Policies for First Reading

 Policy 605.1, District-Initiated Tax Assessment Appeals
INFORMATION / DISCUSSION ITEMS
Curriculum
I. 2022-2023 Proposed New High School Courses
II. EHS Financial Literacy Day, February 25, 2022
III. Ag Advisory Board Update

Occupational Advisory Committees (OAC) are organized to provide specific advice for a single
occupational area, such as agriculture. The main purpose of an OAC is to strengthen the career and
technical education programs by making recommendations for program improvement, connecting our
program and students to local agricultural businesses, and providing technical assistance to assure the
most up-to-date curriculum content and appropriate applications of technology.
OAC Voting Members OAC Ex-Officio Members

Samuel Beamesderfer Jordan Martin Scott Galen, Ed.D.
Tom Bollinger Matt Meck Josh Haupt
Ryan Cochran Ben Miele Richard Hornberger, Ed.D.
Lauren Ferreri Brian Sauder Sarah Stauffer
Valerie Kapp Caleb Strausser
David Walters
In addition to the OAC, there is a Local Advisory Committee, which is a smaller group of community
members who meet before the OAC meetings. Their purpose is to strengthen the Agriculture program
in the District. They provide advice to improve the program; review curriculum to keep it current with
technological changes in the agricultural industry; plan, implement, and support activities to aid the
Committee of the Whole: Policy/Curriculum Minutes of January 10, 2022

Page 1 of 2
Committee of the Whole: Policy/Curriculum Minutes January 10, 2022
program; provide examples of real-world connections tied to the curriculum; and help promote and
advocate the program in the community.
Local Advisory Committee Members

Lauren Ferreri Ben Miele
Josh Haupt Sarah Stauffer
Jordan Martin Caleb Strausser
Committee of the Whole: Policy/Curriculum Minutes of January 10, 2022

Page 2 of 2
Committee of the Whole: Public Affairs & Planning January 10, 2022
SECTION ADMINISTRATOR: Dr. Brian Troop
BOARD MEMBERS IN ATTENDANCE: Judy Beiler, Philip Eby, Richard Gehman, Trisha Good, Justin L.
Showalter, Tim Stauffer, Timothy W. Stayer, Chris Weber, and
David Wissler
DISTRICT STAFF IN ATTENDANCE: Stephanie Gingrich, Dr. Richard Hornberger, Sarah McBee, Dr.
Tim McCormick, Kristee Reichard, Dr. Brian Troop
GUESTS IN ATTENDANCE VIA ZOOM: Glen Beiler, Rebecca Branle, Courtney Dietrich, Matt Edmiston,
Thomas Ferrari, Nick and Amy Gaddini, Julie Garman, Toni
Hershey, Lori Neu, Jan Sensenig, J. Shuman, Jennifer Weitzel,
MEDIA IN ATTENDANCE: Sara Melissa Frost, Ephrata Review
ACTION ITEMS
The following item will be put on January 24, 2022 voting agenda.
I. 2022-2023 District Calendar
INFORMATION / DISCUSSION ITEMS
I. Health and Safety Plan

There are no changes to the Health and Safety Plan.
II. High School & Beyond Longitudinal Study of 2022

This national longitudinal study is conducted by the National Center for Education Statistics
(NCES) within the U.S. Department of Education. The study aims to help educators, parents,
researchers, and policymakers better understand the factors that contribute to student success
and improve high school educational experiences.
III. US News & World Report Best Elementary Schools Badge

Ephrata Area schools ranked as follows in this report:
 Clay Elementary School #353 78.08/100

 Highland Elementary School #434 73.04/100
 Akron Elementary School #484 69.93/100
 Fulton Elementary School #567 64.76/100
 Ephrata Intermediate School Insufficient Data
 Ephrata Middle School #269 71.35/100
IV. Act 91 of 2021

Information was provided on the ways Act 91 aims to improve the substitute teacher shortage.
V. Quarterly SRO Report

A printed report was provided that highlighted the recent work and projects completed by the
School Resource Officer.
VI. 2022 Coding Contest

The annual event will begin during the week of March 14 with K-12 building-level contests and
culminate with the “Main Event” on April 7 from 6-7:30 PM in the EHS cafeteria.
Committee of the Whole: Public Affairs & Planning January 10, 2022
Page 1 of 1
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Phone: (800) 338-4204 | Fax: (877) 280-7642
Federal I.D. 39-1559474
www.renaissance.com
Ephrata Area School District - 26136 Reference ID: 576806

803 Oak Blvd
Ephrata, PA 17522-1960
Contact: Gregg Shulenberger - (717) 733-1513
Email: gregg_shulenberger@easdpa.org
Quote Summary
School Count: 2
Renaissance Products & Services Total $33,040.00
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Please check here if your organization requires a purchase order prior to invoicing: [ ]
Renaissance Learning, Inc. Ephrata Area School District - 26136

By:
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Date:
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If your billing address is different from the address at the top of this Quote, please add that billing address below.
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Page 1 of 3
Quote
Phone: (800) 338-4204 | Fax: (877) 280-7642
Federal I.D. 39-1559474
www.renaissance.com
All quotes and orders are subject to availability of merchandise. Professional development expires one year from purchase date. Alterations to this quote
will not be honored without Renaissance approval. Please note: Any pricing or discount indicated is subject to change with alterations to the quote. Tax
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Quote
Phone: (800) 338-4204 | Fax: (877) 280-7642
Federal I.D. 39-1559474
www.renaissance.com
Ephrata Area School District - 26136
Year 1 Year 2
Schools Provided Applications & Services by Renaissance 02/01/2022- 02/01/2023-
01/31/2023 01/31/2024
Ephrata Area School District $1,500.00 $1,500.00
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Solution - Years 1-2 Schools Student Capacity/Qty
Star Math Enterprise Real Time 2 1,300
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Page 3 of 3
EPHRATA AREA SCHOOL DISTRICT
SCHOOL CALENDAR 2022-2023
JULY 2022
JANUARY 2023
S M T W T F S
S M T W T F S
1 2 1 2 3 4 5 6 7
3 4 5 6 7 8 9
8 9 10 11 12 13 14
10 11 12 13 14 15 16
15 16 17 18 19 20 21
17 18 19 20 21 22 23
22 23 24 25 26 27 28
24 25 26 27 28 29 30
29 30 31 First Teacher Days: August 22, 2022
31 First Pupil Day K-12: August 29, 2022
AUGUST 2022 FEBRUARY 2023
First Semester Ends: January 13, 2023
S M T W T F S S M T W T F S
Second Semester Begins: January 17, 2023
1 2 3 4 5 6 1 2 3 4
Weather Make-Up Days:
7 8 9 10 11 12 13 5 6 7 8 9 10 11 First: April 5, 2023
14 15 16 17 18 19 20 12 13 14 15 16 17 18 Second: April 6, 2023
19 20 21 22 23 24 25 Third: May 26, 2023
21 22 23 24 25 26 27 Fourth: June 9, 2023
28 29 30 31 26 27 28
SEPTEMBER 2022 MARCH 2023
KEY
Full-Day Staff Development
1 2 3 1 2 3 4
First Pupil Day
4 5 6 7 8 9 10 5 6 7 8 9 10 11
11 12 13 14 15 16 17 12 13 14 15 16 17 18 Vacation Day / Holiday
18 19 20 21 22 23 24 19 20 21 22 23 24 25 Half-Day for Students / Professional Learning

25 26 27 28 29 30 26 27 28 29 30 31 Parent-Teacher Conferences/In-Service—
OCTOBER 2022
Teachers Only, No Students
APRIL 2023
S M T W T F S S M T W T F S Records Day—Teachers Only
1 1 Weather Make-up or Vacation Day
2 3 4 5 6 7 8 2 3 4 5 6 7 8 DO NOT SCHEDULE VACATION
9 10 11 12 13 14 15 9 10 11 12 13 14 15 Graduation and last day for Kindergarten
16 17 18 19 20 21 22 16 17 18 19 20 21 22
Last day of School (Grades 1-11) / Early Dismissal
23 24 25 26 27 28 29 23 24 25 26 27 28 29 NO Breakfast or Lunch Served
30 31 30
NOVEMBER 2022 MAY 2023
S M T W T F S S M T W T F S Pupil-Teacher Days by Month
1 2 3 4 5 1 2 3 4 5 6 Pupils Act 80
Month Teacher
7 8 9 10 11 12 13 in seats Eligible
6 7 8 9 10 11 12
13 14 15 16 17 18 19 14 15 16 17 18 19 20 August 3 3 7
20 21 22 23 24 25 26 21 22 23 24 25 26 27 September 19 1 20
27 28 29 30 28 29 30 31
October 19 1 20
DECEMBER 2022 JUNE 2023
November 16 2 18
1 2 3 1 2 3 December 17 0 17
4 5 6 7 8 9 10 4 5 6 7 8 9 10 January 20 0 21
11 12 13 14 15 16 17 11 12 13 14 15 16 17
18 19 20 21 22 23 24 February 18 1 19
18 19 20 21 22 23 24
25 26 27 28 29 30 31 25 26 27 28 29 30 March 23 0 23
April 16 0 16
2022-2023 calendar was Board approved on January 24,
2022. The calendar is subject to change throughout the May 21 0 21
school year by the Board of Education. 6
June 0 6
(K&12=5)
GRADUATION: June 7, 2023
178 188 (+2) =
Total 8
(K&12=177) 190
Note: January 16, 2023 is a contractual day, and two days
of staff development will be completed outside scheduled
workdays and to be used by the last teacher work day.
NEGOTIATIONS AGREEMENT
BETWEEN THE
EPHRATA AREA SCHOOL BOARD
AND THE
EPHRATA AREA EDUCATION ASSOCIATION
FOR THE PERIOD
JULY 1, 2022 THROUGH JUNE 30, 2026

TABLE OF CONTENTS
PAGE
PREAMBLE ..................................................................................................................... 1
ARTICLE 1. RECOGNITION ........................................................................................... 1
ARTICLE 2. DEFINITIONS ............................................................................................. 2
ARTICLE 3. DURATION OF AGREEMENT .................................................................... 3
ARTICLE 4. WAGES AND SALARY PROVISIONS ........................................................ 3
ARTICLE 5. EMPLOYEE BENEFITS ............................................................................ 10
ARTICLE 6. MILEAGE .................................................................................................. 11
ARTICLE 7. TUITION REIMBURSEMENT ................................................................... 11
ARTICLE 8. SABBATICAL LEAVE................................................................................ 13
ARTICLE 9. PERSONAL DAY LEAVE .......................................................................... 14
ARTICLE 10. MEDICAL DISABILITY LEAVE ............................................................... 15
ARTICLE 11. SICK LEAVE ........................................................................................... 17
ARTICLE 12. CHILD-REARING OR ADOPTIVE LEAVE .............................................. 17
ARTICLE 13. OTHER LEAVES OF ABSENCE ............................................................. 18
ARTICLE 14. PAYROLL DEDUCTIONS ..........................Error! Bookmark not defined.
ARTICLE 15. TAX SHELTERED ANNUITY PROGRAM............................................... 20
ARTICLE 16. RETIREMENT ......................................................................................... 21
ARTICLE 17. TIME AND FACILITIES FOR ASSOCIATION USE ................................. 22
ARTICLE 18. HEALTH AND SAFETY........................................................................... 23
ARTICLE 19. PLANNING TIME .................................................................................... 23
ARTICLE 20. JOB SECURITY AND JOB PROGRESSION .......................................... 23
ARTICLE 21. GOVERNMENT REGULATIONS AND SEPARATION ........................... 24
ARTICLE 22. NO LOCKOUT - NO STRIKE .................................................................. 24
ARTICLE 23. NON-DISCRIMINATION ......................................................................... 25
ARTICLE 24. GRIEVANCE PROCEDURE ................................................................... 25
ARTICLE 25. WAIVERS................................................................................................ 30
APPENDIX A - ANNUAL SALARY SCHEDULES ......................................................... 31
APPENDIX B - EXTRA-CURRICULAR ACTIVITIES SALARY SCHEDULE ................. 35
APPENDIX C - INSURANCES AND INCOME PROTECTION PLAN ........................... 42
PREAMBLE
The primary goal of both parties to this Agreement, the Ephrata Area School
Board and the Ephrata Area Education Association, is the improvement of
educational opportunities offered the youth of the Ephrata Area School District.
This constitutes a public trust equally binding upon the members of the
professional staff and the members of the School Board. In entering into this
Agreement, both parties affirm their intent to work together toward this common
goal.
To this end, mutual understanding, cooperation, and effective communication

between the School Board and its representatives and the professional employees
in the negotiating unit must exist. This Agreement represents a mutual
understanding as to terms of employment, working conditions, and relationships
which will encourage cooperative actions. It further establishes means of
communication between the employees and the School Board and its
representatives.
This Agreement defines numerous relationships between the board and the
bargaining unit consistent with the provisions of Act 195 and Act 88.
WITNESSETH: Whereas, the parties have reached certain understandings which
they desire to confirm in the Agreement; and whereas, it is the intent of the parties,
their agents, servants and representatives to treat each other fairly and
reasonably; therefore, in consideration of the following mutual covenants, it is
hereby agreed as follows.
ARTICLE 1. RECOGNITION
The Ephrata Area Education Association, hereinafter called the Association, is

hereby recognized by the Ephrata Area School District, hereinafter called the
Employer, as the bargaining agent for the unit certified by the Pennsylvania Labor
Relations Board in Case Nos. PERA-R-850-C and PERA-U-12-272-E, comprised
of all full-time and regular part-time professional employees including teachers,
teachers in the EHS@Washington program, guidance counselors, librarians,
public school nurses, school psychologists, long term substitute teachers and
speech language therapists; and excluding department supervisors, athletic
director, director of student activities, director of facilities use, coordinator of virtual
education, supervisor of technical services, coordinator of instructional technology,
management level employees, supervisors, first level supervisors, confidential
employees and guards as defined in the Act.
Both parties assert that this Agreement does state the terms and conditions to
which each party agrees to be bound and that this Agreement has been arrived at
on a voluntary basis without undue or unlawful coercion or force by either party.
This Agreement does not apply to new positions that may be added to the
bargaining unit and that have not historically been recognized as part of the
1
bargaining unit. The parties shall negotiate wages, terms and conditions of
employment, which shall apply to new positions.
ARTICLE 2. DEFINITIONS
2.1. Employee: The term "employee" as used in this Agreement shall mean
bargaining unit member.
2.1.1. Full-time employee: A "full-time employee" is a bargaining unit member

who is employed for a Basic Work Day and a Basic Work Year (as these
terms are defined below), and who is appointed by the School Board as
either a professional employee or temporary professional employee.
2.1.2. Regular part-time employee: A "regular part-time employee" is a

bargaining unit member who is regularly employed for less than a Basic
Work Day and/or less than a Basic Work Year (as these terms are
defined below). No substitutes are included in the definition of regular
part-time employee.
2.2. Substitutes
2.2.1. Long-term substitute: A "long-term substitute" is a bargaining unit

member who is appointed by the School Board under a letter of
employment for a period of anticipated employment for eighty (80)
consecutive school days or longer, to replace a teacher or teachers who
have been granted a leave(s) of absence. The School District in its sole
discretion shall have the authority to designate any leave coverage less
than eighty (80) days when deemed in the best interest of the district.
2.2.2. Yearly day-to-day substitute: A "yearly day-to-day substitute" is a

bargaining unit member appointed by the School Board under an
agreement to work every instructional day during the School Year.
2.2.3. Daily substitute: A "daily substitute" is not a bargaining unit member

and is hired by the Employer on an as-needed basis.
2.3. School year: "School year" is the period of July 1 through the following June 30.
2.4. School term: "School term" is the period beginning not before August 15 and
ending the following June, during which the schools are officially open.
2.5. School semester: "School semester" is approximately one-half of a school term

and is one of the following periods: 1) August 15 through January; or 2) January
through June.
2.6. Basic Work Year: The "Basic Work Year" ("BWY") shall be a total of one hundred
ninety (190) days. The BWY shall be set within a school calendar as determined
by the School Board.
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2.7. Basic Work Day:
2.7.1. The "Basic Work Day" ("BWD") shall be determined by the Employer, but
in no event shall the length of the normal day exceed seven (7) hours
and fifty (50) minutes including a thirty (30) minute lunch period as
required by state law. The starting and ending times of the BWD may be
altered by the administration to accommodate conditions unique to a
particular school.
2.7.2. Staff meetings beyond the Basic Work Day may be called by the building
principal or other district administrators as needed, provided that such
meetings are limited to one (1) per month during the term of the school
year, each with a maximum duration of one (1) hour. Meetings may
include, but are not limited to, staff development, staff meetings, training,
team meetings, scheduled IEP meetings, departmental meetings,
individual or departmental curriculum development or other professional
duties that the District Administration deems appropriate. Meetings may
not be called in the months of August and June.
ARTICLE 3. DURATION OF AGREEMENT
This Agreement shall be effective, upon ratification by the parties, for the period of
July 1, 2022, through June 30, 2026, or until such later date as the two parties
may hereinafter agree is to be the extended ending date. Any such extended date
shall be evidenced by an amendment to this Agreement, to which both parties
shall signify their approval by placing their signatures thereon.
Both parties agree to open discussions for a new contract prior to January 10,
2026.
ARTICLE 4. WAGES AND SALARY PROVISIONS
4.1. The salary schedules for the 2022-2023 through 2025-2026 school years are set
forth in Appendix A of this Agreement and apply only to full-time employees who
are employed for a Basic Work Year (BWY) and Basic Work Day (BWD). The
BWY is specified in section 2.6 of this Agreement.
4.1.1. If any full-time employee is employed for more than a Basic Work Year,
that employee's salary shall be adjusted by an addition of the employee's
per diem salary for each day worked beyond the Basic Work Year. The
Employer shall determine whether employees shall work more than the
Basic Work Year. The Employer shall notify employees on or before
May 1 if they will be required to work an extended contract for the next
school year. The notice shall specify the number of days.
4.1.2. If any full-time employee works less than the Basic Work Year without
being on an approved paid leave, the employee's salary shall be
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adjusted by a deduction of the employee's per diem salary for each day
less than the Basic Work Year worked.
4.2. The salary schedules shall be adjusted and applied to part-time employees and
long-term substitutes in accordance with the applicable formula below:
4.2.1. For employees who work a full BWD but less than a BWY, the salary
schedule shall be adjusted as follows:
# days worked per year x salary schedule

# days of BWY
4.2.2. For employees who work a full BWY but less than a BWD, the salary
schedule shall be adjusted as follows:
# hours worked per day x salary schedule

7.83 hours
4.2.3. For employees who work less than a BWD and less than a BWY, the
salary schedule shall be adjusted as follows:
# days worked per year x # hours worked per day x salary schedule
# days of BWY 7.83 hours
4.3. The Employer has the right to determine the initial placement of an employee on
the salary schedule.
4.4. These salary schedules will supersede all prior salary schedules or guides of the
Ephrata Area School District but will not be construed to deal negatively with past
contractual arrangements entered into between present employees and the
Ephrata Area School Board.
4.5. An employee who works less than a Basic Work Day (BWD) and/or less than a
Basic Work Year (BWY) shall be given credit for a full year at the beginning of the
next school year following the completion of the equivalent to fifty-six point six
percent (56.6%) of the hours of a BWY.
4.6. Salary Credit for Courses
4.6.1 For courses completed and for which the employee was credited for
salary schedule placement prior to July 1, 2022, the term credit shall be
interpreted as graduate credit except as otherwise approved by the
Superintendent, except as follows:
4.6.1.1 A maximum of nine (9) undergraduate or IU In-Service Council

approved in-service credits may be applied toward credit on the
salary schedule in the following columns: B.S. +15 and B.S.
+30.
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4.6.1.2 All credits applied for salary purposes in the following columns
must be approved graduate credits that qualify for a graduate
degree at the university: Masters +15, Masters +30, Masters
+45, Masters +60, and Doctorate.
4.6.1.3 Master's Equivalent is awarded by the state. It is not a degree.

To be placed in columns Masters +15, Masters +30, Masters
+45, Masters +60, or Doctorate, an earned Master's Degree is
required. To qualify for placement in columns M +15, M +30, M
+45, M +60, or Doctorate, all credits must be graduate credits
earned after the date the Masters Degree was earned.
4.6.1.4 All credits applied for salary purposes must be earned from an
accredited college or university, must be a graduate level
course, and requires regular direct communication between the
individual course instructor and the employee. The employee
must have prior approval by the Superintendent or designee.
4.6.2 For courses completed and for which the employee is credited on or after
July 1, 2018, the term credit shall be interpreted as graduate credit and
must meet all of the following criteria:
4.6.2.1 All credits applied for salary purposes must be approved

graduate credits.
4.6.2.2 Master's Equivalent is awarded by the state. It is not a degree.

To be placed in columns Masters +15, Masters +30, Masters
+45, Masters +60, or Doctorate, an earned Masters Degree is
required.
4.6.2.3 All courses must be in the field or in pursuit of a degree in a

field in which the employee is working or is expected to work in
the District or must be deemed by the Superintendent to be
substantially beneficial to the employee’s assignment or
position.
4.6.2.4 The course must be taught by a fully accredited college or

university and must be accepted by that college or university for
credit toward fulfilling a Masters or Doctorate Degree.
4.6.3 The employee must have prior MyLearningPlan approval by the Assistant
Superintendent in order to receive credit for advancement on the salary
schedule.
4.6.4 Educational Specialist I or Educational Specialist II Certification (necessary

for those not providing direct instruction, e.g. guidance counselors, home
and school visitors, instructional technology specialists, school nurses,
school psychologists, etc.) in addition to any other employees in the
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bargaining unit employed in a non-instructional or specialized field shall be
subject to all the terms and conditions as set forth in Article 4.6 above;
provided, however, that any such employee under this section who already
possesses a Master’s Degree in his/her specialty shall not be limited to
taking courses that are part of a Master’s Degree program in order to
qualify for advanced salary credit above the Master’s Degree column on the
applicable salary schedule. These courses will require advanced approval
by the Superintendent.
4.7. Pay periods shall be bi-weekly with salary being calculated over 26 or 27 pay
periods. Employees may select one of the following options:
1. Paid biweekly for 26 or 27 pays throughout the year; or
2. Paid biweekly for 22 or 23 pays with a balance of contract included as a

lump sum payment on the last pay of June.
The Employer shall provide a form on which the employee shall select the pay
option. This selection shall remain in effect until the employee submits a new
option or this benefit changes. All changes must be submitted to the Business
Office no later than July 1 preceding the year in which the new pay option is to
take effect.
4.8. The Employer agrees to pay the following hourly rate to employees who are
approved to perform homebound instruction, curriculum writing projects, professional
development activities, and summer school teaching assignments all beyond the
Basic Work Day and/or Basic Work Year. The hourly rate will be as follows.
Year Rate per hour

2022-2023 37.99
2023-2024 39.66
2024-2025 41.00
2025-2026 42.35
The curriculum rate is calculated each year based on the hourly per diem rate of
B, Step 1 as follows: [(Base Salary at Step 1, B column) / (Number of Contract
Days per year)] / (Length of a Contract Day, including lunch).
Mileage will be paid from the employee's base school to the student's location and
back for homebound instruction.
Payment shall be made as close as possible to the completion of the project or

assignment.
4.9. The Employer agrees to pay a yearly sum that is listed below to each employee
who is appointed as a mentor by the School Board under the Ephrata Area School
District Induction Plan. This sum shall cover additional work required during the
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Basic Work Year and up to two (2) days beyond the Basic Work Year. Section
4.1.1 shall not apply to these first two (2) days.
2022 – 2026 - $910
The Employer agrees to pay a yearly sum that is listed below to each employee
who is appointed as an orientation mentor by the School Board under the Ephrata
Area School District Induction Plan.
2022 – 2026 - $365
Mentors shall receive fifty (50) percent of the above rates for the initial nine (9)
weeks of mentor duties. Mentors who perform mentor duties for more than nine (9)
weeks, but less than a full year, shall receive pay on a pro-rated basis for all days
after the ninth week.
4.10. The Employer agrees to negotiate with the Association compensations for other
extra contracted and/or support services, which it requires employees to perform.
4.11. The Employer agrees to pay the following yearly sum to each employee who is
appointed as an elementary subject area chairperson:
2022 – 2026 - $1,470
appointed as a grade-level leader:
2022 – 2026 - $500
appointed as a technology leader:
2022 – 2026 - $500
4.14. To accommodate professional staff development in the Ephrata Area School

District, the Employer requires employees to complete two (2) flexible staff
development days per school year and to be used by the last teacher work day.
Flexible days are to be scheduled at the discretion of the teacher at any time not
included in any District BWD with preapproval by the Administration. This includes
evenings, weekends, holidays, and summer vacation.
4.14.1. The Employer may, but shall not be required to, schedule and provide
optional staff development workshops, programs, and curriculum
development activities. Employees may fulfill part or all of the
requirements for these flexible staff development days by attending such
School District programs.
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4.14.2. Employees may fulfill part or all of the requirements for these flexible
staff development days by attending education workshops, programs, or
learning activities for professional school employees at times or days
outside of the school calendar, provided such are approved in advance
by the Superintendent or his designee. Such outside activities may be
taken in minimum increments of one-half (1/2) day.
4.14.3. A full day of outside district provided staff development is obtained by a

minimum of six (6) hours of teacher training or instruction excluding
breaks and lunches. A half-day of outside district provided staff
development is obtained by approximately three (3) hours of teacher
training or instruction excluding breaks and lunches. (Range: 2 1/2 up to
6 hours.)
4.14.4. If an employee fails to attend School District or outside professional staff

development programs equal to a total of two (2) days for that school
year by the last teacher work day, his or her salary shall be adjusted by
deducting 1/190th for each day not attended (or one-half of that amount
for each one-half day not attended).
4.14.5. Activities including, but not limited to, the following will be approved:
1. Activities provided by the District and approved for use as a flex day.
2. Conferences and workshops in the teacher’s subject area or of

general interest to professional educators (e.g. discipline, classroom
management, education of subgroups of students, technology
related, etc.) based upon available building funds or teacher’s
willingness to pay his/her own expenses.
3. Collaborative curriculum writing/revision including, but not limited to,

curriculum mapping, unit development/revision, or evaluation
instruments.
4. Visitation to other districts to examine curricula/programs, observe

teaching strategies/techniques, or attend programs pertaining to the
teacher’s subject area or of general interest to professional
educators and are related to a District or building initiative.
These activities may also be applied to the teacher’s Act 48 hours

(subject to PDE Act 48 criteria) but may not be part of the coursework for
a class for which tuition is being reimbursed.
4.14.6. Employees shall be required to attend all in-service programs and/or

activities on non-instructional days that are not designated as flexible
staff development days, which shall include one (1) records day per
school year, which the Employer shall schedule on or about the date on
which the first semester ends.
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4.14.7. Records day is for employees to focus on student educational planning,
including reviewing student files and records, analysis of grades and test
results, preparation for upcoming units of study, curriculum preparation,
progress monitoring of lEPs and IST plans, development of
individualized classroom instruction, planning for students’
developmental programs, and developing classroom management plans.
This does not include Employer scheduled parent meetings.
4.14.8. Teachers will prepare and submit to the building principal one (1)
summary report of activities completed for each separate/District activity.
4.15. New staff will participate in three (3) District-directed staff development days
intended to be at the beginning of the school year but shall be at discretion of
Employer.
4.15.1. During the school year for new and non-tenured staff, the Employer may
schedule an additional four (4) sessions, each up to two and one quarter
(2 1/4) hours.
4.16. The Employer will pay for the instruction of staff development programs and
courses when such work is not part of the employee's regular job duties and
occurs outside of the BWD and BWY. The Superintendent or his/her designee
must approve professional staff interested in teaching staff development programs
and courses to be taught. All approvals, including the number of teaching and
reimbursement hours, must be approved prior to registration and/or teaching of the
course. If all approvals are not received in writing in advance, there shall be no
payment. The hourly rate will be in accordance with Section 4.8 of this
Agreement.
4.16.1. For programs and courses taught outside the BWD/BWY, the Employer
will pay for every hour of direct instruction and two hours of preparation
per hour of teaching courses taught for the first time by the instructor. For
courses taught a second time or more times, the Employer will pay for
every hour of direct instruction and one hour of preparation per hour of
teaching.
4.16.2. For programs and courses taught within the BWD/BWY, the Employer
will pay for one hour of preparation per hour of teaching.
4.17. The Employer agrees to pay each special education teacher and each elementary
gifted teacher his/her own per diem rate for three (3) additional days annually for
extra duties required by such positions. This amount shall be in lieu of any
additional amounts previously paid for such position or required by statute.
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4.18. Yearly day-to-day substitutes will be paid a per diem rate equal to seventy (70)
percent of the per diem rate for a professional employee at B, Step 1. (The per
diem rate for B, Step 1 shall equal the annual rate divided by the total number of
days in a BWY.) Yearly day-to-day substitutes shall not receive benefits. For
yearly day-to-day substitutes who work less than a full day, the above per diem
rate shall be pro-rated accordingly.
ARTICLE 5. EMPLOYEE BENEFITS
5.1. The parties agree that other employee benefits to be provided under the
Agreement are accurately reflected in Appendix C attached to and made a part of
this Agreement; however, no matter respecting the provisions of any employee
group insurance plan and/or any employee's dependents’ insurance plan or the
application or interpretation of same, including the settlement or payment of
claims, shall be subject to the grievance procedure included in this Agreement.
The exclusive process by which employees can appeal claims and UCR (Usual,
Customary, and Reasonable) determinations is provided through the Lincoln
Benefit Trust. The specific process shall be outlined in the benefit plan booklets
provided by the Employer.
5.2. The Employer agrees that the Association shall be represented by two (2)
bargaining unit members on the Employer’s Health Care Committee. Currently the
District is represented by three (3) Trustees on the Lincoln Benefit Trust; the
Employer agrees that the Association shall be represented by one (1) bargaining
unit member as one of these three (3) Trustees.
5.3. The Employer agrees to provide plan booklets that define all benefits and claim
procedures for medical, dental and life insurance. Furthermore, all benefit change
or changes in conditions shall be reflected in writing and distributed to all
employees within thirty (30) days of the effective date of change.
5.4. If the District could be required to pay any excise taxes or other such additional
penalties under federal health insurance statutes and regulations based on the
insurance benefits provided by the District (referred to as “excise taxes”), then the
parties shall immediately negotiate in good faith changes to the health insurance
plan or other related benefits to prevent the imposition of such excise taxes or
penalties. The premium rates determined by the health plan administrator shall be
used in calculating the cost of the health insurance benefits under the federal
statute and regulations.
If plan changes are required to avoid the imposition of any such excise taxes, then
the parties shall also negotiate how to apply any net savings in premium rates as a
result of such plan changes, with the intent that such savings shall be applied for
the benefit of the employees through enhanced benefits in other health insurances
that will not affect the excise taxes calculation (for example, dental or vision
insurances), or through reduced employee premium contributions.
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ARTICLE 6. MILEAGE
Employees who are required by the Employer to use their personal automobile
shall be reimbursed at the IRS rate that is in effect on the date that the employee
is required to use his or her vehicle.
ARTICLE 7. TUITION REIMBURSEMENT
The Employer agrees to reimburse full-time employees and regular part-time

employees who are employed at least eight hundred and sixty (860) hours per
school term for graduate or undergraduate level study, which has been approved
by the Superintendent subject to the following terms and conditions.
7.1. As of September 1, for courses started after that date, a maximum payment
equivalent to the highest per graduate credit charge of Millersville, Penn State, and
Temple University will be paid up to a maximum of twelve (12) credits per year up
to and including the completion of a Master’s Degree, once a Master’s Degree has
been earned reimbursement will be paid up to a maximum of nine (9) credits per
year. Employees completing a sabbatical will be reimbursed for the 12 required
credits.
The reimbursement is for the cost of tuition or the equivalent of the cost of tuition
for approved I.U. 13 courses and such other courses for which reimbursement
may be made pursuant to 7.2.2. The costs of registration, deferred payment,
books, transportation, meals, laboratory, and other fees will not be refunded.
7.2. Tuition or equivalent cost reimbursement will be made four (4) times a year on a
schedule to be determined by the Superintendent to professional employees who:
7.2.1. Obtain course approval(s) from the Superintendent prior to enrollment in

a course taken at an accredited college, university, or extension thereof,
leading to a degree (graduate or undergraduate) that directly relates to
the present and/or future teaching responsibilities;
7.2.2. Complete courses that will, in the opinion of the Superintendent, improve
the employee's skill or knowledge relating to present teaching
responsibilities, including courses approved for certification purposes
(including a maximum of nine in-service credits), pursuant to regulations
and approved by the I.U. 13 In-Service Council and the Department of
Education for certification by the Commonwealth of Pennsylvania;
7.2.3. Professional staff members who are completing coursework after earning
a Masters Degree may use one (1) course from an Approved Third Party
provider for up to three (3) credits of their nine (9) eligible for
reimbursement.
A list of Approved Party Providers will be developed in good faith by

District and Association leadership on an annual basis and maintained
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by the Human Resources Department.
List as of the start of this contract is as follows:
1. Professional Learning Services (PLS)
2. Regional Training Center (RTC)
7.2.4. Present evidence acceptable to the Superintendent of satisfactory

completion of the course (if graded, "B" or better is required) and of
payment;
7.2.5. Are not participating, nor eligible for participation, in fellowship or

scholarship programs, grant-in-aid plans, G.I. Bill benefit provisions, or
any other type or form of subsidy plans, so that there shall be no
duplication of payment or reimbursement for the same course(s);
7.2.6. Failure to return to employment for one full calendar year following
course completion shall result in full tuition reimbursement forfeiture.
Failure to return to employment for two full calendar years following
course completion shall result in fifty percent (50%) tuition
reimbursement forfeiture. If a professional employee receives payment
for credits and fails to complete one full school semester following course
completion, the amount of payment shall be withheld from the
employee’s final paycheck. The provisions of this subparagraph shall
not apply to a professional employee who fails to return to employment
because of his/her death, disability, retirement, furlough, or other
reason(s) approved by the Superintendent.
7.3. Approval of a course of study and tuition reimbursement does not constitute or
imply a guarantee of advancement in salary or classification.
7.4. All class work and study, except research work or projects involving pupils or staff
within the District for which prior written approval has been requested from and
granted by the employee's building principal and the Superintendent, must be
done outside of the employee's regular work hours. Such education must not
interfere with the proper performance of the employee's assigned duties and
responsibilities.
7.5. Long-term substitutes must be employed as such in the semester of approval and
the semester of reimbursement to be eligible for this reimbursement.
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ARTICLE 8. SABBATICAL LEAVE
8.1. The sabbatical leave program will be the program mandated by the Pennsylvania
School Code, Sections 1166 -1171, for full-time employees.
8.2. Employees who qualify for a sabbatical leave under Paragraph 8.1 may apply for a
sabbatical leave for study for one semester at one-hundred (100) percent of their
base salary in lieu of two semesters at fifty (50 ) percent of their base salary.
8.2.1. The number of leaves permitted under Paragraph 8.2. shall be as

follows:
2022-2026 - 1 per school year
8.2.2. To qualify for this leave, employees must enroll and complete twelve (12)
credits of course work in approved graduate study and are exempt from
the credit limit described in article 7.1 above.
8.3. The number of leaves shall be granted in accordance with provisions of Sections
1166 -1170 of the Public School Code as amended except as otherwise limited by
Paragraph 8.2.
8.3.1. In the event that more than five (5) percent in any building or an
aggregate in excess of ten (10) percent of eligible professionals apply for
a sabbatical leave, the Superintendent may use these percentages as
limitations.
8.3.2. The Superintendent's discretion is limited to one right of refusal for any
individual, unless there are repeated requests in excess of the five (5)
percent per building and ten (10) percent eligibility requirements.
8.4. Employees on sabbatical leave shall receive hospitalization and health insurance,
life insurance, accidental death and dismemberment insurance, and dental
insurance; however, they shall not receive any other benefits, nor shall they
accrue any benefits (other than what is mandated by the Pennsylvania School
Code); provided, however, that employees on approved sabbatical leaves for
study will be eligible for tuition reimbursement under Article 7 of this Agreement.
8.5. The deadline for employees to apply for this leave is January 30 prior to the year
of the requested leave; the Employer agrees to reply to Sabbatical Leave requests
by March 31.
8.6. An employee shall return to work for an entire school year (or the equivalent
thereof) upon the completing of a sabbatical leave, unless the Board excuses the
requirement to return to work because the Employee is prevented by illness or
physical disability from doing so.
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ARTICLE 9. PERSONAL DAY LEAVE
9.1. The Employer agrees to provide three (3) Personal Leave Days per school year
with pay cumulative to a maximum of five (5) for each full-time employee and part-
time employee. For employees who work less than a Basic Work Day, the length
of a Personal Leave Day shall be equal to the length of the contracted day. Long-
term substitutes who work less than a Basic Work Year shall receive one (1)
Personal Day per semester worked.
9.1.1. Employees will be paid at the per-diem day-to-day substitute rate for any
and all unused Personal Days in excess of two (2) days remaining in
their account at the close of a school term in June before the employees
become eligible for another allotment of three (3) personal leave days
each August.
9.2. The Personal Leave Day may never be used in advance of the school year in
which said Personal Leave Day is earned.
9.3. Personal Leave Days may not be used during the first five (5) student days and
the last five (5) student days of school, on Staff Development full or half days or on
Parent-Teacher Conferences.
9.4. At least seventy-two (72) hours’ notice must be given for Personal Leave Days
before or after any school vacation or if more than one Personal Day is to be taken
at one time. For all other Personal Day requests, the employee must notify the
building principal at least twenty-four (24) hours in advance. The only exception to
this is in the event of an emergency for one of the reasons listed in subsections
9.4.1 through 9.4.8 below which prevents the above required notice or requires
use during the first five (5) or last five (5) student days. The principal will then grant
the use of a Personal Day (whole or half-day) for an emergency reason, but the
total number of persons approved for Personal Days under this situation may not
be more than one (1) more than the maximum number approved for regular
Personal Days for the given building.
9.4.1. Need to transact legal business.
9.4.2. Settlement on property.
9.4.3. Illness or accident of member of immediate family (spouse, child, parent,

sibling); illness or accident of a person residing in the same household.
9.4.4. Illness of employee when all sick leave has been used and prior to
application of Income Protection Plan.
9.4.5. Entering, return to, or arrival home from military service by son, daughter,
husband or wife.
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9.4.6. Accident or breakdown of employee's automobile or other means of
transportation to school.
9.4.7. Home emergency within the personal residence of the professional

employee, verified in writing, resulting in the disruption of services
involving heat, electricity, sewer, water or involving damage caused by
fire, flood, tornado, hurricane, earthquake or other acts of God.
9.4.8. One day per year to accompany son or daughter to or from school
outside of Lancaster County when it cannot be scheduled on nonworking
days.
9.5. On any given day, the number of persons granted a regular Personal Leave Day
may not exceed more than one (1) in buildings with 1 to 10 teachers, more than
two (2) in buildings with 11 to 20 teachers, more than three (3) in buildings with 21
to 30 teachers, or more than four (4) in buildings with 31 or more teachers.
Personal Days of an emergency nature may be granted as listed in Paragraph 9.4
above.
Example:
Regular Emergency
Buildings with Personal Day Personal Day
1 - 10 Teachers one + 1
11 - 20 Teachers two + 1
21 - 30 Teachers three + 1
31 or more Teachers four + 1
9.6. For employees who work a Basic Work Day, a Personal Leave Day shall be
considered one full day, not two half days.
9.7. There shall be no accumulation past a break in service.
ARTICLE 10. MEDICAL DISABILITY LEAVE
10.1. Leaves of absence for medical disability may be requested by full-time employees
and regular part-time employees who work at least eight hundred and sixty (860)
hours per school term. Pregnancy and childbearing related medical disabilities
shall be treated the same as any other medical disability.
10.2. An employee granted medical leave must use accumulated sick leave and
Personal Leave. Otherwise, medical leave shall be unpaid.
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10.3. The employee must present written certification from a physician that the
employee is disabled from work, which certification must indicate the nature of the
disability, the date it began (or the expected date it will begin), and the expected
date it will end.
An employee on medical leave must also submit a written certification from a

physician at the end of the disability period stating that he/she is no longer
disabled and is able to return to work.
The Employer may reasonably require the employee to submit physicians'

statements during the period of disability.
10.4. An employee on medical disability leave for thirty (30) or less school days shall
continue to accrue and be entitled to use all benefits.
10.5. An employee on medical disability leave for more than thirty (30) days shall
continue to receive hospitalization insurance, dental insurance, life insurance,
accidental death and dismemberment insurance, and income protection insurance,
until the exhaustion of paid sick leave and paid personal leave; provided, however,
that employees on approved FMLA (Family and Medical Leave Act) leave shall be
covered by the District FMLA Policy.
10.6. An employee shall receive credit for step movement on the salary schedules for all
days paid as sick leave or personal leave.
An employee on leave who is receiving workers' compensation payments shall

receive credit for step movement on the salary schedule up to a maximum of 717
hours.
An employee on leave who is receiving income protection payments shall not

receive credit for step movement on the salary schedule for the time covered by
income protection payments.
10.7. Medical disability leaves shall terminate two (2) years after commencement of the
leave or at the expiration of income protection payments (for those eligible for
income protection), whichever is later.
10.8. No other benefits shall accrue or be granted during medical disability leaves, other
than those set forth above.
No benefit shall accrue or be granted during unpaid medical leave except that the
employee may continue participation in the group hospitalization, dental, and life
insurance plans by submitting to the District Business Office the full cost (100% of
premiums) of such plans during the time of leave; provided, however, that
employees on approved FMLA leave shall be covered by the District FMLA policy.
10.9. By mutual agreement, the Employer and the Association may agree to extend an
employee's unpaid leave to the end of a semester.
16
ARTICLE 11. SICK LEAVE
The Employer accepts the sick leave program as mandated in the Pennsylvania
School Code of 1949, Section 1154, as the sick leave policy for full-time
employees covered by this Agreement.
Part-time employees and long-term substitutes shall earn one day of paid sick
leave for each eighteen (18) day period actually worked, up to a maximum of ten
(10) sick days per school year. Sick leave may be accumulated from year to year
during uninterrupted service with the Employer; however, there shall be no
accumulation or carry over of unused sick leave after a break in service; nor may a
part-time employee or long-term substitute transfer unused sick leave from prior
employment.
ARTICLE 12. CHILD-REARING OR ADOPTIVE LEAVE
12.1. Leaves of absence may be requested by full-time employees and part-time

employees who work at least eight hundred and sixty (860) hours per school year
for child rearing or adoption.
12.2. Child-Rearing Leave
Unpaid child-rearing leave shall be granted subject to the following conditions:
12.2.1. Each employee desiring child rearing leave shall submit a request at
least sixty (60) days prior to expected delivery by completion of forms,
which can be obtained from the Office of the Superintendent;
12.2.2. When submitting the form for the Employer's approval, the employee
shall include a statement from the employee's physician concerning the
expected date of the child's birth;
12.2.3. The duration of such leave, at the employee's election made at the time
of application for leave, shall be permitted as follows:
Commencing on the date reasonably requested by said employee and

shall terminate on the second July 1 following the birth of the child
unless sooner terminated upon written application by the employee, and
upon consultation with the Superintendent with approval by the School
Board; written application must be submitted at least sixty (60) days
prior to return of said employee;
12.2.4. No benefits shall accrue or be granted during the period the employee is
on child rearing leave except that the employee may continue
participation in the group hospitalization, dental, and life insurance plans
by submitting to the District Business Office the full cost (100% of
premiums) of such plans during the time of leave; provided, however,
17
that employees on approved FMLA leave shall be covered by the District
FMLA policy.
12.2.5. The child-rearing leave shall be available, subject to the conditions listed
above, to both female and male employees in accordance with state and
federal law.
12.3. Adoptive Leave
Unpaid adoptive leave shall be granted subject to the following conditions:
12.3.1. An employee adopting a child four (4) years of age or younger at the
date of adoption and requesting an unpaid adoptive leave shall notify the
Superintendent in writing of the intent to adopt at the time formal
application for adoption is made;
12.3.2. Such leave shall be granted, to commence no later than the time the
employee receives custody of the child, or prior to such custody if
necessary to fulfill the requirements of the adoption;
12.3.3. Adoptive leave shall terminate on the second July 1 following adoption
unless sooner terminated upon written application by the employee, and
upon consultation with the Superintendent with the approval of the
School Board; written application must be submitted at least sixty (60)
days prior to the return of said employee;
12.3.4. No benefits shall accrue or be granted during the period the employee is
on adoptive leave, except that the employee may continue participation
in the group hospitalization, dental, and life insurance plans by
submitting to the District Business Office the full cost (100% of
premiums) of such plans during the time of leave; provided, however,
that employees on approved FMLA leave shall be covered by the District
FMLA policy.
12.4. All leaves must be approved in advance by the Superintendent and the School
Board.
ARTICLE 13. OTHER LEAVES OF ABSENCE
13.1. Family Medical Leave
13.1.1. The employer agrees to provide Family Medical Leave as mandated in

the Family Medical Leave Act of 1993 and the supporting School Board
policy, No. 335, dated October 21, 2019.
18
13.1.2. The above provisions are in accordance with the current Family and
Medical Leave Act and its amendments. Any changes to the existing law
will change this leave and policy, if required by law.
13.2. Workers' Compensation Leave
13.2.1. Employees, at their option, may supplement workers' compensation

payments utilizing accumulated sick leave at the rate of 1/2 sick day for
each day of workers' compensation pay that is supplemented.
13.2.2. If an employee is paid sick leave and it is determined that the employee
is eligible for workers' compensation benefits, the employee must
reimburse the Employer for sick leave paid in excess of that allowed in
Paragraph 13.2.1.
13.3. Religious Leaves
Employees who wish to be released from their duties on recognized religious

holidays may petition the Superintendent for approved release time. Such release
time shall be granted by the Superintendent and must have the prior approval of
the Superintendent. Such release time shall not count against the employee’s
accrued personal leave time. The petition for release must include uncompensated
services or duties that the member and his/her building Principal agree to have the
member perform in lieu of duties on the date of the release.
13.4. No other leaves shall be granted except those mandated by the Pennsylvania
School Code of 1949 (such as sick leave, bereavement leave, sabbatical leave) or
those mentioned previously in this Agreement, unless approved in advance by the
Superintendent and the School Board.
ARTICLE 14. FAIR SHARE PROVISIONS
Fair share shall be implemented for each school year in which the percentage of
members of the bargaining unit who are voluntarily paying (either directly or by
dues deductions) the Association’s dues is at a minimum the percentage shown in
the schedule below. The number of members of the bargaining unit used to
determine the required minimum percentage shall be established annually each
October 1. The District shall deduct from each non-member in the bargaining unit
represented by the Association an amount annually certified by the Association as
the fair share fee, as provided for by Act 84 of 1988. The Board and the
Association agree to extend to all non-members the opportunity to join the
Association.
2022 – 2026 Eighty-eight percent (88%)
Non-members with bona fide religious objections to a fair share fee may direct the
Association to contribute their agency fee to a non-religious charity. The
Association’s escrow agent shall provide verification of said payment to any
19
affected non-member once the total agency fee obligation has been fully satisfied
via payroll deduction.
The District and the Association agree to comply with all the provisions of the said
law.
The fair share fee shall not be greater than the amount of dues uniformly required
of members of the bargaining unit.
Deductions shall be made (a) on the same date as deductions for those members
of the bargaining unit who have authorized, in writing, dues deductions, under
Paragraph 14.5 of the current negotiated agreement, during the time such
deductions are required to be made, and (b) be in the proportionate amount that
the fair share fee bears to the amount deducted from those persons who have
authorized deductions.
If any legal action is brought against the District as a result of any actions it is
requested to perform by the Association pursuant to this Article, the Association
agrees to provide for the defense of the District at the Association’s expense and
through counsel selected by the Association.
The District agrees to give the Association immediate notice of any such legal
action brought against it and agrees to cooperate fully with the Association in the
defense of the case. If the District does not fully cooperate with the Association,
any obligation of the Association to provide a defense under this Article shall
cease.
The Association agrees, in any action so defended, to indemnify and hold the
District harmless for any monetary damages the District might be liable, as a
consequence of its compliance with this Article; except that it is expressly
understood that this save harmless provision will not apply to any legal action that
may arise as a result of any willful misconduct or the failure by the District to
properly perform its obligation under this Article.
ARTICLE 15. TAX SHELTERED ANNUITY PROGRAM
The Employer agrees to make available the possibility for payroll reduction as
provided under Section 403(b) and Section 501(c) of the Internal Revenue Code of
1954 as amended. The Employer assumes only the responsibility of making the
payroll reduction but only after the company has properly qualified under School
District policy and the employee has provided the District Payroll Secretary with an
original properly signed request for payroll reduction form. The E.A.E.A. and the
employee requesting the payroll reduction shall indemnify and save the Ephrata
Area School District, the School Board, their agents, successors, and assigns
harmless against any and all claims, demands, suits, judgments, attachments, and
any other form of liability that shall arise out of or by reason of action taken by the
foregoing for the purpose of complying with this provision for payroll reductions.
20
No new tax-sheltered annuity companies will be considered unless there is a
minimum of six (6) employees requesting a tax sheltered annuity deduction from
that company. All programs must comply with the District hold harmless
requirements.
ARTICLE 16. RETIREMENT
16.1. A special retirement payment will be provided for full-time employees who meet all
of the following prerequisites and conditions:
16.1.1. A special retirement payment will be provided for any full-time employee
who has completed a minimum of fifteen (15) years of professional
educational service in the field of public education, with ten (10) years of
that service being rendered as a professional employee of the Ephrata
Area School District and who notifies the Superintendent in writing of
his/her intent to retire on or before February 1 of the year in which he/she
intends to retire, or at least one hundred-fifty (150) calendar days, before
the effective date of his/her retirement.
16.1.2. The special retirement payment is calculated using the rate listed below
times the number of years of actual teaching service credited with
PSERS in the field of public education.
Rate Schedule:
2022 – 2026 - $180 per year teaching PSERS service
16.1.3. In addition to the special retirement payment amount set forth above, full-
time employees who have completed a minimum of twenty (20) years of
professional educational service in the Ephrata Area School District and
who meet all other requirements established above shall be
compensated using the rate schedule listed below per year of Ephrata
Area School District teaching service.
Rate Schedule:
2022 – 2026 - $100 per year teaching service in the Ephrata Area School
District
16.2. The foregoing special payment shall be paid in a single payment to an employee
403(b) or similar retirement account in June of the year in which the professional
employee retires. Disabled employees will be paid following retirement.
16.3. To qualify for any of the above special payments, the retiring employee must be
planning to use the benefits provided by the Public School Employees Retirement
System immediately upon retirement.
16.4. Any payments received under Paragraph 16.1 shall not be considered as part of
the employee's annual salary in the year of retirement for purposes of computing
retirement benefits.
21
16.5. A voluntary retirement shall be defined as one that is initiated by the professional
employee, as opposed to one which is reasonably required by the Employer for
reasons other than mental or physical illness.
16.6. Full-time employees who retire and have met the notification prerequisites of
Paragraph 16.1 shall be paid for unused sick days according to the following
conditions:
Any full-time employee who has completed a minimum of fifteen (15) years of
professional service in the Ephrata Area School District shall be paid according to
the following rate schedule for a maximum of two hundred-fifty (250) days of
accumulated sick leave as of the end of his/her last school semester worked.
Rate schedule:
2022 – 2026 - $55 per day
ARTICLE 17. TIME AND FACILITIES FOR ASSOCIATION USE
17.1. The Employer agrees to permit the utilization of time and facilities by the E.A.E.A.
membership as follows:
The Association may use a maximum of eight (8) school days (no more than four
(4) of which may be taken at any one time) per school year for employees to
attend meetings or workshops (including the Pennsylvania State Education
Association and the National Education Association conventions) subject to the
following provisions:
17.1.1. Approval of each school day must be obtained from the Superintendent
at least five (5) school days prior to the desired use of such school
day(s);
17.1.2. The Association will reimburse the School District the amount of the
current per diem substitute salary per day for each employee
participating in the meeting or workshop set forth in Paragraph 17.1;
17.1.3. Employees will not lose the regular reimbursement for the school day(s)
used;
17.1.4. Such time shall not be granted to or utilized by employees for

participation or appearance, whether voluntary or mandatory, in any legal
proceeding, the grievance process, or any matter related thereto arising
out of or in any way connected with their employment with the Employer.
17.2. In each school, space on a bulletin board used by the faculty and not in general
view of pupils or the public may be utilized for E.A.E.A. notices. This must be
arranged with and approved by the building principal.
17.3. The Association may utilize the teachers' mailboxes to distribute communications
22
but may not ask the assistance of pupils or clerical or administrative personnel
either for delivery of mail or for stuffing of mailboxes. All postage for Association
mail shall be provided by the E.A.E.A.
17.4. The Association may place files in the area used by the President. The files are to
be provided by the Association. The Association agrees not to use the time or
services of pupils for performance of Association business.
17.5. The Association agrees not to use the time or services of non-instructional District
personnel during school hours.
17.6. The Association shall not use the School District mailing address but shall obtain
its own post office box at the expense of the Association.
ARTICLE 18. HEALTH AND SAFETY
The parties agree to meet and discuss concerning health and safety.
ARTICLE 19. PLANNING TIME
Full-time classroom employees shall receive at least forty-five (45) consecutive

minutes per day of preparation time within the Basic Work Day. Preparation time is
primarily for preparation of daily lessons and other classroom duties. Teachers on
occasion may have to use preparation time for other professional duties, such as
but not limited to student/parent conferences, communications, grade level
meetings, and IEP, MDE and IST meetings. The District reserves the right to
assign employees to instructional or other duties during time periods usually used
as preparation time when necessary to provide coverage; provided, however, that
in the event this occurs more than one (1) time per month and the teacher does
not otherwise receive at least 225 minutes of preparation time that week, the
teacher will receive additional compensation at the same rate as the curriculum
writing rate (prorated) for the lost preparation time (the time less than 225 minutes
for that week). The daily preparation time set forth above shall not apply in cases
of less than a full Basic Work Day, or when there is less than a regular work week
of five Basic Work Days; in such cases the District shall continue to make
appropriate adjustments.
ARTICLE 20. JOB SECURITY AND JOB PROGRESSION
The Pennsylvania School Code includes certain job security provisions,

certification, and other regulatory provisions associated with various classes of
employees. The parties hereby aver that such provisions of the school code
represent their complete agreement and that said provisions shall govern the
manner in which the job security, job progression, and reduction in force practices
shall be affected with employees.
23
ARTICLE 21. GOVERNMENT REGULATIONS AND SEPARATION
The Employer and the Association understand and agree that if any part of this
Agreement is in conflict with any existing or future federal or state law or
regulation, that portion which is in conflict shall be invalid and the applicable
federal or state law or regulation shall prevail and the remainder of this Agreement
shall continue in full force and effect unaffected thereby.
Any provisions of this Agreement which require the approval or consent of any
federal or state government agency shall not become effective until such approval
or consent has been received by the Employer and then shall be made effective
according to the terms and consistent with, but not in excess of, the applicable
provisions contained in this Agreement.
Should any federal or state law be enacted and put into effect during the term of
this Agreement providing benefits paralleling any of those contained herein and
imposing the costs upon the Employer, then and to that extent only, such
paralleling benefits provided herein and imposing the costs upon the Employer
shall become inoperative and canceled in any policies of insurance or provisions
of the Agreement, and the Employer shall be relieved of the cost thereof in order
to avoid duplication of insurance costs or any other costs to the Employer,
provided that total benefits shall continue at, but in no way exceed, levels provided
for in this Agreement.
ARTICLE 22. NO LOCKOUT- NO STRIKE
The Employer will not conduct a lockout of employees during the term of this
Agreement. During the term of this Agreement, no officer or member of the
Ephrata Area Education Association, individually or collectively, under any
circumstances will encourage, condone, permit, or take part in any picketing, work
stoppage, absence from work, slow down, strike, or any other curtailment or
interference with the operation of the School District in or about its physical
facilities, property, or equipment or the shipment or receipt of materials or the
ingress or egress of persons or materials. The Employer continues to have the
right to actions and causes of action, in law or in equity, for the recovery of losses
and damages arising out of any breach or violation of this section, and nothing in
this Agreement shall be, or shall be interpreted to be a waiver, bar, or release of
any such rights. The jurisdiction of the arbitrator appointed to resolve a grievance
arising out of any breach, violation, or alleged breach or alleged violation of this
section shall be limited solely to the question of whether or not the employee did,
in fact, engage in any form of conduct or activity expressly or impliedly prohibited
by this section.
24
ARTICLE 23. NON-DISCRIMINATION
There shall be no discrimination by the Employer or by the Association against any

employee because of membership or non-membership in the Association, race,
color, creed, sex, age, national origin, or physical handicap.
ARTICLE 24. GRIEVANCE PROCEDURE
It is in the interest of the general public and in the interest of the school children
that both the Employer and employees serve that grievances be reconciled and
disposed of as expeditiously as is possible.
24.1. Legal Reference
Section 903 of Act 195 states the following:
Section 903. Arbitration of disputes or grievances arising out of the interpretation

of the provisions of a collective bargaining agreement is mandatory. The
procedure to be adopted is a proper subject of bargaining with the proviso that the
final step shall provide for a binding decision by an arbitrator or a tri-partite board
of arbitrators as the parties may agree. Any decisions of the arbitrator or
arbitrators requiring legislation will only be effective if such legislation is enacted:
(1) If the parties cannot voluntarily agree upon the selection of an arbitrator, the
parties shall notify the Bureau of Mediation of the inability to do so. The
Bureau of Mediation shall then submit to the parties the names of seven
arbitrators. Each party shall alternately strike a name until one name
remains. The public Employer shall strike the first name. The person
remaining shall be the arbitrator.
(2) The costs of arbitration shall be shared equally by the parties. Fees paid to
arbitrators shall be based on a schedule established by the Bureau of
Mediation.
1970, July 23, P.L. 563, No. 195, art. IX, Section 903.
24.2. Purpose
The parties to this Agreement agree that an orderly and expeditious resolution of
grievances arising out of the interpretation of the terms of this Agreement shall
provide for a five (5) step process which is described in the following paragraphs
and the table attached hereto.
24.3. Definitions
24.3.1. Definition of Grievance: A grievance is an alleged misinterpretation or

misapplication of the provisions of this collective bargaining agreement.
25
24.3.2. Grievant: A grievant is the person or persons submitting a grievance as
defined above (Paragraph 24.3.1.), or the Association on behalf of
employees.
24.4. Procedure
24.4.1. Time limit - Since it is important that a grievance be processed as

rapidly as possible, the number of days indicated in each level of the
procedural steps should be considered as a maximum. The time limits
specified may be extended or compressed by mutual agreement.
24.4.2. Submission of Grievance and Decisions - All grievances and

decisions shall be submitted and rendered in writing with copies to the
District Superintendent, the chairperson of the Association Grievance
Committee, and the grievant.
24.4.3. Grievance File - The Employer and the Association shall maintain a
grievance file in which copies of all grievances and decisions relating
thereto shall be kept. Grievances and decisions shall not be kept in an
individual grievant's personnel file.
24.5. Procedure Steps - Grievances Filed by Individual Grievants
Step I -The person or persons initiating the alleged grievance shall first discuss
the matter with their first level supervisor (secondary department supervisor or
elementary principal) within seven (7) school days after its occurrence. Both shall
make an honest effort to resolve the matter. The first level supervisor shall give the
employee(s) alleging a grievance a verbal reply within seven (7) school days from
the date of the foregoing discussion. Any alleged grievance not discussed with the
first level supervisor within seven (7) school days after the occurrence shall be
deemed to have been waived and shall not thereafter be considered.
Step II - If the action in Step I above fails to resolve the grievance to the
satisfaction of the affected party(s), the person(s) initiating the alleged grievance
shall present the grievance in writing to the High School Principal, Middle School
Principal, or Elementary Assistant Superintendent, depending on the first level
supervision initially involved, within ten (10) school days after the reply given in
response to the discussion in Step I above. A copy of the grievance shall also be
presented to the Association Grievance Committee. The person(s) submitting a
written grievance shall receive a written reply to same within ten (10) school days
of the date it was submitted to the High School Principal, Middle School Principal
or Elementary Assistant Superintendent, depending on the first level supervision
initially involved.
Step III - If the action in Step II above fails to resolve the grievance to the
satisfaction of the affected party(s), the grievance shall be referred to the
Superintendent within ten (10) school days of the date of the written reply thereof
26
at Step II. The Superintendent shall give the affected person(s) a written reply to
the grievance within ten (10) school days of the date of the receipt of same.
Step IV - If the action in Step III above fails to resolve the grievance to the
satisfaction of the affected party(s), the grievance shall be referred to the Board of
Education within ten (10) school days of the date of the Superintendent's written
reply. The grievance shall be considered by the Board of Education at the next
official School Board meeting. Action shall be taken in not more than ten (10)
school days following the meeting at which the grievance is submitted.
Step V - If the action in Step IV above fails to resolve the grievance to the
satisfaction of the affected party(s), within ten (10) school days of the date of the
written reply of the Board of Education, the grievance may be referred to binding
arbitration as provided in Section 903 of the Act upon the written request of either
the Association or the Board. If the grievance fails to meet the criteria of Section
903 of the Act, the decision of the Board of Education in Step IV shall be final; or, if
the action in Step IV fails to resolve the grievance to the satisfaction of the affected
party(s) and is not referred to arbitration as provided in Section 903 of the Act
within ten (10) school days of the Board of Education's written reply thereto, the
grievance shall be deemed waived or resolved pursuant to the Board of
Education's written reply.
24.6. Grievances filed by the Association
Grievances filed by the Association on behalf of the employees shall commence at

Step III within ten (10) school days of the occurrence of the event giving rise to the
grievance, and the provisions of Paragraph 24.5 shall thereafter apply.
24.7. Rights of Concerned Parties
24.7.1. Grievant - The grievant may be represented at all stages of the

grievance procedure by himself/herself or at his/her option, by a
representative of the Association, and/or legal counsel. At all levels of
the procedure prior to arbitration, the rights of the individual shall be
maintained.
24.7.2. End of Year Grievance - A grievance arising at or near the end of the
school year must be filed in writing within ten (10) calendar days of the
last day of the school year and shall be processed pursuant to the
grievance procedure in effect at the time the grievance first arose. Both
parties may mutually agree in writing to compress the time limits
applicable to each step of the grievance procedure so as to expedite the
resolution of year end or summertime grievances. The parties may also
mutually agree in writing to extend the time periods for factors such as
vacation, etc. A summertime grievance may be filed directly with the
Superintendent in writing at Step III. Summertime grievances arising out
of a salary notification letter shall be deemed to have occurred on the
27
first payday in September of that school year and may be filed directly
with the Superintendent in writing at Step III.
24.7.3. Grievance Expiration - Grievances at any level of the grievance

procedure, including arbitration, shall be resolved in a manner consistent
with and pursuant to the terms of the agreement in effect at the time the
grievance first arose.
24.8. Attendance at Grievance Arbitrations - The Association may request that a

reasonable number of Association representatives as well as Association
witnesses be excused to attend the grievance arbitration hearing, and the
Association shall pay for the costs of substitute coverage for such Association
representatives and Association witnesses.
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GRIEVANCE PROCEDURE CHART
Steps Administration or Board Grievant or Time Limits

Representative Association
Representative
I. First level supervisor Grievant, with or without 7 school days

(elementary principal or building representatives
secondary department of Association
supervisor)
II. Elementary – Assistant Grievant and 10 school days

Superintendent representatives of
Association
Secondary – Middle School

or High School Principal
(with first level supervisor)
III. Superintendent (with Grievant and 10 school days

principal or others, as representatives of
desired) Association
IV. Final decision by the Board of Education, except when At next official
the parties to such an agreement are required by School Board
Section 903 of Act 195 to go to binding arbitration for meeting
resolution of such a grievance. Decision by the School
Board shall be made in not more than ten (10) school
days from time of official board meeting in which
grievance has first been presented.
V. Final decision by arbitrator on those issues subject to

arbitration as defined in Section 903 of the Act. Both
parties bound to decision except where enabling
legislative action is required, in which it is binding only if
such legislation is enacted as provided in Section 901 of
the Act.
29
ARTICLE 25. WAIVERS
Negotiations will be considered closed at the time of the signing of this Agreement
by both parties. Negotiations will be reopened no later than January 10 of the year
the contract expires. The parties agree that all negotiable items have been
discussed during the negotiations leading to this Agreement and that no additional
negotiations on any item whether contained herein or not will be conducted unless
agreed to by both parties during the life of this Agreement.
EFFECTIVE DATE AND SIGNATURE
This Agreement is made and entered into this _____ day of _______, 2022, and
by and between the Ephrata Area School District and Ephrata Area Education
Association.
By: _____________________________________ __________________________

Richard Gehman Date
Ephrata Area School District
President, Board of Education
By: _____________________________________ __________________________

Joshua Shortuse Date
Co-President, Ephrata Area Education Association
By: _____________________________________ __________________________

Michael Jennings Date
Co-President, Ephrata Area Education Association
30
APPENDIX A – ANNUAL SALARY SCHEDULES
APPENDIX A.1. – SALARY SCHEDULE 2022-2023
From
Years Top Steps Bach Bach +15 Bach +30 MEQ Master Mast +15 Mast +30 Mast +45 Mast +60 Doctorate
1 17 1 56,523 57,023 57,523 59,169 59,169 60,815 62,461 64,107 65,753 67,399
2 16 2 56,723 58,273 59,023 60,679 60,679 62,325 63,971 65,617 67,263 68,909
3 15 3 56,923 59,523 60,523 62,189 62,189 63,835 65,481 67,127 68,773 70,419
4 14 4 57,123 60,773 62,023 63,699 63,699 65,345 66,991 68,637 70,283 71,929
5 13 5 57,323 62,023 63,523 65,209 65,209 66,855 68,501 70,147 71,793 73,439
6 12 6 57,523 63,273 65,023 66,719 66,719 68,365 70,011 71,657 73,303 74,949
7 11 7 57,723 64,523 66,523 68,229 68,229 69,875 71,521 73,167 74,813 76,459
8 9 10 8 57,923 65,773 68,023 69,739 69,739 71,385 73,031 74,677 76,323 77,969
10 9 9 58,123 67,023 69,523 71,249 71,249 72,895 74,541 76,187 77,833 79,479
11 8 10 58,323 68,273 71,023 72,759 72,759 74,405 76,051 77,697 79,343 80,989
12 7 11 58,523 69,523 72,523 74,269 74,269 75,915 77,561 79,207 80,853 82,499
13 6 12 58,723 70,773 74,023 75,779 75,779 77,425 79,071 80,717 82,363 84,009
14 5 13 58,923 72,023 75,523 77,289 77,289 78,935 80,581 82,227 83,873 85,519
15‐16 4 14 59,123 73,273 77,023 78,799 78,799 80,445 82,091 83,737 85,383 87,029
17‐19 3 15 59,323 74,523 78,523 80,309 80,309 81,955 83,601 85,247 86,893 88,539
20‐21 2 16 59,573 75,773 80,023 81,819 81,819 83,465 85,111 86,757 88,403 90,049
22 1 17 59,893 77,023 81,523 83,329 83,329 84,975 86,621 88,267 89,913 91,559
23+ TOP 18 60,243 78,273 83,023 84,834 84,834 86,485 88,126 89,772 91,418 93,064
31
From
1 17 1 59,000 59,525 60,050 61,675 61,675 63,332 64,989 66,646 68,303 69,960
2 16 2 59,300 60,700 61,464 63,075 63,075 64,732 66,389 68,046 69,703 71,360
3 15 3 59,600 61,875 62,878 64,475 64,475 66,132 67,789 69,446 71,103 72,760
4 14 4 59,900 63,050 64,292 65,875 65,875 67,532 69,189 70,846 72,503 74,160
5 13 5 60,200 64,225 65,706 67,275 67,275 68,932 70,589 72,246 73,903 75,560
6 12 6 60,500 65,400 67,120 68,675 68,675 70,332 71,989 73,646 75,303 76,960
7 11 7 60,800 66,575 68,534 70,075 70,075 71,732 73,389 75,046 76,703 78,360
8 10 8 61,100 67,750 69,948 71,475 71,475 73,132 74,789 76,446 78,103 79,760
9 10 9 9 61,400 68,925 71,362 72,875 72,875 74,532 76,189 77,846 79,503 81,160
11 8 10 61,700 70,100 72,776 74,275 74,275 75,932 77,589 79,246 80,903 82,560
12 7 11 62,000 71,275 74,190 75,675 75,675 77,332 78,989 80,646 82,303 83,960
13 6 12 62,300 72,450 75,604 77,075 77,075 78,732 80,389 82,046 83,703 85,470
14 5 13 62,600 73,625 77,018 78,475 78,475 80,132 81,789 83,556 85,213 86,980
15 4 14 62,900 74,800 78,432 79,985 79,985 81,642 83,229 85,066 86,723 88,490
16 17 3 15 63,200 75,975 79,846 81,495 81,495 83,152 84,809 86,576 88,233 90,000
18 20 2 16 63,500 77,150 81,260 83,005 83,005 84,662 86,319 88,086 89,743 91,510
21 22 1 17 63,800 78,325 82,674 84,515 84,515 86,172 87,829 89,598 91,253 93,020
23+ TOP 18 64,100 79,500 84,124 86,025 86,025 87,682 89,339 91,106 92,763 94,530
32
From
1 17 1 61,000 61,600 62,200 63,650 63,650 65,321 66,992 68,663 70,334 72,005
2 16 2 61,350 62,750 63,600 65,050 65,050 66,721 68,392 70,063 71,734 73,405
3 15 3 61,700 63,900 65,000 66,450 66,450 68,121 69,792 71,463 73,134 74,805
4 14 4 62,050 65,050 66,400 67,850 67,850 69,521 71,192 72,863 74,534 76,205
5 13 5 62,400 66,200 67,800 69,250 69,250 70,921 72,592 74,263 75,934 77,605
6 12 6 62,750 67,350 69,200 70,650 70,650 72,321 73,992 75,663 77,334 79,005
7 11 7 63,100 68,500 70,550 72,050 72,050 73,721 75,392 77,063 78,734 80,405
8 10 8 63,450 69,650 71,900 73,450 73,450 75,121 76,792 78,463 80,134 81,805
9 9 9 63,800 70,800 73,250 74,850 74,850 76,521 78,192 79,863 81,534 83,205
10 11 8 10 64,150 71,950 74,600 76,250 76,250 77,921 79,592 81,263 82,934 84,605
12 7 11 64,500 73,100 75,950 77,650 77,650 79,321 80,992 82,663 84,334 86,005
13 6 12 64,850 74,250 77,300 79,050 79,050 80,721 82,392 84,063 85,734 87,405
14 5 13 65,200 75,400 78,650 80,450 80,450 82,121 83,792 85,463 87,134 88,805
15 4 14 65,550 76,550 80,000 81,850 81,850 83,521 85,192 86,863 88,534 90,205
16 3 15 65,900 77,700 81,350 83,250 83,250 84,921 86,592 88,263 89,934 91,605
17‐18 2 16 66,250 78,850 82,700 84,650 84,650 86,321 87,992 89,663 91,334 93,005
19‐21 1 17 66,600 80,000 84,050 86,050 86,050 87,721 89,392 91,063 92,734 94,405
22+ TOP 18 66,950 81,150 85,400 87,450 87,450 89,121 90,792 92,463 94,134 95,805
33
From
1 17 1 63,000 63,677 64,355 66,355 66,355 68,055 69,755 71,455 73,155 74,855
2 16 2 63,350 64,817 65,695 67,695 67,695 69,395 71,095 72,795 74,495 76,195
3 15 3 63,700 65,957 67,035 69,035 69,305 70,735 72,435 74,135 75,835 77,535
4 14 4 64,050 67,097 68,375 70,375 70,375 72,075 73,775 75,475 77,175 78,875
5 13 5 64,400 68,237 69,715 71,715 71,715 73,415 75,115 76,815 78,515 80,215
6 12 6 64,750 69,377 71,055 73,055 73,055 74,755 76,455 78,155 79,855 81,555
7 11 7 65,050 70,517 72,395 74,395 74,395 76,095 77,795 79,495 81,195 82,895
8 10 8 65,350 71,657 73,735 75,735 75,735 77,435 79,135 80,835 82,535 84,235
9 9 9 65,650 72,797 75,075 77,075 77,075 78,775 80,475 82,175 83,875 85,575
10 8 10 65,950 73,937 76,415 78,415 78,415 80,115 81,815 83,515 85,215 86,915
11‐12 7 11 66,250 75,077 77,755 79,755 79,755 81,455 83,155 84,855 86,555 88,255
13 6 12 66,550 76,217 79,095 81,095 81,095 82,795 84,495 86,195 87,895 89,595
14 5 13 66,850 77,357 80,435 82,435 82,435 84,135 85,835 87,535 89,235 90,935
15 4 14 67,150 78,497 81,775 83,775 83,775 85,475 87,175 88,875 90,575 92,275
16 3 15 67,450 79,637 83,115 85,115 85,115 86,815 88,515 90,215 91,915 93,615
17 2 16 67,750 80,777 84,455 86,455 86,455 88,155 89,855 91,555 93,255 94,955
18‐19 1 17 68,050 81,917 85,795 87,795 87,795 89,495 91,195 92,895 94,595 96,295
20+ TOP 18 68,350 83,057 87,135 89,135 89,135 90,835 92,535 94,235 95,935 97,635
34
A.5. Additional Compensation for Teachers Remaining at the Top Step
For staff members that reached the Top step of the salary schedule in any
previous school year, their salary for the next school year will be the Top step of
the salary schedule for the next school year plus the additional compensation as
listed below. The additional compensation does not remain as part of the salary
for the next school year.
2022-2023 $400
2023-2024 $400
2024-2025 $400
2025-2026 $400
Example for an employee who is at the Top step in 2021-2022:
2021-2022 Cstep 18(Top) ..................... M $83,578

2022-2023 Cstep 18(Top) ..................... M $84,834 + $400
2023-2024 Cstep 18(Top) ..................... M $86,025 + $400
2024-2025 Cstep 18(Top) ..................... M $87,450 + $400
2025-2026 Cstep 18(Top) ..................... M $89,135 + $400
34
APPENDIX B - EXTRA-CURRICULAR ACTIVITIES SALARY SCHEDULE
B.1. The School Board agrees to extra-curricular salary benefits that include: (1) basic
units and (2) a step system, which provides for the initial step plus additional
steps as listed below. These steps shall be as follows for the years of the present
contract.
2022-2023 2023-2024 2024-2025 2025-2026

Step Rate Rate Rate Rate
1 10.98 11.35 11.73 12.12
2 12.12 12.52 12.94 13.37
3 13.24 13.68 14.14 14.60
4 14.38 14.86 15.36 15.87
5 15.51 16.03 16.57 17.11
6 16.66 17.22 17.79 18.38
7 17.77 18.37 18.99 19.61
TOP 18.90 19.53 20.19 20.86
B.2. It is agreed that when new extra-curricular positions are created or when
responsibilities for positions are redefined, the Employer and the E.A.E.A.
Negotiations Committee will jointly determine the number of units to be assigned
to the positions affected. It is understood that the units are to be based on the
following criteria:
B.2.1. The number of hours beyond the regular school day required by that
activity shall be the most important criteria - approximately fifty (50)
percent.
B.2.2. The responsibilities associated with the position shall be the second
most important criteria - approximately thirty-five (35) percent.
B.2.3. The number of students involved in ratio to the number of advisors or

coaches and the nature of the student involvement shall be the other
criteria - approximately fifteen (15) percent.
B.3. For the placement of new personnel onto the salary guide and for determining
salaries for promotions among assistants, the following guidelines will be used.
B.3.1. For personnel beginning their experiences in the extra-curricular

program of the Ephrata Area School District, any experience gained in
another school district will be considered the same as if it had been
gained in the Ephrata Area School District.
35
B.3.2. In unusual circumstances in which the person appointed in a position
possesses well-known or professional talent or skills, the
Superintendent is given the discretion to offer that person any of the
salaries which this increment system provides for that position. The
Superintendent will confer with the chairman of the E.A.E.A.
Negotiations Committee when such an exception is to be made.
B.4. Salary for Extended Season
B.4.1. When a coach's season is extended beyond the regular season,

additional salary will be provided at the rate of five (5) percent of base
pay for each additional week (7 days). Fractional parts of a week will
be prorated.
B.4.2. Cheerleaders: Advisors for the cheerleaders shall be granted

extended season pay for an equal number of days as their season is
extended as is the pay for the coach whose sport has been extended
and received cheerleader support during that extension.
B.4.3. The ending of the regular season for each of the sports is defined as
follows:
Fall Sports
Cross-Country ............................................... District Run
Field Hockey ................................................. Last Scheduled Game
Football ......................................................... Last Scheduled Game
Golf ............................................................... League Tournament
Soccer ........................................................... Last Scheduled Game
Tennis (Girls) ................................................ Last Scheduled Dual Match
Volleyball (Girls) ............................................ Last Scheduled Game
Winter Sports
Basketball (Boys & Girls) .............................. Last Scheduled Game
Bowling (Boys & Girls) .................................. Last Scheduled Game
Rifle ............................................................... Individual Shoot
Swimming ..................................................... League Championship Meet
Track (Indoor) ............................................... Last Scheduled Open Meet
Wrestling ....................................................... Sectional Meet
Spring Sports
Baseball ........................................................ Last Scheduled Game
Lacrosse (Boys) ............................................ Last Scheduled Game
Lacrosse (Girls)............................................. Last Scheduled Game
Softball .......................................................... Last Scheduled Game
Tennis (Boys) ................................................ Last Scheduled Dual Match
Track (Boys & Girls) ...................................... League Championship Meet
Soccer (Girls) ................................................ Last Scheduled Game
Volleyball (Boys) ........................................... Last Scheduled Match
36
B.5. Extra-Curricular Activities Unit System
Effective July 1, 2022 to June 30, 2026
Multi-Season Activities Units Pay Codes

Cheerleader Advisor ................................. 550 B
Weight Room Coordinator ........................ 375 B
Fall Sports
Head Football ............................................ 600 A
Assistant Football (7) ................................ 375 A
Assistant Football ...................................... 400 A
Head Boys Soccer .................................... 425 A
Assistant Boys Soccer (3) ......................... 300 A
Assistant Boys Soccer .............................. 163 A
Assistant Boys Soccer .............................. 162 A
Head Field Hockey .................................... 425 A
Assistant Field Hockey (4) ........................ 300 A
Head Girls Tennis ..................................... 325 A
Head Cross Country ................................. 350 A
Assistant Cross Country ........................... 275 A
Assistant Cross Country ........................... 250 A
Fall Assistant Cheerleaders (2) ................. 200 A
Head Girls Volleyball ................................. 325 A
Assistant Girls Volleyball ........................... 250 A
Head Golf .................................................. 300 A
Head Girls Soccer ..................................... 425 A
Asst. Girls Soccer (3) ................................ 300 A
Asst. Girls Soccer ..................................... 325 A
Winter Sports
Wellness Supervisor ................................. 600 B
Head Boys Basketball ............................... 575 B
Assistant Boys Basketball ......................... 400 B
Assistant Boys Basketball (4) ................... 375 B
Head Girls Basketball ............................... 575 B
Assistant Girls Basketball ......................... 400 B
Assistant Girls Basketball (4) .................... 375 B
Head Wrestling ......................................... 525 B
Assistant Wrestling ................................... 375 B
Assistant Wrestling .................................. 350 B
Assistant Wrestling (2) ............................. 175 B
Head Swimming ........................................ 450 B
Assistant Swimming .................................. 350 B
Winter Assistant Cheerleaders (2) ........... 225 B
Head Rifle ................................................. 400 B
Head Winter Track .................................... 300 B
Asst. Winter Track ..................................... 100 B
Head Bowling ............................................ 300 B
37
Spring Sports
Asst. Weight Room ................................... 225 C
Head Boys Baseball .................................. 425 C
Assistant Boys Baseball (3) ...................... 300 C
Head Track & Field ................................... 470 C
Asst. Track & Field (4) .............................. 290 C
Asst. Track & Field ................................... 325 C
Asst. Track & Field (2) ............................. 150 C
Head Boys Tennis ..................................... 325 C
Head Girls Softball .................................... 425 C
Assistant Girls Softball (3) ......................... 300 C
Head Boys Volleyball ................................ 325 C
Assistant Boys Volleyball .......................... 150 C
Assistant Boys Volleyball .......................... 100 C
Head Girls Lacrosse ................................. 425 C
Asst. Girls Lacrosse .................................. 300 C
Head Boys Lacrosse ................................. 425 C
Asst. Boys Lacrosse ................................. 300 C
Unified Track ............................................. 80 C
Any designated assistant coach who is assigned the duties of the Head Junior
High coach shall receive an additional twenty-five (25) units.
Support Personnel Units Pay Codes

Publications
Advisor - HS Yearbook ....................... 435 B
Assistant - HS Yearbook..................... 310 B
Co-Advisor - HS Newspaper (2) ......... 375 B
Advisor - MS Yearbook ....................... 100 B
Advisor IS Yearbook ........................... 75 B
Co-Advisor - MS Newspaper (2) ......... 75 B
Musical Organizations/Art
Director- Marching Band ..................... 525 A
Assistant - Marching Band (3) ............ 350 A
Asst. MR Band Visual ......................... 120 A
HS Chorus .......................................... 250 B
HS Orchestra ...................................... 250 B
HS Concert Band ................................ 250 B
Camerata (HS Vocal Ensembles) ....... 150 B
HS String Ensembles ......................... 50 B
HS Jazz Band ..................................... 275 B
MS Chorus ......................................... 75 B
MS Band ............................................. 75 B
MS Mixed Ensemble ........................... 75 B
MS Orchestra ..................................... 75 B
5th Gr. Orchestra ................................ 50 B
6th Gr. Orchestra ................................ 50 B
38
Elementary Orchestra ......................... 100 B
5th Gr. Chorus ..................................... 50 B
6th Gr. Chorus .................................... 50 B
4th Gr. Band ........................................ 50 B
5th Gr. Band ........................................ 50 B
6th Gr. Band ....................................... 50 B
Elementary Vocal Music Director (4) . 25 B
Percussion Ensemble ......................... 75 B
TriM Advisor ....................................... 25 B
Elementary Art Advisor (2).................. 60 D
Art Show - MS (2) ............................... 35 D
Art Show - HS (2) ............................... 35 D
Student Organizations
Advisor - HS Student Council ............. 350 B
Assistant - HS Student Council........... 300 B
Advisor - MS Student Council ............. 350 B
Assistant - MS Student Council .......... 300 B
Advisor - Senior Class (2) ................... 110 B
Advisor - Junior Class (2) ................... 110 B
Advisor - Sophomore Class (2)........... 75 B
Advisor - Freshmen Class (1) ............. 75 B
Advisor - Chess Club .......................... 125 B
Advisor - National Honor Society (2) .. 100 B
Advisor - Art National Honor Society .. 25 B
Advisor - German Nat’l Honor Society ...... 25 B
Advisor - Spanish Nat’l Honor Society ...... 25 B
Advisor - Science Nat’l Honor Society ...... 25 B
HS Anime ........................................... 25 B
HS Ski................................................. 40 B
MS Ski/Snowboard ............................. 20 B
HS Dance Team ................................. 50 B
HS Friends of Rachel ......................... 25 B
HS Robotics........................................ 50 B
MS Boston .......................................... 40 B
HS Aevidum........................................ 50 B
MS Aevidum ....................................... 50 B
HS Minithon ........................................ 50 B
IS/MS Minithon ................................... 50 B
HS Leo Club ....................................... 25 B
HS Quiz Bowl ..................................... 150 B
MS Quiz Bowl ..................................... 75 B
HS Debate Team ................................ 25 B
HS Investment Club ............................ 40 B
HS Mounts Esports Team................... 80 B
Mountain Bike Club ............................ 20 B
39
Dramatics (Listed as units per production)
HS Fall Drama
Director ........................................... 300 D
Total HS Drama Support................. 500* D
IS/MS Play
Director ........................................... 200 D
Total IS/MS Drama Support ............ 225* D
Musicals (Listed as units per production)
HS Musical
Director ........................................... 350 D
Total HS Musical Support ............... 1,400* D
IS/MS Musical
Director ........................................... 325 D
Total IS/MS Musical Support .......... 550* D
*Position Determination for Drama and Musicals
Prior to the selection of a drama or musical, the building administrator or his/her

designee and the director of the production will confer to determine the number
and type of positions necessary to accomplish the production and to assign the
number units for each determined position within the total specified in B.5. After
this conference, positions determined to be necessary will be advertised and
written letters of application submitted to the building administrator. If any of
these positions remain vacant, the director of the production will be granted the
reimbursement for the vacant positions.
Pay Codes
A . . . .1st pay period of October and at completion of responsibilities
B . . . .1st pay period of December and at completion of responsibilities
C . . . .1st pay period of April and at completion of responsibilities
D . . . .Completion of responsibilities
B.6. While the Employer has agreed to negotiate extra-curricular salaries, the
Employer will continue to assume full responsibility and authority for (1) the
creation of extra-curricular positions, (2) the elimination of extra-curricular
positions, and (3) the determination of the persons who will fill those positions.
The creation or elimination of extra-curricular positions and the appointment of
persons to extra-curricular positions will not be subject to the grievance
procedure.
B.7. If the Employer has approved an extra-curricular assistant position but does not
fill such approved assistant position, the Employer agrees to negotiate with the
Association the salary of that extra-curricular activity's head, director, or advisor.
This shall not apply when an assistant position has been eliminated.
40
B.8. Extra duty support positions shall be discussed by the Extra-Curricular
Negotiating Committee and incorporated into the contract by addendum.
Increases in payments for these positions shall fall within percentages negotiated
by the parties for salaries.
B.9. Extra Duty Positions

2022- 2026
Detention Monitor (per date)
HS Head $33
HS and MS Support $33
HS Media Coordinator (per year) $1,215
MS Media Coordinator (per year) $925
Chaperone duties are considered to be a voluntary activity for which no

compensation is paid and no attendance is required.
B.10. Secondary School Science Fairs
The Employer agrees to pay up to a total of 550 units to the members of the
Science Department for their additional work involved with the High School
Science Fair and up to a total of 330 units for work involved with the Middle
School Science Fair. It is to be understood that these units are paid for both
sponsoring of a local science show and for the school's involvement in the
Lancaster County Science and Engineering Fair.
Each Science Department chairperson will determine the amount of units to be

received by each department member based upon their level of involvement.
Payment will be made within four (4) weeks following the Lancaster County
Science and Engineering Fair and receipt of the breakout from Science
Department.
41
APPENDIX C - INSURANCES AND INCOME PROTECTION PLAN
C.1. Term Life Insurance
The Employer agrees to provide term life insurance in the amount listed below for
each full-time employee, long-term substitute, and part-time employee who works
more than eight-hundred sixty (860) hours per school term.
2022 – 2026 $50,000
C.2. Accidental Death & Dismemberment Insurance
The Employer agrees to provide term accidental death and dismemberment

insurance in the amount listed below for each full-time employee, long term
substitute, and part-time employee who works more than eight-hundred and sixty
(860) hours per school term.
2022 – 2026 $50,000
C.3. Hospitalization
The Employer agrees to provide hospital-medical-surgical insurance and

prescription drug benefits for each full-time employee, long-term substitute, and
part-time employee who works more than eight-hundred and sixty (860) hours
per school term, as provided in the presently applicable group insurance plan(s).
Employer Premium Share
The Employer shall make available hospital-medical-surgical and prescription

drug benefits for eligible employees and their dependents who request such
coverage in writing on the District PPO Plan. Below is a summary of the
deductibles for the PPO Plan, effective July 1, 2022:
42
Mandatory Generic - Generic Substitution
When a generic version of a brand-name drug is available, a pharmacy may
recommend and/or provide the generic version, unless the doctor has prescribed
a brand-name drug and Highmark has approved the request.
Smart 90 CVS Program

This program requires that coverage for maintenance prescriptions drugs
dispensed by a retail pharmacy provider is limited to the initial prescription order
fill and one subsequent refill. Thereafter, coverage for additional refills of
maintenance drugs is provided only when such drugs are dispensed by a Mail
Service pharmacy or 90-day supply at retail through CVS Pharmacy only. This
provision does not apply to covered prescription drugs dispensed through an
exclusive pharmacy provider.
Managed Prescription Drug Coverage

This Program contains utilization limits and step therapy program.
Utilization Limits - The prescription may exceed the manufacturer’s

recommended dosage over a specified period of time. The pharmacist
receives an alert when filling the script and contacts the physician to adjust
the dosage. Adjustment is completed prior to being filled for patient.
Step Therapy – The Program emphasizes the use of high-quality generic

drugs, which have the same chemical composition and provide the same
intended clinical effect as the brand drugs. The Program requires the patient
to try a generic alternative first before the brand will be covered. All current
scripts will not require new prior authorization.

Managed Prior Authorizations
The prescribing physician must obtain prior authorization on certain prescription
drugs. These drugs include scripts for rheumatoid arthritis, cancer, multiple
sclerosis, cystic fibrosis and other serious health conditions. Most physicians
know what drugs must meet this requirement. All current scripts will not
require new prior authorization.
Quantity Limit Restrictions

Certain prescription drugs may require a limited quantity level for the initial
prescription to establish tolerance to the medication. If there are no side effects
to the medication, the remainder of the available days’ supply will be filled.
Adjustment is completed prior to being filled for patient.
43
The PPO Plan is a 5-tier plan, see below. The professional staff will be
responsible for nine (9) percent of the premium share:
Tier
Single
Husband/Wife
Parent/Child
Parent/Children
Family
UCR – Usual, Customary, and Reasonable Method

UCR means that fees are determined and payable by the Trust for covered
services in accordance with:
a. The Usual Fee - That which an individual provider most frequently charges
the majority of his patients for the procedure performed.
b. The Customary Fee - Fee based on charges made by most doctors of the
same specialty in comparable geographic/economic areas for the
procedure performed.
c. The Reasonable Fee - That which would be allowed by the Trust by

considering unusual clinical circumstances, the degree of
professional involvement, or the actual cost of equipment and
facilities involved in providing the service.
Payment for services performed by providers will be made to the doctor on the
basis of one hundred (100) percent of the UCR allowance or the amount
charged, whichever is less. Such payment will constitute full discharge of the
Trust's liability under the plan. The participant shall be responsible for payment of
remaining charges.
Utilization Review
Employer may require utilization review services for pre-admission certification
concurrent review with admissions, discharge planning, second surgical opinion
and/or large case management, and as per the present benefit plans.
Spousal Rule
If a spouse is offered his/her own Employer-Sponsored coverage and would opt
to remain on the Ephrata Area School District Medical Insurance Plan, there will
be an annual surcharge. This will be deducted biweekly from the employee’s
payroll check along with premium share as follows.

2022 – 2026 $2,000
Medical Opt Out Benefit

The District shall, through its Section 125 cafeteria plan, pay $2,000 annually
(less taxes and withholding), spread over equal pay period installments for so
44
long as such coverage is waived, to any employee who opts out of the District
medical plan. If employee and employee’s spouse are both employed by the
District, they are not eligible for this opt out option.
Insurance Funding Holiday

If the recommended percentage increase for the following year by the Ephrata
Healthcare Committee, which is based on projections from the District healthcare
actuary (based on claim costs for prior July 1 through June 30), is less than six
(6) percent, the Employers would provide a funding holiday to employees for the
last four (4) paychecks of the calendar year.
Basic Work Year Coverage

Any benefit-eligible Employee who retires or resigns after having completed or
having been paid for the Basic Work Year “BWY,” as defined in Paragraph 2.6,
shall have all of his/her insurance benefits (medical/Rx, dental, vision, life, etc.)
continued without interruption until August 31 at 11:59 PM, which immediately
follows said employee’s separation from service. The Employee separating from
service shall continue to be responsible for contributing premium share
contributions, where applicable, at the negotiated rate for all active employees as
set forth in Appendix C through August 31 immediately following separation from
service.
C.4. Dental Benefits
The Employer agrees to provide for each employee the following group dental
insurance plan, which includes a twenty-five (25) dollar deductible provision and
maximum benefits in the following amounts per annum:
2022 – 2026 - $2,000
Paid by Board Paid by

or Ins. Carrier Employee
a. Diagnostic ............................................................... 100% 0%
Includes visits, exams twice a year, full mouth
x-rays every three (3) years
b. Preventive ................................................................ 100% 0%

Includes prophylaxis (cleaning) twice a year, fluoride
treatments under age 17
c. Minor Restorative..................................................... 80% 20%

Includes amalgam, synthetic and composite fillings
d. Oral Surgery ............................................................ 80% 20%

Simple extractions and complex surgical
procedures including removal of impaction
45
e. Endodontics ............................................................. 80% 20%
Pulp therapy and root canal fillings
f. Periodontics ............................................................. 80% 20%

Surgical and nonsurgical treatment of gums and
supporting tissues and the teeth
g. Prosthodontics ......................................................... 50% 50%

Materials and procedures for construction of
bridges, partial and complete dentures
h. Orthodontics ........................................................... 50% 50%

Lifetime maximum $1,500 per individual
The Employer agrees to make available dental insurance for eligible employees
and their dependents who request such coverage in writing. The Delta Dental
Plan is a 3-tier plan, see below. The professional staff will be responsible for nine
(9) percent of the premium share:
Tier
Single
Husband/Wife
Family
C.5. Income Protection
The Employer recognizes that some unusual situations arise in which persons
may run out of sick leave. To help minimize the financial stress in such a
situation, the Employer agrees to provide an income protection plan which will
provide the following benefits under the following conditions:
C.5.1. For a full-time employee who has used all accumulated sick leave, and
C.5.2. Who suffers an extended serious illness or an injury not covered by

Worker's Compensation, which caused said employee to be absent
from work for at least five (5) consecutive work days immediately prior
to the application of this benefit.
C.5.3. The Employer agrees to reimburse said employee at the rate of sixty-
six and two thirds (66 2/3) percent for each work day (Monday through
Friday) up to the maximum number of work days listed below for an
extended illness or injury resulting in total disability arising during the
period of this Agreement. Reimbursement for this benefit will begin on
the eighth (8th) day (following a seven (7) calendar day waiting period),
following the last day that sick leave is applicable.
360 days lifetime
46
C.5.4. Sixty-six and two-thirds (66 2/3) percent shall be defined as a daily
benefit rate equal to sixty-six and two-thirds (66 2/3) percent of the
employee's base per diem rate in effect on the date the employee
becomes eligible for this benefit.
C.5.5. This benefit is not cumulative and is not a recurring benefit. It can be
used for different periods of disability during different school years but
the total number of days of disability benefit cannot exceed the
effective maximum listed in C.5.3.
C.5.6. The employee must submit written certification by a physician that

he/she is disabled from work. Said certification must indicate the
nature of the disability, the date it began (or the expected date it will
begin), and the expected date it will end.
The employee must also submit a written certification from a physician

at the end of the disability period, stating that he/she is no longer
disabled and is able to return to work.
The Board may reasonably require the employee to submit physician's

statements during the period of disability. The employee shall pay the
expense of such physician's certificates.
C.5.7. Before granting this benefit, the Employer may, within its discretion,
require the employee to receive a physical examination from the
Employer's physician or such other physician as may be designated by
the Employer and be certified physically qualified or unqualified to
return to work and assume all of the employee's usual and customary
responsibilities. The Employer will be solely responsible for the
payment of any physician's fees arising out of any physical
examination by a physician selected by the Employer and so required
by the Employer.
C.6. The Employer and the Association will form a committee to investigate the
implementation of possible changes to the current health benefits, such as, by
way of example but not limitation, vision care expenses, spousal rule, further
coordination of benefits, benefit waiver, or to address the effects of new
legislation. The committee shall meet on a regular basis to consider changes
from time to time. Any adoption of such changes will be with the mutual consent
of the Association and the Employer.
C.7. Vision
Each full-time professional employee shall be eligible for reimbursement per

school year for vision care by licensed professionals for the individual employee
and/or his/her eligible dependents. This payment shall be made subsequent to
submission of appropriate receipts and documents as may be reasonably
required. An employee receiving this benefit may carry over unused amounts
47
from one school year to the next to a maximum amount of $600 in the vision
account. The maximum reimbursement shall be as follows:
2022 – 2026 $400
C.8. The portion of any premium or benefit cost that must be paid by the employee
shall be paid directly through payroll deductions. The Employer shall establish a
Section 125 plan.
48
DRAFT 11/20
Ephrata Area School District
Board Governance
Guiding Principles & Practices
Ends
E-1 MISSION, VISION, & SHARED VALUES
MISSION
It is the mission of the Ephrata Area School District to provide all students a secure learning
environment and exemplary academic programs that inspire all students to reach their full
potential.
VISION
Achieving success, one student at a time
SHARED VALUES
We believe…
 Public Education is the SHARED PARTNERSHIP among students, family, school, and
community.
 TRUSTING RELATIONSHIPS help support the social/emotional needs of our students

and are essential to our overall success.
 A HIGHLY SKILLED, COMPASSIONATE, and EMPATHETIC STAFF is an invaluable

component of our District.
 TECHNOLOGY can be a powerful instructional and learning tool.
 The rapidly changing world increases the importance of SKILLS and DISPOSITIONS.
 Learning happens most rapidly when it is PERSONALLY RELEVANT and AUTHENTIC.
 A GROWTH MINDSET should be modeled and promoted.
Monitoring Method: Mid-Year Report

Monitoring Frequency: Annually (January Workshop)
This document is proprietary and confidential. No part of this

document may be disclosed in any manner to a third party
11/9/20 without prior written consent of the Ephrata Area School
District.

Teacher Contract Budget Ephrata Area School District

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EPHRATA AREA SCHOOL DISTRICT

803 OAK BOULEVARD

SCHOOL BOARD MEETING

Ephrata Middle School Media Center and via Zoom at https://us02web.zoom.us/s/87544212666

I. CALL TO ORDER BY BOARD PRESIDENT – RICHARD GEHMAN

II. MOMENT OF SILENT MEDITATION, PLEDGE OF ALLEGIANCE, AND RECITATION OF THE

III. SCHOOL BOARD RESOLUTIONS

IV. SCHOOL BOARD RECOGNITION

V. CELEBRATING PUBLIC EDUCATION

VI. COMMENTS FROM RESIDENTS AND TAXPAYERS

VII. UPCOMING EVENTS

Upcoming Board Meetings in the Middle School Media Center

Board Meeting Agenda – January 24, 2022 Page 1

I. SECRETARY REPORT – Stephanie A. Gingrich

B. School Board Resolutions

II. BUDGET & FINANCE / PROPERTY

Budget & Finance

B. List of Bills for Individual Accounts for January 24, 2022

General Fund $591,391.84

C. 2020-2021 Local Audit – Herbein + Company

E. Lancaster County Career and Technology Center Transportation Agreement

F. Lancaster-Lebanon Intermediate Unit 13 – IDEA Part B – Agreement

G. Mixed-Up Productions Agreement

Board Meeting Agenda – January 24, 2022 Page 2

J. Lancaster-Lebanon IU 13 Amendment – English Language Learner

K. Transportation Contract Additions for the 2021-2022 School Year

M. Secondary Legal Counsel

Board Meeting Agenda – January 24, 2022 Page 3

F. Mentors for the 2021-2022 School Year

I. Stipend for Support of a Substitute Working Outside Certification Area

J. Stipend for the 2021-2022 School Year

Board Meeting Agenda – January 24, 2022 Page 4

B. Policies for First Reading

V. PUBLIC AFFAIRS & PLANNING

VI. MISCELLANEOUS BOARD ACTION

- - - SECTION 3 – INFORMATION ITEMS - - -

I. REPORT OF THE STUDENT REPRESENTATIVE – Hannah Logue

Board Meeting Agenda – January 24, 2022 Page 5

V. REPORT OF THE EPHRATA AREA EDUCATION FOUNDATION LIAISON – Philip Eby

VI. REPORT OF THE SUPERINTENDENT – Dr. Brian M. Troop

VII. GOOD NEWS REPORTS

VIII. GOVERNANCE REPORT – Chris Weber

IX. ADVOCACY REPORT – Judy Beiler

- - - SECTION 5 – MISCELLANEOUS & ADJOURNMENT - - -

I. COMMENTS FROM VISITORS

II. OLD BUSINESS

III. NEW BUSINESS

Board Meeting Agenda – January 24, 2022 Page 6

Board Members Absent: Vice-President Chris Weber

Media Present: Melissa Frost, Ephrata Review

CALL TO ORDER BY BOARD PRESIDENT

MOMENT OF SILENCE AND PLEDGE OF ALLEGIANCE

CELEBRATING PUBLIC EDUCATION

SCHOOL BOARD RESOLUTIONS

COMMENTS FROM RESIDENTS AND TAXPAYERS

School Board Regular Meeting Minutes – December 20, 2021

I. SECRETARY REPORT – Stephanie A. Gingrich

B. School Board Resolutions (Attachment #1)

II. BUDGET & FINANCE / PROPERTY

Budget & Finance

C. Substitute Teacher Services Agreement Addendum (Attachment #4)

D. General Fund Budget – Opt-Out Resolution (Attachment #5)

E. Transportation Contract Additions

School Board Regular Meeting Minutes – December 20, 2021