IASD Teachers Contract 2011-2014

Collective Bargaining Agreement
between
I A E A
Indiana Area School District

and
Indiana Area Education Association

Effective date:
July 1, 2011 to June 30, 2014
TABLE OF CONTENTS
ARTICLE I II III IV V VI PAGE AGREEMENT ...........................................................................................................1 RECOGNITION ........................................................................................................1 Part-time Employees ................................................................................................2 GRIEVANCE PROCEDURE...................................................................................3 RIGHTS OF PROFESSIONAL EMPLOYEES .....................................................5 Personnel File ..........................................................................................................6 ASSOCIATION RIGHTS & PRIVILEGES ...........................................................7 TEACHER WORK YEAR & TEACHING HOURS .............................................8 Compensatory Time.................................................................................................8 Preparation/Planning Time ......................................................................................8 Guidance Counselor .................................................................................................9 Travel Reimbursement.............................................................................................9 PROFESSIONAL ASSIGNMENTS ........................................................................9 VACANCIES & TRANSFERS ..............................................................................10 ILLNESS OR DISABILITY ...................................................................................10 Prolonged Illness or Accident Leave .....................................................................10 Accumulated Sick Leave .......................................................................................11 Workers Compensation ........................................................................................11 TEMPORARY LEAVES OF ABSENCE ..............................................................11 Personal Leave .......................................................................................................11 Emergency Personal Leave....................................................................................12 Legal Duty Leave ..................................................................................................12 Military Leave .......................................................................................................12 Bereavement Leave ...............................................................................................12 Sick Leave .............................................................................................................13 Doctors Statement ................................................................................................13 Sabbatical Leave ....................................................................................................13 Family and Medical Leave ....................................................................................17 UNPAID LEAVES OF ABSENCE ........................................................................17 Educational Leave .................................................................................................17 Maternity Leave .....................................................................................................18 PROTECTION OF TEACHERS, STUDENTS & PROPERTY ........................19 Hazardous Conditions............................................................................................19
VII VIII IX
XI
XII
TABLE OF CONTENTS (continued)

ARTICLE XIII PAGE
COMMITTEES .......................................................................................................19 Curriculum Committee ..........................................................................................19 District Labor/Management Committee ................................................................19 Building Labor/Management Committee ..............................................................20 Act 48 Committee ..................................................................................................20 NO STRIKENO LOCKOUT ..............................................................................20 NO DISCRIMINATION .........................................................................................21 MAINTENANCE OF MEMBERSHIP .................................................................21 Fair Share ...............................................................................................................21 PAYROLL DEDUCTIONS ....................................................................................21 Tax-Sheltered Annuities ........................................................................................21
XIV XV XVI XVII
XVIII SEVERABILITY CLAUSE ....................................................................................22 XIX XX PROFESSIONAL COMPENSATION ..................................................................23 Tuition Reimbursement .........................................................................................24 EXECUTION ...........................................................................................................25
APPENDIX A SALARY SCHEDULES ..........................................................................................25 Step Placement Chart .............................................................................................26 2011-2012 Professional Salary Schedule ..............................................................27 2012-2013 Professional Salary Schedule ..............................................................28 2013-2014 Professional Salary Schedule ..............................................................29 EXTRA-DUTY, EXTRA-PAY SCHEDULE ........................................................32 2011-2014 Positions & Pay Scales .................................................................. 32-34 HOSPITALIZATION & INSURANCE ................................................................35 Voluntary Retirement Incentive ............................................................................37 Employer Contributory 403(b) Program ................................................................38 ADDITIONAL INSTRUCTIONAL PROGRAMS .............................................40 Voluntary Workshop Reimbursement ...................................................................40 GRADE APPEAL POLICY ...................................................................................41 COMPUTER MEDIATED COURSES .................................................................42
B C
D E F
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WITNESSETH It is the intent and purpose of the parties hereto to promote harmonious and cooperative relationships subject, however, to the paramount right of the public to keep inviolate the guarantees for their health, safety and welfare. Unresolved disputes between the District and Association are injurious to the public, and both parties are, therefore, aware that adequate means must be established for minimizing them and providing for their resolution. Both parties agree that this overall policy may be best accomplished by negotiating in good faith and entering into written agreements, evidencing the result of such negotiations and establishing procedures to provide for the protection of the rights of the District and its employees, and to insure to the public orderly and uninterrupted services.
ARTICLE I. AGREEMENT Section 1: This agreement is made and entered into this ______ day of __________, 2011 by and between the Indiana Area School District, hereinafter referred to as the District, and the Indiana Area Education Association-PSEA-NEA, hereinafter referred to as the Association. Section 2: This agreement shall be binding upon the parties hereto, their successors and assigns, from July 1, 2011 to and including June 30, 2014, and thereafter from year to year, except that either party may notify the other by certified mail or before January 11, 2014 of its desire to modify or terminate this agreement. The parties hereto will meet within thirty (30) days after receipt of such notice to discuss wages, hours and terms and conditions of employment to become effective following the expiration date, which shall not be sooner than the ensuing June 30. Section 3: The first year of the agreement shall be defined as July 1, 2011, to and including June 30, 2012. The second year of the agreement shall be defined as commencing July 1, 2012, to and including June 30, 2013. The third year of the agreement shall be defined as commencing July 1, 2013, to and including June 30, 2014, and shall remain in full force and effect to the expiration of this agreement on June 30, 2014.
ARTICLE II. RECOGNITION Section 1: The District, which maintains its principal office at 501 East Pike, Indiana, Pennsylvania, 15701, pursuant to Section 606 of the Public Employee Relations Act Number 195 (Act), and in accordance with certification by the Pennsylvania Labor Relations Board, Case Number PERA-R-310-W, and amended at PERA-U-02-144-W, hereby recognizes the Indiana Area Education Association-PSEA-NEA, which maintains its principal office at 39 North 7th Street, Suite 300, Indiana, Pennsylvania, 15701, as the exclusive representative for purposes of collective bargaining with respect to wages, hours and other terms and conditions of employment.
Indiana Contract: 2011-2014/RWD:BEE/pg/2-18-11
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Section 2: The unit deemed appropriate in the aforementioned certification shall include all eligible employees under the Act in the following categories under the jurisdiction of the District: Classroom Teachers Under Contract Nurses Under Contract Dental Hygienists Under Contract Guidance Counselors Under Contract Speech Therapists Under Contract Librarians Under Contract Nurse Assistants Excluded from said unit are all management-level employees, supervisors, first-level supervisors, confidential employees and guards, as defined in the Act. The term employee and teacher are used interchangeably herein. Section 3: Unless otherwise provided herein, the masculine pronoun shall import the feminine, the singular number shall import the plural and vice versa, as applicable. Section 4: This agreement shall not be modified in whole or in part by the parties except by an instrument, in writing, duly executed by both parties. Section 5: Seniority shall be defined under this agreement as the length of full-time continuous service from the initial date on which service was first performed from the employees last date of hire. A regular part-time employee who becomes a full-time employee shall be credited with seniority at the rate of one (1) year and/or a fraction of a year for each school year or fraction of a year worked as a regular part-time employee. Time spent in voluntary workshops shall not be used in calculating seniority. When employees commence work on the same day, they shall draw lots to determine their seniority ranking. An employee reduced to less than full-time service shall be treated, for contract purposes (except for salary), as a full-time employee under this agreement. Section 6: Part-time Employees. A. B. C. D. A part-time employee is defined as an employee hired by the District to regularly work less than a full-time schedule. Regular part-time employees shall work as scheduled by the District. Regular part-time employee(s) shall be allocated to the salary schedule according to his/her years of credited service and educational attainment. Salaries paid to regular part-time employees shall be determined on a prorated basis, using the actual time worked as a factor of the normal full-time salary (i.e., if full-time salary is $30,000 annually, a fifty [50%] percent part-time employee shall be paid an annual salary of $15,000).
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E.
The parties intention with respect to any days to which regular part-time employees are entitled to be absent from the school district is that such days shall be equal to the regular part-time employees scheduled day. (Example: A regular part-time employee working three [3] hours per day will be entitled to ten [10] sick days, each of which will be three [3] hours in duration.) Regular part-time employees shall have the option to enroll in any of the insurance coverages provided in Appendix C of the agreement. The percentage of the premium cost paid by the District for each insurance coverage selected by the part-time employee shall be equal to the percentage of total time worked by the part-time employee. The part-time employee will be responsible for payment of the remaining premium cost(s) for each insurance coverage he/she selects and such payment(s) shall be made through payroll deduction(s) (i.e., a fifty [50%] percent part-time employee shall receive fifty [50%] percent of the applicable premium cost of benefits payable by the District on behalf of said employee. The remaining cost of fifty [50%] percent shall be paid through payroll deduction from the employees earnings.)
F.
ARTICLE III. GRIEVANCE PROCEDURE Section 1: It is the policy of the District and Association to encourage a harmonious and cooperative relationship between employees, and to resolve employee grievances in accordance with fair and orderly procedures. Section 2: A. B. A grievance is a dispute concerning the interpretation, application or alleged violation of a specific term or provision of this agreement. A work day shall be defined as a day when the school districts main office is regularly scheduled to work, except for Christmas holidays as celebrated by the District.
Section 3: An employee is entitled to select the Association and/or its accredited representative to represent him during all steps of the grievance procedure which is as follows: First Step Principal An employee with a grievance shall submit it in writing to his principal within ten (10) work days of the alleged violation, or within ten (10) work days of employees knowledge of same. The principal shall attempt to resolve the grievance to the mutual satisfaction of the employee and District by meeting with the grievant and representative within five (5) work days after receipt of the grievance. The principal shall report his decision to the employee in writing within ten (10) workdays after said meeting. Second Step Superintendent If the employee is not satisfied with the disposition of his grievance after receiving a written decision from the principal or his designee, he may submit a written appeal to the
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superintendent within ten (10) work days after a decision at the second step is due. The superintendent, within ten (10) work days after receiving the appeal, shall meet with the grievant and representative in an attempt to resolve the grievance. The superintendent shall give the employee a written decision within five (5) work days following said meeting. Third Step Board of School Directors If the employee is not satisfied with the disposition of his grievance at the second step, he may submit a written appeal to the Board of School Directors within five (5) work days after a decision at the third step is due. The board, after receiving the appeal, shall hold a hearing at its next regularly scheduled meeting, at which time the grievant and representative may present his grievance. The board, within ten (10) work days following the hearing, shall give the grievant and the Association a written decision. Fourth Step Arbitration If the employee is not satisfied with the disposition of his grievance at the third step, he may appeal to arbitration. A request for arbitration may be initiated by the Association serving upon the District a notice in writing of an intent to proceed to arbitration within ten (10) work days after a decision at the fourth step is due. Upon receipt of a notice requesting arbitration, the parties shall attempt to select an arbitrator; if the parties cannot voluntarily agree upon the selection of an arbitrator, they shall notify the Pennsylvania Bureau of Mediation of their inability to do so. Pursuant to Section 903 of Act 195, the Pennsylvania Bureau of Mediation shall then submit to the parties the names of seven (7) arbitrators. Each party shall alternately strike a name until one (1) name remains. The District shall strike the first name. The person remaining shall be the arbitrator. The arbitrator shall have no power or authority to add to, subtract from or modify the provisions of this agreement in arriving at a decision of the issue or issues presented, and shall confine his decision solely to the application and interpretation of this agreement. The decision or award of the arbitrator shall be final and binding. The costs of arbitration shall be shared equally by the parties. Each party shall bear the cost of preparing and presenting its own case.
A.
B.
Section 4: A grievance may be withdrawn by the Association or the aggrieved employee at any time, and the withdrawal of any grievance shall not be prejudicial to the positions taken by the parties as they related to that grievance or any future grievance. Section 5: The time limits set forth in this grievance procedure shall, unless extended by mutual written agreement of the District and Association, be binding on both parties. Section 6: The District may notify an aggrieved employee (with copy to the Association) of its decision by certified mail sent to the employees last known address, and this shall fulfill the decision notification requirements as set forth in any step of the grievance procedure described herein.
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Section 7: Nothing contained herein will be construed as limiting the right of any employee having a grievance to discuss the matter informally with any appropriate member of the administration, and having the grievance adjusted without intervention of the Association, provided the adjustment is not inconsistent with the terms of this agreement, and provided further that the Association has been given an opportunity to be present at such adjustment. Section 8: When two (2) or more employees have a common grievance, or the Association wishes to file a grievance, it may be initiated commencing with the second step of the procedure hereinbefore described. Section 9: The grievance shall be initiated at the step at which the alleged grievable action occurred. Section 10: All documents, communications and records pertinent to the processing of a grievance shall be filed separately from the personnel files of the participant(s). Section 11: The parties hereto will cooperate in the investigation of any grievance, and shall have access to data pertinent to said case. Section 12: The District will notify the Association of any hearing scheduled under this procedure at least two (2) days in advance of said hearing.
ARTICLE IV. RIGHTS OF PROFESSIONAL EMPLOYEES Section 1: The parties hereto agree to abide by applicable laws including the Public School Code of 1949, as amended. Section 2: No employee shall be discharged, suspended, disciplined, reprimanded, or reduced in rank or compensation without just cause. Section 3: A pupils grade shall not be changed except in accordance with the Grade Appeal Policy as set forth in Appendix E, which is attached to and incorporated in this agreement. Section 4: The District agrees to permit employees to leave their respective buildings at designated lunch times upon prior notification to the principal or his designee when leaving the building and upon return. Section 5: The telephone in the general office of each school shall be available to employees for telephone calls related directly to their schoolwork. In the event that the call is of such nature that, in the opinion of the employee, it should be conducted in private, the employee may use the telephone in the principals office, if available.
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Section 6: Personnel File. A. The District shall maintain one (1) personnel file in the office of the superintendent or his designee for each employee. Personnel action may only be invoked on items contained in the employees personnel file. There shall also be a separate pre-employment file which shall be confidential, and shall contain only letters of reference, recommendations, or any materials secured in the hiring process. After employment, no personnel action shall be invoked on the basis of said pre-employment information. The employee shall have no right of access to the official confidential, pre-employment file. Individual personnel files shall be confidential and nothing shall be placed in the file without the employees knowledge. An employee shall have the right to make such additions or responses to the material contained in his personnel file as he shall deem necessary, but he shall have no right to remove material from the file. The employee may obtain a copy of any document in his personnel file, upon request. All items in the personnel file shall be identified as to source. An employee shall have access to his personnel file during regular working hours, provided there shall be no interference with the normal routine of the office and provided, further, that no unreasonable delay in honoring such access shall be made. Under no circumstances shall the personnel file be removed from the office by the employee, and his access to the file shall be only in the presence of the superintendent or his designee. Only authorized personnel shall have access to the personnel files. The Association shall have access to the personnel file of an employee at reasonable times during regular office hours after having given the superintendent or his designee reasonable notice, and provided it first shall have obtained the express written approval of that employee. Access to said file shall only be in the presence of the superintendent or his designee. If the personnel file or any of its contents is duly subpoenaed in accordance with law, the employee shall be notified at the earliest reasonably possible time.
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C. D.
E. F.
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Section 7: Any criticism of an employee by the board, superintendent, or any administrator(s) shall be directed to the employee in private and not in the presence of others without the consent of said employee. Section 8: The District agrees to abide by the Pennsylvania School Code of 1949, as amended, relevant to any reduction in force.
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ARTICLE V. ASSOCIATION RIGHTS AND PRIVILEGES Section 1: The Association may post notices, pamphlets and bulletins on employee bulletin boards in areas so designated, provided that such material is signed, dated and clearly identified as to source. No such material shall be posted which is profane, obscene or defamatory of the District or its representatives or to any individual. Section 2: Authorized Association mail shall be allowed to be put in the school mailboxes. Association announcements may be read over the schools public address system during the times when students are not scheduled for classes, with permission of the building principal or his designee. No reasonable request shall be denied. Section 3: School rooms may be used by the Association for meetings provided that: A. B. C. Such meetings occur during the regular shift hours of the custodian for the building in question. A request is made to the building principal in advance. There is no conflict with other activities.
Section 4: With the permission of the principal or his designee, accredited representatives of the Association shall be permitted to consult with staff members during regular working hours, provided such visitation does not prevent the employee from carrying out his assigned duties. Such permission shall not be unreasonably denied. Section 5: With the consent of the superintendent, the Association president and/or his delegate(s) may be released from duties temporarily to handle urgent Association business that cannot be handled outside of regular school hours. Section 6: Every employee may have an Association representative(s) present when scheduled to meet with any official of the District. Section 7: The Association shall be allowed an accumulative total of fifteen (15) days per year without loss of pay for official delegates to attend conferences, business meetings, conventions or other situations related to Association business. The Association president shall be provided ten (10) days per year without loss of pay to handle official Association business. Said days shall be in addition to the fifteen (15) days specified above, and may be taken in one-half () day increments. Section 8: The District agrees to furnish, upon request of the Association, such financial and personnel data as may reasonably be disclosed and will assist in developing a sound proposal for negotiations purposes.
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Section 9: Each month, two (2) copies of the minutes of each regular school board meeting and the agenda for the next board meeting shall be emailed to the president of the Association at the same time the board members receive their copies. Section 10: A copy of the entire tentatively adopted budget shall be made available to the president of the Association whenever it is made available for public inspection. Further, a copy of the Districts financial statement shall be placed in the Association presidents school mailbox at the same time it is forwarded to the Pennsylvania Department of Education. Section 11: When new construction or major remodeling of existing buildings is anticipated, the District agrees to consult with the Association with respect to same.
ARTICLE VI. TEACHER WORK YEAR AND TEACHING HOURS Section 1: The employee work year shall be a maximum of one hundred eighty-five (185) days per year. Section 2: The length of the employee work day shall consist of a maximum of eight (8) consecutive hours which shall include a thirty (30) minute, duty-free lunch period free of supervisory or other duties, except for split sessions or double sessions. Section 3: Compensatory Time. Compensatory time off shall be granted to an employee who is required to work beyond the contractual day. Said time off is to be scheduled by mutual agreement between the employee and respective administrator within two (2) pay periods. Such time off does not, however, need to be taken within the two (2) pay periods. If no mutually agreed upon time is scheduled within the two (2) pay periods as a result of the District not reasonably agreeing to the mutually scheduled time, the District shall reimburse said employee for the additional time worked on a prorated basis in the following pay period. Section 4: Preparation/Planning Time A. Each employee shall be scheduled for a preparation/planning period, every day, that equals the length of a standard instructional period, but not less than thirty-seven (37) consecutive minutes, and shall be scheduled between the start of the initial homeroom period in the morning and the end of the final student period in the afternoon. The District will attempt to avoid the scheduling of building assemblies at the same time or period and on the same calendar day of the week in order to facilitate the equitable distribution of preparation/planning time. Teachers shall use their planning periods and unassigned periods for instructional preparation unless other assignment is given. Other assignments will be for periods of less than one (1) day and will be equally shared.
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Section 5: Any employee who is assigned to an extra-duty, extra-pay position shall be required to complete the regularly-scheduled work day in his/her respective building; however, in the event that his/her extra-duty, extra-pay activity is scheduled by the District to commence prior to the completion of the regular work day, said employee may be released prior to the completion of his/her regularly-scheduled work day, and shall commence the performance of the extra-duty, extra-pay activities upon such release. Section 6: Guidance Counselor. The work year for secondary guidance counselors (grades 712) shall be one hundred and ninety-nine (199) days per year. The work year for elementary guidance counselors (grades K-6) shall be one hundred and eighty-nine (189) days per year. The guidance counselors shall be compensated at their appropriate daily rate of pay for all days worked beyond the regular work year set forth in Article VI, Section 1 of this agreement. The additional workdays shall be scheduled from July 1 to June 30 by the building principal in consultation with the guidance counselors. Section 7: Travel Reimbursement. Any employee whose regular assignment necessitates travel from building to building shall be compensated at a rate per mile not less than the current rate established by the Internal Revenue Service. No travel reimbursement will be granted for curriculum meetings or to any teacher who accepts extracurricular assignments in other locations, except for those positions for which mileage reimbursement has been specified in the extra-duty, extra-pay schedule. Request for such compensation must be submitted to the business manager on the appropriate Travel Allowance Form on a bi-monthly basis. Said final requests must be submitted by the last day of the school calendar.
ARTICLE VII. PROFESSIONAL ASSIGNMENTS Section 1: Employees will be given their tentative assignments for the immediately following school year by May 30. It is understood and agreed that said assignments are subject to reasonable change because of the needs of the District. Said assignments shall be made by the superintendent and shall include subject and building for secondary employees, and level and building for elementary employees. Section 2: If it is necessary for the District to assign duties outside the District, the employee will receive such an assignment five (5) calendar days in advance. With the employees permission, such notice may be shortened if an emergency or unforeseen reasonable conditions prevail. Section 3: Permanent employment will be granted only to properly certified employees, and regular assignment of employees will be restricted to their area or areas of certification.
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ARTICLE VIII. VACANCIES AND TRANSFERS Section 1: When a vacancy occurs by reasons of a resignation which has been received by the superintendent, death of incumbent, or by the creation of a new position, including those in the evening or summer programs, the District will post notice of such vacancy for a period of ten (10) work days on applicable employee bulletin boards. The notice shall state which position(s) is open, how many openings exist, required minimum qualifications, and closing application date. During the period between school terms, notice of vacancies will be sent to employees who requested specific postings within their areas of certification and/or extra-duty, extra-pay positions. Section 2: Employees who wish to apply for the vacancy shall indicate in writing their qualifications for the position. The present professional staff of the District where qualifications are met may apply for and must be given consideration in filling vacancies. Section 3: The District should consider volunteers prior to involuntarily transferring any employee. An employee who is notified of an involuntary transfer shall have the right to appeal the decision to the superintendent prior to said transfer.
ARTICLE IX. ILLNESS OR DISABILITY Section 1: Prolonged Illness or Accident Leave. Any employee with two (2) years teaching experience in this District may be granted, upon request, a leave of absence without pay on account of a prolonged serious illness or accident subject to the following conditions: A. An employee who exhausts his paid sick leave entitlement shall apply for an unpaid prolonged illness or accident leave, or if eligible, sabbatical leave. In the event the employee does not apply and receive authorization for such leave, he shall be considered absent without authorization and subject to disciplinary action. The duration of such leave will be flexible, depending upon the circumstances (e.g., medical advice, District needs), but shall not exceed a period of one (1) calendar year. Extensions to the leave may be granted for an additional one (1) calendar year at the Districts discretion. A certificate of the employees physician as to fitness to perform required duties shall be a prerequisite to his/her return to work at the expiration of the leave at the expense of the employee. An employee who has been on such leave may be required to submit to and pass an additional physical examination by the physician designated by the District before being permitted to return to work. Said examination shall be at the expense of the District. The District shall pay group fringe benefits consonant with its obligations as set forth in Appendix C hereof for the employee on said leave, but neither salary, contributions to the retirement fund, nor other benefits shall be granted. In the event of death or permanent
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C.
D.
disability condition, upon the employee being eligible for and receiving Disability Retirement benefits under the Pennsylvania School Employes Retirement System, or upon eligibility for Social Security Disability, payment made on behalf of the employee during said leave shall not be reimbursed to the District. In the event the employee does not return to service for any other reason, the contributions made on behalf of the employee during said leave shall be reimbursed to the District. E. Upon return to full-time employment, the employee shall be placed on the salary step he would have obtained if no leave had been taken, provided said leave commences after the ninety-second (92) work day, or one-half () year, whichever is applicable, within the school year in which the leave was initiated. Otherwise, the employee shall be placed on the same salary step held prior to the commencement of the leave.
Section 2: Accumulated Sick Leave. Employees shall be given a written account of their accumulated sick leave days no later than October 1 of each school year. Section 3: Workers Compensation. When injured on the job, employees shall draw full salary less the amount provided through Workers Compensation. While on Workers Compensation, sick leave shall be reduced on the basis of one-third (1/3) day for each day of absence to the limit of the accumulated sick leave. Employees shall have the option to receive only the Workers Compensation payment and not utilize any of his/her accumulated sick days. Appeals may be made to the school board in cases of extenuating circumstances. If an employee is physically assaulted while on the job and sustains an injury, said employee shall experience no deduction in wages or benefits only for the approved waiting period of Workers Compensation. If Workers Compensation pays the employee for the waiting period, the employee shall reimburse the District the amount received from Workers Compensation. Proof of injury, if requested, must be submitted to the District.
ARTICLE X. TEMPORARY LEAVES OF ABSENCE Section 1: Personal Leave. Each employee shall be eligible for three (3) days of personal leave from the school calendar under the following conditions: A. B. C. D. E. The request must be in writing to the District superintendent sent through the building principal. The request should be made three (3) days in advance of the day of absence, if possible. The absence cannot cause an undue inconvenience to the school. Personal leave may be accumulated up to a maximum of five (5) days. These days may be taken in succession provided the conditions set forth in items A through C are met. Any personal leave day in excess of the five (5) day maximum shall be converted to sick leave each school year of this agreement.
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Section 2: Emergency Personal Leave. A maximum of one (1) day shall be granted for a bona fide emergency. The term emergency shall be defined herein as a sudden unforeseen situation requiring immediate action by an employee to avoid disaster or probable harm to the health, safety or well-being of said employee or any member of his immediate family. The term immediate family shall be defined herein the same as it is defined in Section 5-A, Bereavement Leave, of this article. The scheduled surgery of an employee or any member of his immediate family shall be considered a bona fide emergency for the purposes of this section. Section 3: Legal Duty Leave. An employee called for jury duty or subpoenaed to attend court shall be granted leave with pay for such purposes. Evidence in the form of a subpoena or other written notification shall be presented to the superintendent as far in advance as practical. The employee is expected to report for his regular duty when his attendance at court is not required for the aforementioned jury duty or as a subpoenaed witness. The employee shall receive full pay for each day of absence less the amount of monies paid for such services. Section 4: Military Leave. When on military leave, an employee shall be given credit for the period of such leave for salary placement and seniority. Section 5: Bereavement Leave. A. Five (5) work days with pay will be granted to an employee who experiences a death in the immediate family. Members of the immediate family are father, mother, step-father, step-mother, brother, sister, son, daughter, husband, wife, son-in-law, daughter-in-law, parent-in-law, grandchild, step-brother, step-sister, grandparent, near relative who resides in the same household, or any person with whom the employee has made his home. Days provided for the death of an immediate family member shall be used within two weeks of the death of the immediate family member, except that one of the five prescribed days may be reserved for attendance at a memorial service or for legal obligations so long as such leave day is within one year of the death of the family member. Whenever an employee shall be absent from duty because of a death of a near relative, there shall be no deduction in the salary of the employee for the funeral and either one day before or after the day of the funeral. A near relative shall be defined as first cousin, godchild, aunt, uncle, niece, nephew, brother-in-law, sister-in-law, or grandparent-in-law of the employee or spouse Extensions of the time periods as set forth in provisions A, B, and C above may be granted at the Districts discretion. Whenever an employee uses bereavement leave, they shall provide proof of the passing of said family member with their absentee report form.
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Section 6: Sick Leave. A. Every year each employee shall be credited with ten (10) days of paid sick leave in accordance with the School Code of 1949, as amended. Said credited sick leave shall not be prorated, with the exception of newly hired employees at mid-school term. Any employee hired on or after the middle of the school term shall be credited with five (5) days of paid sick leave for said school year. The unused portion of such leave shall be accumulative from year to year without limitation. All or any part of such unused sick leave may be used during any work year and/or during any portion of any work year. Up to five (5) of the sick days provided for in Article X, Section 6.A above may be used each year for a bona fide illness of an immediate family member. Such days shall be non-cumulative from year to year. Such days are included in the ten (10) sick days provided for in Article X, Section 6.A. above and are not in addition thereto. For purposes of this Section, immediate family shall be limited to child, spouse, parent, stepparent, grandparent, grandchild, as well as any person with whom the employee has made his home.
B.
Section 7: Doctors Statement. A doctors statement shall be required with each absence report of five (5) or more consecutive work days or illness. If the District suspects abuse of sick leave, a doctors statement may be required for absences of less than five (5) consecutive work days. Prior written notification shall be given to the employee and the Association where abuse is suspected, and a doctors statement will be required for less than five (5) consecutive work days of absence each year. If such statement is not submitted as directed hereinabove, the employee will experience a payroll deduction. Section 8: Sabbatical Leave. A. Purpose. Employees of the bargaining unit shall be granted a sabbatical leave for any of the purposes as set forth in Section 1166 of the Pennsylvania Public School Code of 1949, as amended. Eligibility. The total number of professional employees on sabbatical leave at any one time shall not exceed ten (10%) percent of the professional staff. To be eligible for sabbatical leave, an individual employee shall have rendered at least ten (10) years of service in the Commonwealth of Pennsylvania (at least five [5] consecutive years of service in the Indiana Area School District). Application. An application for sabbatical leave for illness or disability may be submitted at any time and will be treated appropriately under the applicable sections of the School Code of 1949, as amended, covering sabbatical leaves of absence. An application for sabbatical leave for other purposes shall be made to the superintendent at least sixty (60) days prior to the date the leave is to commence. Each application will be reviewed by the superintendent and by the Board of Education at its next meeting in order to assure compliance with the provisions of this article and those
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C.
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of the Public School Code of 1949, as amended. The superintendent shall notify the applicant of the boards action within ten (10) days following the board meeting. An employee will continue to be eligible to submit an application up to thirty (30) days prior to the date the leave is to commence. Approval in this instance, however, shall be subject to the availability of a certified professional replacement. D. Priority. Priority for eligibility, if any, shall be given first to a previous applicant with sabbatical leave remaining to be taken. Next in order of priority shall be the eligible employee with the most service in the District since a previous sabbatical leave, if any. The person with the most District service since the last sabbatical, if any, shall be granted a sabbatical leave before someone with less service in the District. Commitment of Employee. Acceptance of sabbatical leave incurs a commitment by the employee to return to active duty in this District immediately following paid leave of absence for not less than one (1) full term unless certified physically or mentally unable to do so. 1) An employee on medical sabbatical shall be required to provide the District with a certificate from his/her doctor confirming the necessity of continued leave. Said physicians statement shall not be required more often than once every three (3) months. If the leave is for professional development, the application must state what type of study and where. If the employee enrolls in an accredited college or university, he/she shall be enrolled for the following or a combination thereof: for a half () school term, nine (9) graduate credits, twelve (12) undergraduate credits, one hundred eighty (180) hours of other professional development activities; for a full school term, eighteen (18) graduate credits, twenty-four (24) undergraduate credits, three hundred sixty (360) hours of other professional development activities. If the leave is to improve professional competency, or if the employee requests a leave of study such that does not require matriculation, but rather an alternate method of study such as an internship, apprenticeship or other, the purpose of the leave shall clearly demonstrate the benefit to the District and must be preapproved. The following professional development activities may be used in a combination set forth in paragraph 2 above by the employee requesting leave: a. The Board and Association shall form a joint committee to develop those professional development activities to improve professional competency. The joint committee shall consist of three (3) members of the Board, three (3) administrators, six (6) representatives from the Association and two (2) non-voting members, one being the superintendent and the other being the Association president. The committee shall be responsible for formulating and developing those professional development activities to be utilized for
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E.
2)
3)
improving professional competency. Those activities shall become part of the collective bargaining agreement at Section E.3. The committee shall be mutually co-chaired by the superintendent and by the president of the Association. The committee shall develop those activities by May 1, 1998. i. Each application must include the following headings and information: (a) Identification Data

(b) (c) (d) (e)
Name of Employee School Date of Request Length of Sabbatical and Specific Dates (e.g., First Semester 1998-99 School Term)
Statement of Goal Rationale Specific Objectives Planned Activities and Timeline (Provide an explanation of all activities listed and an appropriate timeline for their completion. Be sure to include benchmarks to measure objectives and to provide feedback to the District. Also, include an estimated number of hours for each activity. A minimum of a midpoint and final review is required.) Documentation Plan for Achievement of Objectives Ancillary Sabbatical Costs Original Signature
(f) (g) (h) ii.
Each application will be evaluated using the four criteria listed on this form. Make every effort to address as many criteria as possible in your application request. If you are unable to meet one of the criteria for evaluation, please provide an explanation. (a) (b) (c) (d) How does the proposal benefit students? How does the proposal serve the District/strategic plan? How does the proposal provide for professional personal growth? How does the proposal enhance the greater community?
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iii.
The overall professional development plan should be linked to the Districts Strategic Plan and benefit the students in the District.
The activities listed below are only examples of some broad areas that could possibly be developed into an acceptable professional development plan. Service to District
Grant Writing Curriculum Development Inservice Material Selection Related to Curriculum Statistics/Research Peer Coaching Mentors Higher Education Partnership Technology Support/Instruction Culture/Language Internship
Service to Self
Inservice New Competency Technology Improvement Culture/Language Diversity Partnerships
Service to Community
Liaisons Public Relations Parenting Workshops Industrial/Business Legislative Partnerships Culture/Language
4)
An application for one or more of the leaves identified above, which includes the information required by the applicable subsection, shall not be denied. An employee taking a sabbatical leave for either education and/or professional development to improve professional competency shall be required to file a written report with the District within forty-five (45) days of his/her return to duty. Should it be proved that the intent of the sabbatical leave was not fulfilled, action may be taken by the board to recover any salary paid.
5)
6)
F.
Commitment of the Employer. At the expiration of the sabbatical leave, the employee shall, unless agreed otherwise, be reinstated in the same position held at the time of the granting of said leave of absence or an equivalent position, dependent upon staff needs. An employee on sabbatical leave shall be treated as any other employee covered by the collective bargaining agreement. Compensation. During the period of the sabbatical leave, an employee shall be compensated at one-half () the salary to which the employee would have been entitled had he/she not taken leave, and no other amount. Return from Leave. Failure to return from leave, or a request for the board to waive the return requirements, shall be treated in accordance with Section 1168 of the Public School Code of 1949, as amended.
G.
H.
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Section 9: Family and Medical Leave. The Indiana Area School District shall comply with the requirements of the Family and Medical Leave Act of 1993 (hereafter called FMLA) and the corresponding administrative regulations, including the following clarifying provisions: A. Nothing contained in this agreement shall be construed to lessen or diminish the rights guaranteed to the employees under the FMLA. It is further agreed and understood that nothing in the FMLA shall lessen or diminish any rights to leave that are contained elsewhere in this agreement or are guaranteed by statute, except as specifically provided herein. All definitions within this section shall correspond to those defined in the Act and its regulations. Where spouses work for the employer, both shall be eligible for FMLA leave rights. For purposes of complying with the FMLA, a twelve (12) month period shall correlate with the employees normal work year. Other paid or unpaid leave provided for in this agreement or by statute shall not be used for FMLA qualifying purposes, unless specifically requested as such by the employee. Upon return from FMLA leave, the employee shall be treated consistent with the provisions for other paid/unpaid leaves. No second opinion will be required from an employee utilizing FMLA medical leave for family members.
B. C. D. E. F.
ARTICLE XI. UNPAID LEAVES OF ABSENCE Section 1: Educational Leave. A. The District agrees to grant a leave of absence without pay for one semester or more for educational study to any tenured employee with the proviso that only three (3) employees per building shall be eligible for such leave in any given year. Applications must be submitted in writing to the superintendent at least ninety (90) days prior to the commencement of said leave. The application shall include the proposed program of study and shall also include written affirmation by the employee that he shall return to work in the District for a period of one (1) year following expiration of such leave. The District shall pay group fringe benefits consonant with its obligations as set forth in Appendix C hereof for the employee on said leave, but neither salary, contributions to the retirement fund, nor other benefits shall be granted. Payment made on behalf of the employee during an approved educational leave shall be reimbursed to the District by the employee in the event the employee does not return to work in the District at the termination of such leave.
B.
C.
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D.
Upon return to full-time employment, the employee shall be placed on the salary step he would have obtained if no leave had been taken, provided said leave commences after the ninety-second (92) work day, or one-half () year, whichever is applicable, within the school year in which the leave was initiated. Otherwise, the employee shall be placed on the same salary step held prior to the commencement of the leave.
Section 2: Maternity Leave. A. B. A pregnant employee shall be granted maternity leave. A pregnant employee shall submit written notification to the superintendent of the anticipated duration of the maternity leave at least two (2) weeks in advance, if possible, of the commencement of the leave. Such leave shall be granted for a period not to exceed twelve (12) continuous months. A pregnant employee shall not be required to leave prior to childbirth unless she can no longer, in the judgment of the superintendent, satisfactorily perform the duties of her position. Every employee shall have the right to return to the same position she held before going on maternity leave, or to an equivalent position for which she is certified. Upon return from maternity leave, the employee shall retain all seniority and pension rights that have accrued. A certificate from the employees physician as to her fitness to perform her required duties shall be prerequisite to her return to work at the expiration of the leave at the expense of the employee. An employee who has been on maternity leave may be required to submit to and pass an additional physical examination by the physician designated by the District before being permitted to return to work. Said examination shall be at the expense of the District. The District shall pay group fringe benefits consonant with its obligation as set forth in Appendix C hereof for the employee on leave, but no salary or contributions to the retirement fund or other benefits. Payment made on behalf of the employee during the leave shall be reimbursed to the District by the employee in the event the employee does not return to work in the District at the termination of the leave. Upon return to full-time employment, the employee shall be placed on the salary step she would have obtained if no leave had been taken, provided said leave commences after her ninety-second (92) work day or one-half () year, whichever is applicable, within the school year in which the leave was initiated. Otherwise, the employee shall be placed at the same salary step held prior to the commencement of the leave.
C.
D.
E.
F.
G.
H.
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I.
The board, upon request, will consider extensions of maternity leave up to a maximum of one (1) semester. Employees of the bargaining unit shall be granted, upon notification, up to twelve (12) continuous months of unpaid leave for the purpose of rearing a natural or adopted child. Said notification shall be submitted in writing to the superintendent at least two (2) weeks in advance of the commencement of the leave. Subsections 2.D, 2.E, 2.G, 2.H and 2.I of this provision shall also apply to such bargaining unit employees.
J.
ARTICLE XII. PROTECTION OF TEACHERS, STUDENTS AND PROPERTY Section 1: Hazardous Conditions. A. When the District, at its sole discretion, determines that an unsafe or hazardous condition exists which necessitates the evacuation of students, it shall also include the evacuation of the staff on that day without loss of pay. The staff shall assist in such evacuation in accordance with the Districts Emergency Evacuation Regulations. The District, at its sole discretion, may reassign or dismiss the students or staff so affected.
B.
Section 2: Any employee may decline to do bomb searching. Section 3: Transfer of students from one class to another will be done in consultation with the affected employees. Section 4: An employee may grieve a readmission to class of a student who has repeatedly been disruptive in his class. Section 5: The District agrees to meet and discuss with the Association prior to making any changes in the discipline policy of the District.
ARTICLE XIII. COMMITTEES Section 1: Curriculum Committee. Curriculum committees shall be continued, created or abolished as necessary. The Association shall have one (1) representative appointed by the Association president on each District curriculum committee. The Association president shall supply the name of the Association representative by letter to the superintendent. Section 2: District Labor/Management Committee. There will be a District Labor/ Management Committee. Its purpose shall be to discuss matters of mutual concern. Its membership will be the Association president, or designee, and Association building representatives selected by the Association president, the superintendent, or designee, and
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principals selected by the superintendent. The Association president shall have the right to designate for attendance at any given meeting a particular building representative(s) and/or principal(s). The superintendent shall also have the right to designate for attendance at any given meeting a particular building representative(s) and/or principal(s). The agenda will be prepared by the party requesting the meeting, and shall be available five (5) days in advance of said meeting. The Labor/Management Committee meetings shall be held at mutually agreeable times monthly, commencing with the month of October through the month of May. The superintendent and the Association president, or their designees, shall act as co-chairpersons at any such meetings. Minutes will be kept by the secretary elected by the committee and these minutes will be approved by both the superintendent and the Association president. A copy of these minutes shall be forwarded to the Association president, the superintendent, assistant superintendent, members of the committee and each member of the board. The president-elect of the Association may, upon invitation of the president of the Association, attend Labor/ Management Committee meetings as an observer. Section 3: Building Labor/Management Committees. There will be a Labor/Management Committee in each school building of the District. The purpose of each committee shall be to discuss matters of mutual concern, including student discipline. The membership of each committee shall be the building principal, assistant principal (where applicable), and three (3) employees from that building appointed by the Association. The agenda of each meeting will be created cooperatively by the Association representative and the principal. Building Labor/ Management Committee meetings will be held no more than once each month during the school year commencing with the month of September. The principal of each building shall act as chairperson of all meetings. Minutes of each meeting will be kept and a copy of said minutes, signed by both principal and Association representative, will be forwarded to the Association president, the superintendent, and to each member of that building committee. Section 4: Act 48 Committee. The District and Association each agree to abide by Act 48 of 1999 and the Professional Education plan developed by the Continuing Professional Development Committee and approved by the school board and PDE. Any work of the committee that is performed after the contractual school day and school year shall be compensated at the rates provided in Appendix D, Section C of this agreement.
ARTICLE XIV. NO STRIKE - NO LOCKOUT Section 1: For the duration of this agreement, or any extension thereof, the Association, its officers, representatives and members shall not authorize, instigate, cause, aid, encourage, ratify or condone, nor shall any employee take part in any strike (as that term is defined in Act 195). Section 2: The District shall not lockout employees for the duration of this agreement or any extension thereof.
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ARTICLE XV. NO DISCRIMINATION Both parties agree not to discriminate against either party or against any employee on the basis of race, creed, color, national origin, political affiliation, age, sex, any handicap or the proper exercise of anyones rights as guaranteed by the Act.
ARTICLE XVI. MAINTENANCE OF MEMBERSHIP Section 1: Each employee who, on the effective date of this agreement, is a member of the Association, and each employee who becomes a member after the effective date shall maintain his/her membership, provided, however, that any employee may resign his/her membership during the fifteen (15) day period prior to the expiration date of this agreement. Section 2: Fair Share. A. Each non-member in the bargaining unit represented by the Association shall be required to pay a Fair Share fee as provided by Act 84 of 1988. The District and the Association agree to comply with all provisions of said law. 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 Associations 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 damage the District might be liable for as a consequence with its compliance with this article, except that it is expressly understood that this save harmless provision will not apply to any legal action which may arise as a result of any willful misconduct by the District or as a result of the Districts failure to properly perform its obligations under this article.
B. C.
D.
ARTICLE XVII. PAYROLL DEDUCTIONS Section 1: The District shall deduct regular Association dues from the pay of employees covered by this agreement upon receipt from the Association of individual written authorization cards voluntarily executed by an employee for that purpose and bearing his signature, provided that an employee shall have the right to revoke such authorization by giving written notice to the District fifteen (15) days prior to the expiration date of this agreement, and the authorization card shall state clearly on its face the right of the employee to revoke during this period.
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A.
The Districts obligation to make deductions shall terminate automatically upon timely receipt of revocation by the employee of authorization or upon termination of employment or promotion or transfer to a position outside the scope of the bargaining unit. All dues deductions shall be transmitted to the Association monthly. The Association shall assume full responsibility for the disposition of all funds deducted. The balance of dues shall be deducted from the final paycheck of the employee. The Association, through its president and treasurer, shall notify the District as to the amount to be deducted for each employee on dues deduction. PSEA-PACE Deductions. The District shall deduct PSEA-PACE (Political Action Committee) contributions from the pay of employees covered by this agreement upon receipt from the Association of individual written authorization cards voluntarily executed by an employee for that purpose. The Association shall notify the District as to which members, and amounts, are to have deductions for PSEA-PACE at the same time that dues deduction information is submitted. The amount is voluntary, but can be changed only at the beginning of each school year.
B.
C. D.
E.
Section 2: The District agrees to deduct throughout the year the Local Service Tax, starting with the first pay period of each school year. Also, the District agrees to deduct for credit union on the same basis. The District will continue to deduct U.S. Savings Bonds and United Fund. Section 3: Tax-sheltered Annuities. Payroll deduction for tax-sheltered annuities will be granted under the following conditions: A. B. The District will select a vendor or multiple vendors who will act as agent(s) of the District. Tax-sheltered annuities will be offered under the program of one vendor and/or through a multi-vendor option. Any change from a one-vendor option or multi-vendor option will only occur with the mutual agreement of the parties, with the understanding such consent will not be unreasonably withheld. Employees may start, stop or make changes to their payroll deduction at the beginning of any month, provided the necessary forms are submitted at least two (2) weeks prior to the first payroll date of the month.
C.
ARTICLE XVIII. SEVERABILITY CLAUSE In the event that any provisions of this agreement are found to be inconsistent with existing statutes or ordinances, the provisions of such statutes or ordinances shall prevail, and if any
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provision herein is found to be invalid or unenforceable by a court or other authority having jurisdiction, then such provision shall be considered void. All other valid provisions shall remain in full force and effect.
ARTICLE XIX. PROFESSIONAL COMPENSATION Section 1: The basic salaries of professional employees covered by this agreement are set forth in Appendix A which is attached to and incorporated in this agreement. Section 2: Compensation for extra-duty assignments to be provided under this agreement is reflected in Appendix B which is attached to and incorporated in this agreement. Section 3: Employee fringe benefits to be provided under this agreement are reflected in Appendix C attached to and incorporated in this agreement. Section 4: Employee additional instructional programs to be provided under this agreement are reflected in Appendix D attached to and incorporated in this agreement. Section 5: Annual salary shall be paid on the basis of twenty-six (26) bi-weekly periods. In years when payment of salary every two (2) weeks results in twenty-seven (27) pay periods, an appropriate adjustment shall be made to pay employees every two (2) weeks in twenty-seven (27) equal installments, unless not practicable to do so. An employee may request his salary for June, July and August to be paid in their first pay in June following the end of the school year. Such request shall be made in writing on or before May 1 on a form provided by the District. The District agrees to provide the form upon request. Bargaining unit employees may elect electronic transfer of their payroll check through direct deposit to a designated depository determined by information provided by the employee on a form provided by the District. The District agrees to provide the form upon request. Section 6: Except in cases involving extenuating circumstances, any employee who submits a resignation after August 1 of any year for the upcoming school year shall owe to the District the final costs for all benefits that were paid from August 1 of that school year to the date of his/her resignation. Any employee may submit a resignation prior to August 1 specifying the effective date to be the end of August, and continue to receive his fringe benefits through August. The District shall send a statement of the appropriate charges to the employee indicating the amounts and particular coverages that were continued on his/her behalf. The employee shall reimburse the District within twenty (20) days of the receipt of the statement of charges. Section 7: Tuition Reimbursement. A. Any employee covered under this agreement taking graduate credits shall be eligible to receive payments for credits taken within his/her area of certification or program of studies leading to a Masters degree, Ph.D. degree, or Ed.D. degree in the field of education at an accredited institution. Credits which do not meet either of these criteria
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must receive prior written approval from the superintendent in order to qualify for reimbursement. Unless otherwise approved at the sole discretion of the superintendent, said payment shall be for a maximum of nine (9) credits per year. Payment for each credit will be the actual cost, or the IUP rate per graduate credit, whichever is less. If an IUP course has a higher tuition rate for high demand classes, payment will be based on that rate. In order to receive payment as set forth under this provision, the credit must be graduate, the employee must have successfully completed the course and the employee must submit proof of payment along with an official transcript from the institution prior to the payment being made. The District shall issue a separate check within forty-five (45) days after receipt of proof of payment and official transcript. B. Members of the bargaining unit will receive tuition reimbursement for credits earned for courses offered by private groups for graduate credits under and through the auspices of any accredited institution of higher learning, to the extent provided below. 1) The employee enrolled in a Masters/Masters Equivalent degree program shall be limited to tuition reimbursement for only those credits earned which qualify for application to the completion of the credit and course requirement of the employees Masters/Masters Equivalent degree program. The employee with an earned Masters/Masters Equivalent degree who has not taken courses offered by private groups in pursuit of the Masters/Masters Equivalent degree shall be limited to tuition reimbursement by the District for three (3) credits. A person who has taken courses under A above is ineligible for any such additional remuneration; however, employees enrolled in a second Masters/Masters Equivalent degree program would follow the stipulations of A above. Notice and/or approval requirements, reimbursement dollar amounts and conditions for receiving payment for the number of qualifying credits per year shall be consistent with the terms contained in this article at Section 7.A above.
2)
3)
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ARTICLE XX. EXECUTION
IN WITNESS WHEREOF, the parties hereto have affixed their hands and seals this _____ day of _________________, 2011.
INDIANA AREA SCHOOL DISTRICT

By: __________________________________________________________ __________________________________________________________ __________________________________________________________ Attest: __________________________________________________________ (Seal)
INDIANA AREA EDUCATION ASSOCIATION

By: __________________________________________________________ __________________________________________________________ __________________________________________________________ Attest: __________________________________________________________ (Seal)
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INDIANA AREA SCHOOL DISTRICT

APPENDIX A. SALARY SCHEDULES SALARY SCHEDULE STEP PLACEMENT CHART * *
2010-2011 Salary Step Placement
2011-2012 Salary Step Placement
2012-2013 Salary Step Placement 1
2013-2014 Salary Step Placement 1 2 3 4 5 6 7 8 9 10 10 10 10
1 1 2 3 4 5 6 7 8 9 10 2 3 4 5 6 7 8 9 10 10
2 3 4 5 6 7 8 9 10 10 10
* Locate your 2010-2011 salary step and read straight across the row.
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INDIANA AREA SCHOOL DISTRICT APPENDIX A
2 20 01 11 1-2 20 01 12 2
PROFESSIONAL SALARY SCHEDULE
Step 1 2 3 4 5 6 7 8 9 10
Bachelors Bachelors +15 Masters Masters +15 Masters +30 Masters +45 Doctorate $58,635 $59,610 $60,217 $60,824 $61,431 $62,038 $62,645 $65,445 $69,845 $75,645 $59,635 $60,610 $61,217 $61,824 $62,431 $63,038 $63,645 $66,445 $70,845 $76,645 $61,035 $62,010 $62,617 $63,224 $63,831 $64,438 $65,045 $67,845 $72,245 $78,045 $62,635 $63,610 $64,217 $64,824 $65,431 $66,038 $66,645 $69,445 $73,845 $79,645 $64,635 $65,610 $66,217 $66,824 $67,431 $68,038 $68,645 $71,445 $75,845 $81,645 $67,135 $68,110 $68,717 $69,324 $69,931 $70,538 $71,145 $73,945 $78,345 $84,145 $69,635 $70,610 $71,217 $71,824 $72,431 $73,038 $73,645 $76,445 $80,845 $86,645
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2 20 01 12 2-2 20 01 13 3
Step 1 2 3 4 5 6 7 8 9 10
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2 20 01 13 3-2 20 01 14 4
Step 1 2 3 4 5 6 7 8 9 10
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INDIANA AREA SCHOOL DISTRICT APPENDIX A A. Any employee covered under this agreement who, as of August 29, 1983, has already obtained a Masters degree shall be given credit towards the MS +15, MS +30 and/or MS +45 schedules for any graduate credit(s) that was taken prior to the employee earning the Masters degree; however, any graduate credit taken that has already been counted towards said Masters degree shall not be used as credit(s) towards the MS +15, MS +30 and/or MS +45 schedules. The above provision (Section A) shall not apply to any employee who, on August 29, 1983, does not already possess a Masters degree. In addition, Section A shall not apply to newly hired employees; said employees shall be covered under Section C of this provision. Employees who do not have a Masters degree as of August 29, 1983 and newly hired employees shall only be given credit towards the MS +15, MS +30 and/or MS +45 schedules for graduate credits earned after the date on which the Masters degree was issued. Graduate credits earned (completed) after July 1, 2012, will count toward the MS+15, MS+30 and/or MS+45 schedules only if they meet one of the following parameters: 1) Credits earned are leading to the completion of an additional Masters Degree, Ph.D. Degree, or Ed. D. Degree. Credits earned are part of a program leading to an additional Pennsylvania Department of Education Certification for the employee. Credits earned are part of a program leading to a certificate in the teaching of a subject or classification related to their current teaching assignment. Credits earned will enable a teacher to become highly qualified to teach a specific subject or certification area. Credits not falling into one of the above categories, may still qualify if approved by a committee that shall include the Superintendent, the Curriculum Coordinator, and the Association President. Approval by this committee must be requested prior to enrollment in the course. The decision of this committee shall be binding, but not precedent setting, as each course, and applicant for such shall be evaluated individually.
B.
C.
D.
2)
3)
4)
5)
E.
It is understood that any courses completed prior to July 1, 2012, will be counted for MS+15, MS+30, and/or MS+45 schedules and that those accumulated total credits can be added to with additional courses as set forth above.
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F.
For credits to be counted for column movement on the salary schedule, the course work must be completed prior to the first day of the next school year. It is understood and agreed that as a result of the compaction which began in 1984-1985, the salary steps no longer indicate years of continuous service. Step on the salary schedule for a newly hired employee shall coincide with the years of credited service; however, no employee may be employed and given step placement higher on the salary schedule than that held by the majority of employees in the District with the same credited service and educational preparation.
G.
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INDIANA AREA SCHOOL DISTRICT APPENDIX B. EXTRA-DUTY, EXTRA-PAY SCHEDULE A. The District retains the exclusive right to add to or delete from the list of extra-duty, extra-pay positions set forth herein when, in its opinion, it deems it necessary to assign any person to any such position or to remove him therefrom. The District reserves the exclusive right to initially appoint any person at any salary less than that which is stated for the respective extra-duty, extra-pay position provided that said amount is not less than seventy-five (75%) percent of the applicable salary. Any employee who completes one (1) year of service in an extra-duty, extra-pay position and is re-appointed to the same position for the second consecutive year shall receive the salary stated for said extra-duty, extra-pay position. Professional employees who voluntarily accompany students to Lutherlyn shall be granted one-half () day compensatory time off for each overnight. Said compensatory time off shall be scheduled consistent with the provisions of Article X, Section 1 of the collective bargaining agreement. Drama and Music Positions Drama Coordinator Senior High This position includes responsibility for overall dramatics activities, including Auditorium Coordinator at the Senior High School. It is understood that the person in this position will direct at least one (1) play and the musical for which he will be paid the specific amount. Technical Assistant Senior High This represents wages for four (4) shows which could be divided among several persons, if necessary. Show Director Senior High It is understood that these could be different people, except for the one show which will be the responsibility of the Drama Coordinator. Musical Senior High It is understood that this will be directed by the Drama Coordinator. Music Senior High Marching Band Director This position includes responsibility for overall Marching Band activities, and includes two (2) weeks of band camp. Music Senior High Assistant Band Director, Band Front This position includes two (2) weeks of band camp, as well as after-school rehearsals and performances. It is also understood that the individuals assigned to work with the majorettes will prepare the squad for the annual majorette contest.
B.
C.
D.
E.
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APPENDIX B. EXTRA-DUTY, EXTRA-PAY SCHEDULE

POSITION Athletic Director - Asst. Athletic Director, S.H. - Asst. Athletic Director, J.H. Football, Head Coach - Assistants - Part-time Assistants - Trainer & Equipment Room supervisor (each season) Basketball, Head Boys Coach - J.V. - 9th - 8th - 7th Basketball, Head Girls Coach - Asst. J.V. - 9th - 8th - 7th Wrestling, S.H. Head Coach - Assistant Wrestling, J.H. Head Coach - Assistant Baseball, Head Coach - Assistant Track, Coordinator - Assistants Winter Track - Assistants Cross Country, Head Coach - Assistant - Junior High Soccer, Head Boys Coach - Assistant, J.V. - Assistant, J.H. Soccer, Head Girls Coach - Assistant, J.V. - Assistant, J.H. Golf, Girls Head Coach Golf, Boys Head Coach Swimming, Coordinator - Assistant Rifle, Head Coach - Assistant Volleyball, Head Coach - Assistant Tennis, Head Boys Coach - Assistant (2) Tennis, Head Girls Coach - Assistant (2) Softball, Head Coach - Assistant
2011-12 $15,880 $ 8,308 $ 8,308 $15,056 $ 6,396 $ 2,006 $ 1,145 $ 9,032 $ 6,215 $ 4,864 $ 4,864 $ 4,864 $ 9,032 $ 6,215 $ 4,864 $ 4,864 $ 4,864 $ 9,032 $ 5,254 $ 5,844 $ 4,009 $ 6,199 $ 3,002 $ 7,086 $ 3,002 $ 3,002 $ 1,270 $ 4,790 $ 1,463 $ 2,268 $ 6,199 $ 3,566 $ 3,566 $ 6,199 $ 3,566 $ 3,566 $ 4,375 $ 4,375 $ 9,305 $ 5,098 $ 4,375 $ 2,145 $ 4,375 $ 2,145 $ 4,375 $ 2,145 $ 4,375 $ 2,145 $ 6,199 $ 3,002
2012-13 $15,880 $ 8,308 $ 8,308 $15,056 $ 6,396 $ 2,006 $ 1,145 $ 9,032 $ 6,215 $ 4,864 $ 4,864 $ 4,864 $ 9,032 $ 6,215 $ 4,864 $ 4,864 $ 4,864 $ 9,032 $ 5,254 $ 5,844 $ 4,009 $ 6,385 $ 3,002 $ 7,086 $ 3,002 $ 3,002 $ 1,270 $ 4,933 $ 1,463 $ 2,268 $ 6,385 $ 3,566 $ 3,566 $ 6,385 $ 3,566 $ 3,566 $ 4,507 $ 4,507 $ 9,305 $ 5,098 $ 4,507 $ 2,145 $ 4,507 $ 2,145 $ 4,507 $ 2,145 $ 4,507 $ 2,145 $ 6,385 $ 3,002
2013-14 $15,880 $ 8,308 $ 8,308 $15,056 $ 6,396 $ 2,006 $ 1,145 $ 9,032 $ 6,215 $ 4,864 $ 4,864 $ 4,864 $ 9,032 $ 6,215 $ 4,864 $ 4,864 $ 4,864 $ 9,032 $ 5,254 $ 5,844 $ 4,009 $ 6,385 $ 3,002 $ 7,086 $ 3,002 $ 3,002 $ 1,270 $ 4,933 $ 1,463 $ 2,268 $ 6,385 $ 3,566 $ 3,566 $ 6,385 $ 3,566 $ 3,566 $ 4,507 $ 4,507 $ 9,305 $ 5,098 $ 4,507 $ 2,145 $ 4,507 $ 2,145 $ 4,507 $ 2,145 $ 4,507 $ 2,145 $ 6,385 $ 3,002 Page 33
APPENDIX B. EXTRA-DUTY, EXTRA-PAY SCHEDULE (continued)

POSITION
S.H. Dramatics Coordinator - Show Director - Technical Assistant - Director, Musical - Director, Vocal - Director, Orchestra - Choreographer - Costume Design S.H. Music, Band Director (Marching & Concert) - Assistant Band Director - Assistant Band Director (Band Front) - Stage & Instrumental Groups - Vocal Groups - Orchestra S.H. Publications - Yearbook - Newspaper S.H. Cheerleader Coordinator * Fall * Winter - Asst. Cheerleader Coordinator * Fall * Winter S.H. Forensic Team Coach J.H. Forensic Team Coach J.H. Dramatics, Coordinator - Show Director - Technical Assistant J.H. Musical, Director - Director, Vocal - Director, Orchestra - Choreographer J.H. Music, Marching Band Dir. - Concert Band, Special Groups - Orchestra & Instrumental Groups - Vocal Groups J.H. Publications - Yearbook - Newspaper TV/Video Production Coordinator J.H. Cheerleader Coordinator * Fall * Winter Instructional - Student Government, S.H. - Student Government, J.H. - Support Teacher(s), per semester Senior Class Advisor (1)
2011-2012
$5,202 $2,211 $3,545 $3,237 $1,999 $1,999 $ 982 $ 982 $7,370 $3,284 $2,974 $1,477 $1,477 $1,154 $2,701 $2,125 $2,218 $2,218 $1,453 $1,453 $3,978 $1,263 $5,202 $1,544 $1,154 $2,376 $1,378 $1,378 $ 982 $1,802 $1,154 $1,154 $1,154 $1,544 $1,544 $2,352 $1,376 $1,376 $1,179 $1,179 $ 594 $ 894
2012-2013
$5,358 $2,278 $3,651 $3,340 $2,059 $2,059 $1,011 $1,011 $7,591 $3,383 $3,063 $1,521 $1,521 $1,188 $2,782 $2,189 $2,285 $2,285 $1,497 $1,497 $4,097 $1,301 $5,358 $1,591 $1,188 $2,448 $1,419 $1,419 $1,011 $1,856 $1,188 $1,188 $1,188 $1,591 $1,591 $2,422 $1,417 $1,417 $1,214 $1,214 $ 612 $ 921
2013-2014
$5,519 $2,346 $3,761 $3,434 $2,121 $2,121 $1,042 $1,042 $7,819 $3,484 $3,155 $1,567 $1,567 $1,224 $2,866 $2,255 $2,353 $2,353 $1,542 $1,542 $4,220 $1,340 $5,519 $1,638 $1,224 $2,521 $1,462 $1,462 $1,042 $1,912 $1,224 $1,224 $1,224 $1,638 $1,638 $2,495 $1,460 $1,460 $1,251 $1,251 $ 631 $ 949
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INDIANA AREA SCHOOL DISTRICT APPENDIX C. HOSPITALIZATION AND INSURANCE COVERAGE A. Throughout the life of this agreement, the District will provide each employee with the Highmark Blue Cross/Blue Shield PPO Blue Medical plan for Indiana Area Education Association Members in effect for the 2011-12 school year. The District shall pay one hundred percent (100%) of the premium cost for the PPO Blue Medical Plan. The District will provide each employee with group term life insurance with accidental death and dismemberment coverage in the amount of $50,000 for each year of the agreement. The premium cost of said insurance coverage shall be fully paid by the District. Said policy to be convertible by the employee upon termination of service, or within thirty-one (31) days thereafter, at the expense of the employee. Throughout the life of this agreement, the District will provide each employee with income protection coverage as follows: 1) 2) 3) 4) Participation on the part of the employee will be voluntary. The District will pay ninety-five (95%) of said premium cost. The employees contribution will be made by payroll deduction at the employees option. Each employee who chooses to participate in said protection shall be granted coverage which will provide said employee two-thirds (2/3) of salary per month with a maximum monthly benefit of $5,000. Benefits shall begin at the end of the forty-fifth (45) day of illness or disability. Said specifications and description of coverage shall be no less than that provided by Sun Life, Inc., which shall be incorporated in this agreement by reference and is attached to the master agreement of the District and Association.
B.
C.
5) 6)
D.
The District will provide a dental insurance plan. The District will pay the full premium cost of said coverage for the individual, and will pay ninety-five (95%) percent of the premium cost for any employee who is enrolled in the family plan. Coverage shall be as follows: 1) No deductible coverage as follows:
Diagnostic Preventive Basic Restorative PROVIDER 100% 100% 100% EMPLOYEE 0% 0% 0%
Oral Surgery
Endodontic Perdiodontic Major Restorative Prosthodontics Orthodontic
100%
100% 100% 80% 50% 50%
0%
0% 0% 20% 50% 50%
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2) 3) 4)
$2,000 maximum benefit per calendar year for each employee and each dependent. Orthodontic coverage to maximum of $2,000 (for dependents only). Said specifications and descriptions of coverage shall be no less than that provided by Delta Dental Master Plan of 2010, which shall be incorporated in this agreement by reference, and is attached to the master agreement of the District and Association. It is understood that claims that were traditionally and regularly covered under previous plans will continue to be covered if accompanied by documented proof of such previous coverage.
5)
E.
The District will provide a vision insurance plan. The District will pay the full premium cost of said coverage for the individual, and will pay ninety-five (95%) of the premium cost for any employee who is enrolled in the family plan. Said specifications and descriptions of coverage shall be no less than that provided by the Vision Services Plan (VSP), Option 1.B, which shall be incorporated in this agreement by reference and is attached to the master agreement of the District and Association.
F.
Any employee who retires under the Pennsylvania State Education Retirement System shall be entitled to receive, as additional compensation payable at the time of retirement, an amount computed by multiplying the number of an employees unused accumulated sick days by One Hundred ($100.00) Dollars per day. The District shall make a non-elective, no-cash option contribution into the employees qualified 403(b) account equal to the value of the employees unused accumulated sick leave at the time of retirement as set forth in Appendix C, Section J. In the event an eligible employee dies before receiving his/her contribution, the contribution shall be made to the account in the month of the employees death. If the eligible employee dies before the employer can establish the employees qualified 403(b) account, the contribution will be made to the employees estate.
G.
Any retiring employee may elect to continue membership in the dental insurance coverage provided in Appendix C, Section D and/or the vision coverage provided in Appendix C, Section E, of this Agreement, provided the election is made prior to the coverage expiring. Eligibility for membership in the insurance program requires payment of the Districts monthly group rate premium, no administrative fees, prior to the due date. The retiring employee shall be responsible for said premium payments. Nonpayment of premium will result in loss of coverage.
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H.
Voluntary Retirement Incentive 1) An employee who has twenty-five (25) or more years of credited service under the Pennsylvania Public School Employees Retirement System shall be eligible for the Early Retirement Incentive program. An employee who qualifies for the program must meet the following requirements: a. b. c. 3) Shall submit a notification of retirement on or before April 15 of the last year of teaching. Shall not retire on permanent disability. Shall have taught at least ten (10) years in the Indiana Area School District.
2)
Any employee who provides notification to the District on or before January 15 of the last year of teaching shall receive a non-elective employer contribution of Five Thousand Dollars ($5,000.00) with a no-cash option into the employees qualified 403(b) account as set forth in Appendix C. In the event an eligible employee dies before receiving his/her contribution, the contribution shall be made to the account in the month of the employees death. If the eligible employee dies before the employer can establish the employees qualified 403(b) account, the contribution will be made to the employees estate.
4)
Any employee who presents their notification of retirement prior to April 15th, has the option to retract said notification should he experience a life changing event between the date of notification and the stated effective date of retirement. Examples are, but are not limited to, the death or sudden illness of an immediate family member, or a sudden or unexpected financial crisis.
I.
An employee who qualifies for retirement under Section H of this appendix, or retires under the disability provision of the Pennsylvania School Employees Retirement System, shall be eligible to continue membership in the insurance coverage provided by Appendix C, Section A. Eligibility for membership in this insurance program requires payment of the monthly group rate premium prior to its due date. It is understood that default or late payment will cause the person to be dropped permanently from the insurance program. In the event the carrier disallows the coverage to be provided in this manner, this provision shall be null and void. 1) a. Employees who give written notice of retirement on or before April 15 shall be eligible for the following provision(s). An employee retiring shall also be eligible for employer-paid hospitalization insurance coverage as provided in Appendix C, Section A of this agreement. The length of said coverage shall be one (1) year of employer-paid coverage for each block of thirty (30) unused sick days accrued on the date of retirement.
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b.
In addition to the above, the retiring employee shall be entitled to a maximum of five (5) years of hospitalization coverage in the PPO Blue Medical plan in effect at the time of retirement. The Districts monthly payment toward the medical insurance premium for this coverage shall be the difference between the monthly premium cost to the District and the maximum monthly PSERS Health Insurance Premium Assistance program payment that may be received by the retired employee under Act 23 of the Public School Employees Retirement System or any successor legislation.
c.
The persons to be covered by said hospitalization coverage shall be the same persons covered on the date of the employees retirement. Paid coverage by the employer shall not go beyond the retiring employees sixty-fifth (65) birthday or Medicare, whichever is later. Paid coverage by the employer for a retired employees dependent ends when the retired employees coverage ends, except that coverage for a dependent shall not go beyond the dependents sixty-fifth (65) birthday or Medicare, whichever is later.
2)
When a retiring employee is credited with hospitalization coverage as stated above for unused sick leave, said sick leave days shall not qualify for payment under Appendix C, Section F of this agreement, except that any and all days accumulated by the employee in excess of any thirty (30) day block(s) shall qualify for payment under Appendix C, Section F. The District shall make a nonelective, no-cash option, contribution into the employees qualified 403(b) account equal to the value of the employees remaining unused accumulated sick leave. The District shall make a non-elective, no-cash option contribution into the employees qualified 403(b) account equal to the per diem value of the employees personal leave in Article X, Section 1, at the time of retirement as set forth in Appendix C, Section J.
3)
J.
Employer Contributory 403(b) Program 1) The District agrees to establish a qualified 403(b) employer contributory program offered by a mutually agreed upon provider, subject to all applicable statues and government regulations. The District shall make all appropriate fund transfers to the product provider. At the time of retirement, all bargaining unit employees who are eligible to receive payment for unused accumulated sick leave and those bargaining unit employees who meet the contractual guidelines set forth in Appendix C, Section H, and receive the lump-sum payment are eligible to participate in this program. These contributions, except as applicable below, shall occur within thirty (30) days of the date on which the retirement becomes effective.
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2)
The District shall make a contribution as a non-elective employer contribution with a no-cash option into the employees qualified 403(b) account equal to the value of the lump-sum payment as set forth in Appendix C, Section H, and the value of the employees unused accumulated sick leave as set forth herein. Such account shall be established through a mutually agreed upon provider. Any portion of the eligible employees qualified 403(b) contribution that cannot be deposited into the employees account because of the contribution limit imposed under Section 403(b) of the Internal Revenue Code shall be deposited by the District into the employees account the following year(s) payable within the month of January of the new tax year. The Districts qualified 403(b) Employer Contribution Account shall be a continuing obligation for any amounts still owed after the termination of this agreement.
3)
K.
Hospitalization and insurance coverage provided under Sections A through E will be effective on the individuals start date if that date occurs during the first fifteen (15) days of the month. If the individuals start date is after the first fifteen days of the month, coverage will be effective the first day of the following month.
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INDIANA AREA SCHOOL DISTRICT APPENDIX D. ADDITIONAL INSTRUCTIONAL PROGRAMS Reimbursement for summer instructional programs will be at the employees per diem hourly rate of pay as set forth in Appendix A, Salary Schedules: Summer instructional programs shall be defined as remedial courses; accelerated courses; and courses not otherwise described. Summer instructional programs shall be taught by bargaining unit members if properly certified. If no bargaining unit member agrees to teach a summer instructional program, the District may hire from outside the bargaining unit. Payment will be the appropriate per diem hourly rate of pay as set forth in Appendix A, Salary Schedules. Teachers will receive the hourly rate prescribed if the District participates with any program that incorporates the cooperation of federal, state, or other school agencies. B. C. Reimbursement for homebound instruction will be at the employees per diem hourly rate of pay as set forth in Appendix A, Salary Schedules. Reimbursement for curriculum writing will be at the employees per diem hourly rate of pay as set forth in Appendix A, Salary Schedules. Reimbursement for voluntary workshops will be at the following rates: $34.38 per hour in 2011-2012 $35.41 per hour in 2012-2013 $36.48 per hour in 2013-2014 E. Non-bargaining unit members providing services paid at the per diem hourly rate will be paid at Bachelors Step 1 per diem, except for those individuals affected by the 2011 Memorandum of Agreement for Homebound Instruction.
A.
D.
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INDIANA AREA SCHOOL DISTRICT APPENDIX E. GRADE APPEAL POLICY
A.
Purpose It shall be the policy of the District to resolve disputes that arise between a students parents and/or legal guardian and the students subject teacher concerning the assignments of a grade in accordance with the following procedure. Procedure There shall be a Grade Appeal Committee established annually which will be comprised of one (1) elementary and one (1) secondary principal chosen by the superintendent and two (2) teachers chosen by the Association president. A fifth member will be chosen alternately by the superintendent and the Association president on a case-by-case basis. The work of the committee will be done on school time, if possible. If the committee is required to meet after school hours, the teachers involved will receive compensatory time. The committee will meet with the student and his or her representatives and the subject teacher involved and his or her representatives to review the grade dispute. The committee will give both parties the opportunity to present any information that is relevant to the dispute. The chairman of the committee, chosen by the members, will moderate all meetings. The committee members will be given the opportunity to question the parties in the dispute and will render a decision within three (3) days. The decision will reflect the majority opinion of the committee. The committees decision will be given to the superintendent who will notify the parties involved. No record of the dispute will appear in the teachers personnel file, nor in the students permanent record.
B.
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INDIANA AREA SCHOOL DISTRICT APPENDIX F. COMPUTER MEDIATED COURSES A. Definition 1) Computer Mediated Courses shall be courses taught with the use of purchased or acquired software from a third party, or developed by the District, as the primary method of delivery of instruction. Students still remain in a traditional, physical classroom setting. When the District expands its capabilities to provide other types of technologybased instruction, which may include, but not be limited to, instruction of students separated by location from their instructor; instruction delivered by bargaining unit employees to students outside the District; courses that originate from the District for District students and are sent to another educational entity; the Indiana Digital Education Academy for Learning (IDEAL); any type of District cyberschool; or any requirement by the District that all employees must engage in the use of computer technology related to instruction, it shall be bargained with the Association prior to being implemented by the District. The intent of this agreement is not to incorporate or apply to individual teachers voluntary use of computers, websites, or the Internet as an enhancement of their traditional courses or curriculum.
2)
3)
B.
Computer Mediated Course Assignments 1) Computer Mediated Courses shall be used to provide course offerings otherwise unavailable to students of the District, or where there is insufficient enrollment of students in a course, or in IASDs alternative education setting. Student enrollment in these courses shall not exceed the traditional class enrollment of a regular classroom course as appropriate to the subject area. All Computer Mediated Courses, regardless of the course delivery method, shall be instructed by a bargaining unit member and shall be a part of the bargaining unit employees regular teaching assignment, subject to all terms and conditions of the collective bargaining agreement. All instructors of courses shall be properly certified teachers in the subject area. The use of Computer Mediated Courses shall not be used to subcontract bargaining unit work, or to provide instruction during a legal strike or lockout. When selecting instructors for Computer Mediated Courses, the District will consider volunteers for such assignments.
2)
3) 4) C.
Training and evaluation 1) All bargaining unit employees involved in District Computer Mediated programs shall receive appropriate training in the technology and the instructional materials necessary for Computer Mediated Instruction.
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2)
All monitoring and observation of a Computer Mediated Course taught or supervised by a bargaining unit employee shall be conducted openly and with full knowledge of the employee. Bargaining unit employees shall not be recorded in any manner or form without the bargaining unit employees knowledge. The District shall apply the same criteria to evaluate bargaining unit employees instructing a Computer Mediated Course as used to evaluate bargaining unit employees in a traditional class. Evaluations shall be conducted by the appropriate administrator of Indiana Area School District. Any bargaining unit employee assigned as the instructor of a Computer Mediated Course shall not be responsible or accountable for the course content provided by a third party or originating from outside the District.
3)
4)
D.
Student Grading 1) Bargaining unit employees assigned to teach Computer Mediated Courses shall be responsible for grading all students enrolled in the course based on the Indiana Area School Districts student grading policy. Students from the District enrolled in a Computer Mediated Course in any form that originates from outside of the District or was purchased by the District from a third-party provider shall be graded according to the Indiana Area School Districts Student Grading Policy.
2)
E.
Compensation 1) All bargaining unit employees who volunteer and are approved by the District to develop and design Computer Mediated Courses outside of the regular workday or year shall be paid their per diem hourly rate as set forth in Appendix A, Salary Schedules, of the collective bargaining agreement. All bargaining unit employees who participate in District training for Computer Mediated Courses beyond the work year or school day shall be paid the hourly rate as set forth in Appendix D, Paragraph D, of the collective bargaining agreement. Any Computer Mediated Courses offered to students outside the work year and beyond the school day shall be posted according to Article VIII, Section 1, of the collective bargaining agreement and include appropriate preparation time as set forth in Appendix F of the collective bargaining agreement. The courses shall be taught and supervised by appropriately certified bargaining unit members. Compensation shall be the employees appropriate per diem hourly rate. If no bargaining unit member agrees to teach the Computer Mediated Course, the District may hire from outside of the bargaining unit, so long as their compensation is the appropriate per diem hourly rate of pay as set forth in Appendix A, Salary Schedules, of the collective bargaining agreement.
2)
3)
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IASD Teachers Contract 2011-2014

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IASD Teachers Contract 2011-2014

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Collective Bargaining Agreement

Indiana Area School District

Indiana Area Education Association

TABLE OF CONTENTS (continued)

XIV XV XVI XVII

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(f) (g) (h) ii.

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ARTICLE XX. EXECUTION

INDIANA AREA SCHOOL DISTRICT

INDIANA AREA EDUCATION ASSOCIATION

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INDIANA AREA SCHOOL DISTRICT

2010-2011 Salary Step Placement

2011-2012 Salary Step Placement

2012-2013 Salary Step Placement 1

2013-2014 Salary Step Placement 1 2 3 4 5 6 7 8 9 10 10 10 10

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INDIANA AREA SCHOOL DISTRICT APPENDIX A

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INDIANA AREA SCHOOL DISTRICT APPENDIX A

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INDIANA AREA SCHOOL DISTRICT APPENDIX A

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APPENDIX B. EXTRA-DUTY, EXTRA-PAY SCHEDULE

APPENDIX B. EXTRA-DUTY, EXTRA-PAY SCHEDULE (continued)

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INDIANA AREA SCHOOL DISTRICT APPENDIX E. GRADE APPEAL POLICY

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