and the
Collective Bargaining Unit Agreement July 1, 2007—June 30, 2009
TABLE OF CONTENTS ARTICLE 1 - RECOGNITION _________________________________________________________________ 3 ARTICLE 2- NEGOTIATIONS IN TERM OF AGREEMENT _______________________________________ 3 ARTICLE 3 - CONTRACT REOPENER _________________________________________________________ 4 ARTICLE 4 - SAVING CLAUSE AND WAIVER OF RIGHTS ______________________________________ 4 ARTICLE 5 - MANAGEMENT RIGHTS_________________________________________________________ 4 ARTICLE 6 - MAINTENANCE OF BENEFITS___________________________________________________ 4 ARTICLE 7 - GRIEVANCE PROCEDURES _____________________________________________________ 4 (A) (B) (C)
(1) (2) (3) (D) (E) (F) (G) (H) (I) (J)
Purpose _______________________________________________________________________________________4 Definitions _____________________________________________________________________________________4 Procedures_____________________________________________________________________________________5
Level One_________________________________________________________________________ 5 Level Two ________________________________________________________________________ 5 Level Three _______________________________________________________________________ 5 Presence of Grievant ____________________________________________________________________________5 Group Grievance _______________________________________________________________________________5 Rights of Teachers to Representation_______________________________________________________________5 Miscellaneous __________________________________________________________________________________5 Management Grievance __________________________________________________________________________6 Waiver ________________________________________________________________________________________6 Withdrawal of Grievance_________________________________________________________________________6
ARTICLE 8 - ARBITRATION _________________________________________________________________ 6 (A) (B) (C) (D)
Demand for Arbitration__________________________________________________________________________6 Selection of Arbitrator ___________________________________________________________________________6 Guidelines _____________________________________________________________________________________6 Disposition _____________________________________________________________________________________6
ARTICLE 9 - NO STRIKE CLAUSE ____________________________________________________________ 7 ARTICLE 10 - DISMISSAL POLICY ___________________________________________________________ 7 ARTICLE 11- RESIGNATION AND RETIREMENT ______________________________________________ 9 (A) (B)
Resignation ____________________________________________________________________________________9 Retirement_____________________________________________________________________________________9
ARTICLE 12- LEAVES OF ABSENCE __________________________________________________________ 9 (A) (B) (C) (D)
General Provisions ______________________________________________________________________________9 Child Rearing Leave_____________________________________________________________________________9 Emergency Leave _______________________________________________________________________________9 Personal Days _________________________________________________________________________________10
ARTICLE 13 - PERMANENT REDUCTION IN STAFF___________________________________________ 10 ARTICLE 14 - STUDENT TEACHER POLICY __________________________________________________ 11 ARTICLE 15 - CONTRACT PROVISIONS ______________________________________________________ 12 (A) (B) (C) (D)
Length of Contract _____________________________________________________________________________12 Assignment ___________________________________________________________________________________12 Statement of Teacher Responsibility ______________________________________________________________12 Duty-Free Lunch ______________________________________________________________________________12
ARTICLE 16 - TEACHER LOAD _____________________________________________________________ 12 ARTICLE 17- LUNCH ROOM PAY ___________________________________________________________ 13 ARTICLE 18 - SUBSTITUTE TEACHERS______________________________________________________ 13 ARTICLE 19 - SUMMER SCHOOL TEACHING LOAD___________________________________________ 14 ARTICLE 20 - INCOME PROTECTION________________________________________________________ 14 ARTICLE 21- TRANSFERS AND VACANCIES _________________________________________________ 14 ARTICLE 22 - PROFESSIONAL MEETINGS ___________________________________________________ 15 ARTICLE 23 - SCHOOL CLOSING ___________________________________________________________ 15 1
ARTICLE 24 - PERSONNEL FILE ____________________________________________________________ 16 ARTICLE 25 - INSURANCE _________________________________________________________________ 16 (A) (B) (C) (D) (E) (F)
Term Group Life Insurance _____________________________________________________________________16 Hospital, Surgical and Medical Insurance __________________________________________________________16 Personal Assault and Property Damage____________________________________________________________17 Liability Insurance _____________________________________________________________________________17 Disability Insurance ____________________________________________________________________________17 Dental Insurance_______________________________________________________________________________17
ARTICLE 26 - MILEAGE____________________________________________________________________ 17 ARTICLE 27- CONTRIBUTION TO STATE TEACHERS RETIREMENT SYSTEM____________________ 18 ARTICLE 28- SALARY SCHEDULE PROVISIONS ______________________________________________ 18 (A)
(1) (2) (B) (C) (D) (E) (F) (G) (H) (I) (J) (K)
Placement on Schedule__________________________________________________________________________18
Training _________________________________________________________________________ 18 Experience _______________________________________________________________________ 18 Curriculum Rate_______________________________________________________________________________19 IEP Case Managers ____________________________________________________________________________19 Co-Curricular Schedule_________________________________________________________________________19 Method of Payment ____________________________________________________________________________19 Payroll Deductions _____________________________________________________________________________19 Entrance to School Sponsored Activities ___________________________________________________________20 Payment for Course Credit ______________________________________________________________________20 Pay Structure for Working at Athletic Events ______________________________________________________20 Method of Referee Compensation_________________________________________________________________21 Game Workers ________________________________________________________________________________21
ARTICLE 29 -DRIVER EDUCATION SALARY SCHEDULE ______________________________________ 21 ARTICLE 30 - DEPARTMENT CHAIRPERSON SALARY SCHEDULE _____________________________ 21 ARTICLE 31 - ASSOCIATION RIGHTS________________________________________________________ 22 ARTICLE 32 - WAGE SALARY CONTROLS CLAUSE____________________________________________ 22 ARTICLE 33 - NON-DISCRIMINATION _______________________________________________________ 22 ARTICLE 34 - SUCCESSORS AND ASSIGNS___________________________________________________ 22 ARTICLE 35 - FAIR SHARE _________________________________________________________________ 22 ARTICLE 36 -PROFESSIONAL MAINTENANCE UNITS - Deleted _________________________________ 23 ARTICLE 37 – PI 34 TEACHER LICENSING REQUIREMENTS___________________________________ 23 (A) (B)
Mentoring ____________________________________________________________________________________23 Professional Development Teams/Plans ____________________________________________________________23
SIDEBAR AGREEMENTS___________________________________________________________________ 24 SIDEBAR AGREEMENT NO. 1 – SPECIALISTS SPLIT ASSIGNMENTS __________________________________24 SIDEBAR AGREEMENT NO. 2 – ELEMENTARY SPECIALISTS RELEASED TIME _______________________24 SIDEBAR AGREEMENT NO. 3 – COMBINATION CLASSES____________________________________________24 SIDEBAR AGREEMENT NO. 4 – REVIEW OF EDUCATION PROGRAM _________________________________24 SIDEBAR AGREEMENT NO. 5 – PROF. DEV. TEAM COMMITTEE _____________________________________24 SIDEBAR AGREEMENT NO. 6 – PAPERWORK REDUCTION COMMITTEE _____________________________24 SIDE BAR AGREEMENT NO. 7 – SIXTY-DAY RETIREMENT NOTICE __________________________________24
AGREEMENT SIGNATURE PAGE ___________________________________________________________ 26 MEMORANDUMS OF UNDERSTANDING ____________________________________________________ 27 Calendars for Teachers ______________________________________________________________________ 30 Co-Curricular Salary Schedule ________________________________________________________________ 32 INDEX___________________________________________________________________________________ 35 INDEX ___________________________________________________________________________________ 35
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AGREEMENT This AGREEMENT, made and entered into this 18th day of June, 2008 effective July 1, 2007 according to the provisions of Section 111.70 of the Wisconsin statutes, by and between the Oshkosh Area School District (also known as the Board of Education), as Employer, hereinafter called "Board" and the Oshkosh Education Association, hereinafter called "OEA". WITNESSETH: WHEREAS, both parties are entering into this Agreement for the purpose of maintaining an amicable understanding with respect to the employer/employee relationship that is to exist between them, and enter into an agreement covering wages, hours, and conditions of employment, and WHEREAS, the mutual interests of the parties hereto are recognized by this Agreement for the promotion of qualitative and efficient teaching in said Oshkosh Area School District, and WHEREAS, the OEA and the Oshkosh School Board intend to maintain harmonious teacher/school board relations for the term of this Agreement, it is the intent of each party to this Agreement to abide by the laws of the State of Wisconsin, including but not limited to Section 111.70 of the Wisconsin Statutes, NOW, THEREFORE, in consideration of the mutual agreements herein contained and other good valuable consideration, the parties hereto agree as follows:
ARTICLE 1 - RECOGNITION (A) The Board of Education hereby recognizes the Oshkosh Education Association as the exclusive negotiations representative of all certified full-time and regular part-time teaching personnel employed by the Oshkosh Area School District, including without limitation by enumeration: guidance counselors, librarians, library media specialists, school psychologists, psychometrists, fulltime teaching principals, deans, peer coaches, curriculum support specialists, school nurses, school social workers, teacherassistant principals, curriculum coordinators, and therapists; but excluding administrators, supervisors, managers, directors, assistant directors, intern teachers, substitute teachers, and paraprofessionals, on questions of wages, hours, and conditions of employment. (B) The Board of Education and the OEA agree to mutually develop procedures which will expedite negotiations. (C) The Board of Education reserves the right to hear any individual or group of employees on matters other than wages, hours, and conditions of employment. (D) It is recognized by the Board that the involvement of teachers in a meaningful and purposeful way is desirable and in the best interest of the school district, and the Board will attempt to facilitate that involvement.
ARTICLE 2- NEGOTIATIONS IN TERM OF AGREEMENT (A) This Agreement, including Sidebar Agreements, shall be effective July 1, 2007 and shall continue in force and effect through June 30, 2009 and shall be automatically renewed from year to year thereafter unless either party gives to the other written notice of intent to terminate or modify this contract no sooner than January 15 and no later than February 15, 2009. In the event the parties do not reach agreement on a successor contract, all provisions of this Agreement, including the payment of salary schedule increments, shall remain in full force and effect until a successor Agreement is reached. (B) Written notice to the Board shall be given by mail or delivery to the Superintendent of Schools. Written notice to the OEA shall be given or mailed to the President of the OEA. (C) At the initial meeting held on or before March 1, parties will discuss ground rules for negotiations including the advisability of closed or open sessions. At this meeting, if parties cannot agree as to closed or open sessions, sessions will remain closed. However, open session(s) may be mutually agreed upon during negotiations. (D) The parties will meet to begin negotiations no later than March 15 of each year whenever possible.
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(E) When the authorized representatives of the Board and the OEA have reached a tentative agreement, said agreement shall be reduced to written contract form by the Board; and the OEA shall notify the Board, in writing, that the Agreement has been ratified prior to action by the Board. The Board will furnish the Association with 200 copies of the Agreement.
ARTICLE 3 - CONTRACT REOPENER During the term of the contract, any article of this Agreement may be opened for negotiations by mutual consent of both parties to this Agreement, negotiations under this article shall be restricted to that article stated in the request for discussion.
ARTICLE 4 - SAVING CLAUSE AND WAIVER OF RIGHTS (A) If any article or section of this contract or any rider(s) thereto is held invalid by operation of law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any article or section should be restrained by such tribunal pending a final determination as to its validity, the remainder of this contract or any rider thereto, or the application of such article or section to persons or circumstances other than those as to which it has been held invalid or as to which compliance with or enforcement of has been restrained, shall not be affected thereby. In this event, the parties will meet and attempt to negotiate mutually acceptable and legal replacement of any such article or section as soon as practical. (B) Neither party to this Agreement, by such act at the time hereof or subsequent hereto, agrees to and does waive any rights possessed by it or them under any state and federal laws, regulations, or statutes.
ARTICLE 5 - MANAGEMENT RIGHTS (A) The Board of Education retains, as a management right, jurisdiction over all and any issues pertinent to the efficient management of the Oshkosh Area School District, not specifically referred to in this Agreement. (B) Without limiting the generality of the foregoing, the management rights shall include: (1) Management and control of the properties and facilities of the school system. (2) Selection, hiring, and promotion of employees of the district. (3) The establishment of grade levels and courses of instruction including special programs. (4) The selection of books, materials and instructional supplies.
ARTICLE 6 - MAINTENANCE OF BENEFITS (A) The employer agrees to maintain in substantially the same manner, all benefits, policies, and procedures primarily related to wages, hours, and conditions of employment not specifically referred to or altered by this Agreement. (B) It is agreed by the parties that the benefits referred to in Section (A) shall be enjoyed by a group of teachers or a class of teachers and shall not include courtesies extended to individuals.
ARTICLE 7 - GRIEVANCE PROCEDURES (A) Purpose The purpose of the following grievance procedure shall be to settle equitably at the lowest possible administrative level, issues which may arise from time to time concerning salaries, hours, and conditions of employment of teachers provided for in the Agreement.
(B) Definitions (1) For the purpose of this Agreement, a "grievance" is defined as any dispute between the Board of Education and the Oshkosh Education Association or any member of the bargaining unit concerning the interpretation and/or application of the terms and conditions of this Agreement. (2) An "aggrieved party" is a person or group of persons registering a grievance as defined above. (3) A "party of interest" is a person or group of persons (including the Board of Education or any of the representatives of the OEA) who might be required to take action or against whom action might be taken in order to resolve the grievance. (4) The term "days" when used in this article shall mean calendar days of the year, including summer recess days, but specifically excluding those non-work days which constitute the Christmas and Easter recesses.
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(C) Procedures Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each of the following levels should be considered as maximum and every effort should be made to expedite the process. The time limit specified may, however, be extended by mutual agreement in writing between the OEA and the District representative involved at any step of the grievance procedure. The parties recognize the problem the summer recess might cause in meeting the time limits set forth herein. Therefore, grievance steps may be accelerated or postponed where the absence of one or more material persons during the summer months makes this procedure desirable. Such acceleration of or postponement is to be reduced to writing and signed by the OEA and the District representative. (1) Level One (a) A grievance shall be filed in writing with the aggrieved party's immediate supervisor or principal, by the aggrieved party or the Association in his/her behalf, within twenty (20) days after the grievance is alleged to have first occurred. (b) The aggrieved party may request a discussion with his/her immediate supervisor or principal concerning the filed grievance. If requested, such discussion shall take place within five (5) days from the date of filing of the grievance. The aggrieved party may be accompanied by a representative of the Association at such discussion. (2) Level Two (a) If the aggrieved party is not satisfied with the disposition of the grievance at Level One or if no decision has been rendered within the allowed time limits at Level One, the aggrieved party may transfer the grievance, or appeal the decision to the Superintendent in writing within five (5) days. (b) Within ten (10) days after receipt of the written appeal, the Superintendent or his/her designee shall meet with the aggrieved person and/or a representative of the Association and all parties of interest in an effort to resolve the grievance. (c) Within five (5) days after the Level Two grievance meeting, the Superintendent or his/her designee shall communicate his/her decision to the aggrieved party and the Association in writing. (3) Level Three (a) Within ten (10) days after receiving the decision of the Superintendent, or in the event that no decision has been rendered within fifteen (15) days after the aggrieved party first met with the Superintendent or his/her designee, the aggrieved party or the Association may appeal the decision in writing to the Board of Education. The aggrieved party or the Association shall have the opportunity to request a hearing before the Board or a committee of Board members. (b) The Board of Education shall communicate its decision in writing, together with the supporting reasons, to the aggrieved party and to the Association within twenty (20) days of the receipt of the appeal if no hearing is requested or within ten (10) days of the hearing if such hearing has been requested and held. (D) Presence of Grievant An aggrieved party may be present at every step of the procedure and shall be present at the request of the OEA, principals, or Superintendent, as the case may be. (E) Group Grievance To avoid filing of multiple grievances by teachers with identical claims, the OEA may process the grievance at Level Two. The OEA may be the sole grieving party. (F) Rights of Teachers to Representation (1) No reprisals of any kind shall be taken by any party to this Agreement against any party in interest, any witness, any member of the Teacher Defense Committee or any other participant in the grievance procedure by reason of such participation. (2) Any party in interest may be represented at all stages of this grievance procedure by a person of his/her own choosing, except that he/she may not be represented by a representative or by an officer of any teacher organization other than the OEA. When a teacher is not represented by the OEA, the OEA shall have the right to be present and to state its views at all stages of this grievance procedure. (G) Miscellaneous (1) Decisions rendered at Level Two and Three of the grievance procedure shall be in writing setting forth the decision and the reasons therefore and shall be promptly transmitted to all parties in interest and to the Chairs of the OEA Teacher Defense Committee. (2) Forms for filing and processing grievances and other documents necessary under the procedure shall be prepared by the Superintendent and given appropriate distribution so as to facilitate operation of the grievance procedures.
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(3) (4)
All documents, communications and records dealing with the processing of a grievance shall be filed separately from the personnel files of the participants. Failure at any step of this procedure to communicate the decision on a grievance within the specified time limits shall permit the aggrieved employee to proceed to the next step. Failure at any step of this procedure to appeal a grievance to the next step within the specified time limits shall be deemed to be acceptance of the decision rendered at that step.
(H) Management Grievance In the event that the administration or Board of Education is the aggrieved party, the Superintendent of Schools or his/her designee shall submit its grievance in writing to the President of the OEA. Within ten (10) days of the receipt of this grievance, the officers of the OEA shall meet with the Superintendent or his/her designee in an effort to resolve the grievance. Within fifteen (15) days of the submission of the management grievance, the President of the OEA shall respond for the OEA in writing to the Superintendent. It is agreed by the parties that this section of the Agreement is not subject to arbitration under Article VIII. (I)
Waiver Any steps of the grievance procedure may be waived by mutual consent of the parties.
(J) Withdrawal of Grievance The grieving party may withdraw the grievance at any time and at any level of the grievance procedure.
ARTICLE 8 - ARBITRATION (A) Demand for Arbitration (1) If the grievance is not satisfactorily resolved under Article VII (C) 3, Level Three, above, the aggrieved party or the Association: (a) Within ten (10) days after notification of the Board of Education's decision at Article VII (C), Level Three, above; or (b) If no Board of Education decision is rendered and a hearing was requested and held pursuant to Article VII (C), Level Three, above, within twenty (20) days of such hearing; or (c) If no Board of Education decision is rendered and a hearing was not requested pursuant to Article VII (C), Level Three, above, within thirty (30) days of the submission of the written appeal to the Board of Education; may demand arbitration by notice in writing to the Superintendent or his/her designee. (2)
The term "days" when used in this article shall mean calendar days of the year, including summer recess days, but specifically excluding those non-work days which constitute the Christmas and Easter recesses.
(B) Selection of Arbitrator As soon thereafter as possible, the party demanding arbitration shall contact the American Arbitration Association requesting that a panel of five (5) names of arbitrators be submitted. Each party shall then alternately strike one name from the panel until one name remains. This individual shall be the arbitrator. The party demanding arbitration shall have the first strike. The parties shall each name one more arbitrator so that three members shall constitute the arbitration panel. However, the parties may mutually waive the appointment of two more members so that the AAA designee may hear the matter alone. (C) Guidelines (1) The arbitrator shall meet and confer with the parties as soon as possible after selection and hold hearings promptly. (2) The expense of the impartial arbitrator shall be divided equally between the parties to the Agreement. Each party shall bear the expense of its own appointed arbitrator, if any. (3) Either party may request that the proceedings be transcribed. In such case, the cost of transcription shall be borne by the party making the request. If the arbitrator requests that the proceedings be transcribed, the cost of transcription shall be divided equally between the parties to this Agreement. (D) Disposition (1) The decision of the arbitrator shall be final and binding upon the parties. (2) The arbitrator may rescind, confirm, or modify disciplinary action, including action resulting in loss of pay to the employee involved. (3) The arbitrator shall not have authority to make any decision which requires an act prohibited by law. (4) The power of the arbitrator shall be limited to interpretation and application of the labor agreement. The arbitrator shall have no power to alter, add to, amend, or modify the provisions of the Agreement.
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ARTICLE 9 - NO STRIKE CLAUSE The OEA agrees on behalf of itself and the teachers of the bargaining unit in good faith not to engage in a strike, slowdown, picketing, or walk-out during the term of this Agreement. Any teacher participating in or causing such activity shall be subject to immediate dismissal. Any teacher rehired subsequent to dismissal hereunder may be placed on probationary status for a period up to three (3) years at the discretion of the Board.
ARTICLE 10 - DISMISSAL POLICY (A) Probationary Teachers (1) All teachers teaching half-time or more during the first three years of their employment shall be deemed to be in a period of probation. (2) No teacher shall be required to serve more than one probationary employment period except as provided in the No Strike Clause of this Agreement. (3) Any probationary teacher shall be employed for the ensuing year unless notified of nonrenewal pursuant to 118.22, Wisconsin Statutes or unless laid off pursuant to the provisions of Article 13. The nonrenewed teacher shall be furnished a copy of his/her written report(s) at the time he/she receives the statutory notice. (B) Continuing Employment Status After the completion of the probationary period, a teacher shall be employed continuously by the Board and shall not be denied advancement on the salary schedule except as provided in this Section B. Furthermore, a teacher may not be discharged, demoted, or refused employment except as provided in Section C of this Article or if laid off pursuant to the provisions of Article 13. A teacher may be placed on a formal plan of improvement for a maximum period of the remainder of the contract year and the next succeeding contract year. The OEA will be informed immediately whenever such a formal plan of improvement is instituted. No plan of improvement shall be applied to a non- probationary teacher whose teaching/work performance has not been formally observed and evaluated by the District's evaluation policy and procedure and in accordance with all applicable Sections of this Agreement during the current school year. A teacher who has not successfully completed a formal plan of improvement within the maximum period specified above upon sufficient proof may be placed on conditional employment for a period not to exceed twelve months. During the period of conditional employment, the plan of improvement shall continue. A teacher who has been placed on conditional employment may not receive the incremental increases to which the teacher would otherwise be entitled for the period the conditional employment exists. Teachers at the maximum or between increments who are placed on conditional employment will receive any negotiated increase less eight hundred dollars ($800). In no event will there be a reduction in compensation from that which exists at the time the status of conditional employment is imposed. Upon completion of the term of conditional employment, the teacher will be placed on the salary schedule consistent with his education and experience as though the conditional employment had not occurred. (C) Discharge, Demotion or Refusal of Employment (1) Discharge, demotion, or refusal of employment of a teacher on a continuing employment status may be made only for reasonable and just cause and only after such charges, notice, hearing, and determination thereof as are provided by law or as provided in this policy. (2) All charges against a teacher shall be made in writing, signed by the person making the same, and filed with the secretary, clerk or other designated officer of the Board. (3) Teachers shall be afforded statement of charges concerning the quality of professional services or other charges, notices, hearings, and other substantive and procedural rights relative to discharge, demotion, or refusal of employment as outlined in 118.22, Wisconsin Statutes, and/or as provided for by applicable state and federal law. (4) The Board, if it decides to proceed upon such charges, shall furnish the teacher with a written copy of the charges, and shall, upon written request of the teacher, provide for a hearing to take place not less than ten (10) days, or more than thirty (30) days after receipt of notice by the teacher. (5) On the filing of charges in accordance with this section, the Board may suspend the accused teacher from active performance of duty until a decision is rendered by the Board, but the teacher's salary shall continue for thirty (30) school days during such suspension. If the Board causes a delay of its decision beyond the thirty (30) school days limit, the suspension shall continue with pay until the decision is reached. (6) If the decision of the Board is appealed and the appellate body reverses the decision of the Board, the teacher shall be entitled to all salary lost as the result of such decision unless amended by the decision of the appellate body. (7) This Section (C) shall not apply to permanent reductions in staff which are covered under the provisions of Article XIII.
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(D) Hearing The hearing provided for in (C) above, if requested, shall be conducted in accordance with the following provisions: (1) The hearing shall be public or private at the option of the teacher affected with the President of the board or his/her designee presiding. (2) No action shall be taken resulting in demotion, discharge, or refusal of employment of a teacher except by a majority vote of all the members of the Board. (3) Both the teacher and the person filing charges may be represented by counsel. (4) Testimony at hearing shall be on oath or affirmation. (5) The Board shall tape record the proceedings and transcribe them if requested, or employ a stenographer who shall make full record of the proceedings of such hearing and who shall, at the conclusion of the hearing, furnish the Board and the teacher affected with a copy of the transcript of such record, which shall be certified to be complete and correct. (6) Within fifteen (15) days after the termination of the hearing, the Board shall render a decision in writing, and a copy shall be furnished to the teacher affected. (7) The Board shall call witnesses and furnish documentary evidence and shall do so on its own motion or at the request of the teacher against whom charges have been filed. If any person shall refuse to appear and testify in support of his/her own charges against a teacher, such charges will be considered invalid. (E) Temporary Positions (1) Any person employed by the School Board who has been notified in writing at the time of employment that his/her position is of a temporary nature shall not be covered by this dismissal policy. For the purpose of this provision, a position of a temporary nature is defined as a new position existing not more than two years or a permanent position for which a teacher is hired to replace another teacher for a period not to exceed three years. A teacher employed in a temporary position will be given consideration in filling a permanent position, provided he/she has performed satisfactorily in his/her temporary position, and is qualified to perform the duties of the permanent position. (2) The district may offer a temporary contract in filling a new position on or after August 1st or in filling positions vacated during the contract year. Once it is determined that the position is needed in the following year, the position will be posted and a regular contract will be offered to the teacher selected for the position. (3) A teacher hired to replace a regularly employed teacher on leave of absence of one semester or more shall be given a temporary teaching contract subject to termination upon the return of the regular teacher, or the end of the school year, whichever is sooner. Replacement teachers on temporary contracts shall not accrue seniority for such teaching except when a regular teaching contract is granted immediately following such replacement teaching, in which case seniority shall accrue from the beginning date of the last period of continual employment. (a) A teacher hired to replace a regularly employed teacher shall accrue all other benefits of employment. (b) Fair share deductions shall be made in accordance with Article XXXV. (4) The employment of a teacher for the sole purpose of replacing a regularly employed teacher on sick leave shall be terminated upon the return of the regular teacher or the end of the school year, whichever is sooner. Such teacher shall be issued a temporary contract after forty-five (45) teaching days of continuous replacement teaching for the same teacher. Upon issuance of the temporary contract, retirement, fair share and income protection shall be retroactive to day twentyone (21), and all other benefits become effective on day forty-five (45) until the termination of the contract. (5) All positions less than half-time shall be considered temporary positions of not more than one year's duration, and shall not be covered by this article. (F) Co-Curricular Probation and Removal (1) Probationary Period Any teacher newly assigned to any co-curricular position shall serve a two-year probationary period in the co-curricular position. At any time during this two-year probationary period, the teacher may be removed from the co-curricular position by the Board. Removal from a co-curricular position during the two-year probationary period shall not be appealable to the arbitration procedure. (2) Removal from a Co-Curricular Position Once a teacher has completed a two-year probationary period in a co-curricular assignment, the decision of the Board to remove a teacher from a co-curricular position may not be arbitrary or capricious and shall be made only after consideration is given to the following factors: (a) The teacher's understanding of the co-curricular activity and the basic principles involved in the activity. (b) Student participation in the activity. (c) Where applicable, the overall performance of the group. (d) The ability of the teacher to teach the basic principles involved in the co-curricular activity. (e) The teacher's ability to communicate with the students.
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Such removal need not be for just cause, however, the action may not be arbitrary or capricious. If the teacher believes the action to be arbitrary or capricious, the question of whether the Board's action was arbitrary or capricious may be submitted to the grievance procedure. If the matter is submitted to arbitration, the sole issue for the arbitrator to determine is whether the Board's action was arbitrary or capricious.
ARTICLE 11- RESIGNATION AND RETIREMENT (A) Resignation A teacher intending to be released from his or her employment shall give the Board at least sixty (60) calendar days notice of such intent in writing. (B) Retirement (1) A teacher intending to retire shall give the Board at least sixty (60) calendar days written notice prior to the effective date of the intended retirement. Annually, the Association will in writing encourage its members considering retirement prior to the commencement of the subsequent school year to tender written retirement notices by January 31. (2) The effective date of retirement from the district will be the sixtieth day following receipt of the notice of retirement by the human resources department. Failure to provide sixty days notice will postpone eligibility for the district-provided retirement payout set forth in Article 11(B) until the sixtieth day following receipt of the notice by the human resources department. (3) For those individuals electing retirement, the Board will make a one-time payment equal to the number of years of local service times $600 per year, with a $20,000 maximum. This is a one-time payment only. (4) Effective July 1, 2002, payment shall be paid as an additional employer contribution into the employee’s named 403(b) account. Amounts in excess of that allowable by law shall be contributed to a 403(b) account in subsequent year(s). (5) The Board will also pay toward the single plan and family plan for health and dental insurance the same portion of premiums for retired teachers that they pay for active teachers. Payments will continue until the teacher reaches the age of sixty-five (65), dies, or becomes eligible for Medicare. If the teacher becomes eligible for other employer-supported coverage, payment will be reduced to that portion of the premium which is not paid by another employer. (6) For purposes of retirement, age determination shall be the individual's age as of September 1 following the end of the school year in which the retirement becomes effective. (7) Any teacher hired on or after September 1, 2006, upon reaching age 57 or greater and upon attaining twelve (12) or more years of District seniority shall be eligible for retiree health and dental insurance and the retirement payout.
ARTICLE 12- LEAVES OF ABSENCE (A) General Provisions (1) Leaves of absence may be granted in accordance with the applicable Rules and Regulations of the Board of Education. (2) Without written request, leaves of absence because of a physical or mental disability may be ordered by the Board for a period not to exceed one (1) year. (3) Any teacher so ordered on leave of absence shall have the right to a hearing on such unrequested leave of absence in accordance with the provisions for a hearing in the section entitled Hearing of this policy. (4) (5)
No leave of absence shall serve to terminate continuing employment status previously acquired under this policy. Leave of absence may also be granted for a period of one (1) or two (2) semesters, without pay, for personal health reasons or career evaluation limited to employment in the private sector.
(B) Child Rearing Leave (1) Child rearing leaves may be granted to teachers upon request for a period of up to one (1) year. Starting and termination dates for such leaves shall correspond to school calendar semester dates. (2) The Board agrees to abide by the provisions of the Wisconsin Family and Medical Leave Act. (C) Emergency Leave (1) No deduction will be made from the salary of an employee for absence due to death of members of the immediate family as hereafter defined and provided for. (a) In case of death in the immediate family (father, mother, son, daughter, stepparents, stepchild, foster child, brother, sister, husband, wife, brother-in-law, sister-in-law, father-in-law, mother-in-law), persons covered under this Agreement shall be allowed up to three (3) days with full pay for actual scheduled working time lost.
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(b)
(2)
(3) (4) (5)
For death of other relatives (grandchildren, grandparents, grandparents-in-law, son-in-law, daughter-in-law), the teacher shall be allowed one (1) day with full pay for actual scheduled working time lost. Should the teacher request additional time up to two (2) days, the additional time may be granted. (c) For death of uncle, aunt, niece, or nephew, the teacher shall be allowed one (1) day absence from teaching with full pay. Absence with pay may be approved by the Superintendent for serious illness of members of the immediate family or for other emergencies. Such leaves will be limited to not more than three (3) days per occurrence, but shall not be limited to the number of occurrences per year. Other leaves may be granted for compelling personal reasons with or without pay at the discretion of the Superintendent. In all cases of absence, a form filled out by the employee shall be used. In case of absence due to serious illness of members of the immediate family, a doctor's certificate may be required. Absences for illness in the immediate family will be allowed, provided such absences are caused by critical illness, a sudden call for suspected critical condition, the necessity of taking a member of the family to the hospital, or the making of arrangements for care due to sudden illness, but shall not apply to cases where the employee's presence is required as a nurse, or as a caretaker, or to provide for the operation of the family due to sickness or an accident in the family. Days used under this provision shall be deducted from available income protection days.
(D) Personal Days (1) No deduction will be made from the salary or income protection days of an employee for absence due to: (a) Military pre-induction physical (one day or second day if required to complete examination). (b) Required appearances involving the adoption of a child by the employee, or birth of employee's child. (c) Reviewing the retirement status with Wisconsin Retirement System (WRS) following resignation (1 day). (2) Any teacher called for jury duty or subpoenaed to testify in a legal proceeding during school hours shall be paid his/her full salary less any fees excluding expenses received for days concerned. (3) Teachers holding elective office shall be excused with pay less any fees received, to attend up to three (3) official meetings per school year. The teachers will be expected to make adequate class preparations for the periods missed, and to provide at least five (5) school days notice of each absence. (4) No deduction, except the deduction of the cost of a substitute teacher, shall be made from the salary or income protection days of an employee for absence, when arranged with the school principal for one (1) day, or with the Superintendent for a reasonable period of time not to exceed three (3) working days, for: (a) Marriage of a member of the immediate family (1 day). (b) Graduation from college or university of a member of the immediate family. (c) Funeral of relative outside the immediate family.
ARTICLE 13 - PERMANENT REDUCTION IN STAFF (A) Layoffs If necessary to decrease the number of teachers within the school district, the Board of Education may lay off the necessary number of said teachers. In determining staff reductions, the Board agrees to: (1) Use objective and reliable projections of student enrollments (2) Make a reasonable and prudent estimate of staff attrition prior to identifying any teachers for layoff. (3) If after careful consideration the Board deems it necessary to reduce the number of teachers in the district, such layoff shall be made in the inverse order of appointment, within the instructional level or subject area. The Board agrees to permit teachers identified for layoff to bump teachers with less seniority in a position for which the laid off teacher is certified. No teacher as aforesaid shall be prevented from securing other employment during the period of such layoff. (4) Written notice of layoff shall be provided no later than April 15 of the school year preceding the school year layoff is to occur. (B) Seniority For purposes of this Agreement, "seniority" shall be defined as the number of years of uninterrupted service as a certified professional staff member in a bargaining unit position with the following conditions: (1) Staff members whose contract is for half-time or more shall accrue one (1) year of seniority for each year of service. (2) Seniority shall begin on the first day of employment under his/her initial contract. If two (2) or more employees begin employment on the same day, then seniority shall first be determined by the date of school board action. If a tie still exists by school board action, then the date the signed contract is received in the Administrative Offices as indicated by the time stamp will be the determining factor. If a tie continues to exist, then by the date the teacher application is received in the Administrative Offices.
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(3) (4) (5)
(6)
Staff members on paid leave shall continue to accrue seniority and their service shall not be considered as being interrupted. Staff members on unpaid leave or layoff shall not continue to accrue seniority while on leave or layoff, but their service shall not be considered as being interrupted. Their seniority shall be "frozen" until they return from leave or layoff. Staff members who have transferred, or transfer out of the teacher bargaining unit to non-bargaining unit positions, retain their prior years of teaching seniority, but do not continue to accumulate seniority during service outside the unit. When and if they are reemployed in the teacher bargaining unit, they once again begin to accumulate bargaining unit seniority. The above retention of bargaining unit seniority applies only to employees who remain employees of the district and does not apply to employees who terminate their employment with the district. Teachers transferring from teaching positions to district administrative positions will receive a three (3)-year probationary period during which time seniority will be frozen. If an administrator returns to the unit beyond the probationary period due to a reduction in administrative staff, he/she shall be considered a new appointment for one year for bumping purposes. Following this one-year period, this teacher will be allowed to exercise bumping privileges in accordance with accrued unit seniority.
(C) Recall (1) Teachers on layoff status shall be reinstated in the inverse order of their layoff. Laid off teachers have the right to be recalled to any position for which they are certified to teach. Such reinstatement shall not result in a loss of credit for previous years of service. Accepting or refusing to accept a position that is a reduction in workload shall not constitute a waiver of a teacher's right to be made whole under this Article. (2) No new permanent or substitute appointments shall be made while there are laid off permanent teachers available who are qualified to fill the vacancy. A teaching position filled by a returning administrator is a new appointment within the meaning of this Article, exception of (6) and (7) above. (3) Reinstatement of an employee shall not result in a loss of benefits accrued for previous service as long as said benefits remain in force in the Agreement at the time of reinstatement. Group benefit coverage shall be provided until September 30th for those teachers on layoff status. The teacher shall have the option of continued coverage by reimbursing the Board of Education for group insurance premiums for a period of two (2) years following the date of layoff, or until the teacher has secured other employment. (4) Teachers shall be notified either personally, or by telephone, of position openings. The teacher shall have three (3) work days in which to give an affirmative response. In each case, notification of reinstatement, written confirmation of said notification, shall be made within two (2) work days. (5) If the teacher cannot be contacted personally or by telephone, notification of such position shall be made by registered mail, restricted delivery, return receipt requested, to such teacher's last address on record (or such address as has been designated). Teachers shall have three (3) work days from receipt of said letter in which to give an affirmative response. (6) Failure of the teacher to respond as provided in (4) and (5) above, or return of written notification "party unknown" by the post office shall not constitute a waiver of the Board's obligation to subsequently notify such teacher. In such a case, the teacher shall only lose a turn at reinstatement and not his/her position on the reserve list. After the Board has made three (3) attempts to notify the teacher, and the teacher has lost three (3) turns at reinstatement, the teachers will be dropped from the layoff list. (7) Teachers shall remain on the layoff list for a period of two (2) years. (8) This section, Article XIII, incorporates and sets aside all previous arbitration decisions relating to permanent reduction of staff except Paragraph 3 of the Settlement Agreement dated and signed August 26, 1981.
ARTICLE 14 - STUDENT TEACHER POLICY The Oshkosh Area School District system will cooperate with colleges and universities in the scheduling of student teachers to practice in the schools. The Superintendent of Schools/designee shall be responsible for determining the number of student teachers to be scheduled and the assignment of student teachers to experienced teachers under the following policies of the Board of Education: (A) Teacher participation in the student teacher program shall be on a voluntary basis. (B) Cooperating teachers must have a minimum of a Bachelors degree. (C) Cooperating teachers must have a minimum of two (2) years teaching experience; one of these years must be in the Oshkosh Area School District. (D) Principals will recommend to the Superintendent of Schools/designee names of teachers to take part in the student teacher program. 11
(E) The Superintendent/designee will certify to the Dean of the School of Education of said college/university the names of teachers eligible to take part in the student teacher programs. (F) The Dean of the School of Education will assign the student teachers to eligible cooperating teachers. (G) No student teacher will be assigned to a class for more than one-half (1/2) of the school year. This is no more than two (2) nineweek periods in the elementary schools, or more than one (1) semester in the secondary schools. (H) Student teachers shall not be left in charge of a class in case of teacher absence without approval of the college supervising teacher, the Dean of the School of Education, and the Principal. (I)
Principals and the Superintendent of Schools/ designee will receive student teacher assignments from the Dean of the School of Education before they are released to student teachers or to cooperating teachers.
ARTICLE 15 - CONTRACT PROVISIONS (A) Length of Contract Regular contracts shall be issued for nine and one-half (9-1/2) school months. (B) Assignment The teacher's contract will include a statement of the general area in which the teacher will teach (i.e., primary grades, intermediate grades, senior grades, language arts, social studies, mathematics, etc.). The contract will also include co-curricular assignments listed in the co-curricular schedule. Written notice of building and grade level assignments shall normally be made no later than May 15 when there is a change from the previous contract. (C) Statement of Teacher Responsibility The following statement will be included in the teacher contract: "The teacher agrees to accept a proportionate share of the responsibilities necessary for discipline, health and safety of the pupils of the school during the school day." (D) Duty-Free Lunch Each teacher shall have a duty-free lunch of at least thirty (30) minutes, but not less than the regular student lunch period in his/her building.
ARTICLE 16 - TEACHER LOAD (A) The basic work week for four year old kindergarten teachers shall be thirty-five (35) hours consisting of twenty-five (25) hours of instruction, two and one-half (2-1/2) hours of parent conferences and student help, two and one-half (2-1/2) hours of assigned time, and five (5) hours of planning time. (B) The basic work week for regular, special education and other classroom teachers teaching in grades kindergarten through five whose classes as a whole are served by art, music and physical education specialists shall be thirty-five (35) hours consisting of twenty-seven (27) hours and thirty (30) minutes of instruction, six (6) hours and fifteen (15) minutes of teacher preparation time and one (1) hour and fifteen (15) minutes of administrator discretion time. Teacher preparation time shall be used at the discretion of the teacher. Teachers shall be provided with a minimum of fifty (50) minutes of teacher preparation time within the teacher contract day. All teacher preparation time shall be provided in increments of no less than twenty-five (25) minutes. The schedule for administrator discretion time shall be established by the administrator at least one week in advance of the schedule taking effect, except in the event of unanticipated circumstances. The schedule of administrator discretion time may include some combination of before/after student day time and specialist (art, music and physical education) time subject to the limitations imposed by providing teacher preparation time. Administrators may schedule less than one hour (1) and fifteen (15) minutes of discretion during any week(s) without waiving the right to schedule an hour (1) and fifteen (15) minutes during any or all subsequent weeks of any school year. Any portion of the administrator discretion time not assigned by the administrator shall be available to the teacher as preparation time and such time shall not be subject to the twenty-five (25) minute increment limitation established for the six (6) hour and fifteen (15) minutes of teacher preparation time. (C)
The basic work week for teachers teaching in grades kindergarten through five who are not covered by Section C of this Article shall be thirty-five (35) hours consisting of a maximum of thirty (30) hours of instruction, and a minimum of five (5) hours of 12
teacher preparation time. Any time not assigned to instruction or teacher preparation may be assigned at the administrator’s discretion. (D)
“Administrator discretion time” includes, but is not limited to, activities, supervisory duties, meetings, and collaboration scheduled by the administrator.
(E) Elementary specialists who travel between buildings during the lunch hour will be given at least forty-five (45) minutes, if possible, but not less than thirty (30) minutes, for lunch plus time for clean-up, travel, and setup. (F) Commencing with the start of the 2009-10 school year, the middle school teaching day shall include a maximum of 300 instructional minutes (including team time, resource time and additional assignments) not to exceed six (6) teaching periods per day. The teaching periods may vary in length and may include advisor-advisee or homeroom programming within one of the teaching periods. In the alternative, there may be within the 300 instructional minutes up to a ten (10) minute daily homeroom and/or advisor-advisee period. Each teacher shall be provided with a daily minimum of sixty (60) minutes of preparation time. This time shall be scheduled in no greater than two (2) uninterrupted blocks of time, one of which shall be at least forty-three (43) minutes and the other shall be scheduled during other unassigned time. Such preparation time shall be used at the teacher’s discretion. The board shall determine and uniformly implement, at all of the District’s middle schools, the number and length of teaching periods per subject area according to the parameters of these provisions. (G) The basic work week for senior high school teachers shall be thirty-five (35) hours consisting of twenty-five (25) periods of instruction, two and one-half (2-1/2) teaching periods additional assignments (such as study hall supervision, tutoring, etc.), a minimum of five (5) teaching periods preparation time, and two and one-half (2-1/2) teaching periods when the teacher will be available to students for consultation, which latter time shall be scheduled by the teacher. Teacher period is used herein to mean not less than fifty (50) minutes in senior high school. (H) At the high school level, a principal may also substitute regular class teaching for the two and one-half (2-1/2) hours of other assignments. (I)
Within the regular school day for high school, and for middle school teachers until the commencement of the 2009-10 school year, a minimum of one (1) teaching period per day shall be allotted for teacher preparation.
(J) Adjustments to the staffing ratio which were anticipated in the spring shall normally be made within two (2) weeks of the opening of school in the fall. (K) This article does not preclude the Board from departing from the traditional classes. However, if the Board makes a departure from the traditional classes, new schedules shall not result in an increase in teaching hours or workload. (L) Part-time contracts will be prorated on the basis of the teacher load requirements in this article and all non-teaching duties will be prorated on the same basis (i.e., a teacher assigned three (3) classes at the high school will be offered a three-fifths (3/5) time contract). (M) The Board recognizes that class size should reflect the standards as established by the Wisconsin State Department of Public Instruction and will act accordingly.
ARTICLE 17- LUNCH ROOM PAY The district shall assign volunteers for lunchroom supervision excluding bargaining unit members where other volunteers have been used in the past. The administrator for each school shall maintain and actively solicit volunteers for such duties. The Board reserves the right to assign supervisory duties in extenuating circumstances when volunteers are not available. A staff member assigned who has not volunteered shall be given the lunch period as provided elsewhere in this contract. Compensation for such duties shall be 21 cents per minute. Pay at a rate per minute as stated above shall be paid to teachers, but such rates shall not be less than the amount paid non-teachers.
ARTICLE 18 - SUBSTITUTE TEACHERS (A) The district shall assign volunteers for substitute teaching. The administrator for each school shall maintain and actively solicit volunteers for such duties. The Board reserves the right to assign substitute teachers in extenuating circumstances when volunteers are not available. Compensation for substitute teaching shall be 28 cents per minute. 13
(B) Teachers will be compensated at the rate per minute given in (A) above for teaching specialist classes for which substitutes are not available. (C) Part-time teachers replacing teaching principals shall receive their regular rate of pay when substituting for said principal and shall be compensated under Section (A) above when substituting for other classroom teachers in the same building.
(A)
ARTICLE 19 - SUMMER SCHOOL TEACHING LOAD Although the normal teaching day for summer school is four (4) hours, the Board may vary the teaching time upward or downward; but under no circumstances may the Board increase the summer school teaching day to a length greater than that of the normal school year or reduce the summer school teaching day to less than two (2) hours. Preparation time will be prorated at oneseventh (1/7th) of the teaching time. Teachers will be paid one thirteen hundred thirty-seventh (1/1337) of their current base salary.
(B) Pay rates may deviate from established pay schedules for teachers performing during the summer, or after regular school hours, who are engaged in projects which are at least seventy-five percent (75%) supported by federal or other outside funding. The pay scale shall be $13.00 per hour, or one thirteen hundred thirty-seventh (1/1337) of his/her regularly scheduled pay per hour, whichever is less.
ARTICLE 20 - INCOME PROTECTION (A) All teachers shall be guaranteed ninety (90) teaching days of income protection for each teaching contract year in the event of absences due to sickness or disability. Such income protection shall be prorated for teachers teaching less than full time. (B) Absences of illness in the immediate family shall be covered by this provision, provided such absences are caused by critical illness, a sudden call for suspected critical condition, the necessity of taking a member of the family to the hospital, or the making of arrangements for care due to sudden illness, but shall not apply to cases where the employee's presence is required as a nurse, or as a caretaker, or to provide for the operation of the family due to sickness or an accident in the family. (C) The Board reserves the right to send an employee to a physician at district expense for an examination when deemed necessary. Such teacher will submit to such examination unless refusal is based on bona fide religious convictions. (D) Teachers shall not continue to draw daily income protection benefits after they become eligible for benefits under the district's Long Term Disability Plan, however, any unused days shall remain in the teacher's personal account. ("Personal account" defined as being those unused income protection days remaining of the original ninety (90) days).
ARTICLE 21- TRANSFERS AND VACANCIES (E) When teachers are reassigned to a different building or department due to school closings, program changes, or student enrollments, the following protocol will be used. This protocol does not apply to in-building/department transfers or routine reassignments that occur annually to some positions, including, but not limited to specialists, traveling teachers, pupil services staff, etc. 1. In situations where there are multiple staff members in the assignment classification (e.g., “elementary regular education classroom teacher” or “high school math teacher” or “middle school core subject teacher”) to select from for reassignment, the building administrator will first ask whether there are any volunteers. Volunteers, if not chosen, will be informed in writing of the specific following reason(s) for not being chosen: a. There are performance concerns noted in the volunteer teacher’s performance evaluation for which the teacher has not successfully completed any required demonstrated improvement. b. There is no other teacher in the building/department who has the necessary certification(s) required to teach subjects scheduled to be offered in the subsequent school year and the volunteer teacher is sufficiently certified. c. The volunteer teacher has been voluntarily reassigned within the past three years. d. Notwithstanding certification, there is no teacher remaining in the assignment classification with the qualifications or training required to effectively instruct in the subject/grade level and the volunteer teacher does possess the required qualifications or training.
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2. If there are no volunteers (or none chosen for reassignment), there will be an involuntary reassignment. In making the decision regarding whom to involuntarily reassign, the building administrator will reassign the teacher with the least district-wide seniority in a building/department assignment classification. However, the administrator will not select the least senior teacher for involuntary reassignment if any of the following circumstances exist: a. There is no vacant assignment for the subsequent school year available by May 15th for which the least senior teacher is certified and there is a teacher in the assignment classification who is sufficiently certified. b. There are performance concerns noted in the least senior teacher’s performance evaluation for which the teacher has not successfully completed any required demonstrated improvement. c. There is no other teacher in the building/department who has the necessary certification(s) required to teach subjects scheduled to be offered in the subsequent school year and the least senior teacher is sufficiently certified. d. The least senior teacher has been involuntarily reassigned within the past three years. e. Notwithstanding certification, there is no teacher remaining in the assignment classification with the qualifications or training required to effectively instruct in the subject/grade level and the least senior teacher does possess the required qualifications or training. In the event, one of the above circumstances applies, then the administrator will choose the least senior teacher from the remaining teachers in the assignment classification for involuntary reassignment subject to the above provisions. 3. As soon as is practical, the supervising administrator will meet with the teacher selected for reassignment and his/her bargaining unit representative (if requested). At that meeting, the teacher will be given a notice of reassignment, which will include a statement of the reason(s) for reassignment. 4. If the teacher selected for reassignment disagrees with the decision and that teacher is not the least senior of those under consideration for transfer, that teacher may appeal the determination to the human resources director. The question before the human resources director will be whether the building principal properly applied the above listed circumstances. 5. The teacher selected for reassignment will be provided with a list of vacancies and will indicate his/her preference. The human resources director will determine into which of the preferred vacancies the teacher will be placed. A teacher who has been involuntarily reassigned will be given first consideration to return to the school/department from which he/she had been involuntarily reassigned when such a vacancy occurs. 6. Vacant positions for the subsequent school year which require the certification(s) possessed by teachers scheduled for reassignment shall not be posted internally before such reassignments have been completed.
ARTICLE 22 - PROFESSIONAL MEETINGS (A) The Board encourages participation in professional meetings to improve the educational opportunities of the children of Oshkosh and will provide substitute teachers within the budgetary limits and with the approval of the Superintendent of Schools so that Oshkosh teachers may attend such conventions and meetings. When a teacher is requested in writing by a representative of the Board to attend a professional meeting, the actual and necessary expenses incurred in attending the meeting will be paid by the Board. (B) The OEA may recommend members to serve on a committee to meet with the administrative staff periodically for purposes of reviewing the educational program of the district. (C) Teachers may be allowed one (1) day released time per year for the purpose of attending workshops, school visitation, or the professional improvement meetings with the approval of the building principal.
ARTICLE 23 - SCHOOL CLOSING In the event that schools are closed due to inclement weather or other emergencies, schools may be closed on a building-by-building basis at the discretion of the Board. If schools are closed on a district-wide basis, days missed will be made up at the discretion of the Board after consultation with the OEA. In the event that school is closed while in session, the staff shall be released within fifteen (15) minutes of students being appropriately cared for. When a school is closed, the teachers of that school shall not be required to report for work.
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ARTICLE 24 - PERSONNEL FILE (A) The teacher shall be given access to that material which has become a part of the teacher's personnel files, excluding preemployment materials. (B)
Any evaluation report of a teacher shall be shown to and discussed with the teacher by the person making the report before the report is included in the teacher's personnel file. To signify that he/she has read it, the teacher shall sign the report, said signature not necessarily indicating agreement with the material. The teacher may make a copy of such report.
(C)
No derogatory information about a teacher's conduct, services, character or personality shall be placed in the teacher's personnel file unless the teacher has had an opportunity to read the material. To signify that he/she has read it, the teacher shall sign although the signature shall not necessarily indicate agreement with the material, or the supervisor shall indicate that the teacher has read and refused to sign. The teacher shall have a right to file in his/her file an answer to any such information or an explanation thereof. At least once every two (2) years, a teacher will have the right to indicate those documents and/or other materials in his/her file which he/she believes to be obsolete or otherwise inappropriate for retention. Said documents will be reviewed by an appropriate member of the administration and if there is agreement, they will be destroyed.
(D) Art, music, physical education, media specialists, and speech and language teachers will receive no more than one (1) evaluation from each of no more than two evaluators per evaluation period.
ARTICLE 25 - INSURANCE (A) Term Group Life Insurance All employees covered by this Agreement shall be eligible for Term Group Life Insurance effective the first day of permanent employment unless the employee files a waiver of insurance. The Board will pay up to sixty cents ($.60) per thousand dollars of salary per month toward the employee contribution for the insurance. Insurance coverage shall be equal to one times the individual teacher's contract rounded to the next higher thousand dollars. (B) Hospital, Surgical and Medical Insurance (1) The Board of Education will pay 95% of the single premium and family premium for each qualified employee for the group health insurance plan. (2) The Board of Education will continue its premium contribution for health insurance coverage to September 30th for those teachers retiring in June. (3) The Board of Education will continue its premium contribution for health insurance coverage through the calendar month after the effective date of a teacher's resignation (through July 31st for teachers resigning at the end of the school year; through August 31st for teachers resigning in July and August). In the case of teachers resigning their positions prior to June 1st of a contract year, the district may waive this portion of the contract to allow payment of the Board's premium contribution for health insurance coverage through August 31st. Approval will be at the discretion of the Superintendent of Schools after submission of a timely request. (4) The Board of Education will continue its premium contribution for health insurance coverage through the calendar month following the date the leave is effective (through September 30th for teachers going on leave of absence in September). Teachers may continue the group health insurance policy while on leave by remitting the premium directly to the insurance carrier for a period of up to one (1) year. (5) The Board agrees to provide for the purchase of an extension of existing psychiatric benefits which shall not exceed eighty percent (80%) payment per psychiatric visit. Any other change in benefits must first be approved by the Board. (6) The Association agrees that the Hospital, Surgical and Medical Plan shall include preadmission review for non-emergency hospitalization. (7) The Board will make an IRS Section 125(c) plan available to employees to shelter the employees' portion of the premium. Effective October 1, 2002, the District’s 125 (c) plan shall be expanded to include childcare, vision, and non-reimbursed dental and medical costs. The maximum employee plan contribution for non-reimbursed vision, dental and medical costs shall be $3,000.00. The maximum employee plan contribution for childcare will be the amount established by law $5,000.00. (8) Effective July 1, 2003, a three-tiered prescription drug co-payment plan will be implemented with a $0/$5/$20 co-payment: for generic ($0), for brand name – mid-range co-payment ($5), and for name brand – higher co-payment ($20) prescriptions. (9) The maximum aggregate benefit per covered individual is $2,000,000. (10) Effective July 1, 2007, all eligible employees shall be covered by the Trust Preferred Plan 3 medical insurance plan (or its equivalent). The plan will include the following modified co-payment schedule: $0 Network; $10 Non-Network office calls; $10 Urgent Care; and $100 Emergency Room.
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(C) Personal Assault and Property Damage (1) The Board of Education will, when a teacher is absent from school as a result of personal injury caused by an assault arising out of his/her employment while the teacher is in the course of his/her employment, pay the difference between the teacher's full salary and any worker's compensation disability benefits received by said teacher during such absence, but not exceeding one (1) school year. Absence caused by such assault shall not be charged to income protection. (2) The Board of Education will pay for damage to, or destruction of clothing or other personal property caused by an assault arising out of the employment of any teacher while he/she is in the course of his/her employment. (3) To be eligible for payments hereunder, an injured teacher shall apply for such worker's compensation benefits as may be available to the teacher. Except as provided under the third party liability provisions of the Worker's Compensation Act, the Board of Education shall be subrogated to any claim which the teacher may have against the party assaulting him/her, the parent, guardian, insurer or employer, to the extent of payment made by it. (D) Liability Insurance (1) The Board of Education will provide liability insurance covering all teaching employees to a limit of two hundred fifty thousand dollars ($250,000) per person or one million dollars ($1,000,000) in the general aggregate. (2) The Board of Education shall defend any teacher who has been sued due to performance of contracted responsibilities. (E) Disability Insurance (1) All teachers shall be guaranteed up to ninety (90) teaching days of income protection for each teaching contract year in the event of absence due to sickness or disability. Such income protection shall be prorated for teachers teaching less than full time. Teachers shall not continue to draw daily income protection benefits after they become eligible for benefits under the district's Long Term Disability Plan, however, any unused days shall remain in the teacher's personal account. ("Personal account" defined as being those unused income protection days remaining of the original ninety (90) days.) (2) The Board reserves the right to send an employee to a physician at district expense for an examination when deemed necessary. Such teacher will submit to such examination unless refusal is based on bona fide religious convictions. (3) The Board shall provide, without cost to the employee, a Long Term Disability Plan. The plan shall provide, after a waiting period of one hundred twenty (120) days, ninety percent (90%) of salary to age seventy (70) per illness or accident and a six thousand three hundred dollar ($6,300) maximum monthly benefit. If the teacher salary schedule increases while a teacher(s) is totally disabled, the Board will determine the teacher's benefit as if the new salary schedule were in effect. To do so, the Board will use the educational experience levels the teacher(s) reached on the date of disability. (4) The Board of Education will continue its premium contribution for health insurance for those teachers returning to the school system for one (1) year from the first day of disability. (F) Dental Insurance The Board agrees to allocate monies toward payment of premium for teachers for a dental insurance program for the calendar years listed below: 2005-06 $756,374 2006-07 TBD The plan will be selected by the OEA after consultation with Administration. (G) If both the teacher and his/her spouse are employed by the District, the District will only be obligated to pay its share of the premium to the maximum of one Family or two Single Plans at the employee's option.
ARTICLE 26 - MILEAGE (A) The base mileage rate for each school year shall be the maximum permitted allowance established by the Internal Revenue Service. (B) Eligible personnel shall include the following: (1) Teachers who, in vehicles provided by the teacher, transport students to out-of-town events, which trips have been approved by their principal. (2) The newspaper advisors when required by virtue of said positions to travel whether in-town or out-of-town. (3) Persons who are required by their teaching assignment to travel between buildings during the school year including the noon hour.
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ARTICLE 27- CONTRIBUTION TO STATE TEACHERS RETIREMENT SYSTEM (A) The Employer will pay up to six and five tenths percent (6.5%) of the employee's annual contracted salary to the State Teachers Retirement System. (B) Any increase in the employee share of payment to the State Teachers Retirement System above six and five-tenths percent (6.5%) will be shared equally between the Board and teachers.
ARTICLE 28- SALARY SCHEDULE PROVISIONS (A) Placement on Schedule (1) Training (a) (b)
(c)
(d)
(e) (f)
(2)
Placement on the Bachelors degree schedule shall be based upon certification by an accredited school on the completion of the requirements for a Bachelors degree. Placement on the schedule beyond the Bachelors degree shall be based upon official transcripts of credits earned by September 1 of the effective year of the schedule. All transcripts must be filed by December 31 of the school year for which the schedule placement is to be effective. One-half of all graduate credits earned after April 1, 1968 applying toward placement on the Masters schedule, or any level above the Masters' schedule shall be in a subject area related to the teacher's training assignment as determined by the Superintendent of Schools. Except for credits certified by a graduate school as applying to the requirements for a Doctors degree or a Specialist in Education degree, all credits applying to schedule placement beyond the Masters degree must have been earned in courses after August 1, 1957. All credits which are to apply to advance placement on the salary schedule shall have been approved by the Superintendent of Schools prior to enrollment in the courses. A maximum of three (3) graduate credits per semester which apply toward placement on levels above the Masters degree, may be earned in graduate extension courses or classes held evenings and Saturdays during the academic year, except that all graduate credits earned to apply on a certificate to teach high school vocational education courses shall apply.
Experience (a) Experience outside the Oshkosh Area School District shall be evaluated by the Superintendent of Schools at the time the first contract is granted. (b) Full prior teaching experience, as evaluated, may be considered for placement on the schedule. (c) Teachers who are hired prior to October 1 for the first semester or February 15 for the second semester shall have that full semester credited for purposes of receiving salary schedule experience increments. The starting date for salary schedule experience increments for affected teachers shall coincide with the first contract day of the semester of hire. This provision shall be effective August 17, 1989. (d) No experience credit on this schedule shall be allowed for less than full years of experience or their equivalent, except as stated in (A)(2)(c) above. (e) Professional staff members shall be moved to the next experience step at the end of each year of successful experience. (f) Teachers assigned to teach high school vocational education courses which require work experience for a Wisconsin certificate may be allowed experience credit for each equivalent year of work experience which is required and has been approved by the State Department of Public Instruction as applic-able for State certification requirements. Those teachers having a temporary certification as of September 1, 1979 are to receive three percent (3%) of base salary. All other teachers after September 1, 1979 are to be fully certified. The Board will pay fully certified vocational education teachers the following: (1) Four percent (4%) for student load of ten (10) or under. (2) Five percent (5%) for student load of more than ten (10). (3) Student load refers to vocational co-op students in approved vocational courses as of State official membership count. In the event the DPI drops or modifies its requirements for Vocational Education certification, Paragraph 2 and Nos. (1), (2), and (3) of Article XXVIII shall be reopened for negotiations based on the deletion or reduction of requirements. The reopening of this Section shall be based on the requirements of 118.22.
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(g)
(h) (i)
Teachers who teach fifty percent (50%) or more of a full load, but not full time will receive an experience increment each year equal to one-half the full time increment multiplied by the percent load they are teaching (e.g., a fifty percent (50%) teacher gets twenty-five percent (25%) of the increment each year). Teachers employed one-half (1/2) time or more will receive one (1) full year of seniority in the bargaining unit for determining employment status. An additional period of instruction at the secondary level (grades 6-12) shall be paid at the rate of 1/1337 of contracted annual salary per period.
(B) Curriculum Rate The Board of Education will pay teachers participating in voluntary curriculum writing projects, established by the Board, a rate of $18.30 per hour. (C) IEP Case Managers Educators who serve as case managers of special education individual education plans will receive $25.00 per individual education plan per school year for which the educator serves as the case manager. (D) Co-Curricular Schedule (1) The contractual obligations of a professional employee should be considered sufficiently inclusive to cover a reasonable amount of extra duty. (2) No extra pay shall be paid teachers for conducting co-curricular activities during the regular hours for which teachers are scheduled under the Rules and Regulations of the Board of Education. (3) Schedules for coaches and others should be considered to cover the full pay for the activity including the time spent during vacation periods. (4) The co-curricular salary schedule for athletics shall contain an additional one percent (1%) increment after the first three (3) years experience in coaching assignments. This increment shall be retroactive. An additional one-half percent (1/2%) increment shall be granted for each additional three (3) years experience in coaching assignments. No coach shall receive more than three (3) increments in any one coaching assignment. (5) Teachers will not be assigned to supervise Pep Club or Pom Pon Squad. (6) Co-curricular assignments which were not a part of the original assignment for which the teacher was hired shall be made on a voluntary basis. Teachers volunteering for a co-curricular assignment will be released upon request, so long as said request is made at the time the Teacher Letter of Intent is issued. (7) Teachers requesting a release from a co-curricular assignment which was a part of their original contract will be granted a release if a presently-employed qualified replacement is available or vacancy conditions allow for a replacement. Teachers serving five (5) or more years in a co-curricular assignment which was a part of the original assignment will be released upon notice tendered one (1) year prior to the proposed release, if a presently-employed qualified replacement is available or vacancy conditions allow for a replacement. If the Board cannot obtain a suitable replacement, then the teacher shall remain in the co-curricular activity for an additional year. (8) When separate teams are combined (e.g., boys and girls) for practice sessions, but continue to compete individually as teams, (e.g., cross country, golf, tennis), one and one-half (1-1/2) of a single salary will be paid to the coach. (E) Method of Payment (1) Any check that would become payable on a Friday of a school year in which the staff is not in attendance will be paid the last teaching day prior to the recess providing funds are available. (2) Teachers may elect either twenty-one (21) or twenty-six (26) equal pay installments. Teachers are to make their intent known to school administrators at the time "letters of intent" are extended to teachers, or at the time the original contract is extended. Paychecks shall be distributed in envelopes to teachers when school is in session, or mailed as the teacher may direct on same "letter of intent". (3) Seasonal co-curricular pay shall be paid in the middle and at the end of the co-curricular season. If the co-curricular season is less than eight (8) weeks in duration, the pay period shall be at the end of the season. If the co-curricular activity extends throughout the year, payment will be divided in equal installments payable throughout the year in accordance with the agreed pay periods. (F) Payroll Deductions Upon written request of any employee, any of the following payroll deductions will be made: (1) Accident, health, and disability insurances. (2) Oshkosh City Employees Credit Union. (3) Tax-deferred annuities. (4) United Fund. 19
(5)
(6)
Continuing professional dues. Should an employee resign, retire, or take a leave of absence for the balance of the year during the school year, full deduction shall be made for the balance of the authorized Association dues at the time of the last paycheck. The district shall be saved harmless by the Oshkosh Education Association in the event of any legal action involving collection of dues, and the Oshkosh Education Association will assume the defense of and control any such litigation.
(G) Entrance to School Sponsored Activities (1) In resolution of a group grievance submitted heretofore, the parties make the following agreement with respect to passes for high school teachers at both Oshkosh North High School and Oshkosh West High School. For purposes of this understanding, high school is defined as grades 9, 10, 11, and 12. Teachers from the respective schools shall, upon presentation of their identification card, be allowed free entrance to events held at that teacher's respective school. Said identification card will authorize the entrance of the teacher plus one other individual. The identification cards of Oshkosh North High School teachers are acceptable as passes only to events sponsored by Oshkosh North High School, and athletic contests between Oshkosh North High School and Oshkosh West High School. Identification cards of Oshkosh West High School teachers are acceptable as passes only to events sponsored by Oshkosh West High School, and athletic contests between Oshkosh West High School and Oshkosh North High School. These identification cards shall serve as passes to both athletic and music events at the respective schools. (2) Special music teachers ("traveling" music specialists) shall be authorized to use their identification cards as passes for themselves and one guest for all music events at both high schools. These music specialists passes shall be used only for music events. (H) Payment for Course Credit (1) Teachers enrolled in approved graduate courses shall receive a one-time payment per credit upon satisfactory completion and filing of transcripts. The payment shall be sixty-eight dollars and fifty cents ($68.50) per credit (or actual at UW-O), whichever is less. (2) Transcripts or confirmed grade reports for graduate credit reimbursement shall be filed in the Personnel office prior to the tenth (10th) of the month in order to receive payment for graduate credits at the end of the month. Transcripts will be required for training lane advancements. (I)
Pay Structure for Working at Athletic Events (1) Teachers working at athletic events at the middle school will be paid according to the following schedule: Crowd Supervision Rate Event $10.50 Single contest/meet $20.90 Two full contests/meets involving five (5) or more teams Contest Official (Scorer, Timer, Track Official) Rate Event $15.70 Single contest/meet $26.10 Two full contests/meets Event Manager Rate Event $31.40 Five (5) or more teams
involving five (5) or more teams
(2) Teachers working at athletic events at the high school will be paid according to the following groupings: Group 1 - $41.80 •Event manager for contests with crowds over 750. This would include the entire event (junior varsity and varsity). Group 2 - $31.40 •Event manager for contests with crowds 750 or lower (event to include junior varsity and varsity). •Money manager •Event manager/money manager combined - $36.60 Group 3 - $25.10 •Varsity level scorer - basketball, wrestling, volleyball, and football. •Varsity level timer - basketball, wrestling, volleyball, and football. •Varsity level announcer - basketball, wrestling, volleyball, and football. 20
•Varsity and non-varsity level scorer other than basketball, wrestling, volleyball, and football. •Varsity and non-varsity level timer other than basketball, wrestling, volleyball, and football. •Varsity and non-varsity level announcer other than basketball, wrestling, volleyball, and football. •Crowd supervision (junior varsity and varsity). •Ticket seller (junior varsity and varsity). •Ticket taker (junior varsity and varsity). Group 4 - $20.90 •Non-varsity level scorer - basketball, wrestling, volleyball, and football. •Non-varsity level timer - basketball, wrestling, volleyball, and football. •Non-varsity level announcer - basketball, wrestling, volleyball, and football. •Football down marker or chains. •Football statistician. •Football spotter. •Track event supervisor: Small meet - $16.70 Large meet - $20.90 (J) Method of Referee Compensation The OEA and the Board do hereby mutually agree that where members of the teachers' bargaining unit are employed as referees for school connected sports events, the compensation for such employment shall be via "Vouchers Payable" via timeslips thereby separating such compensation from the teacher's regular payroll check. (K) Game Workers The OEA and the Board do hereby mutually agree that game workers are to be paid by the "Vouchers Payable".
ARTICLE 29 -DRIVER EDUCATION SALARY SCHEDULE The hourly rate for teaching the laboratory phase of Driver Education before or after the regular school day while school is in session, and on holidays, Saturdays, or when school is not in session, shall be $19.90 per sixty (60) minutes for the duration of this Agreement. The Drivers Education Coordinator shall receive 5% of the BA Base currently in effect for school year and summer school duties and responsibilities.
ARTICLE 30 - DEPARTMENT CHAIRPERSON SALARY SCHEDULE Teachers designated as department chairpersons or health coordinator shall receive additional salary for that service based on the beginning Master's degree salary of the teacher's salary schedule computed at the following percentages:
Department Agriculture Art Business Education English Family & Consumer Ed. Foreign Language Health Coordinator Industrial Education Mathematics Media* Music Physical Education Science Social Studies
Index 6% 5% 8% 10% 8% 10% 8% 8% 8% 8% 5% 6% 8% 8%
MA Base $37,003 2007-08 $2,220.18 $1,850.15 $2,960.24 $3,700.30 $2,960.24 $3,700.30 $2,960.24 $2,960.24 $2,960.24 $2,960.24 $1,850.15 $2,220.18 $2,960.24 $2,960.24
Special Education
8%
$2,960.24
MA Base $37,210 2008-09 $2,232.60 $1,860.50 $2,976.80 $3,721.00 $2,976.80 $3,721.00 $2,976.80 $2,976.80 $2,976.80 $2,976.80 $1,860.50 $2,232.60 $2,976.80 $2,976.80 $2,976.80
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*Upon the retirement, resignation or other final separation from district employment of the last of the two employees serving as media department chairpersons at the time of ratification of the 2003-05 agreement, “media chairperson” will be deleted from the salary schedule in this article. Five (5) periods of released time per week (one (1) per day) will be provided for the health coordinator and for each department chairperson, except Art and Music Chairpersons. The Art and Music Chairpersons shall receive two and one-half (2-1/2) periods per week for middle school responsibilities. (Art and Music Chairpersons shall teach five (5) periods of full teaching load. Two and onehalf (2-1/2) periods of released time will be provided for Art and Music Chairpersons from extra duties.) All department heads will have the responsibility of coordinating programs in Grades 6-12. In areas of Art, Music, Industrial Arts, Family and Consumer Education, and Foreign Languages, full department head responsibility shall be provided in Grades 6-12. Coordination in the academic areas in Grades 6-8 will be included in this responsibility. The health coordinator has the responsibility of coordinating programs K-12.
ARTICLE 31 - ASSOCIATION RIGHTS (A) The Board agrees that the Association shall be allowed the use of school buildings, facilities and equipment, including posting of notices and normal mail distribution routines for Association business. It is agreed by the Association that such use will not interfere with or disrupt normal school operations and that the Association will pay any additional costs incurred because of above-mentioned activities. (B) The Association shall be given an opportunity at the conclusion of faculty meetings to present reports and announcements. (C) The Association shall be given time during the orientation program to explain association activities to new teachers. It is recognized by the parties that attendance during this time by the new teachers shall be voluntary. The amount of time and scheduling shall be established by the Superintendent after consultation with the Association. (D) The Association president will have early release time (time when the students are dismissed.) However, such early release time will not be taken when faculty meetings are called and shall not interfere with parent conferences or other required responsibilities.
ARTICLE 32 - WAGE SALARY CONTROLS CLAUSE If any wage or benefit provision of this Agreement is nullified or modified by the action of any government agency as a result of the institution or reinstitution of any form of age or benefit controls, the parties will meet to determine what joint action might be taken, if any, as a result of such governmental action.
ARTICLE 33 - NON-DISCRIMINATION The parties agree that in the administration of this Agreement, there will be no discrimination because of sex, sexual orientation, race, national origin, ancestry, color, socio-economic status, political affiliation, age, creed, religion, pregnancy, marital or parental status, or physical, mental, emotional or learning disability, arrest or conviction record, membership in the national guard, state defense force or any other reserve component of the military forces of the United States or Wisconsin, use or nonuse of lawful products off the employer’s premises during nonworking hours, or any other reason prohibited by state or federal law.
ARTICLE 34 - SUCCESSORS AND ASSIGNS This Agreement shall be binding upon and inure to the benefit of the parties hereto, their successors and assigns.
ARTICLE 35 - FAIR SHARE (A) All employees in the bargaining unit shall be required to pay, as provided in this Article, their share of the costs of representation by the Oshkosh Education Association. No employee shall be required to join the Association, but membership in the Association shall be available to all employees who apply, consistent with the Association's constitution and by-laws. (B) Effective thirty (30) days after the date of initial employment of a teacher or beginning with the second pay period in September the district shall deduct from the monthly earnings of all employees in the collective bargaining unit, except exempt employees, their fair share of the costs of representation by the Association, as provided in Section 111.70(1)(h), Wisconsin Statutes, and as certified to the district by the Association. Deductions shall be made in equal amounts from each of twenty (20) paychecks 22
beginning with the second pay period in September. The district shall pay the amounts deducted to the Treasurer of the Association on or before the end of the month following the month in which such deductions were made. The district will provide the Association with a list of employees from whom deductions are made with each monthly remittance to the Association and will also notify the Association of new employees or employees who have terminated employment during the month. (1)
(2)
(3)
For purposes of this Article, exempt employees are those employees who are members of the Association and whose dues are deducted and remitted to the Association by the district pursuant to Article XXVIII, Section (F), or paid to the Association in some other manner authorized by the Association. The Association shall notify the district of those employees who are exempt from the provisions of this Article by no later than three (3) weeks prior to the second pay period in September. However, in the case of new hires, the association shall notify the district by no later than September 1. The Association shall notify the district of the amount certified by the Association to be the fair share of the costs of representation by the Association, referred to above, no later than three weeks prior to the second pay period in September. However, in the case of new hires, the Association shall notify the district by no later than September 1. The Association agrees to certify to the district only such fair share costs as are allowed by law.
(C) The Association does hereby indemnify and shall save the district harmless against any and all claims, demands, suits, or other forms of liability, including court costs, that shall arise out of or by reason of action taken or not taken by the district, which district action or non-action is in compliance with the provisions of this Article, and in reliance on any lists or certificates which have been furnished to the district pursuant to this Article; provided that the defense of any such claims, demands, suits, or other forms of liability shall be under the control of the Association and its attorney(s). However, nothing in this section shall be interpreted to preclude the district from participating in any legal proceedings challenging the application or interpretation of this Article through representatives of its own choosing and at its own expense.
ARTICLE 36 -PROFESSIONAL MAINTENANCE UNITS - Deleted
ARTICLE 37 – PI 34 TEACHER LICENSING REQUIREMENTS Department of Public Instruction regulations codified in Wisconsin Administrative Code, section PI 34 set forth teacher licensing requirements. So long as the district implements PI 34 compliance processes or programs, the following represents the parties’ agreement as to the impact of such implementation. (A) Mentoring 1. Peer coaches will be assigned to serve as mentors to initial educators in accordance with the provisions of PI 34. An initial educator shall be assigned a mentor for no more than 3 years. 2. Peer coaches who serve as mentors will not participate in the formal employment evaluation process for the initial educators they are mentoring. The mentor/initial educator relationship shall be confidential. 3. An initial educator may request (one time) a mentor other than the mentor assigned to him/her and, provided there is sufficient staffing to accommodate the request, the change will be made. Likewise, a mentor may make a similar one-time request. 4. During the term of the initial educator license, a peer coach who serves or has served as a mentor for an initial educator, may not participate in the formal evaluation process of the initial educator. (B) Professional Development Teams/Plans 1. The district will designate an administrator to serve on professional development teams in accordance with PI 34. 2. Initial educators may convene a professional development team during the portion of the calendar reserved for individual teacher discretion. 3. District teachers/pupil services staff who serve as professional team members shall do so voluntarily. 4. District teachers/pupil services will protect the confidentiality of information obtained in the professional development process.
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AGREEMENT BETWEEN OSHKOSH EDUCATION ASSOCIATION AND BOARD OF EDUCATION
SIDEBAR AGREEMENTS SIDEBAR AGREEMENT NO. 1 – SPECIALISTS SPLIT ASSIGNMENTS The Oshkosh Education Association (hereinafter Association) and the Oshkosh Area School District (hereinafter Board) do hereby mutually agree that the Board will eliminate specialists "split" positions in music and physical education. The Agreement shall be contained outside the collective agreement between the Association and Board, but shall be in full force and effect until such time both parties mutually agree to alter its terms and conditions. Further, for the purpose of general distribution, each teacher shall receive a copy of said Sidebar.
SIDEBAR AGREEMENT NO. 2 – ELEMENTARY SPECIALISTS RELEASED TIME At the principal's discretion, elementary specialists will be released from classes specified and substitutes provided on the day elementary specialists are required to prepare for special programs.
SIDEBAR AGREEMENT NO. 3 – COMBINATION CLASSES The Board agrees that when enrollment distribution in any elementary school requires consideration of combination classes, the teaching staff in the elementary building will be given a reasonable opportunity to advise the principal in the principal's decisionmaking process leading to the building staffing patterns.
SIDEBAR AGREEMENT NO. 4 – REVIEW OF EDUCATION PROGRAM The Board would appreciate the OEA recommending members to serve on a committee to meet with the administrative staff periodically for purposes of reviewing the education program of the district.
SIDEBAR AGREEMENT NO. 5 – PROF. DEV. TEAM COMMITTEE The parties having developed contract language in response to Wisconsin Administrative Code PI 34 desire to create a process that resolves issues relating to professional development teams. The parties will develop a joint professional development team committee, comprised up to four individuals from each party, to create and to implement and/or recommend a process for the selection and training of teachers/pupil services staff to serve as professional development team members, subject to Board approval as necessary. In addition, the parties will address issues related to professional development team replacements, an inability to secure an Institution of Higher Education representative, and process management.
SIDEBAR AGREEMENT NO. 6 – PAPERWORK REDUCTION COMMITTEE In order to address the issue of paperwork and its impact on teacher workload, the parties will participate in a joint standing committee to study the issue. Each party will place up to four representatives on the team. The committee will examine current processes and evaluate the burden of the paperwork required by the respective processes. Issues concerning paperwork shall be referred to the committee by the District and the OEA Teacher Defense for review and recommendations. Such recommendations for reducing paperwork will be submitted to the administrator or to the department overseeing the process under review.
SIDE BAR AGREEMENT NO. 7 – SIXTY-DAY RETIREMENT NOTICE By this side letter, the parties will clarify the intent of the following language set forth in Article 11(B) Resignation and Retirement: “A teacher intending to retire shall give the Board at least sixty (60) calendar days notice prior to the effective date of the intended retirement.” This clarification breaks any established and binding practices or precedents that may have existed prior to the date of this letter concerning the interpretation of Article 11(B) Resignation and Retirement. Prior to the effective date of this side letter, potential retirees were permitted to retire and receive retirement benefits provided under the Master Agreement with less than sixty days notice, as long as the notice of retirement provided at least a sixty-day time period within which to hire a replacement. Commencing with notices of retirement to be effective following the end of the 2005-06 school year and prior to the start of the 2006-07 school year, the change in practice set forth below will go into effect:
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The effective date of retirement from the district will be the sixtieth day following receipt of the notice of retirement by the human resources department. Failure to provide sixty days notice will postpone eligibility for the district-provided retirement payout set forth in Article 11(B) until the sixtieth day following receipt of the notice by the human resources department. The human resources department will notify all OEA members by January 31 of each school year of the above change in practice and will also notify OEA members of the following:
•
•
Under current interpretation of Wisconsin State Retirement System (WSRS) rules, in order to obtain WSRS payments as soon as the first day following the last day of the teacher calendar, the notice of retirement from the district must be submitted at least sixty calendar days prior to such date. (For example, if the date the OEA member seeks to begin retirement is June 10, then the human resources department must receive the notice by April 11.) The date the OEA member seeks to retire from the district should be the same intended date of retirement that the OEA member provides to the WSRS. That nothing set forth in this side-letter modifies the right of OEA members to retire mid-year with sixty days notice.
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MEMORANDUMS OF UNDERSTANDING The following documents of Memoranda of Understanding were agreed to by the parties during the course of the negotiations for the 200305 collective bargaining agreement. These documents are not part of the collective bargaining agreement, but are attached as additional documentation of agreements entered into between the parties: Memorandum of Understanding – Continuation of Nurses as Members of the OEA The parties to this agreement are the Oshkosh Education Association (“OEA”) and the Oshkosh Area School District Board of Education (“District”). WHEREAS, state legislation has recently been proposed that, if enacted, would remove “school nurse” as a license regulated by the state Department of Public Instruction; and WHEREAS, school nurses are included in the recognition clause of the parties’ collective bargaining agreement; and WHEREAS, in order to provide for the continuation of nurses as members in the OEA in the event such legislation is enacted; NOW, THEREFORE, the parties hereby agree as follows: 1. 2. 3.
That, in the event nurses are excluded from Department of Public Instruction licensure, the parties will meet to determine how to maintain the nurses as members of the bargaining unit represented by the OEA. That, in entering into this agreement, neither the District nor the OEA waives any rights it has under the Municipal Employment Relations Act or other state or federal law, code or regulation. That this agreement is entered into without creating a precedent or practice. Memorandum of Understanding – Co-Curricular Equity
The parties to this agreement are the Oshkosh Area School District Board of Education (hereinafter “District”) and the Oshkosh Education Association (hereinafter “OEA”). WHEREAS, the parties are engaged in an interest-based negotiations process for the 2003-05 contract; and WHEREAS, during negotiations the parties discussed issues related to the co-curricular provisions of the current contract; and WHEREAS, the parties determined in the course of discussions regarding co-curricular provisions, that a joint review, outside of negotiations, of co-curricular staffing and related issues was in order; NOW, THEREFORE, the parties agree as follows: 1.
2. 3.
That a joint OEA and District team comprised of members of each party, the number to be determined by the parties, will be formed by no later than March 1, 2004. The team is charged with conducting a fact-finding review of District co-curricular positions by examining our current co-curricular programs. Such review will include, but is not limited to, reviewing the number of participants, the length of the season (program, activity), the amount of time involved in coaching/advising, the number of times a coach/advisor meets with the student, the number of contests/performances, the number of weekend and evening contests/performances, how long the program has been in existence, whether the coach/advisor is paid, etc. That the review will conclude with a written report to the parties detailing the team’s findings. The report will be submitted to both parties by January 15, 2005. That this memorandum of understanding does not constitute a “benefit” as that term is defined in §111.70 Wis. Stats. The terms of this agreement shall not invalidate the District’s ability to implement a “qualified economic offer” under §111.70 Wis. Stats. for the 2003-05 collective bargaining agreement.
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Memorandum of Understanding – Unfunded Pension Liability The Oshkosh Educational Association (OEA) and the Oshkosh Area School District (District) agree to the following: 1.
2. 3.
4. 5.
6. 7. 8.
The District intends to use the Employee Trust Funds (ETF) 1999 Wisconsin Act 11 Employer Credit of $1,018,167.14, in addition to borrowing additional funds (maximum of 20 years) to pay down/refinance the unfunded actuarial accrued liability (prior service unfunded pension liability) with the ETF. The reason for the action set forth in paragraph 1 above is to lower the District’s interest rate and pay the liability off sooner than projected by ETF. The OEA relinquishes any right and waives any claim as to any monies related to the ETF 1999 Wisconsin Act 11 Employer Credit. The OEA shall not initiate any claim of any type in any forum against the District for any monies based on the District’s refinancing of the unfunded actuarial accrued liability (prior service unfunded pension liability). The parties agree to cost the unfunded actuarial accrued liability of the Wisconsin Retirement System that exists as of December 31, 2003, at $570,000 for 2004-2005 and all subsequent years until the full balance due of $8,880,000 is paid in full. Any future unfunded actuarial accrued liability imposed by the ETF shall be costed, in addition to the above calculation, in accordance with any statutory criteria in existence at the time of such imposition absent any mutual agreement of the parties regarding such costing. Nothing in this agreement will invalidate the District’s ability to implement a qualified economic offer (QEO) for the 2003-05 contract or subsequent contracts. This Agreement shall be non-precedent setting for any and all other purposes. This Agreement shall be binding and effective as of the date of signature, subject to ratification by both parties.
The following documents of Memoranda of Understanding were agreed to by the parties during the course of the negotiations for the 200507 collective bargaining agreement. These documents are not part of the collective bargaining agreement, but are attached as additional documentation of agreements entered into between the parties: Memorandum Of Understanding Pi 34 Professional Development Team Committee The parties to this agreement are the Oshkosh Area School District and the Oshkosh Education Association WHEREAS, the parties agreed as part of their 2003-2005 collective bargaining agreement to form a joint labor management committee, the professional development team (“PDT”) committee, to address issues related to professional development teams, which is a component of the new licensure requirements codified in Wisconsin Administrative Code PI 34; and WHEREAS, the PDT committee wishes to have additional time to analyze this issue, given that many entities including the Wisconsin Department of Public Instruction, the Wisconsin Education Association Council and various institutes of higher learning are currently trying to develop solutions to the issues being studied by the committee; and WHEREAS, the parties are engaged in interest-based negotiations for a successor labor agreement; NOW, THEREFORE, the parties hereby agree as follows: 1.
That the PDT committee will continue to convene pursuant to “Sidebar Agreement No. 5 – Professional Development Team Committee” contained in the parties collective bargaining agreement.
2.
That no recommendation for the parties by the PDT committee is required at this time.
3.
That no other provision of the collective bargaining agreement is modified by this agreement and that no current bargaining agreement benefit is affected by this agreement.
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MEMORANDUM OF UNDERSTANDING The parties to this agreement are the Oshkosh Area School District (hereinafter “District”) and the Oshkosh Education Association (hereinafter “OEA”). WHEREAS, the parties are engaged in negotiations for a successor collective bargaining agreement to the 2005-07 contract; and WHEREAS, the contract currently provides that teachers seeking to voluntarily transfer have the right to be interviewed once per year; and WHEREAS, the parties wish to explore expanding the right of teachers in this regard during the 2008-09 hiring season; and NOW, THEREFORE, the parties hereby agree as follows: 1.
That for the 2008-09 school year, notwithstanding the current contract language, members of the OEA seeking voluntary transfers will be entitled to at least two interviews per year.
2.
That this agreement terminates within one year of execution of this Memorandum of Understanding unless the parties agree in writing to extend the duration of this Memorandum of Understanding or incorporate these terms into the collective bargaining agreement.
3.
That this agreement is entered into without creating past practice or precedent. That the parties will execute an alternative dispute resolution with regard to the terms of this Memorandum of Understanding.
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Calendars for Teachers
30
Co-Curricular Salary Schedule Index Based On Beginning Bachelors Salary High School Athletics Boys
Baseball Hd Coach Baseball Asst. Coach Basketball Hd Coach Basketball Asst. Coach Cross Country Hd Coach* Cross Country Asst. Coach Football Hd Coach Football Asst. Coach Golf Hd Coach Gymnastics Hd Coach Gymnastics Asst. Coach Soccer Hd Coach Soccer Asst Coach Softball Hd Coach Softball Asst Coach Special Olympics Coor. Swimming Hd Coach Swimming Asst. Coach Tennis Head Coach Tennis Asst. Coach Track Head Coach Track Asst. Coach Volleyball Head Coach Volleyball Assistant Coach Weight Room Coor.
Wrestling Hd Coach Wrestling Asst Coach
B B B B B B B B B
B B
B B B B B B B
B
Girls
G G G G
G G G G G G G G G G G G G G G G G
(Fall) (Winter) (Spring) B B
INDEX
10.00% 7.00% 14.00% 8.00% 8.00% 6.00% 14.00% 8.00% 6.00% 10.00% 7.00% 10.00% 7.00% 10.00% 7.00% 4.00% 10.00% 7.00% 8.00% 6.00% 12.00% 7.00% 10.00% 7.00% Total 9% 2.50% 4.00% 2.50% 12.00% 8.00%
[BASE $31,899] 2007-08
[BASE $32,078] 2008-09
Released Time
No. of positions
$3,189.90 $2,232.93 $4,465.86 $2,551.92 $2,551.92 $1,913.94 $4,465.86 $2,551.92 $1,913.94 $3,189.90 $2,232.93 $3,189.90 $2,232.93 $3,189.90 $2,232.93 $1,275.96 $3,189.90 $2,232.93 $2,551.92 $1,913.94 $3,827.88 $2,232.93 $3,189.90 $2,232.93 $2,870.91
$3,207.80 $2,245.46 $4,490.92 $2,566.24 $2,566.24 $1,924.68 $4,490.92 $2,566.24 $1,924.68 $3,207.80 $2,245.46 $3,207.80 $2,245.46 $3,207.80 $2,245.46 $1,283.12 $3,207.80 $2,245.46 $2,566.24 $1,924.68 $3,849.36 $2,245.46 $3,207.80 $2,245.46 $2,887.02
None None None None None None None None None None None None None None None None None None None None None None None None None
2 6 4 16 4 4 2 12 4 2 2 4 8 2 6 1 4 4 4 4 4 8 2 6 2
$797.48 $1,275.96 $797.48 $3,827.88 $2,566.24
$801.95 $1,283.12 $801.95 $3,849.36 $2,566.24
None None
2 4
*When both boys & girls are done by the same coach, index is 12%. When an assistant coach is not available and the athletic director determines that enrollments justify the assistant coach position, the head coach stipend shall be increased by a factor of 1.5.
High School Intramurals (Entire School Year)
Intramurals Assistant Coach Intramurals (West Only)
Boys
Girls
B B
G G
INDEX
4.00% 6.00%
31
[BASE $31,899] 2007-08 $1,275.96 $1,913.94
[BASE $32,078] 2008-09 $1,283.12 $1,924.68
Released Time
No. of positions
None None
4 1
Co-Curricular Salary Schedule
Boys Baseball Hd Coach Baseball Asst. Coach Basketball Hd Coach Basketball Asst. Coach Cross Country Hd Coach* Cross Country Asst. Coach Football Hd Coach Football Asst. Coach Golf Hd Coach Gymnastics Hd Coach Gymnastics Asst. Coach Soccer Hd Coach Soccer Asst Coach Softball Hd Coach Softball Asst Coach Special Olympics Coor. Swimming Hd Coach Swimming Asst. Coach Tennis Head Coach Tennis Asst. Coach Track Head Coach Track Asst. Coach Volleyball Head Coach Volleyball Assistant Coach Weight Room Coor.
Wrestling Hd Coach Wrestling Asst Coach
B B B B B B B B B
B B
B B B B B B B
B (Fall) (Winter) (Spring) B B
Girls
G G G G
G G G G G G G G G G G G G G G G G
[BASE [BASE Released $31,899] $32,078] Time 2007-08 2008-09 10.00% $3,189.90 $3,207.80 None 7.00% $2,232.93 $2,245.46 None 14.00% $4,465.86 $4,490.92 None 8.00% $2,551.92 $2,566.24 None 8.00% $2,551.92 $2,566.24 None 6.00% $1,913.94 $1,924.68 None 14.00% $4,465.86 $4,490.92 None 8.00% $2,551.92 $2,566.24 None 6.00% $1,913.94 $1,924.68 None 10.00% $3,189.90 $3,207.80 None 7.00% $2,232.93 $2,245.46 None 10.00% $3,189.90 $3,207.80 None 7.00% $2,232.93 $2,245.46 None 10.00% $3,189.90 $3,207.80 None 7.00% $2,232.93 $2,245.46 None 4.00% $1,275.96 $1,283.12 None 10.00% $3,189.90 $3,207.80 None 7.00% $2,232.93 $2,245.46 None 8.00% $2,551.92 $2,566.24 None 6.00% $1,913.94 $1,924.68 None 12.00% $3,827.88 $3,849.36 None 7.00% $2,232.93 $2,245.46 None 10.00% $3,189.90 $3,207.80 None 7.00% $2,232.93 $2,245.46 None Total - 9% $2,887.02 $2,887.02 None 2.50% $797.48 $801.95 None 4.00% $1,275.96 $1,283.12 None 2.50% $797.48 $801.95 12.00% $3,827.88 $3,849.36 8.00% $2,551.92 $2,566.24 INDEX
No. of positions 2 6 4 16 4 4 2 12 4 2 2 4 8 2 6 1 4 4 4 4 4 8 2 6 2 2 4
*When both boys & girls are done by the same coach, index is 12%. When an assistant coach is not available and the athletic director determines that enrollments justify the assistant coach position, the head coach stipend shall be increased by a factor of 1.5.
High School Intramurals (Entire School Year)
Intramurals Assistant Coach Intramurals (West Only)
Boys
Girls
B B
G G
[BASE [BASE Released INDEX $31,899] $32,078] Time 2007-08 2008-09 4.00% $1,275.96 $1,283.12 None 6.00% $1,913.94 $1,924.68 None
32
No. of positions 4 1
Co-Curricular Salary Schedule
Co-Curricular Salary Schedule Index Based On Beginning Bachelors Salary Middle School Athletics
Basketball Coach Cross Country Coach (7th & 8th) Track Coach Volleyball Coach Wrestling Coach
Boys
Girls
INDEX
B B B
G G G G
5.00% 4.00% 5.00% 5.00% 5.00%
B
[BASE $31,899] 2007-08 $1,594.95 $1,275.96 $1,594.95 $1,594.95 $1,594.95
[BASE $32,078] 2008-09 $1,603.90 $1,283.12 $1,603.90 $1,603.90 $1,603.90
Released Time
No. of positions
None None None None None
25 10 25 25 15
As long as the District offers a sport at the middle school level, there will be at least one squad per building of that respective sport. The determination will be made by principals and coaches system-wide for the make-up of teams or squads.
Middle School Intramurals
Intramural Coach
Boys
Girls
INDEX
B
G
5.00%
Boys
Girls
INDEX
[BASE $31,899] 2007-08
[BASE $32,078] 2008-09
$1,594.95
$1,603.90
[BASE $31,899] 2007-08 $1,594.95
[BASE $32,078] 2008-09 $1,603.90
Released Time
No. of positions
None
20
Released Time
No. of positions
None
8.5
Elementary Intramurals
5.00%
Article XXVIII (D) (4). An additional one percent (1%) increment shall be given after the first three (3) years experience in any coaching assignment. An additional one-half percent (1/2%) increment shall be granted for each additional three (3) years experience in coaching assignments. No coach shall receive more than three (3) increments in any one coaching assignment.
High School Non-Athletic Activities INDEX Dance Team Advisor DECA/FBLA Dramatics Advisor FFA Advisor Forensics Coach Forensics Coordinator Math Coach Newspaper Advisor Newspaper Business Manager Pompon Advisor Senior Class Advisor Student Council Advisor (No Supervision) VICA Yearbook Advisor Yearbook Business Manager
6.00% 4.00% 5.00% 4.00% 5.00% 6.00% 3.00% 8.00% 2.00% 6.00% 4.00% 8.00% 4.00% 7.00% 2.00% 33
[BASE $31,899] 2007-08 $1,913.94 $1,275.96 $1,594.95 $1,275.96 $1,594.95 $1,913.94 $956.97 $2,551.92 $637.98 $1,913.94 $1,275.96 $2,551.92 $1,275.96 $2,232.93 $637.98
[BASE $32,078] 2008-09 $1,924.68 $1,283.12 $1,603.90 $1,283.12 $1,603.90 $1,924.68 $962.34 $2,566.24 $641.56 $1,924.68 $1,283.12 $2,566.24 $1,283.12 $2,245.46 $641.56
Released Time
No. of positions
None None None None None None None None None None None None None None None
2 2 2 2 2 2 2 2 2 2 2 2 2 2 2
Co-Curricular Salary Schedule Index Based On Beginning Bachelors Salary High School Music Activities (Co-Curricular) INDEX Instrumental Music Head Orchestra Music Head (2 schools) Vocal Music Head
14.00% 10.00% 14.00%
[BASE $31,899] 2007-08 $4,465.86 $3,189.90 $4,465.86
[BASE $32,078] 2008-09 $4,490.92 $3,207.80 $4,490.92
[BASE $31,899] 2007-08
[BASE $32,078] 2008-09
Released Time
No. of positions
None None None
2 1 2
Released Time
No. of positions
None
17
Released Time
No. of positions
None None None
5 5 1*
Middle School Music Activities (Co-Curricular) INDEX Instrumental & Vocal Music
6.00%
$1,913.94
$1,924.68
[BASE $31,899] 2007-08 $637.98 $261.40 $261.40
[BASE $32,078] 2008-09 $641.56 $261.40 $261.40
N/A
$261.40
$261.40
None
2*
2.50% N/A 2.50% 2.00%
$797.48 $784.30 $797.48 $637.98
$801.95 $784.30 $801.95 $641.56
None None None None
5 1* 5 5
Released Time
No. of positions
Middle School Non-Athletic Activities INDEX Dance Team Advisor Drama Advisor Forensics Gifted & Talented: Young Astronauts, Math Counts, etc. Newspaper Advisor Odyssey of the Mind Student Council Advisor (No Supervision) Yearbook Advisor
2.00% N/A N/A
Elementary School Non-Athletic Activities INDEX Gifted & Talented: Young Astronauts, Math Counts, etc. Odyssey of the Mind Safety Patrol
[BASE $31,899] 2007-08
[BASE $32,078] 2008-09
N/A
$261.40
$261.40
None
2*
N/A N/A
$784.30 $261.40
$784.30 $261.40
None None
1* 1*
* per participating building- Unused positions on per participating building basis shall be allowed to be allocated to another school. The inclusion of the above stated activities does not require the Board to assign personnel to any of the listed activities.
34
OSHKOSH AREA SCHOOL DISTRICT DOLLAR MATRIX
Settled 6/25/08
EFFECTIVE JULY 1, 2007
2007-2008
Step 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0 11.0 12.0 13.0 14.0 15.0 16.0 17.0
638.07 1.000
663.26 1.040
689.17 1.080
714.47 1.120
31,899.00 33,175.00 34,452.00 35,728.00 37,004.00 38,280.00 39,556.00 40,832.00 42,108.00 43,384.00 44,661.00 45,937.00 47,213.00 48,489.00 49,765.00 51,041.00 51,041.00
B10 33,175.00 34,502.00 35,828.00 37,155.00 38,481.00 39,808.00 41,134.00 42,461.00 43,787.00 45,114.00 46,441.00 47,767.00 49,094.00 50,420.00 51,747.00 53,073.00 53,073.00
B20 34,451.00 35,830.00 37,208.00 38,586.00 39,965.00 41,343.00 42,721.00 44,100.00 45,478.00 46,856.00 48,235.00 49,613.00 50,991.00 52,370.00 53,748.00 55,126.00 55,126.00
B30 35,727.00 37,156.00 38,585.00 40,014.00 41,443.00 42,872.00 44,301.00 45,730.00 47,159.00 48,588.00 50,017.00 51,446.00 52,874.00 54,303.00 55,732.00 57,161.00 57,161.00
B0
Settled 6/25/08
740.28 1.160
765.58 1.200
790.88 1.240
813.65 1.275
37,003.00 38,484.00 39,964.00 41,445.00 42,925.00 44,406.00 45,886.00 47,367.00 48,848.00 50,328.00 51,809.00 53,289.00 54,770.00 56,250.00 57,731.00 59,211.00 60,692.00
M10 38,279.00 39,810.00 41,341.00 42,873.00 44,404.00 45,935.00 47,466.00 48,997.00 50,528.00 52,060.00 53,591.00 55,122.00 56,653.00 58,184.00 59,715.00 61,246.00 62,778.00
M20 39,555.00 41,137.00 42,719.00 44,300.00 45,882.00 47,464.00 49,046.00 50,627.00 52,209.00 53,791.00 55,373.00 56,954.00 58,536.00 60,118.00 61,700.00 63,281.00 64,863.00
M30 40,672.00 42,299.00 43,926.00 45,553.00 47,181.00 48,808.00 50,435.00 52,063.00 53,690.00 55,317.00 56,945.00 58,572.00 60,199.00 61,826.00 63,454.00 65,081.00 68,042.00
M0
OSHKOSH AREA SCHOOL DISTRICT DOLLAR MATRIX 2008-2009 641.64 1.000
666.98 1.040
693.03 1.080
718.47 1.120
Step B0 1.0 32,078.00 2.0 33,361.00 3.0 34,644.00 4.0 35,928.00 5.0 37,211.00 6.0 38,494.00 7.0 39,778.00 8.0 41,061.00 9.0 42,344.00 10.0 43,627.00 11.0 44,911.00 12.0 46,194.00 13.0 47,477.00 14.0 48,761.00 15.0 50,044.00 16.0 51,327.00 17.0 51,327.00
B10 33,361.00 34,695.00 36,029.00 37,363.00 38,697.00 40,031.00 41,365.00 42,699.00 44,033.00 45,367.00 46,701.00 48,035.00 49,369.00 50,702.00 52,036.00 53,370.00 53,370.00
B20 34,644.00 36,030.00 37,416.00 38,802.00 40,188.00 41,574.00 42,960.00 44,347.00 45,733.00 47,119.00 48,505.00 49,891.00 51,277.00 52,663.00 54,049.00 55,435.00 55,435.00
B30 35,927.00 37,364.00 38,801.00 40,238.00 41,675.00 43,112.00 44,549.00 45,986.00 47,423.00 48,860.00 50,297.00 51,734.00 53,171.00 54,608.00 56,044.00 57,481.00 57,481.00
EFFECTIVE JULY 1, 2008
744.42 1.160
769.87 1.200
795.31 1.240
818.20 1.275
37,210.00 38,699.00 40,188.00 41,677.00 43,166.00 44,655.00 46,143.00 47,632.00 49,121.00 50,610.00 52,099.00 53,588.00 55,077.00 56,565.00 58,054.00 59,543.00 61,032.00
M10 38,493.00 40,033.00 41,573.00 43,113.00 44,652.00 46,192.00 47,732.00 49,272.00 50,811.00 52,351.00 53,891.00 55,431.00 56,970.00 58,510.00 60,050.00 61,589.00 63,129.00
M20 39,777.00 41,367.00 42,958.00 44,548.00 46,139.00 47,730.00 49,320.00 50,911.00 52,501.00 54,092.00 55,683.00 57,273.00 58,864.00 60,455.00 62,045.00 63,636.00 65,226.00
M30 40,899.00 42,536.00 44,172.00 45,809.00 47,445.00 49,081.00 50,718.00 52,354.00 53,991.00 55,627.00 57,263.00 58,900.00 60,536.00 62,173.00 63,809.00 65,445.00 68,423.00
M0
35
INDEX Agreement, 3
Flexible Spending Benefit (Section 125(c), 16
Signature Page, 26 Arbitration, 6
Game Workers Pay Structure, 21
Demand, 6
Grievance Procedures, 4
Selection of Arbitrator, 6
Definitions, 4
Guidelines, 6
Grievant, Presence of, 5
Disposition, 6
Group Grievance, 5
Assignment, Contract, 12
Level One, 5
Association Rights, 22
Level Two, 5
Athletic Events, 20
Level Three, 5
Athletics, see Co-Curricular, 32
Management Grievance, 6 Miscellaneous, 5
Benefits, Maintenance, 4
Procedures, 5 Purpose, 4
Calendar, School, 30
Representation, Teacher Rights, 5
Child Rearing Leave, 9
Waiver, 6
Clock Hours, 23
Withdrawal of Grievance, 6
Closing, School, 15 Co-Curricular
Health Coordinator, 21
Equity MOU, 27
Hearing, Dismissal Policy, 21
Probation and Removal, 8 Salary Schedule, 19, 32
IEP Case Managers, 19
Collaboration Time, 31
Income Protection, 14
Combination Classes, 24
Insurance
Contract Provisions, 12
Dental, 17
Assignment, 12
Disability, 17
Duty Free Lunch, 12
Hospital, Surgical, Medical, 16
Length of Contract, 12
Liability, 17
Teacher Responsibility, 12
Personal Assault and Property Damage, 17
Contract Reopener, 4
Term Group Life, 16
Course Credit
Intramurals – see Co-Curricular,32-
Max. allowed above Master's , 18
IRS Section 125©, 16
Payment, 20 PMU, Deleted
Layoffs, 32
Curriculum Rate, 19
Leaves of Absence, 9
Summer School, 14
Child Rearing Leave, 9 Emergency Leave,9
Dental Insurance, 17
General Provisions,9
Dept. Chairperson Salary Schedule, 21
Personal Days, 9
Dismissal Policy, 7
Lunch
Co-Curr. Probation & Removal, 8
Duty Free, 12
Continuing Employment Status, 7
Elementary Specialists 13
Discharge, Demotion, or Refusal of Employment, 7
Lunch Room Pay, 13
Hearing, 8 Probationary Teachers, 7
Maintenance
Temporary Positions, 8
Benefits, 6
Driver Education Salary Schedule, 21
Units, Professional, Deleted
Duty Free Lunch, 12
Managed Cost Plan (MCP), 16 Management Rights, 4
Education Program, Review of, 24
Meetings, Professional, 15
Emergency Leave, 9
Memos of Understanding
Evaluation Reports (Personnel File), 7, 16
Co-Curricular Equity, 27
Initial Educator, 23
Continuation of Nurses, 27
Experience, Schedule Placement, 18
PI-34 Professional Development Team Committee MOA, 28 Unfunded Pension Liability, 28
Fair Share, 22
Mentoring, 23
36
Mileage, 17
IEP Case Managers, 19
Music Activities - see Co-Curricular, 33
Method of Payment, 19 Payroll Deductions, 19
Negotiations, 3
Placement on Schedule, 18
No Strike Clause, 7
Referee Compensation, 21
Non-Discrimination, 22
School-Sponsored Activities, Entrance to, 20
Non-Athletic Activities- see Co-Curricular, 33
Training, 18
Nurses Memo of Understanding, 27
Vocational Education 9, (A)(2)(f)18 Salary Schedules
Paperwork Reduction Committee, 24
Co-Curricular, 32
Payment
Department Chairperson, 21
Athletic Events, 20
Driver Education, 21
Course Credit, 20
Teacher Matrix, 34-35
Method of Payment, 19
Saving Clause and Waiver of Rights, 4
Payroll Deductions, 19
School Calendar, 30-31
Peer Coaches, 23
School Closing, Inclement Weather, Other Emergencies, 15
Permanent Reduction in Staff
School-Sponsored Activities, Entrance to, 20
Layoffs, 10
Seniority, 10
Recall, 11
Sick Leave - see Income Protection
Seniority, 10
Sidebar Agreements, 24
Personal Days, 10
Signature Page, 26
Personnel File, 16
Specialists
PI-34 Professional Development Team Committee MOA, 28
Elem. Specialist Released Time, 24
PI 34 Teacher Licensing Requirements, 23
Evaluations, 24
Plan of Improvement(10-B),7
Split Assignments, 24
Point of Service (POS) Health Insurance Plan, 16 Prescription Drug Co-Payment Plan, 16
Staff Development (Prof'l Meetings), 15
Probationary Teachers Dismissal Policy, 7
Strike Clause, No, 7
Professional
Student Teacher Policy, 11
Development Teams, 23, 28
Substitute Teacher, Rate of Pay, 13
Committee, 24
Successors and Assigns, 22
Maintenance Units, Deleted
Summer School
Meetings, 15
Pay Rates, 14 Teaching Load, 14
Reassignments (Transfers), 14 Recall of Teacher Staff, 11
Teacher
Recognition, 3
Licensing Requirements, 23
Reduction in Staff, 10
Load, 12
Referee Compensation, 21
Responsibility Statement, 12
Reopener, Contract, 4
Department Head, 22
Representation, Rights of Teacher, 5
Salary Schedule, 34-35
Resignation, 9
Summer School Teacher Load, 14
Responsibility Statement, 12, 22
Teaching Experience, 18
Retirement, 9
Temporary Position, 8
Benefit Eligibility, 9
Term of Agreement, 3
Contribution to State 60-Day Notice, 24
Training, Placement on Salary Schedule, 18
Teacher Retirement System, 18
Transfers, 14
Rights, Management, 4
TrustSelect Health Insurance Plan, 16
Salary Schedule Provisions, 18
Unfunded Pension Liability, 28
Athletic Events, 20
Vacancies, 14
Co-Curricular, 19
Vocational Education Student Load Salary Percentages 9, (A)(2)(f), 18
Continuing Employment Status, 7 Course Credit, 20
Wage Salary Controls Clause, 22
Curriculum Rate, 19
Waiver of Rights, 4
Experience, 18
Weather, School Closing, 15
Game Workers, 21
Work Week/Load, 12
37