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Certified Employee Contact 2008-2011

Certified Employee Contact 2008-2011. Is this my contract?. Pink Sheets that you sign are salary agreements designed as a check on correct step, track, salary amount.

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Certified Employee Contact 2008-2011

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  1. Certified Employee Contact2008-2011

  2. Is this my contract? • Pink Sheets that you sign are salary agreements designed as a check on correct step, track, salary amount. • Your contract is negotiated for you by legally designated authority (WFT). It is a legal document and spells out the limits of what you are expected to do while you follow the Connecticut Code of Professional Responsibility.

  3. Ann Chukpreschool & special services Paula SheaKdg WC Pat DesJarlaisgr1 WC Pam MunroK-4 Sw(ret.) Julie Lucier K-4 NW & special services - liaison to non-tenured Sydney Gilbey WMS Gary MillerWHS Victor FunderburkWHS Herb AricoWHS Bill Skoog, ChairWHS Ben Wenograd,AFT CT WFT Negotiation Team

  4. Foundations for Change • Winter 2007 Survey • Grievances • Written suggestions • Changed Connecticut Statutes

  5. Stipulated Award • Agreements made between the parties during arbitration are considered “stipulated arbitration awards” under TNA and not subject to local legislative review... Legislative Program Review and Investigations Committee Staff Briefing: September 22, 2005

  6. Negotiating Team • Planning for negotiations followed the staff survey last winter, continued through spring, and summer. Insurance exploration began with Bd of Ed in July, negotiations started in August. • Between planning meetings much research, sharing and discussion took place via e-mail and telephone.

  7. Contract Language • Board of Education policy accessibility • Exchange Teacher Leave • On the Job Injury • Severance Pay, Intent to Retire declaration Jan. 1st ? • Employee Suggestions/Communication Mtgs • Nationally Certified Staff stipend • Athletic Coaches - separate state coach certification (by statute) • Mentoring • Transfers

  8. 4.5 Exchange Teacher Leave • A. Upon recommendation of the Superintendent, leaves for exchange teacher positions under either national or international programs may be granted by the Board to teachers who have successfully achieved tenurein Windham and who have completed at least two (2) additional years of competent service.

  9. 6.4 On the Job Injury • Whenever a teacher is injured on the job, he/she is required to file a first report of injury as soon as possible with the school nurse or contact the Personnel Office. • Whenever a teacher is temporarily absent from school as a result of personal injury caused by an assault upon him or her arising out of and in the course of his employment, he or she shall may be paid his or her full salary for the period of such absence without by having such absence charged proportionately to his annual sick leave, provided ... See handouts for complete wording.

  10. 1.16 BOE Policy Accessibility • Board policy will be posted on the Board’s website. Any changes will be posted within a reasonable time after they are adopted. note: BOE website is reached via WPS homepage.

  11. 6.8 Severance Pay • Upon retirement or death, severance pay shall be made to the teacher or his or her estate calculated at the rate of one day's pay for each five (5) days of accumulated sick leave (i.e., 20%) credited to the teacher. To be eligible to receive such payment in the July following retirement, the teacher shall submit an irrevocable letter of resignation for purposes of retirement on or before the previous January 1. Should the teacher fail to provide such written notification of retirement, the Board shall make such payment in July in the next year following (e.g., notification received in May 2008 will result in payment being made in July 2009)

  12. 9.1 Employee Suggestions • It is recognized that the employees may make constructive suggestions and contributions toward the improvement of instruction for the benefit of the child and other items of mutual concern. Such suggestions or contributions may be made in, but not limited to, committee meetings established by the Board and/or Superintendent under Section 9.3 for the purpose of collaborative discussion among teachers, administrators and/or Board members on the operation of the Windham Public Schools. When such committees include representatives of the Federation and/or the Windham Administrators Association, the representatives of these organizations shall be appointed by the respective organization.

  13. 9.3 Committees of Communication • Nothing in the Article shall be deemed to curb the absolute right of the Superintendent and/or the Board to appoint ad hoc committees made up of teachers, and/or administrators, and/or the Superintendent and/or Board members for the purpose of discussing such administrative matters as the Superintendent and/or the Board may desire. It is understood, however, that such committees as are set up under this section shall not engage in negotiations,which by statute isreserved to the Union as the representative of teachers for collective bargaining.

  14. 10.8 Coaching Certification • As a condition to appointment and continued service as a coach, teachers serving in coaching positions are individually responsible for obtaining and retaining the required Coaching Permit issued by the State Department of Education. As to Schedule (A-4) the formula for computing extracurricular salaries shall be as follows:

  15. F.POINT VALUE • Teachers shall be compensated at the rate of $105 dollar amount per point under this formula, commencing September 1, 1990. Thereafter, effective September 1 of each year the point value shall be increased by an amount equal to the percent increase in the A-1 salary schedule for that year over the preceding year. The point value for 2005-2006 is $167, commencing September 1, 2005; the point value for 2006-2007 is $174, commencing September 1, 2006; the point value for 2007-2008 is $181, commencing September 1, 2007. as follows: the point value for 2008-2009 is $185, the point value for 2009-2010 $192, and the point value for 2010-2011 is $196.

  16. 10.11 Mentors • Teachers who serve as mentors shall receive an honorarium of $250 per year.

  17. 12.1Transfers • Notification shall be given to all teachers in the Windham school system of vacancies or new positions, and our teachers applying for such vacancies or such positions will be given equal consideration with all other candidates for such vacancies or such positions. A teacher in the system will be allowed to transfer to a vacancy in another building if he or she meets all qualifications and it serves the best interests of the system. All notices of vacancies and new positions shall be posted on the Board website at the same time as any other public posting, and a copy of such website posting shall be sent to the Union President and one designee at the same time. During vacation periods, such postings shall be sent to the Union President by fax and by e-mail. Teachers in the system who apply for such vacancies or new positions shall be notified in writing if accepted or not, within fifteen (15) school days after the position or vacancy is filled.

  18. 12.2 Transfers • When a teacher must be transferred from one building to another, the Board will first solicit volunteers by informing potentially affected staff members and the Union of the need for transfer. If a teacher volunteers for transfer, he or she shall be transferred, if qualified. If it is necessary to transfer a staff member involuntarily, the Superintendent or his or her designee shall meet with the affected teacher, and a representative of the Union, if requested, to explain the circumstances and conditions of the transfer. Any such transfer must be reasonable.

  19. Salaries • Any teacher who obtains National Teacher Certification or National Certification from the National Association of School Psychologists, the National Association of Certified Social Workers, or the American Speech-Language Hearing Association shall receive an annual stipend of $1,000. (note: This applies to those already so certified.)

  20. SalaryYear one • The Board reserves the right to delete steps 3, 5 and/or 7 in any year of this contract. • Teachers shall advance one step on the salary schedule. • A teacher shall advance one step on the salary schedule the year following a leave of absence as long as he/she has been paid at least fifty percent (50%) of the school year.

  21. Salary Year two • The Board reserves the right to delete steps 3, 5 and/or 7 in any year of this contract. • Teachers shall not advance one step on the salary schedule. (note: Everyone gets the same raise.)

  22. Salary Year three • The Board reserves the right to delete steps 3, 5 and/or 7 in any year of this contract. • Teachers shall advance one step on the salary schedule. • A teacher shall advance one step on the salary schedule the year following a leave of absence as long as he/she has been paid at least fifty percent (50%) of the school year.

  23. Salary Increases • General Wage Increase is w/out step moves 2008-2009 GWI __ % 2009-2010 GWI __ % no step movement Everyone gets the % 2010-2011GWI __ % note: See Salary for three years in handouts.

  24. Insurance Changes • Two Plan Choices Attend future meetings about making the best choice for you and your family. Enrollment window for changes in your insurance choice will be:

  25. Insurance Employee Share in first option • The cost of the applicable premiums for this health insurance program shall be borne as follows: The contributions by the Board and by the participating employees for individual coverage and dependentcoverage(if elected by the employee) shall be15.5% effective September 1, 2008, and shall increase to 16.5% effective September 1, 2009, and to 17.5% effective September 1, 2010. note: The effective average paid this year is 14.7% Another insurance choice is available.

  26. Insurance Choice in second option p.1 • Effective September 1, 2008, employees may in the alternative elect to participate in a comprehensive deductible health insurance plan, which shall be the health plan described above, modified as follows. In lieu of co-payments set forth above, participating employees shall pay an upfront deductible of $250/$750, as well as co-insurance payments of ten percent (10%) up to a maximum out-of-pocket maximum for in-network services of $1,000/$3,000.

  27. Insurance Choice 2nd Option p.2 • Out of network deductibles for the comprehensive plan shall be $250/$750, with co-insurance payments at 30%, up to an out-of-pocket maximum for out-of-network services of $1,000/$3,000.

  28. Insurance Choice 2nd Option p.3 • Premium contributions for employees participating in the comprehensive plan shall be 10.5% effective September 1, 2008, and shall increase to 11.5% effective September 1, 2009, and to 12.5% effective September 1, 2010. note: other info applies to this choice.

  29. Prescription Formulary Planwith co-payments as follows: • Generic $ 5 • Preferred brand $20 ($15 for comp plan) • Non-preferred brand $40 ($25 for comp plan) • Mail order 2X for a 100 day supply

  30. Q & A Starters • Can the town vote this contract down? • Why didn’t members get to vote on it? • What happens to those on step 3 in the second year of this contract? • Why a year two with no step movement? • When do we need to make health insurance choices?

  31. Thank You for coming. See you at the meeting next Wednesday.

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