2100 2006-2009 Southeast Dubois/86 Teachers/ISTA

MASTER CONTRACT

between the

BOARD OF SCHOOL TRUSTEES

OF THE

SOUTHEAST DUBOIS COUNTY

SCHOOL CORPORATION

and the

SOUTHEAST DUBOIS COUNTY CLASSROOM

TEACHERS ASSOCIATION

2010 - 2014

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TABLE OF CONTENTS

ARTICLE HEADING PAGE I Recognition 2

II Definitions 2-3

III School Board Rights and Powers 3

IV Association Rights and Privileges 3-4

V Grievance Procedure 4-8

VI Teachers’ Authority 8

VII Due Process 9

VIII Teaching Days and Hours 9

IX Leaves 10-16

X Vacancies and Transfers 16

XI Fringe Benefits 16-23

XII Supplemental Retirement Program 23-24

XIII Severance Pay 25

XIV Deductions 25-26

XV Compensation and Expenses 26-27

XVI Miscellaneous 27-28

XVII Term of Agreement 29

Appendix A Grievance Report Form 30

Appendix B Contract Salary Schedule (2009-2010) 31

Appendix B-1 Informational Salary Schedule (2009-2010) 32

Appendix B-2 Contract Salary Schedule (2010-2013) 33

Appendix B-3 Contract Salary Schedule (2013-2014) 35

Appendix B-4 Informational Salary Schedule (2013-2014) 36

Appendix C Pay For Extra Duties and Responsibilities (2009-2014) 37-39

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MASTER CONTRACT

BETWEEN THE

BOARD OF SCHOOL TRUSTEES

OF THE

SOUTHEAST DUBOIS COUNTY SCHOOL CORPORATION

AND THE

SOUTHEAST DUBOIS COUNTY CLASSROOM

TEACHERS ASSOCIATION

THIS CONTRACT IS ENTERED INTO THIS 15TH DAY OF DECEMBER, 2010, BY AND

BETWEEN THE BOARD OF SCHOOL TRUSTEES OF THE SOUTHEAST DUBOIS

COUNTY SCHOOL CORPORATION, HEREINAFTER CALLED THE "BOARD", AND THE

SOUTHEAST DUBOIS COUNTY CLASSROOM TEACHERS ASSOCIATION,

HEREINAFTER CALLED THE "ASSOCIATION".

WITNESSETH:

WHEREAS, the Board and the Association recognize and declare that providing quality

education for the children of the Southeast Dubois County School Corporation is their mutual

aim; and

WHEREAS, the Board and its designated representatives have met with representatives of the

Association and entered into extended deliberate negotiations concerning wages, hours, and

salary and wage-related fringe benefits and have discussed other terms and conditions of

employment, it is hereby agreed:

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ARTICLE I

RECOGNITION

A. The Board hereby recognizes the Southeast Dubois County Classroom Teachers Association

as the Exclusive Representative of all Teachers in the School Corporation.

B. The term "Teacher(s)" when used in this Contract shall refer to all certificated personnel

employed by the Board except:

Superintendent and Assistant Superintendent;

Administrative Assistants and Instruction Coordinators including Media

Director and Reading Specialist;

Coordinators of Federal programs;

Principals, Assistant Principals and Athletic Director;

Employees having district-wide supervisory responsibility for directing other

school employees or serving in a district-wide supervisory capacity;

Confidential employees as defined in Public Law 217;

Employees performing security work as defined in Public Law 217;

Employees holding positions not requiring certification;

Head Boys Basketball Coach;

Head Girls Basketball Coach;

Head Baseball Coach;

Head Football Coach.

ARTICLE II

DEFINITIONS

As used in this Contract:

1. "Board" or "School Employer" means the Board of School Trustees of the Southeast Dubois

County School Corporation and any person(s) authorized to act for said body in dealing with its

employees.

2. “School Corporation” means the Southeast Dubois County School Corporation, County of

Dubois, State of Indiana.

3. "Certificated School Employees" and "Teacher(s)" mean the certificated personnel employed

by the School Employer in the bargaining unit as defined in ARTICLE I of this Contract.

4. "Association" and "Exclusive Representative" means the school employee organization which

has been certified or recognized as the Exclusive Representative of said Certificated School

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Employees in dealing with the School Employer and includes any person(s) authorized to act on

behalf of said Exclusive Representative.

5. The masculine gender shall include the feminine wherever required by the context in which a

specific provision of this Contract is applied.

ARTICLE III

SCHOOL BOARD RIGHTS AND POWERS

A. The Association recognizes that the School Board has the responsibility and authority to

manage and direct on behalf of the public all of the operations and activities of the School

Corporation to the full extent authorized by law.

B. The School Board hereby retains and reserves unto itself, without limitation, all power, right,

authority, duties and responsibilities conferred upon and vested in it by the laws and Constitution

of the State of Indiana, and of the United States, including, but without limiting the generality of

the foregoing, those rights conferred on the Board by Public Law 217, Indiana Acts of 1973.

C. The exercise of the foregoing powers, rights, authority, duties, and responsibilities by the

Board, the adoption of policies, rules, regulations and practices in furtherance thereof, and the

use of judgment and discretion in connection therewith shall be limited only to the specific and

express terms of this Contract and then only to the extent such specific and express terms thereof

are in conformance with the Constitution and laws of the State of Indiana and the Constitution

and the laws of the United States.

ARTICLE IV

ASSOCIATION RIGHTS AND PRIVILEGES

A. The agreements in this Contract shall supersede any rules, regulations or practices of the

Board, which are contrary to, or inconsistent with the terms recorded herein.

Any individual Contract between the Board and an individual Teacher shall be consistent with

the terms and conditions of this Contract. If an individual Contract made subsequent to this

Contract contains any language inconsistent with this Contract, this Contract shall prevail.

B. If any provisions of this Contract or any application of this Contract to any employee or group

of employees is held to be contrary to law, then such provision or application shall not be deemed

valid and subsisting, except to the extent permitted by law, but all other provisions or

applications shall continue in full force and effect.

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C. The Association shall be provided with a bulletin board for its use in the faculty lounge or

other areas frequented by Teachers.

D. The Association may use school buildings and Corporation equipment for meetings subject to

approval of the building Principal and the availability of facilities.

E. The Association shall be permitted to use the facilities of the inter-school mail system

including email with the prior approval of the building Principal. The Association’s sponsorship

must appear on any item inserted into the mailboxes or email by the Association and School

Board Policy 7540.01 must be strictly adhered to.

F. The Association shall be given a place on the agenda of the orientation program for Teachers

at the first general meeting.

G. The President of the Association or his designee may, when not engaged in their teaching

duties, be allowed to visit schools to investigate Teacher complaints. Upon the arrival of the

President or his designee at any school, the President or his designee shall contact the Principal

or, in his absence, the acting administrator, as soon as possible to facilitate the purpose of the

visit.

ARTICLE V

GRIEVANCE PROCEDURE

This Grievance Procedure, herein referred to as "Procedure", stipulates the conditions under and

the procedures by which grievances alleged by certain Certificated School Employees as defined

in this Contract shall be processed. Such grievances shall be submitted to the following

grievance procedures.

A. DEFINITIONS.

1. A "Grievance" is a claim by one (1) or more Teachers of violation of a specific Article or

section of this written Contract, except where such Article or section is exempt from this

procedure.

2. The term "Superintendent" means the chief administrative officer of the School Corporation,

or any person(s) designated by him to act in his behalf in dealing with Certificated School

Employees.

3. The term "Teacher" includes any individual or group of individuals within the bargaining unit.

4. The term "day" when used in this ARTICLE shall be school teaching days. During the

summer recess, the term shall mean weekdays.

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5. The term "Association Representative" when used in this ARTICLE shall mean a member of

the Southeast Dubois County Classroom Teachers Association.

B. The purpose of this grievance procedure is to settle equitably, at the lowest possible

administrative level, issues which may arise from time to time with respect to specific claims of

violation of this Contract. Both parties agree that these proceedings shall be kept as confidential

as may be appropriate at each level of the procedure.

C. This grievance procedure shall not be used to appeal Teacher dismissal.

D. PROCEDURE.

1. The number of days indicated at each level shall be considered as maximum and every effort

shall be made to expedite the process. The time limits may be extended by mutual consent in

writing by authorized representatives of each party.

2. LEVEL ONE.

A Teacher with a grievance may initiate this procedure in the following way:

a. He may approach the immediate supervisor concerned and discuss the matter in his own

behalf.

b. After said discussion, should no satisfactory resolution of the grievance be arrived at, he shall

then take the grievance before the Association Grievance Committee, which shall evaluate the

grievance, and make recommendations to the grievant concerning the disposition of the

grievance. The Association shall have the right to make the ultimate determination of the final

disposition of said grievance.

c. In the event that steps "a." and "b." above are unsuccessful the grievant through the

Association may file a formal grievance in writing on the form shown in APPENDIX A. This

form shall be filed in quadruplicate with one (1) copy to the Association, one (1) to the grievant,

one (1) to the immediate supervisor, and one (1) to the Superintendent. A formal grievance shall

be filed as soon as possible but in no event longer than twenty (20) days after disclosure of the

facts giving rise to the grievance.

d. Within five (5) days of the filing of the formal grievance in writing, a meeting shall take place

between the immediate supervisor concerned, the grievant, and the Association Representative,

and an answer to the grievance shall be given to the grievant in writing within seven (7) days,

from said meeting, but if no answer is given within said seven (7) days, the grievant through the

Association may proceed to Level Two.

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3. LEVEL TWO.

If the grievance is not settled at Level One, it may be appealed to the Superintendent stating the

grounds for the appeal. A meeting with the Superintendent shall be held within ten (10) days and

the Superintendent shall indicate his disposition to the grievance in writing within ten (10) days

from said hearing.

4. LEVEL THREE.

Within ten (10) working days after receiving the decision of the Superintendent or within ten (10)

days of the date on which the Superintendent was required to render a decision, whichever occurs

first, the grievance may be submitted to advisory arbitration. The grievant, through the

Association, shall notify the School Board in writing, of his intention to submit the matter to

advisory arbitration within this ten (10) day period.

a. Within fifteen (15) days thereafter, the Board and the Association shall each select a

representative to serve on the Advisory Arbitration Panel, with one (1) of the two (2) permanent

Advisory Arbitration Panel Chairpersons named in this Procedure. This Panel of three (3) shall

render an advisory opinion within thirty (30) days of the date on which the record is closed in the

proceedings. The advisory opinion of the Panel shall be in writing, signed by the Chairperson of

the Advisory Arbitration Panel, with copies to the Board and to the Association and the grievant.

b. SELECTION OF THE ADVISORY PANEL CHAIRPERSONS.

The parties shall initiate selection of Advisory Arbitration Panel Chairpersons by exchanging

lists of names of potential arbitrators by an agreed-upon date. Following such exchange of

names, the parties' representatives shall meet to attempt to decide upon permanent arbitrator(s) to

be named in this grievance procedure for the term of this Contract. In the event that the parties

cannot agree upon a person(s) from the lists, a neutral party shall be requested to provide an

additional one (1) or two (2) names of potential Advisory Arbitration Panel Chairpersons

depending upon the necessary number to insure a list totaling an appropriate number which

would permit an equal number of strikes by each party to arrive at the necessary one (1) or two

(2) persons for service as Chairperson of the Advisory Arbitration Panel. The parties shall select

by alternately striking names from the list. The party who shall strike the first name shall be

determined by a coin flip. The last one (1) or two (2) name(s) remaining on the list, whichever is

appropriate, after the parties have each struck an equal number of names, shall be permanent

Chairpersons of the Advisory Arbitration Panel. It is understood by the parties that only one (1)

of the two (2) persons named as said Chairperson shall in fact act in the capacity in processing a

given grievance and it is not the intent of the parties that Co-Chairpersons, a team approach or

other manner of deployment of two (2) such Chairpersons be employed in this procedure. Nor is

it contemplated that the persons named herein as Chairpersons of the Advisory Arbitration panel

be alternated or used in some "pattern" necessarily. It is contemplated by the parties hereto that

the decision as to who shall sit as Chairperson in a given grievance situation will be determined

by availability, workload and other pragmatic factors bearing upon the parties' desires to expedite

receipt of the Panel's opinion and Board Decision on the matter.

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If the selected Chairperson(s) is/are unable to serve, either: (1) a new list shall be provided by

each party and the process of selection repeated, or (2) the Board and the grievant may mutually

agree to number the names of the suggested Chairpersons of the Advisory Arbitration Panel in

reverse order of their being struck, and appoint the first available preference(s) as the selected

Chairperson(s) for the term of the Contract.

c. It is understood by the parties that only one (1) Chairperson shall be involved in a given

grievance proceeding at any one (1) time. In the event that one or both Chairpersons are unable

to continue in the position, the parties shall meet at a mutually agreeable time to select successors

to complete the term of the Contract in the position of Chairperson(s) of the Advisory Arbitration

Panel.

d. In making its advisory opinion, the Advisory Arbitration Panel may consider only the subject

of the written grievance, the facts elicited by the Panel through testimony or signed affidavit

and/or the transcript, if any, of the committee meeting held in Level Two.

e. The Advisory Arbitration Panel shall have no power to add to, subtract from, disregard, alter,

or modify any of the terms of this Contract in reaching its opinion on whether or not the Board

has violated the express Article or section of this Contract named in the written grievance.

f. The fees and expense of the Chairperson of the Advisory Arbitration Panel shall be shared

equally by the Board and the grievant. All other expenses shall be borne by the party incurring

them, and neither party shall be responsible for the expense of witnesses called by the other.

5. LEVEL FOUR.

a. The Board shall consider and render its decision on the written grievance not later than thirty

(30) days following receipt of the opinion of the Advisory Arbitration Panel.

b. In rendering its decision, the School Board may consider the evidence examined by the

Advisory Arbitration Panel, the opinion of the Advisory Arbitration Panel, and further evidence

which may be placed before it.

The Board may implement the opinion of the Advisory Arbitration Panel in whole or in part, or

may reject or accept the same. In considering its decision, the Board may meet with the

Association and administration representatives to discuss possible alternatives, so long as the

alternatives are not inconsistent with the terms of this Contract.

c. The decision of the Board shall be final and binding on the Association, its members, the

Teacher or Teachers involved, and upon the Board.

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6. OTHER PROVISIONS RELATING TO THE GRIEVANCE PROCEDURE.

a. There shall be no additional evidence, material allegation, or remedy submitted by the

grievant or his representative during the grievance process, once a formal grievance has been

filed at Formal Level One.

b. No reprisal of any kind may be taken by or against any participant in the grievance procedure

by reason of such participation.

c. All documents, communications, and records dealing with the processing of a grievance shall

be filed separately from the personnel file of the participant and are not valid basis for

evaluations or consideration of awarding any professional advantage to such Teacher.

d. Any hearing at the Informal Level and at Formal Level One, Level Two, and Level Three

shall be held during non-teaching hours unless otherwise directed by the Board.

e. No Permanent or Semi-permanent or Non-permanent employee shall use this Procedure to

dispute any action by the Board which is applicable to Public Law 110.

f. No Certificated School Employee shall use this procedure to appeal any decision by the Board

or administration if such decision is applicable to a State or Federal Regulatory Commission or

Agency.

7. If needed, the Chairperson of The American Advisory Arbitration Panel shall be contacted by

either party.

ARTICLE VI

TEACHERS' AUTHORITY

A. When all corrective disciplinary action has been taken and a Teacher still considers a student

to be so incorrigible that additional help is needed; the Teacher shall have the prerogative of

requesting a conference with the Assistant Principal, Guidance Counselor, or the Principal of the

school to discuss appropriate action to be taken to correct the problem.

The course of action may be a conference with the parents, or other corrective measures as

decided by mutual agreement between the Teacher and Principal, or Assistant Principal or

Counselor.

Any suspension or expulsion must follow the procedure set out by Public Law 162 and shall be

considered a last resort.

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ARTICLE VII

DUE PROCESS

The statutes of the State of Indiana will be followed.

ARTICLE VIII

TEACHING DAYS AND HOURS

A. The length of the basic school day shall not exceed seven (7) hours and fifteen (15) minutes,

which shall include at least thirty (30) minutes of time for a duty free lunch period on each school

day.

B. The beginning and ending of the basic school day of assigned duties for Teachers may be

varied in each building in order to meet local needs such as programs operations and supervision

so long as the day does not exceed seven (7) hours and fifteen (15) minutes of time. One Teacher

in each school building may be required to supervise late or early busses beyond or before the

starting times. This supervision will be rotated equally among all faculty members present in the

building at the beginning or at the end of the school day whichever relates to that duty.

C. The first Teacher workday shall start two (2) hours later and the last Teacher workday shall

end three (3) hours early as long as Teachers work two (2) night time parent teacher conferences.

If a Teacher misses either teacher work day the day counts as a full day absent. It is understood

that the length of the basic school day for Teachers can be extended to include one Teacher from

each building for late or early bus duty, Parent-Teacher-Principal conferences, Parent-Teacher

conferences, faculty meetings, or North Central activities. It is understood that Teacher

participation in extra-curricular activities for which no additional compensation is paid shall be

on a voluntary basis.

D. Regulations set by the State Department of Public Instruction and by the Statutes of Indiana

shall be considered by the Board to be minimum requirements for determining days of student

attendance.

E. When the school(s) and school offices are officially closed by the Superintendent, all certified

school personnel shall be paid in accordance with the law.

F. Make up days lost shall be done only within the confines of one hundred eighty-three (183)

Teacher days (including one holiday), and the month immediately succeeding the last day of

school.

G. Teachers shall have input into the calendar which is to be adopted by the Board. The

President of the Association shall be notified by the Superintendent that work has begun on the

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calendar. The President shall also receive advance notice of at least one (1) month of the

deadline for input into the calendar.

H. Teachers may leave the building within their thirty (30) minute duty free lunch period by

notifying the office prior to leaving the building.

ARTICLE IX

LEAVES

A. SICK LEAVE.

Each Teacher employed under Contract shall be entitled to be absent on account of illness or

quarantine for a total of sixteen (16) days a year without loss of compensation. Sick leave may

be used for doctor and dentist appointments by and for the Teacher under Contract. If in any one

school year, the Teacher shall be absent for such illness or quarantine fewer than the prescribed

number of days allotted annually the remaining days shall be accumulative to a maximum of one

hundred fifty (150) days.

After an employee has missed five (5) consecutive days, due to illness, a doctor’s statement shall

be furnished, if requested by the Superintendent, stating the nature of the illness.

B. If any Teacher has accumulated one (1) or more days of sick leave in another School

Corporation, and then is employed in the Southeast Dubois County School Corporation, then

these accumulated sick leave days shall be added to the Teacher's accumulated sick leave days at

the rate of three (3) days per year, until the number of accumulated days to which the Teacher

was entitled in the previous place of employment has been totally transferred.

C. Teachers shall be entitled to use one-half (½) day sick leave, one-half (½) day personal leave

and/or one-half (½) day professional leave to be deducted as one-half (½) day only. One-half (½)

day shall be one-half (½) of the time that a Teacher is present in a teaching day in his or her

respective building. One-half (½) days must either begin at the beginning of the day or end at the

end of the day. One-half (1/2) day is defined as 11:30 a.m. until or unless the start or finish times

of the school day changes.

D. BEREAVEMENT LEAVE.

In case of death of a family member who is living in the household of a Teacher employed under

Contract, the Teacher is entitled to be absent without loss of compensation for a period extending

up to seven (7) consecutive calendar days, two (2) of which may be used within the school year

to attend to legal matters associated with said death, beyond such death, for the purpose of

attending the last rites and attending to other personal matters of the immediate family. These

days shall not detract from accumulated sick leave or days of personal business.

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In the case of a death of a father, mother, brother, sister, husband, wife, child, step-child,

father-in-law, mother-in-law not living in the Teacher's household at the time of death, the

Teacher is entitled to be absent without loss of compensation for a period extending up to five (5)

consecutive calendar days, two (2) of which may be used within the school year to attend to legal

matters associated with said death, beyond such death for the purpose of attending the last rites

and attending to other personal matters of the family. These days shall not detract from other

bereavement leave, sick leave, or personal business leave.

In the case of death of a grandparent, or grandchild, grandparent of the Teacher's spouse,

step-father, step-mother, sister-in-law, brother-in-law, grandchild of teacher’s spouse, if these

relatives are not living in the household of the Teacher, the Teacher is entitled to be absent

without loss of compensation for a period extending up to two (2) consecutive calendar days

beyond such death for the purpose of attending the last rites and attending to other personal

matters of the family. These days shall not detract from other bereavement leave, sick leave, or

personal business leave.

In the case of death of an aunt or uncle of the Teacher or of the Teacher’s spouse, if these

relatives are not living in the household of the Teacher, the Teacher is entitled to be absent

without loss of compensation for a period of one (1) calendar day provided the Teacher attends

the last rites; unless the last rites are two hundred (200) miles or more from the Corporation, in

which event the Teacher is entitled to be absent without loss of compensation for a period

extending up to two (2) consecutive calendar days.

Teacher Death - In the case of the death of a Teacher, other Teachers teaching in the same

building where the deceased taught, shall be entitled to be absent without loss of compensation

for up to one (1) school day in order to attend the funeral.

E. PERSONAL BUSINESS LEAVE.

Each Teacher shall be entitled to three (3) days of absence per school year without loss of pay for

the transaction of personal business and/or the conduct of personal or civic affairs. If in any one

(1) school year the Teacher shall be absent for reasons covered in this provision for fewer than

three (3) days said Teacher may accumulate up to two (2) days as personal business leave, with

any additional unused days beyond the two (2) days being transferred to the Teacher's

accumulated sick leave. It is understood that only two (2) may be accumulated as personal

business leave under this provision.

Approval for annual personal business leave shall be received in writing from the Superintendent

in advance of the day or days requested, if at all possible. Two (2) days advance notice shall be

given to the Superintendent in writing prior to use of any days over and above the three (3) days.

F. LEGAL LEAVE.

When subpoenaed or summoned, a Teacher may serve on jury duty or act as a witness in a court

of law. The Teacher shall be paid full regular salary during the required period of absence from

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assigned duties by the School Employer, provided that the total amount of per diem allowance or

total witness fees earned by such Teacher is remitted to the School Corporation business office.

G. Leave of absence for military service including two weeks for Reserves or National Guard or

similar Armed Forces requirements shall be requested in writing to the Board. Federal and State

Statutes shall be followed.

H. Teachers may be granted up to two (2) days with pay for the purpose of attending and/or

participating in professional meetings such as: workshops, clinics, seminars, or visiting other

schools or countries or attending meetings or conferences of an educational nature. Professional

leave days may be granted at the discretion of the Superintendent and Board, with pay to the

Teacher on a regularly contracted daily salary and those expenses approved by the

Superintendent and Board.

I. MATERNITY LEAVE.

1. A Teacher who is pregnant shall be granted a leave of absence and may continue in active

employment as late into pregnancy as she wishes, if she can fulfill the requirements of her

position. Temporary disability caused by pregnancy shall be governed by the following:

a. Any Teacher who is pregnant shall be granted a leave of absence any time between the

commencement of her pregnancy and one (1) year following the birth of the child, if she notifies

the Superintendent at least thirty (30) days before the date on which she wishes to start her leave.

She shall notify the Superintendent of the expected length of this leave, including with this notice

either a physician's statement certifying her pregnancy or a copy of the birth certificate of the

newborn, whichever is applicable. However, in the case of a medical emergency caused by

pregnancy, the Teacher shall be granted a leave as otherwise provided in this section,

immediately on her request and the certification of the emergency from an attending physician.

b. All or part of a leave taken by a Teacher because of a temporary disability caused by

pregnancy may be charged at her discretion, to her available sick days; however, the Teacher is

not entitled to take accumulated sick leave days when the Teacher's physician certifies that the

Teacher is capable of performing the Teacher's regular duties. The Teacher is entitled to

complete the remaining leave without pay.

2. Except where a contract is not required under IC 20-6.1-4-10 through IC 20-6.1-4-16 in any

situation occurring before or after the commencement of leave, the Teacher and the School

Corporation shall execute a regular Teacher's Contract for each school year in which any part of

the Teacher's leave is granted, and the Teacher shall have the right to return to a teaching position

for which the Teacher is certified or otherwise qualified in accordance with the rules of the

Commission on General Education.

3. Rights existing at the time leave commences, which arise from a Teacher's:

a. status as a permanent Teacher;

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b. accumulation of successive years of service;

c. service performed under a Teacher's Contract pursuant to IC 20-6.1-4-9; or

d. status or rights negotiated under IC 20-7.5 shall remain intact.

4. During an FMLA leave that extends beyond twelve (12) weeks in a year, the Teacher may

maintain coverage in any group insurance program by paying the total premium including the

School Corporation's share, if any, attributable to the leave period.

5. During leave extending into a part of a school year, a Teacher shall accumulate sick leave in

accordance with the provisions of the Master Contract in effect in the Southeast Dubois County

School Corporation in the same proportion which the number of days the Teacher is paid during

such year of work or leave bears to the total number of days for which Teachers are paid in the

School Corporation.

6. During leave of a non-permanent Teacher the period of probationary successive years of

service under a Teacher's contract which is a condition precedent to becoming a permanent

Teacher under IC 20-6.1-4-9 shall be uninterrupted for that Teacher; however, this probationary

period shall not include an entire school year spent on leave.

J. Teachers on summer employment shall be eligible to use two (2) summer school teaching

days for sick leave and this shall not accumulate.

K. ILLNESS IN THE FAMILY.

Teachers shall be allowed up to two (2) days leave per year with pay, accumulative to seven (7),

for illness, surgery or accident involving a member of the Teacher's immediate family. The term

"immediate family" shall be construed to mean only spouse, children, stepchildren or parent of

the Teacher. This leave shall not be used for routine medical appointments (check ups).

Upon using all days allowable under this provision a Teacher may use sick leave days, from their

current year allotment [sixteen (16) days], for Illness in the Family Leave.

L. EMERGENCY LEAVE.

Four (4) hourly leaves shall be granted per Teacher per year without loss in pay, which shall not

be accumulative, and under the following conditions:

1. Said hourly leave is to be used only on a single hour basis in any day and may not be divided

into periods of less than one (1) hour. The leave must be approved by the Principal in advance if

at all possible.

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2. Said leave is to be used only for personal emergencies and necessities when the required time

cannot be scheduled outside of the regular school day, which reason shall be stated in writing to

the Principal at the time of the request.

3. The Teacher requesting such hourly leave shall make arrangements with another Teacher or

Teacher's aide who is duty-free to cover said Teacher's assigned duty during such hourly leaves.

The selection of said Teacher or Teacher's aide shall be subject to the prior approval of the

Principal.

M. SICK LEAVE BANK.

The School Employer will establish a sick leave bank for all Certificated Employees.

Operational employees:

1. The number of Certificated Full-Time Employees wishing to contribute one (1) day of sick

leave to the bank at the start of the school year will determine the number of days in the bank.

2. A Certificated Employee may be granted days from the sick leave bank under these

conditions:

a. He must have contributed one (1) day sick leave during the current school year to the bank by

signing a form to be given the Corporation Treasurer within ten (10) days of the beginning of

school or have given two (2) days in previous years and not used any.

b. He must have exhausted his own accumulated sick leave.

c. He must have a doctor's certification that such a request is necessary.

d. He should submit the request in advance of the expiration of his own accumulated, if at all

possible.

e. Unless a Teacher joins within the specified time, he is ineligible until the next school year.

3. A committee shall be established to consider applications for use of sick leave bank days.

This committee shall consist of three (3) members appointed by the Association and three (3)

appointed by the School Board and/or administration. The final decision concerning any

allowance from the sick leave bank shall rest with the committee. A majority vote of the

committee is required before affirmative action can be taken.

4. The maximum allowance shall be thirty (30) days.

5. The Association will be notified of the decision of the Committee when requests are made.

6. Days remaining at the end of the year shall remain in the bank.

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N. PATERNITY LEAVE.

When a child is born to the wife of a male Teacher, he shall be allowed to use two (2) days of

accumulated sick leave for paternity leave.

O. LEAVE BONUS.

In the event that a Teacher uses neither sick leave nor personal business leave days during the

course of a school year, then said Teacher shall have the present value of five (5) days of

additional leave [Three Hundred Fifty Dollars ($350.00)] added to an account for the Teacher in

a 401(a) Plan. This account shall be vested at Twenty Percent (20%) per year of service with the

School Corporation.

P. STUDY LEAVE.

A leave of absence, without pay or benefits, for one (1) year or one (1) semester shall be granted

to any Teacher, upon application, for the purpose of engaging in study at an accredited college or

university. Such study must apply directly to and enhance the performance of that Teacher's

position in the Southeast Dubois County School Corporation. No more than three (3) Teachers

from the School Corporation may use such leave in any one (1) academic year. Upon return from

such leave, a Teacher shall be placed at the same position on the salary schedule as he/she had

earned previous to the leave. However, a Teacher on leave may choose to continue in the School

Corporation's group medical, dental, and vision and/or term life insurance program(s) at the sole

expense to the Teacher, provided such Teacher remits the full, total premium to the School

Corporation's business office prior to the due date each month.

To qualify for such leave, a Teacher must have taught full-time in the Southeast Dubois County

School Corporation for the past five (5) consecutive years. To requalify for an additional leave,

the Teacher must teach five (5) additional consecutive years in the Southeast Dubois County

School Corporation.

If extraordinary circumstances would arise during such leave, the Board of Trustees would have

the option, but would not be required, to grant a maximum of a one (1) year extension to such

leave.

Any Teacher taking study leave for the entire school year or the fall semester must notify the

Superintendent, in writing, not later than May 1st prior to the leave. Any Teacher taking study

leave for the spring semester must notify the Superintendent, in writing, not later than October 1st

prior to the leave.

Q. ASSOCIATION LEAVE.

Upon written request to the Superintendent by the Association President, four (4) days with pay

per school year shall be granted to the Association President and/or designee for Local

Association business.

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R. INJURY LEAVE.

Absence from school due to injury occurred on the job will not be counted against the Teacher’s

sick leave. This is limited to fifteen (15) days.

S. ADOPTIVE LEAVE.

When a male Teacher becomes the parent of an adopted child, the Teacher is entitled to use two

(2) days of accumulated sick leave for parental leave. In the case of a female teacher, if this

Teacher has sufficient sick days accumulated, she may take the full six (6) weeks off, charging

twenty-five (25) of these days to her accumulated sick leave days.

ARTICLE X

VACANCIES AND TRANSFERS

A. All vacancies in present positions or newly created positions will be posted by the

Superintendent. These notices will be posted in the offices and faculty rooms of all buildings

seven (7) days prior to the filling of the vacancy. An exception to the seven (7) day requirement

will be made for any vacancy or transfer that occurs after August 1st and within the first ten (10)

days of a school year so long as the posting has occurred for a twenty-four (24) hour period

verified by the signatures of at least two (2) certified employees. The Superintendent will notify

the CTA President as soon as the vacancy or transfer occurs. Each employee applicant shall be

notified in writing of the disposition of his application within seven (7) days after filling of the

position.

B. Teachers who desire to change in grade and/or subject assignment, or who desire to transfer

to another building, shall file a written statement of such desire with the Superintendent.

C. Teacher qualifications, seniority, license, and other factors will be used in considering

transfers.

ARTICLE XI

FRINGE BENEFITS

A. MEDICAL HEALTH INSURANCE.

The Board shall provide the Teacher a health insurance plan for a twelve (12) month period,

which provides full-service individual and/or family type medical and hospitalization, which

includes surgical and major medical provisions.

17

The Board shall pay according to the following schedule:

2009-2010,

2010-2011

2011-2012 2012-2013 2013-2014

Single Plan $3,956.00 $4,106.00 $4,256.00 $4,456.00

Member/Child $4,458.00 $4,608.00 $4,758.00 $4,958.00

Member/Spouse $4,827.00 $4,977.00 $5,127.00 $5,327.00

Member/Family $5,265.00 $5,415.00 $5,565.00 $5,765.00

Note: It is understood and agreed to by both parties that if the Board contribution exceeds the

premium, the Teacher will be responsible for a One Dollar ($1.00) annual contribution to be

deducted as any other past insurance deductions with no credit to be allowed to the Teacher for

Board contribution in excess of premium.

The Medical Health Insurance Specifications shall be found in the Summary Plan Description.

B. The Board shall provide for Teachers a One Hundred Thousand Dollar ($100,000.00) term

life insurance and long-term disability plan for a twelve (12) month period. The Board shall pay

all premiums except One Dollar ($1.00), which shall be paid by the Teacher. [Note: Premium

on coverage above Fifty Thousand Dollars ($50,000.00) is taxable income.]

The parties recognize and agree that the Teachers and Administrators shall have the same Long

Term Disability (LTD) Insurance Coverage. This coverage shall be provided for Teachers of the

School Corporation by the School Employer.

C. DENTAL INSURANCE.

Each Teacher and his immediate family members will have access to a Dental Plan. The Board

shall pay the full premium for each Teacher's plan.

D. VISION CARE.

Each Teacher and his immediate family members shall have access to a Vision Plan. The Board

shall pay up to the full premium for each Teacher's plan.

E. When refunds by insurance companies are made on Teacher related policies, such refunds

shall be returned to the Teachers and School Corporation who paid the premiums on a pro rata

basis. The Board shall notify the Association when such refunds are forthcoming.

F. Semi-permanent or Permanent Teacher status, when granted, will be in accordance with the

Laws of the State of Indiana.

G. MILITARY EXPERIENCE.

Full credit for military service, not to exceed four (4) years, will be allowed to all veterans who

18

took the oath of allegiance, served in either combat or non-combat units, and were honorably

discharged. A year shall be defined as at least eight (8) months of service taking place between

the dates of August 1st and July 31

st. In no case shall a Teacher receive more than the number of

years he would have received as a Teacher had his career not been delayed or interrupted.

H. RETIREE HEALTH.

1. ELIGIBILITY. This section applies only to Teachers employed or on an approved leave for

the 2003-2004 school year who did not retire on or before the end of that school year.

Individuals who retired prior to or at the end of the 2002-2003 school year will receive any

benefits due to them under the Master Contract in effect at the time of their retirement.

2. BUY-OUT OF RETIREE HEALTH COVERAGE.

a. The present value of the buy-out of the retiree health coverage for each eligible Teacher will

be calculated using the following:

i. The Board cost of single health, dental and vision plan coverage, assuming Seven Percent

(7%) annual increase for three (3) years from June 30, 2004, then Five Percent (5%), but not to

exceed Four Thousand Five Hundred Dollars ($4,500.00) per year, from assumed retirement age

to eligibility for Medicare.

ii. Discount rate of Four Percent (4%) for the first three (3) years from June 30, 2004, then Seven

and One-Half (7½%) thereafter, and Four Percent (4%) post assumed retirement age.

iii. Assumed retirement age of sixty (60).

b. The present value amount will be deposited into an individual VEBA account for the eligible

Teacher in 2004 from the SB 199 bond proceeds.

c. The account will be available for qualified medical expenses at retirement after attaining the

age of fifty (50) and completing at least ten (10) years of service with the School Corporation. If

a Teacher retires, or otherwise terminates employment before satisfaction of these requirements,

the Teacher's VEBA account shall be forfeited. Any forfeiture shall be used to reduce future

School Corporation contributions to the VEBA. A Teacher's account shall also be vested and

eligible for qualified medical expenses upon the Teacher's death while employed by the School

Corporation.

3. PROTECTION FOR ELIGIBLE TEACHER RETIRING ON OR BEFORE JUNE 30, 2019.

This subsection applies only to Teachers who are employed or on approved leave for the 2003-

2004 school years who did not retire on or before the end of that school year. If an eligible

Teacher actually retires: (i) after having met the vesting requirements in 2.(c.) above, (ii) but

before attainment of age sixty (60), and (iii) on or before June 30, 2019, the eligible Teacher will

be entitled to a benefit under this section.

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In such a case, the School Corporation shall make an additional deposit at the time of retirement

to that Teacher's individual VEBA account equal to:

i. the cost of single health, dental and vision plan coverage, but not to exceed Four Thousand

Five Hundred Dollars ($4,500.00) per year, times

ii. a factor equal to the difference between the eligible Teacher's actual retirement age and age

sixty (60) [the difference to be calculated to the nearest month]. In no event shall a benefit under

this section be for a period of greater than five (5) years.

4. ON-GOING CONTRIBUTIONS.

a. For each eligible Teacher who has twenty (20) years or more of service with the School

Corporation on June 30, 2004, each year the School Corporation shall contribute One Percent

(1%) of the Teacher's step on the Informational Salary Schedule for that school year to an

individual account in the VEBA.

b. For each eligible Teacher who has less than twenty (20) years of service with the School



individual account in the VEBA.

c. These individual VEBA accounts will be vested at Twenty Percent (20%) per year of service

with the School Corporation. The vested account may be used upon retirement or termination of

employment for premiums on medical, dental or vision coverage, as well as other qualified

medical expenses under Section 213 of the Internal Revenue Code. If a Teacher retires, dies, or

otherwise terminates employment before satisfaction of the vesting requirements, the Teacher's

VEBA plan account under this ARTICLE XII(A.) shall be forfeited. The forfeited amounts shall

be used to reduce future School Corporation contributions.

I. BRIDGE TO SOCIAL SECURITY BENEFIT.

When a teacher chooses to retire from the Southeast Dubois County School Corporation and

apply for benefits through the Indiana State Teachers Retirement Fund (ISTRF) the Southeast

Dubois County School Corporation shall include with the portion of the Teacher’s application

form that it is responsible for completing, a complete description of the current retirement

benefits for said Teacher including but not limited to any severance benefit, Bridge to Social

Security benefit, and all contributions to a 401(a) Plan for said Teacher.





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2. BUY-OUT VALUE.

a. The present value of the benefit shall be determined based on the following:

i. An annual benefit from assumed retirement age to eligibility for full Social Security

Retirement benefits, but no more than five (5) years, Eleven Thousand Five Hundred Twenty-

Nine Dollars ($11,529.00) [based on Forty-Three Percent (43%) of the difference between the

zero step on the Bachelor's degree column of the Informational Salary Schedule and the top step

on the MS Informational Salary Schedule in effect as of the beginning of the 2004-2005 school

year];

ii. Discount rate of Four Percent (4%) for the first three (3) years from June 30, 2004, then

Seven and One-Half Percent (7½%) thereafter, and Four Percent (4%) post assumed retirement

age;

iii. Assumption that benefit would have been paid in two (2) equal installments in January and

July of each year, through July of the year in which the retiree was eligible for unreduced Social

Security benefits;

iv. Assumed retirement age of sixty (60);

v. A discount for FICA taxes Seven and Sixty-Five Hundredths Percent (7.65%).

b. The present value amount will be deposited into a 401(a) Plan account for the eligible Teacher

in 2004 from the SB 199 bond proceeds.

c. The 401(a) account for each Teacher will vest at the completion of ten (10) years of service

with the School Corporation and attainment of age fifty (50). If a Teacher retires, or otherwise

terminates employment before satisfaction of the vesting requirements, the Teacher's 401(a) Plan

account shall be forfeited. Any forfeitures shall be used to reduce future School Corporation

contributions to the 401(a) Plan.

d. Upon the demise of any Teacher who at the time of death is working at the School

Corporation, is at least age fifty (50), and has at least ten (10) years of service with the School

Corporation, the Teacher's 401(a) account shall be paid to the Teacher's designated beneficiary in

the 401(a) Plan.

3. PROTECTION FOR ELIGIBLE TEACHER RETIRING ON OR BEFORE JUNE 30, 2019.

This subsection applies only to Teachers who are employed or on approved leave for the 2003-

2004 school years who did not retire on or before the end of that school year. If an eligible

Teacher actually retires: (i) after having met the vesting requirements in 2.(c.) above, (ii) but

before attainment of age sixty (60), and (iii) on or before June 30, 2019, eligible Teacher will be

entitled to a benefit under this section.

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In such a case, the School Corporation shall make an additional deposit at the time of retirement

to that Teacher's 401(a) account equal to:

i. Eleven Thousand Five Hundred Twenty-Nine Dollars ($11,529.00) [Forty-Three Percent

(43%) of the difference between the zero step on the Informational Salary Schedule and the top

step on the MS Informational Salary Schedule in effect as of the beginning of the 2004-2005

school year] times

ii. A factor equal to the difference between the Teacher's actual retirement age and age sixty (60)

[the difference to be calculated to the nearest month];

iii. The amount determined under (i.) and (ii.) above, less a reduction for a FICA discount of

Seven and Sixty-Five Hundredths Percent (7.65%).

4. LIMIT. In no event shall a benefit under section I.(2.), I.(3.), and I.(4.) be for a period of

greater than five (5) years.

5. ON-GOING CONTRIBUTION.

a. For each eligible Teacher who has twenty (20) years of service or more with the School



individual account in the 401(a) Plan.

b. For each eligible Teacher who has less than twenty (20) years of service with the School

Corporation on June 30, 2004, the School Corporation shall contribute the following percentage

of the Teacher's step on the Informational Salary Schedule for that school year to an individual

account in the 401(a) Plan:

i. Beginning school years 2009-2010 – One Percent (1%)

c. These accounts shall vest at Twenty Percent (20%) for each year of service with the School

Corporation.

J. RETIREMENT PAY BENEFIT.

A teacher shall notify the office of the Superintendent of their intent to retire no later than

January 1st in the year of retirement unless health is a determinant.





2. PRESENT VALUE OF BUY-OUT.

a. The present value of the benefit shall be determined based on the following:

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i. Seventy Dollars ($70.00) per day for each day of sick leave over one hundred fifty (150)

accumulated by the Teacher as of July 31, 2004;

ii. Discount rate of Four Percent (4%) for the first three (3) years from June 30, 2004, Seven and

One-Half Percent (7½%) thereafter, and Four Percent (4%) post assumed retirement age;

iii. Assumption that benefit would have been paid in two (2) equal installments in January and

July of each year, through July of the year in which the retiree was eligible for unreduced Social

Security benefits;

iv. Assumed retirement age of sixty (60);

v. From the gross present value amount subtract Seven and Sixty-Five Hundredths Percent

(7.65%) FICA discount.

b. The present value amount will be deposited into a 401(a) Plan account for the eligible Teacher

in 2004 from the SB 199 bond proceeds.

c. This 401(a) account for each Teacher will vest at completion of ten (10) years of service with

the School Corporation and attainment of age fifty (50). If a Teacher retires, or otherwise

terminates employment before satisfaction of the vesting requirements, the Teacher's 401(a) Plan


contributions to the 401(a) Plan.

d. Upon the demise of any Teacher who at the time of death is at least age fifty (50) and has at

least ten (10) years of service with the School Corporation, the Teacher's 401(a) account shall be

paid to the Teacher's designated beneficiary or beneficiaries in the 401(a) Plan.

3. ANNUAL BUY-OUT OF FUTURE LEAVE.

a. Each school year, the School Corporation will calculate the present value of Seventy Dollars

($70.00) per day for each day of sick leave over one hundred fifty (150) accumulated by the

Teacher during that school year, using an assumed retirement age of sixty (60) and a discount

rate of Four Percent (4%) for the first three (3) years from June 30, 2004, then Seven and One-

Half Percent (7½%) thereafter, and Four Percent (4%) post assumed retirement age with a Seven

and Sixty-Five Hundredths Percent (7.65%) discount for FICA.

b. The present value amount will be deposited in a 401(a) account for the eligible Teacher.

c. This 401(a) account for each Teacher will vest at completion of ten (10) years of service with

the School Corporation and attainment of age fifty (50). If a Teacher retires, or otherwise

terminates employment before satisfaction of the vesting requirements, the Teacher's 401(a) plan


contributions to the 401(a).

d. Upon the demise of any Teacher who at the time of death is at least age fifty (50) and has at


23

paid directly in a lump sum to the Teacher's designated beneficiary or beneficiaries.

4. BUY-OUT OF REMAINING LEAVE AT RETIREMENT.

a. If a Teacher who has completed at least ten (10) years of service with the School Corporation

and attained at least age fifty (50) retires or otherwise terminates employment, the School

Corporation will calculate the present value of Seventy Dollars ($70.00) per day for each day of

sick leave remaining to the credit of that Teacher at the time of retirement or termination, using

an assumed retirement age of sixty (60) and a discount rate of Four Percent (4%) for the first

three (3) years from June 30, 2004, then Seven and One-Half Percent (7½%) thereafter, and Four

Percent (4%) post assumed retirement age with a Seven and Sixty-Five Hundredths Percent

(7.65%) discount for FICA.

b. The present value amount will be deposited in a 401(a) account for the eligible Teacher. This

account will be One Hundred Percent (100%) vested.

c. Upon the demise of any Teacher who at the time of death is at least age fifty (50) and has at


paid directly in a lump sum to the Teacher's designated beneficiary or beneficiaries. In addition,

when any retired Teacher has reached Medicare eligibility, or upon the demise of any Teacher

who has retired or has submitted a retirement letter to the administration, the spouse of the

Teacher shall remain eligible to participate in the school’s insurance plans until the earliest of the

following:

i. When the spouse becomes eligible for other Medicare coverage as prescribed by 42 U.S.C.

1385 et. seq.;

ii. When the spouse becomes eligible for other medical coverage through an employer-sponsored

plan;

iii. When the Employer terminates the health insurance program;

iv. The date of the spouse’s remarriage;

v. Ten (10) years.

ARTICLE XII

SUPPLEMENTAL RETIREMENT PROGRAM

A. This Article applies to Teachers not employed for the 2003-2004 School Year.

B. VEBA ACCOUNT.

1. The School Corporation agrees to contribute One Percent (1%) of the Teacher's step on the

Informational Salary Schedule for that school year to an individual account in a VEBA for each

24

eligible Teacher.

2. The VEBA account will be vested at Twenty Percent (20%) per year of service with the

School Corporation. The vested account may be used upon retirement or termination of

employment for premiums on medical, dental or vision coverage, as well as other qualified

medical expenses under Section 213 of the Internal Revenue Code. If a Teacher retires, dies, or

otherwise terminates employment before satisfaction of the vesting requirements, the Teacher's

VEBA plan account under this ARTICLE XII(A.) shall be forfeited. The forfeited amounts shall

be used to reduce future School Corporation contributions.

C. 401(a) SUPPLEMENTAL RETIREMENT PLAN.

1. The School Corporation agrees to contribute the following percentage of the Teacher's step on

the Informational Salary Schedule for that school year to an individual account in a 401(a) Plan:

a. For school years beginning 2009-2010 – One Percent (1%).

2. The 401(a) Plan account will be vested at Twenty Percent (20%) per year of service with the

School Corporation. If a Teacher retires, dies, or otherwise terminates employment before

satisfaction of the vesting requirements, the Teacher's 401(a) Plan account under this ARTICLE

XII(A.) shall be forfeited. The forfeited amounts shall be used to reduce future School

Corporation contributions.

D. RETIREE MEDICAL INSURANCE. A Teacher who has taught a minimum of ten (10)

years in the School Corporation and who is age fifty (50) or older during said Teacher's

retirement year is eligible to remain in the School Corporation's health, dental and vision

programs until eligible for Medicare. The Teacher is responsible for One Hundred Percent

(100%) of the premium costs.

E. SPOUSE MEDICAL INSURANCE. When any retired Teacher has reached Medicare

eligibility, or upon the demise of any Teacher who has retired or has submitted a retirement letter

to the administration, the spouse of the Retiree shall remain eligible to participate in the School’s

insurance plans at the expense of the spouse until the earliest of the following:

1. When the spouse becomes eligible for Medicare coverage as prescribed by 42 U.S.C. 1395 et.

seq.;

2. When the spouse becomes eligible for other Medical coverage through an employer sponsored

plan;

3. When the Employer terminates the health insurance program;

4. The date of the spouse’s remarriage;

5. Ten (10) years.

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ARTICLE XIII

SEVERANCE PAY

A. A Teacher in the Southeast Dubois County School Corporation who has at least five (5) years

of service in the Southeast Dubois County School Corporation shall be eligible for severance pay

upon leaving the School Corporation based upon the following:

Pay for Each Year of Service

In the School Corporation

Pay For Each Sick Leave

Day Accumulated

Maximum

Accumulation

$65.00 $65.00 200 Days

1. Severance pay shall be paid in two (2) equal installments. Said payments will be made in

June of the year of severance and the following January if notification is given by July 1st in the

year prior to leaving the School Corporation, otherwise payments will be made the following

January and June.

2. In the event of the death of a Teacher, severance benefits that would have been earned by said

Teacher shall be paid to his or her beneficiary as legally entitled.

3. It is understood and agreed that a Teacher who is eligible for severance pay is not eligible for

early retirement as outlined in ARTICLE XI and vice versa.

ARTICLE XIV

DEDUCTIONS

A. DUES DEDUCTION.

The Board shall, on receipt of the written authorization of a Certified School Employee, deduct

in ten (10) equal consecutive installments from the pay of such employee, [or fifteen (15) equal

consecutive installments if Board is so notified in writing by October 1st] any dues designated or

certified by the appropriate office of the Exclusive Representative, and shall remit such dues to

such Exclusive Representative monthly. The Exclusive Representative shall be responsible for

the validity of signed authorization cards or lists furnished to the School Employer for the

purpose of payroll deductions of dues and shall indemnify and save harmless the School

Employer and Corporation from any liability, claim, or damage suffered by the same as a result

of reliance on said authorization. The authorization for payroll deduction of Association

membership dues shall be on a continuing basis unless revoked, in writing, by the Certificated

School Employee to the Board, which shall inform the Association of such revocation promptly.

26

B. OTHER DEDUCTIONS.

Upon written authorization from the Teacher, the Board shall deduct from the salary of that

Teacher and make appropriate remittance for annuities, credit union, savings bonds, or health,

disability, cancer, accident, or life insurance provided that at least fifteen percent (15%) of the

Teachers covered under this Contract request the deduction.

C. 403(b) DEDUCTIONS.

The Board and Teachers shall mutually agree upon the providers, not to exceed six (6) vendors,

for the 403(b) Plan.

D. I-PACE DEDUCTIONS.

Teachers may voluntarily decide to have I-PACE contributions deducted along with Association

dues.

ARTICLE XV

COMPENSATION AND EXPENSES

A. A Teacher who is not provided with a car and who is authorized to use his own automobile in

pursuance of assigned school duties shall be reimbursed at the rate agreed to in the

Extra-Curricular Schedule (see APPENDIX C).

B. Teachers who serve on committees shall do so voluntarily.

C. All Teachers shall be paid as designated on the supplemental calendar, but if the Teacher so

wishes and requests it in writing, he may be paid in one lump sum the remainder due him after

the last day of the school year.

D. PAY PERIOD.

Certified personnel shall receive their first (1st) payment for the school year on the Friday of the

second (2nd

) full week thereof, the amount of said payment to be dependent upon the number of

Teacher work days by that payment date but in no event to exceed one-twenty-sixth (1/26) of the

total Contract and the remainder of the Contract shall be paid in twenty-five (25) equal payments

every other Friday thereafter for the school year. When a payment date occurs on a holiday,

payment shall be made on the last work day immediately preceding that day with the exception of

Christmas vacation when pay shall be on regular Friday schedule for twenty-six (26) pay periods.

When a payment date occurs on a federal holiday, payment shall be made on the day immediately

preceding said federal holiday. Any payroll Friday that falls on January 1 shall be paid the

following business day.

27

E. Teachers new to the Corporation shall receive their first (1st) pay at their daily rate on the first

(1st) Friday of the school year if the first regular scheduled pay is on the third (3

rd) Friday of the

school year. New Teacher’s remaining salary shall be in twenty-six (26) equal payments on the

same schedule as all other Corporation Teachers.

F. Teachers new to the Corporation shall be compensated on the Salary Schedule based on

service credit earned from teaching on a Regular and/or Temporary Public School Teaching

Contract in their area of certification for a period of at least one hundred twenty (120) days for a

full year’s credit. Substitute teaching experience shall not be used to determine service credit.

G. In years when there are twenty-seven (27) paydays (Fridays) the final five (5) pays of the

school year shall be delayed one (1) work day per pay period.

ARTICLE XVI

MISCELLANEOUS

A. Substitute Teachers shall be employed and assigned to classes when the regular Teacher is

absent whenever certified substitutes are available. Teachers who are asked to give up their

preparation period in order to cover a class for which a substitute could not be hired, may do so

voluntarily. Said Teacher has a right to refuse and such refusal may not be used against him in

evaluating his performance as a Teacher.

B. The Classroom Supply Fund shall be One Hundred Dollars ($100.00) for each Teacher to

cover the cost of miscellaneous classroom materials. Anything above this amount requires

additional clearance with the building Principal.

C. All Teachers may attend, free of charge, all activities, including home athletic events, of the

Southeast Dubois County School Corporation.

D. The School Corporation shall provide smocks or other appropriate protective clothing to

Teachers assigned subject areas where the clothing is subjected to more than to be expected

grease, excessive dirt, paint and chemicals. The type of apparel and the Teachers who qualify for

said apparel shall be determined by the Superintendent.

E. Observation of Teacher's class by persons other than school administrative personnel shall be

allowed only after consent has been given by the building Principal. Advance notice of the

observation should be given to the Teacher.

F. Semester and year-end attendance reports will be completed by office personnel.

G. Vending machines located in the Teachers lounge of Forest Park High School shall be

serviced, supervised, and under the control of the classroom Teachers of Forest Park High

28

School. Finances shall be handled through a special extra-curricular account. Vending machines

placed in the lounge must be approved by administrative staff of Forest Park High School.

H. PART-TIME EMPLOYEES.

Certificated part-time employees, not including temporary employees, will be granted all fringe

benefits on a pro-rata basis except such employees on a Fifty Percent (50%) or more Contract

will receive full life insurance benefits.

Temporary Employees - Certificated temporary contract Teachers, under Contract for a minimum

of ninety (90) consecutive contract days will receive all the benefits as spelled out in the Contract

on a pro-rata basis.

I. If the current law regarding CRU's and CEU's is not voided and said program goes into effect

on January 1, 1988 or at any other time in the future, it is understood and agreed to that the Board

and Association will sit down at that time and bargain the specifics. Language concerning CRU’s

and CEU’s will be a reopener for the 2011-2012 school year.

J. No reprisals, disciplinary action, or reprimands of any kind shall be taken against any Teacher

in the Southeast Dubois County School Corporation for their participation in activities

surrounding the bargaining of the 2010-2014 Contract.

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ARTICLE XVII

TERM OF AGREEMENT

This Contract shall be in effect until August 15, 2014, except for anything by mutual agreement.

This Contract is made and entered into at Ferdinand, Indiana on this 15th

day of December, 2010,

by and between the Board of School Trustees of the Southeast Dubois County School

Corporation and Southeast Dubois Classroom Teachers Association.

This Contract is so attested to by the parties whose signatures appear below.

BOARD OF SCHOOL TRUSTEES SOUTHEAST DUBOIS COUNTY

OF THE SOUTHEAST DUBOIS CLASSROOM TEACHERS

COUNTY SCHOOL CORPORATION ASSOCIATION

President Co-President

Secretary Co-President

Chief Negotiator Secretary

30

GRIEVANCE REPORT FORM

Grievance #_______School District Distribution of Form:

1. Superintendent

2. Principal

3. Association

4. Teacher

GRIEVANCE REPORT

Submit to Principal in Duplicate.

Building Assignment Name of Grievant Date Filed

STEP 1

A. Date Cause of Grievance Occurred

B. 1. Statement of Grievance

2. Relief Sought

Signature Date

C. Disposition by Principal

________________________

Signature Date

If additional space is needed in any section, attach an additional sheet.

APPENDIX A

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APPENDIX B


CONTRACT SALARY SCHEDULE

2009-2010

Years of

Experience

B.S. M.S. M.S.

+ 15 hrs.

0 $34,940 $37,449 $37,883

1 $35,468 $37,981 $38,409

2 $36,138 $38,865 $39,291

3 $36,806 $39,751 $40,175

4 $37,478 $40,637 $41,057

5 $38,294 $41,773 $42,190

6 $38,819 $42,908 $43,327

7 $39,489 $44,048 $44,465

8 $40,155 $45,181 $45,597

9 $40,833 $46,318 $46,735

10 $47,449 $47,872

11 $48,586 $49,004

12 $49,722 $50,140

13 $50,860 $51,279

14 $51,998 $52,415

15 $53,131 $53,549

16 $54,266 $54,685

17 $62,595 $63,041

In addition to the basic salary provided in this Appendix, the Board shall also pay the Indiana

State Teachers’ Retirement Fund (ISTRF) an additional Three Percent (3%) of each Teacher’s

salary as that Teacher’s contribution to the ISTRF.

32

APPENDIX B-1


INFORMATIONAL SALARY SCHEDULE

2009-2010

Years of

Experience

B.S. M.S. M.S.

+ 15 hrs.

0 $35,988 $38,572 $39,019

1 $36,532 $39,120 $39,561

2 $37,222 $40,031 $40,470

3 $37,910 $40,944 $41,380

4 $38,602 $41,856 $42,289

5 $39,443 $43,026 $43,456

6 $39,984 $44,195 $44,627

7 $40,674 $45,369 $45,799

8 $41,360 $46,536 $46,965

9 $42,057 $47,708 $48,137

10 $48,872 $49,308

11 $50,044 $50,474

12 $51,214 $51,644

13 $52,386 $52,817

14 $53,558 $53,987

15 $54,725 $55,155

16 $55,894 $56,326

17 $64,473 $64,932

33

APPENDIX B-2



2010-2013

*Stipends shall be paid one-half with the last pay in December, and the second half to be

paid the last regular pay at the end of school. In addition, the Corporation will pay ISTRF

on stipends. Stipends shall count as part of the teachers’ salary in determining the highest

five (5) salaries for ISTRF.

Years of

Experience

B.S. M.S. M.S.

+ 15 hrs.

0 $34,940

$349/$437/$524

$37,449

$374/$468/$562

$37,883

$379/$474/$568

1 $35,468

$355/$443/$532

$37,981

$380/$475/$570

$38,409

$384/$480/$576

2 $36,138

$361/$452/$542

$38,865

$389/$486/$583

$39,291

$393/$491/$589

3 $36,806

$368/$460/$552

$39,751

$398/$497/$596

$40,175

$402/$502/$603

4 $37,478

$375/$468/$562

$40,637

$406/$508/$610

$41,057

$411/$513/$616

5 $38,294

$383$479/$574

$41,773

$418/$522/$627

$42,190

$422/$527/$633

6 $38,819

$388/$485/$582

$42,908

$429/$536/$644

$43,327

$433/$542/$650

7 $39,489

$395/$494/$592

$44,048

$440/$551/$661

$44,465

$445/$556/$667

8 $40,155

$402/$502/$602

$45,181

$452/$565/$678

$45,597

$456/$570/$684

9 $40,833

$408/$510/$612

$46,318

$463/$579/$695

$46,735

$467/$584/$701

10 $47,449

$474/$593/$712

$47,872

$479/$598/$718

11 $48,586

$486/$607/$729

$49,004

$490/$613/$735

12 $49,722

$497/$622/$746

$50,140

$501/$627/$752

13 $50,860

$509/$636/$763

$51,279

$513/$641/$769

34

14 $51,998

$520/$650/$780

$52,415

$524/$655/$786

15 $53,131

$531/$664/$797

$53,549

$535/$669/$803

16 $54,266

$543/$678/$814

$54,685

$547/$684/$820

17 $62,595

$626/$782/$939

$63,041

$630/$788/$946



salary as that Teacher’s contribution to the ISTRF. In addition, the Board shall pay the Indiana


stipend as that Teacher’s contribution to the ISTRF.

35

APPENDIX B-3



2013-2014

Years of

Experience

B.S. M.S. M.S.

+ 15 hrs.

0 $35,464 $38,011 $38,451

1 $36,000 $38,551 $38,985

2 $36,680 $39,448 $39,880

3 $37,358 $40,347 $40,778

4 $38,040 $41,247 $41,673

5 $38,868 $42,400 $42,823

6 $39,401 $43,552 $43,977

7 $40,081 $44,709 $45,132

8 $40,757 $45,859 $46,281

9 $41,445 $47,013 $47,436

10 $48,161 $48,590

11 $49,315 $49,739

12 $50,468 $50,892

13 $51,623 $52,048

14 $52,778 $53,201

15 $53,928 $54,352

16 $55,080 $55,505

17 $63,534 $63,987



salary as that Teacher’s contribution to the ISTRF.

36

APPENDIX B-4


INFORMATIONAL SALARY SCHEDULE

2013-2014

Years of

Experience

B.S. M.S. M.S.

+ 15 hrs.

0 $36,528 $39,151 $39,605

1 $37,080 $39,708 $40,155

2 $37,780 $40,631 $41,076

3 $38,479 $41,558 $42,001

4 $39,181 $42,484 $42,923

5 $40,034 $43,672 $44,108

6 $40,583 $44,859 $45,296

7 $41,283 $46,050 $46,486

8 $41,980 $47,235 $47,669

9 $42,688 $48,423 $48,859

10 $49,606 $50,048

11 $50,794 $51,231

12 $51,982 $52,419

13 $53,172 $53,609

14 $54,361 $54,797

15 $55,546 $55,983

16 $56,732 $57,170

17 $65,440 $65,907

37

APPENDIX C


ADDITIONAL PAY FOR EXTRA DUTIES AND RESPONSIBILITIES

2009-2010 2010-2011

2011-2012

2012-2013

2013-2014

Basketball

Assistant Boys Coach $4,606 $46/$58/$69 $4,675

Assistant Girls Coach $4,606 $46/$58/$69 $4,675

2nd

Assistant Boys Coach $2,253 $23/$28/$34 $2,287

2nd

Assistant Girls Coach $2,253 $23/$28/$34 $2,287

Freshman Boys Coach $3,193 $32/$40/$48 $3,241

Freshman Girls Coach $3,193 $32/$40/$48 $3,241

8th

Grade Boys Coach $1,915 $19/$24/$29 $1,944

8th

Grade Girls Coach $1,915 $19/$24/$29 $1,944

7th

Grade Boys Coach $1,915 $19/$24/$29 $1,944

7th

Grade Girls Coach $1,915 $19/$24/$29 $1,944

6th

Grade Boys Coach (2) $1,458 ea. $15/18/$22 ea. $1,480 ea.

5th

Grade Boys Coach (2) $1,458 ea. $15/$18/$22 ea. $1,480 ea.

6th

Grade Girls Coach (2) $1,458 ea. $15/$18/$22 ea. $1,480 ea.

5th

Grade Girls Coach (2) $1,458 ea. $15/$18/$22 ea. $1,480 ea.

Wrestling

Head Coach $5,068 $51/$63/$76 $5,144

Assistant Coach $2,553 $26/$32/$38 $2,591

Junior High Coach (2) $1,277 ea. $13/$16/$19 ea. $1,296 ea.

Volleyball

Head Coach $3,924 $39/$49/$59 3,983

Assistant Coach $2,233 $22/$28/$33 2,266

Freshman Coach $1,532 $15/$19/$23 1,555

8th

Grade Coach $1,278 $13/$16/$19 1,297

7th

Grade Coach $1,278 $13/$16/$19 1,297

Track

Boys Coach $4,470 $45/$56/$67 4,537

Girls Coach $4,470 $45/$56/$67 4,537

Assistant Boys Coach $2,233 $22/$28/$33 2,266

Assistant Girls Coach $2,233 $22/$28/$33 2,266

Junior High Boys Coach $1,278 $13/$16/$19 1,297

Junior High Girls Coach $1,278 $13/$16/$19 1,297

Cross Country

Boys and Girls Coach $2,810 $28/$35/$42 $2,852

Jr. High Boys and Girls Coach $1,053 $11/$13/$16 $1,069

38

2009-2010 2010-2011

2011-2012

2012-2013

2013-2014

Tennis

Boys Coach $2,170 $22/$27/$33 $2,203

Girls Coach $2,170 $22/$27/$33 $2,203

Golf

Head Boys Coach /

Head Girls Coach

$2,044 ea. $20/$26/$31 ea. $2,075 ea.

Baseball

Assistant Coach $2,298 $23/$29/$34 $2,332

2nd

Assistant Coach $1,690 $17/$21/$25 $1,715

Soccer

Head Boys Coach $2,582 $26/$32/$39 $2,621

Head Girls Coach $2,582 $26/$32/$39 $2,621

Assistant Boys Coach $957 $10/$12/$14 $971

Assistant Girls Coach $957 $10/$12/$14 $971

Junior High Boys Coach $793 $8/$10/$12 $805

Junior High Girls Coach $793 $8/$10/$12 $805

Softball

Head Coach $5,337 $53/$67/$80 $5,417

Assistant Coach $2,298 $23/$29/$34 $2,332

2nd

Assistant Coach $1,690 $17/$21/$25 $1,715

Football

Varsity Assistant $3,500 $3,800/$4,100/$4,162 $4,224

Assistant #1 $2,500 $2,800/$3,100/$3,147 $3,194

Assistant #2 $2,500 $2,800/$3,100/$3,147 $3,194

Cheerleader Coach

High School Cheerleader and Pep

Club

$1,200

$12/$15/$18

$1,218

Music

School Musical Director $1,227 $12/$15/$18 $1,245

Assistant Musical Director $673 $7/$8/$10 $683

Band Director $4,700 $47/$59/$71 $4,771

Assistant Marching Instructor $2,170 $22/$27/$33 $2,203

High School Choral Director $1,596 $16/$20/$24 $1,620

Band Drill Corps Director $986 $10/$12/$15 $1,001

Dance Team Director $986 $10/$12/$15 $1,001

Sponsors

Girls Sponsor (no coaching duties) $290 $3/$4/$4 $294

Junior High Cheerleader $619 $6/$8/$9 $628

5th

& 6th

Grade Cheerleader (2) $529 ea. $5/$7/$8 ea. $537 ea.

F.C.C.L.A. $529 $5/$7/$8 $537

F.F.A. $529 $5/$7/$8 $537

B.P.A. $529 $5/$7/$8 $537

39

S.A.D.D. $446 $4/$6/$7 $453

2009-2010 2010-2011

2011-2012

2012-2013

2013-2014

National Honor Society $769 $8/$10/$12 $781

Key Club $419 $4/$5/$6 $425

Beta Club $769 $8/$10/$12 $781

or: Two (2) positions @ $385 ea. $4/$5/$6 ea. $391 ea.

H.S. Student Council $993 $10/$12/$15 $1,008

Jr. High Student Council $307 $3/$4/$5 $312

Elem. Student Council (2) $272 ea. $3/$3/$4 ea. $276 ea.

Cadet Teachers $387 $4/$5/$6 $393

School Paper $1,492 $15/$19/$22 $1,514

School Annual $1,492 $15/$19/$22 $1,514

or: One (1) period per day for

work on combined Annual

and Paper and stipend for

Annual and stipend for

School Paper

$441

$383

$4/$6/$7

$4/$5/$6

$448

$389

Recycle Club $419 $4/$5/$6 $425

Renaissance Club $0 $500/$550/$600 $609

Builders’ Club $0 $500/$550/$600 $609

Class Sponsors

Senior Class (2)

$769 ea.

$8/$10/$12 ea.

$781

Junior Class (2) $825 ea. $8/$10/$12 ea. $837 ea.

Sophomore Class $387 $4/$5/$6 $393

Freshman Class $387 $4/$5/$6 $393

Miscellaneous

Department Heads (11) $864 $9/$11/$13 $877

High School Academic Coach $2,143 $21/$27/$32 $2,175

or

Head Coordinator [1/7] $306 $3/$4/$5 $311

Area Coaches (5) [5/7 total] $306 $3/$4/$5 $311

Spell Team Coach [1/7] $306 $3/$4/$5 $311

or

High School Academic Coach (2) $1,072 $11/$13/$16 $1,088

Junior High Academic Coach (2) $615 $6/$8/$9 $624

Elementary Academic Coach (2) $975/# of

coaches

$10/$12/$15/# of

coaches

$990/# of

coaches

Elementary Textbook Adoption

Coordinator

$619 $6/$8/$9 $628

Teaching in two or more schools $.31 per mile $.31 per mile $.31 per mile

Field trip/Class trip $15.00 per

trip for bus

driver

$15.00 per trip for

bus driver

$15.00 per trip

for bus driver

This copy compliments of the Unit 3-E UniServ Office.

Documents

2100 2006-2009 Southeast Dubois/86 Teachers/ISTA