AGREEMENT - Montgomery County Public Schools

AGREEMENTBetween

Montgomery County Associationof

Administrators and Principals(MCAAP/MCBOA)

and

Board of Education of Montgomery County Rockville, Maryland

for the

School Years2011–2014

2011–2014 ✦ MCAAP/MCBOA Agreement ✦ i

Table of ContentsPage

Preamble .............................................................................................................. 1

The Labor-Management RelationshipArticle1. Collaboration..................................................................................... 3Article2. Definitions........................................................................................ 10Article3. SchoolBoardAuthority.................................................................. 11Article4. Recognition...................................................................................... 11Article5. NegotiationProcedure.................................................................... 11Article6. GrievanceProcedure...................................................................... 13Article7. AssociationRightsandPrivileges................................................ 16Article8. AssociationDuesDeduction......................................................... 18Article9. ProhibitionofStrikes,Slowdowns,andWorkStoppages......... 19Article10. General.............................................................................................. 20

Professional Learning CommunityArticle11. UnitMember’sResponsibilities..................................................... 20Article12. ProductiveandProfessionalWorkforce...................................... 20Article13. UnitMemberEvaluation................................................................ 27

Compensation and Benefits Article14. SalariesandCompensation........................................................... 28Article15. Workdays.......................................................................................... 31Article16. MileageandBusinessExpenses.................................................... 32Article17. EmployeeBenefitsPlan................................................................. 32Article18. EmployeeClaims............................................................................. 36

Human Resource ManagementArticle19. VacanciesandTransfers................................................................. 37Article20. Leaves................................................................................................ 39Article21. ProtectionofUnitMembers.......................................................... 53Article22. FairPractices.................................................................................... 54Article23. RecreditingofFormerServiceCredits......................................... 55Article24. DisciplineandDischarge............................................................... 55Article25. ReductioninForce.......................................................................... 56Article26. ReassignmentOutoftheMCAAPUnit...................................... 57

Article 27. Duration.................................................................................................58

Note: ThiscontractcoverstwobargainingunitsinMontgomeryCountyPublicSchools.SeeArticle2ofthisAgreementfordetails.

2011–2014 ✦ MCAAP/MCBOA Agreement ✦ 1

PreambleTheMontgomeryCountyAssociationofAdministratorsandPrincipals(MCAAP/MCBOA)andtheBoardofEducation(Board)oftheMontgomeryCountyPublicSchools(MCPS)enterintothisAgreementcommittedtoforgingameaningfulpartnership.

Fundamental to the success of this endeavor is effective communication,meaningfulcollaboration,andmutualcommitment.Ourpartnershipisguidedby the following principles: identified mutual goals, clearly defined processes,cooperativeeffortstoobtainresources,andacontinuousreviewofourprogress.Theseguidingprincipleswillsupporttheprofessionalrelationshipofthepartiesbybuildingastrongpartnership,promotingtrust,andadvancingmutualgoalsandmutualrespect.

We believe that a high-quality education is the right of every child and thispartnershipwillenabletheschoolsystemtoensureeducationalexcellenceforallstudents. Givenourmutualcommitment toaself-renewingorganizationthatbelievesincontinuousimprovement,well-being,andperformanceexcellenceforstaffand students, thisAgreement definesour collaborative partnership in itsvariousforms.Wewillworktogethertomaximizestudentachievement,clarifythe implementationofoperationalmodels,andensure timelyandmeaningfulinvolvementofalladministratorsandprincipalsinthedecision-makingprocess.

With this Agreement, we rededicate ourselves to a shared commitment andresponsibilityforachievingthegoalsandprioritiesoftheMontgomeryCountyPublicSchools.


A R T I C L E 1

CollaborationA. Introduction

The Board of Education and the Montgomery County Association ofAdministratorsandPrincipalsarecommittedtoprovidingorganizationalstructures,processes,andsupportsthatwillstrengthentheircollaborativerelationshipthatwasestablishedwiththenegotiatedAgreementsignedin1999.Itisthesharedbeliefofbothpartiesthattheinterestsofchildrencanbestbeservedthroughthismutualsharingofideasandproblemsolving.The parties agree and are committed to collaboration, which is definedas a process in which the partners work together respectfully in a mean-ingfulwayandwithinatimeframethatprovidesarealopportunitytoshaperesults.Totheextentpossibleandreasonable,opportunities forparticipa-tion in decision making about school system initiatives that impact unitmemberswillcommenceduringthebeginningstagesofdevelopment.Thepartieswillworktogethertoresolveproblems,addresscommonissues,andidentifyopportunitiesforimprovement.Inordertobesuccessful,itisagreedthattheprocessmustbetakenseriouslyandbevaluedbybothparties.Theprocessmustbegiventhetime,personalinvolvement,commitment,hardwork,anddedicationthatarerequiredtobesuccessful.Thepartieswillidentifyanddefineissuesofcommonconcern,proposeandevaluatesolutions,andreachconsensusonrecommendations.

B. Board of Education-Superintendent-MCAAP RelationsTheBoardofEducationandtheAssociationBoardofDirectors,ordesig-nated Association representatives, agree to meet at mutually agreed-upontimes to discuss items of interest and concern. The Association Board ofDirectorsmay submit specific items itwishes to includeon theagendaatleasttwo(2)workingdayspriortothemeeting.ThesuperintendentagreestomeetwiththeAssociationBoardofDirectors,ordesignatedrepresentatives,atmutuallyagreed-upontimesfour(4)timesayeartodiscussmattersofmutualinterestandconcerns.

C. Organizational Culture of RespectThepartiesarecommittedtofosteringanorganizationalcultureofrespectthroughout the school system (see Appendix A for the entire document).This culture is built on the belief that all employees are essential for theschoolsystemtoattainequityandexcellenceforallstudents.Toaccomplishthis,theremustbeasystemwidecommitmenttofosterthisorganizationalcultureofrespectandtheremustbeaccountabilityatalllevelsoftheorgani-zation.Thepartiesrecognizethiscollectivebargainingrelationshipisessen-tialtoenhancethisculture.Theorganizationalcultureofrespectcompactisbasedonthefollowingprinciples:

✦ Trustineachotherandtheprocess✦ Useofcollaborativeandinterest-basedprocesses

4 ✦ 2011–2014 ✦ MCAAP/MCBOA Agreement

✦ Recognitionofeveryemployee’scontributions✦ Highexpectationsforallstaffandstudentsthatarereasonable,clear,andtransparent

✦ Open,honestcontributionswithoutfearofretribution✦ Openandeffectivecommunication✦ Respectforvariouspointsofview✦ Civilityinallourinteractions✦ Teambuildingandworkingtogetherasteams

Thepartieswillworktogether toensureallemployeesunderstandthat inordertocreatethisculture,everybodymusttakeresponsibilityfortheirownbehaviorandfollowtheseprinciples.Managersandsupervisorsmustmodelthisbehavior,andallemployeesareexpectedtoexhibitthisbehavioratalltimes.OnewaytoensurethatthiscultureexiststhroughoutMCPSisthroughthefull implementation of the Administrators and Supervisors ProfessionalGrowthSystem(A&SPGS).Professionaldevelopmentplansandemployeerecognition are important components of this system. In addition, allemployeesareexpectedtoprovideandreceivefeedbackconstructivelyandrespectfully.Therewillbeacommitmenttoresolvingissuesandproblemsatthelowestlevelpossiblewithoutapplyingblame.

D. Commitment to Equitable Practices in the WorkplaceThe Board of Education and the Association are committed to equitablepracticesfortheachievementofallstudents.Ourcommitmenttoequitablepractices and diversity is reflected in the school system’s core values andbeliefs. Inorder toensure thiscommitment, thepartiesexpectall stafftorespectindividualandgroupdifferencesandtorecognizethatdiverseopin-ions,perspectives,experiences,andbackgroundshelpMCPSattainthehighexpectationswehaveforallstudents.It is our shared responsibility to assume that each student and adult hasunlimitedpotentialandhastheabilitytoachieveathighlevels.Equitablepracticesrequirethecommitmenttohighexpectationsforallstudentsandemployees and the provision of supports that build capacity to meet thediversity of their needs. All employees are committed to cultural compe-tenceandpositiverelationshipswithallstudents,staff,parents,andcommu-nitymembers,regardlessofrace,ethnicity,orbackground.

E. Collaboration Between the Leadership of MCAAP, Other MCPS Unions, and MCPS Leadership

1. Thepartiesarecommittedtoworkingcollaborativelywithrepresenta-tivesoftheotheremployeeorganizationsinavarietyofstructuresandprocessesthathavebeencreatedtoaddresstheprioritiesofMCPS.Theyincludethefollowing:

a. Association Leadership/Deputy Superintendent/Chief Operating Officer (COO) Collaboration Committee (ADC)—A jointcommittee that provides for regular, ongoing discussions and


decisionmakingonmattersgermanetotheemployeeorganizationsandmanagement.ThemembershipofADC includes thepresidentand executive director of each of the employee organizations, thedeputysuperintendent,andthechiefoperatingofficer.ThechargeofADCshallincludebutnotbelimitedtothefollowing:

✦ Discussingmattersofmutualinterestorconcern. ✦ Identifyingopportunitiestoaddresssharedinterests. ✦ Developingguidelinesandprocessesforimplementingcollabo-rationthroughouttheschoolsystem.

✦ Creatinganorganizationalexpectationforcollaboration. ✦ Identifyingsupportsandresourcestosustaincollaboration. ✦ ServingasacoordinatingbodyandaresourcetofacilitatetheuseofcollaborationthroughoutMCPS.

✦ Reviewingandassessingtheeffectivenessofcollaborationbe-tweenMCPSandtheassociations

✦ Determininghowtoalignthethreeprofessionalgrowthsystems. ✦ Resolvingproblemsarisingfromtheinterpretationorimple-mentationofcollaborativedecisions.

✦ SupportingimplementationoftheOrganizationalCultureofRespectcompactthroughoutthesystem.

✦ Identifyinghowdecisionsthataremadewithotheremployeeorganizationswillimpactunitmembers,andhowallpartieswillbeinvolvedinthesedecisionssothattheimpactofanydecisionwillbeknownbeforethedecisionismade.

✦ Discussingdecisionsthatimpactthemembersofmultipleassociations.

✦ WorkingtogethertoidentifyopportunitiesandinitiativestoimprovethewellnessofMCPSemployees.

✦ ArrangingforonlinepublicationofTimeImpactStatements. b. Operating Budget Review Committee—A joint committee that

reviews the operating budget requests from all offices and depart-mentsandmakesrecommendationsfortheMCPSoperatingbudgetto the superintendent. The membership of this committee willincludethepresidentandexecutivedirectorofeachoftheemployeeorganizations, the deputy superintendent, and the chief operatingofficer(COO).

c. Executive Leadership Team—The membership of the ExecutiveLeadership Team (ELT) will include the president and executivedirectorofeachoftheemployeeorganizations,thedeputysuperin-tendent,theCOO,andotherMCPSleadership.ThechargeoftheELTincludesbutisnotlimitedtothefollowing:

✦ Reviewingandupdatingtheannualstrategicplan✦ Reviewingpoliciesandregulations


✦ Reviewingsystemwidetargetsanddataforthepurposeofimprovement

✦ Reviewingcurrentsystemresearch 2. ThefollowingareothercommitteesinwhichtheleadershipofMCAAP,

MCPSmanagement,andotheremployeeorganizationswillworktogethertoaddresstheprioritiesofMCPS:

a. Staff Development Cross-functional Team—The membership ofthis committee includes association representatives and represen-tatives from various offices. The charge of the committee includesbut isnot limitedtodiscussing issuesandmakingdecisionsat thedistrictlevelaboutstaffdevelopmentandtrainingprogramssothattheyarealignedandfocusedonsystemgoals.

b. Collaborative Management Coordinating Committee (CMCC)—Ajoint collaborative venture to provide oversight for collabora-tive problem solving in MCPS. This multi-stakeholder group wascreatedtosupport theADCwith itswork.Oneofficialrepresenta-tivefromeachofthethreeunionswillco-chairthiscommittee.Thejobdescriptionsofthesethreeofficialswillincludetheworkofthecommitteeaspartoftheirongoingdutiesandresponsibilities.Theinitialworkwillbetodevelopanactionplantoaddressopportuni-tiestoimprovethecoordinationandalignmentofthecollaborativeproblemsolvinginitiativesinMCPS.

c. Professional Growth System Implementation Teams—Theleader-shipofeachoftheemployeeorganizationsisinvitedtobeamemberof each of the three implementation teams. The MCAAP Vice-President of Leadership Development co-chairs the PAR Panel ofeachProfessionalGrowthSystem.

3. MCAAPandtheBoardofEducationalsoarecommittedtosustainingtherelationshipsbetweenthepartiesthroughcommitteesthathavebeenestablishedinotherpartsofthisagreement,suchas:

✦ JointCollaborationCommittee(Article1.F.)✦ ProfessionalGrowthSystemImplementationTeamandA&SReviewPanel(Article 12.C.3.and4.)

✦ LeadershipDevelopmentAdvisoryCommittee(Article12.B.2.)✦ JointEmployeeBenefitsCommittee(JEBC)(Article17,SectionH)

4. TheADCalsoiscommittedtoaddressingconcernsaboutschoolsandotherworksiteswithclimateissues.Thiscommitmentrequiresthepartiestotakeappropriatestepstodeescalatesituationsinschoolsorotherworksites and to collaborate with representatives of the other unions andtheappropriateMCPSofficetoresolveissuesquicklyatthelowestlevelpossible.Thismayrequireprovidingresourcesandsupportstoschoolsandworksitestohelpthemaddresstheirclimateissues.

5. Thepartiesarecommittedtousingsurveysthatprovideimportantfeed-backtoofficesandschools.


a. Surveysareahelpfultoolandwillbeusedjointlybyallpartiestoiden-tify successfulpractices of anorganization and provide opportunitiestoidentifyareasforimprovement.Thesesurveysshouldbeconsideredimportantfeedbackandwillnotbeusedforthepurposeofevaluationofschools,offices,orindividuals.

b. Two comprehensive surveys used by MCPS are the School and OfficeEnvironmentsurveys.There isanunderstanding fromallparties thatsurveysareimportantandanexpectationthattheyshouldbecompletedby all staff. Time will be provided during the workday for employeestocomplete thesesurveys.Theresultsof thesurveyswillenhance theeffectivenessandefficiencyofourworkandcontributetostrengtheningstudentachievement.Thequestionson these surveyswillbe reviewedbyallpartiesonaregularbasistobecertaintheyareupdatedtoreflectchangesintheorganization,newresponsibilities,andnewinitiatives.

F. Joint Collaboration CommitteeThepartiesagreetocontinuetheiractivesupportandcommitmenttotheJointCollaborationCommittee(JCC).Utilizing thecollaborationprocess,thecommitteewillcontinuetomeetregularlytoaddressissuesandinterestsbroughtbytheparties.Thecommitteewillbecomposedofaminimumofeightmembers,fourappointedbytheAssociationandfourappointedbythesuperintendent,includingthechiefoperatingofficer.Thecommitteewillbeco-chairedbythechiefoperatingofficerandthepresidentoftheAssociation.JCCwillprovideforregular,ongoingdiscussionsanddecisionmakingonmattersgermanetounion-managementrelationsand,whenappropriate,tothecontinuousimprovementof instructionandschool-systemoperations.Thepartiesarecommittedtoensuringthatthisisaneffective,collaborativeprocesstoaddressinterestsandconcernsandresolveproblems.TheoverallchargetoJCCshallincludebutnotbelimitedtothefollowing:

✦ InterpretingandadministeringimplementationofthenegotiatedAgreement

✦ Discussinganymattersofinterestorconcern✦ Reachingtentativeagreementsonissuesinatimelymanner✦ Providingoversightandfinaldecision-makingauthorityfortheA&SPGS

✦ ReviewingandassessingtheeffectivenessofcollaborationbetweenMCPSandMCAAP/MCBOA

✦ Reviewingannuallytheguidelinesfortheprofessionallearningcommunities.

Whenappropriate,JCCwillmakewrittenrecommendationstothesuper-intendentandtheBoardofDirectorsoftheAssociationonissuesbroughtforwardforconsiderationonwhichtheyhavereachedaconsensusforreso-lutionthatsupportscontinuousimprovementwithintheschoolsystem.


JCCwillhavethefollowingauthorities:✦ Toestablishtemporarycommitteesandworkgroupstoaddressspecificissues.SuchgroupswillreportbacktoJCC.JCCshallbeauthorizedtoconsolidate,reconfigurethemembershipof,modifythechargeandtasksof,anddiscontinuejointcommitteesorworkgroups.Inaddition,JCCwillinterpretandreviewimplementationplansfordecisionsmadebythesecollaborativedecision-makinggroups.

✦ Toclarifylanguageandmeaning,correctcontradictionsorinconsis-tencies,andremoveoutdatedlanguage.RecommendationsforsuchchangesorcorrectionstotheAgreementshallbesubjecttointernalratificationandapprovalproceduresofMCPSandMCAAP/MCBOA.

✦ Toresolveproblemsarisingoutoftheinterpretationorimplementationofcollaborativeagreementsanddecisions.

✦ ToencourageindividualstoutilizetheAlternativeDisputeResolutionprocesswhentheyhavedifferencesorproblemsthatareaffectingtheworkenvironmentandhavinganimpactonstudentlearning.

✦ Todevelopgroundrulesthatwillguideitsdeliberations.G. Collaboration Projects

Duringthetermofthisagreement,JCCwillconsiderthefollowingcollab-orativeprojects,determinedbythepartiestobeofhighpriority.

1. Professional Growth Systems Thepartieswillcontinuetoworktogethertostrengthentheprofessional

growthsystemforadministratorsandsupervisors.Thepartieswillidentifyopportunitiestoimprovethesystemtoensurethatitiscontributingtobuildingthecapacityofallstaffandhelpingtoensuretheirsuccess.

ThepartieswilldiscusssuccessionplanninginitiativesinMCPStoprepareindividuals for school-based administrative positions and appropriatecentralservicesadministrativepositions.Thesediscussionswillfocusontheabilityofthecurrentprocessestoprovidequalifiedinternalcandi-dates for vacancies. Thediscussionwill also include the identificationofprocessestotransferknowledgesothatthereisalwayssomeonewhounderstandstheworkpeopledo.

2. Professional Learning Communities The parties will continue to work together to strengthen the profes-

sionallearningcommunitiesforjob-alikegroupswithinMCAAP.ThepartieswillidentifyopportunitiestoimprovetheProfessionalLearningCommunitiestoensurethattheyareaddressingknownconcernsorissuesand identifying opportunities for improvement that support studentachievement.

3. Central Services Development Thepartieswillworktogethertodevelopandexpandopportunitiesfor

orienting,training,andsupportingcentralservicesadministrators.Thiswillincludeleadershipdevelopmentprograms.Thepartieswillprovidedirectionandleadershipforthiswork.


4. Professional Feedback Thepartieswilldevelopprocesses,procedures,andtemplatesthatunit

memberscanfollowtoimplementtheprofessionalfeedbacklanguagethathasbeenaddedtoArticle12.C2.d.(A&SPGSCollaboration).

5. Leadership Career Lattice Acommitteewillbeappointedtoreviewleadershipopportunitiesavail-

ableforunitmembersandtodetermineotheropportunitiesthatshouldbeconsidered.Inaddition,thecommitteewillconsiderwaystorecognizeunitmembersforassumingtheseleadershiproles.

6. Technology Thepartiesarecommittedtoensuringthatadministratorshaveup-to-

datetechnology.Thepartieswillworktogethertodevelopguidelinesontheexpectationfornewordifferenttechnology.

7. Committee Representatives The Board will request the Association to appoint representatives to

various systemwide committees, principal advisory committees, andlabormanagementcommitteesforotherassociations.Theserepresenta-tiveswillbeexpectedtogatherfeedbackfromtheirpeerssothattheyaretrulyrepresentingtheinterestsofMCAAPmembers.

8. Extended Leadership Program Thefollowing itemsare tobeconsideredby JCCin thecontextof the

ExtendedLeadershipProgram:✦ Carryingoutextendedactivitiesrelatedtoimplementationoftheprofessionalgrowthsystem,suchasmentoring.

✦ Providingtraining,presentationatworkshops,orothersimi-laractivitiesthatarenotpartoftheunitmember’snormaljobresponsibilities.

✦ Writingprofessionalarticlesthatarepublished.✦ Deliveringmajorpresentationstostateand/ornationalgroups.✦ Performingextensiveunusualandextremeworkrelatedtojobresponsibilities

✦ Performanceincentives 9. Innovation in Professional Development Thepartieswillwork together to identify,develop,communicate,and

promote innovative methods of professional development. This willincludedifferentiating training fordifferentaudiencesbasedonneedsand responsibilities, optional times to access training, and alternativedeliverymodelstoaccommodateschedulesandneedsofunitmembers.

10. Position Classification Thepartieswillcreateaworkgrouptodiscusstheclassificationsystemfor

MCBOAmembersandtheprocesstobeusedforreclassifyingpositions.AlthoughMCPShasthediscretionaryresponsibilityfortheclassificationsystemforallMCPSpositions,MCBOAplaysanimportantroleinmoni-toringtheapplicationofthepositionclassificationsystemandadvocatingforitsunitmembers.


A R T I C L E 2

DefinitionsA. Board—TheBoardofEducationofMontgomeryCounty.B. Association—The Montgomery County Association of Administrators

and Principals (MCAAP/MCBOA) The umbrella group that serves as theexclusiverepresentativeofemployeesinthetwobargainingunitsdescribedin D below. MCAAP is the former Montgomery County Association ofAdministrativeandSupervisoryPersonnelAdministrators(MCBOA).

C. Superintendent—The superintendent of Montgomery County PublicSchoolsorhis/herdesignee.

D. Bargaining Units1. AllpositionsontheMtoQsalaryschedule,including11-monthstudent

support specialists, not otherwise excluded by the terms of Article 4,Recognition.(MCAAP-AAP)

2. All non-certificated supervisory employees who provide responsibledirectiontootheremployees,exerciseindependentjudgment,arerespon-siblefortheevaluationofatleasttwootheremployees,anddonotreporttomembersof theSEIUbargainingunit, except thoseexcludedby theBoardofEducationasconfidentialemployees.(MCAAP-BOA)

E. Unit Member—AnemployeeofMontgomeryCountyPublicSchoolswhoisamemberofthebargainingunits.

F. MCPS Service—Pensioneligibilityservice,asdefinedintheMCPSpensionsystem:serviceearnedworkinginapermanentMCPSposition,minusanymilitary,transferred,orpurchasedservice.

G. Negotiations Law—Section 6-408 of “The Annotated Code of the PublicGeneral Laws of Maryland, Education“ [Volume] for MCAAP-AAP orSection 6-510 of “The Annotated Code of the Public General Laws ofMaryland,Education”[Volume],forMCAAP-BOA,asappropriate.

H. Supplement—Anincrease inannual salarypaid foraspecificpurpose. It isincludedaspartoftheunitmembers’annualsalaryforpurposesofpensioncalculationsandpromotionbasesalary,andisdistributedthroughouttheyear.

I. Conditional Position—A conditional position is one established by theBoardfortheperiodoftimethatmoniesareavailable inwholeorinpartfromtheUnitedStatesGovernment,aprivateorganization,a foundation,a revenue-producing source, or an individual for use in special researchorotherlong-termprojects.Thispositionshallbeautomaticallyabolishedwhennolongerneededorwhenfundsarenolongermadeavailable.

J. Stipend—Additionalcompensationforaresponsibilitythatisnotapartofthebasicresponsibilityofotherunitmembersinthesamejobclassification.Itmaybedistributedthroughouttheyear,butisnotpartoftheunitmembers’annualsalaryforpurposesofpensionorpromotioncalculations.

K. Themaleorfemalegendershallbereadtoincludetheother.


A R T I C L E 3

School Board AuthorityThe Association recognizes that, subject to the provisions of this Agreement,the Board of Education and the superintendent of schools reserve and retainfullrights,authority,anddiscretionintheproperdischargeoftheirdutiesandresponsibility to control, supervise, and manage Montgomery County PublicSchoolsunderapplicablelaw,rules,andprocedures.

A R T I C L E 4

RecognitionA. TheBoardrecognizestheAssociationastheexclusivecollectivebargaining

representative for all unit members with regard to all matters relating tosalary,wages,hours,andotherworkingconditions.

B. TheAssociationrecognizestheBoardasthelegallyconstitutedcountyboardofeducation.TheBoardhasthepowertoadoptbylawsfortheregulationandadministrationofschoolswithinthecountynotinconsistentwithstatelawandnotinviolationofthisAgreement.

C. The superintendent, those persons designated, after consultation with theAssociation, by the Board of Education to act in a negotiations capacitypursuanttothepublicschoollaws,andtemporaryemployeesareexcludedfromtheunit.Thereshallbeanannualreviewbythepartiesoftheexcludedpositions.

A R T I C L E 5

Negotiation Procedure A. During the month of September of each year that the Association is

recognized,thepartieswillmeettoestablishnegotiationprocedures.Suchprocedures shall include but not be limited to meeting dates, times andlocations, limitationonthenumberof teammembers,consultantsand/orobservers,tentativeAgreementprocedures,expensesharingofthird-partyneutrals,andtheidentificationofachiefspokesperson,asappropriate.

B. The parties agree to consult in advance about the general and specificcontentofallpressandpubliccommunicationsdealingwiththedirectionsandaccomplishmentsoftheteamsthatmightbereleasedfromtimetotimebytheparties,eitherjointlyorindependently.Everyeffortwillbemadetoprovidefullinformationtothepublic,withtheexceptionthat,inordertomaintaintheintegrityofthenegotiationprocess,thespecificcontentofanygivenproposalorcounterproposalwillnotbedivulged.


C. ThisAgreementmaybemodifiedinwholeorinpartbyaninstrumentinwritingdulyexecutedbybothparties.

D. This Agreement incorporates the entire understanding of the parties onallmattersthatwereorcouldhavebeenthesubjectofnegotiation.Duringthe term of this Agreement, neither party will be required to negotiatewithrespecttoanymatterswhetherornotcoveredbythisAgreement,andwhetherornotwithintheknowledgeorcontemplationofeitherorbothofthepartiesatthetimetheynegotiatedorexecutedthisAgreement.

E. It isagreedandunderstoodby theparties that thisAgreementrepresentsthe fullAgreementbetween saidparties todateonallmattersnegotiatedin accordance with Section 6408 and 6-510 of the Education [Volume] ofthe Annotated Code. The Agreement, if changed by action of the countyfiscalauthority,shallbesubmittedtothepartiesfollowingthefundingoftheschooloperatingbudgetbysaidauthority.IfrenegotiationoftheAgreementisrequiredandfinalratificationisagreeduponbybothparties,saidfinalratification will constitute final execution of this Agreement. It is furtherunderstoodthat,whenratified,thisAgreementshallbegivenfullforceandeffectbysaidpartiesfortheentiretermthereof.

F. IftheMontgomeryCountyCouncil,intheexerciseofitsfiscalauthorityunderthelaw,reducesthebudgetrecommendationsoftheBoardofEducationandifsuchactionmakesitnecessaryfortheBoardtoreduceoneormoreitemsthat have been negotiated, such items and all other negotiated items thataredependentuponbudgetfundingshallbesubjecttorenegotiationpriorto making the final determination, in accordance with the timetable andproceduretobeestablishedbythestateboardofeducation.

G. Cause for Impasse:AnimpasseshallbedeemedtoexistiftheBoardandAssociationteamshavenotreachedatentativeagreementbyJanuary 15.

1. Shouldeitherpartysuggestanimpasse,theprocedures,asprovidedforinSection6408or6-510oftheEducation[Volume]oftheAnnotatedCoderelatingtoimpasse,shallbefollowed.

2. In the event that the parties are unable to agree upon a third party,thepartiesagreetosubmittheir impassetotheAmericanArbitrationAssociationforassistanceintheselectionofathirdparty.

3. Ifapanelisactivated,thepanelshallmeettogetherandindividuallywiththepartiesand,withinthirty(30)days,renderareportsettingforthitsrecommendationsfortheresolutionoftheimpasse.Thepartiesagreetocooperatewiththepanelandprovidesuchinformationandassistanceasitmayrequest.

4. Thepartiesshallhavefive(5)daystoreacttothepanel’srecommenda-tions. If the impasse is not then resolved, either party may make thepanel’sfindingsandrecommendationspublic.Thepanel’sfindingsandrecommendationsshallbeadvisoryonlyandnotbindingoneitherparty.

5. Thecostsfortheservicesofthethirdparty,includingperdiemexpenses,ifany,andactualandnecessarytravelandsubsistenceexpenses,shallbeborneequallybytheBoardandtheAssociation.


A R T I C L E 6

Grievance Procedure A. Definitions 1. Grievance—Aclaimbyonepartythattheotherpartyhasviolatedthis

Agreement. 2. Grievant—Thepersonmakingtheclaim.B. Purpose 1. Thepurposeofthisprocedureistosecure,atthelowestpossibleadmin-

istrativelevel,equitablesolutionstotheproblemsthatmayoccurintheadministrationofthisAgreement.Bothpartiesagreethattheseproceed-ingswillbekeptinformalandconfidentialatalllevelsoftheprocedure.

2. Nothinghereincontainedshallbeconstruedaslimitingtherightofanyunitmemberhavingagrievancetodiscussthematterwithanyappro-priatemembersoftheadministration.SuchgrievancemaybeadjustedwithoutinterventionoftheAssociation,providingthattheadjustmentisnotinconsistentwiththetermsoftheAgreement.

3. Aclaimat the informal level,oragrievancesubmitteddirectlyat theformallevel,shallbeinitiatednomorethanfifteen(15)dutydaysafterthecausehasoccurredorshouldhavebeendiscovered.

4. A grievance shall be automatically waived and shall not be subject tofurtherdiscussionorappeal if thegrievantdoesnotprocess itwithinanyofthestatedtimelimits.Suchtimelimitsmayonlybeextendedbymutualagreementbetweentheparties.

C. Informal ProcessA unit member will first discuss his/her claim that there is a violation oftheAgreementwithhis/herimmediatesupervisor.Bothpartieswillmakeeffortstoresolvetheissueatthisinformallevel.

D. Formal Process Step One

Iftheclaimcannotberesolvedusingtheinformalprocess,theunitmemberthensubmitsthegrievancetohis/hersupervisorinwritingwithinten(10)dutydaysoftheresponseattheinformalstep,ornolaterthanthirty(30)dutydaysaftertheinitiationoftheinformalprocessifthereisnoresponseattheinformallevel.Ifthesupervisordoesnotsatisfyitwithinten(10)dutydaysfromreceiptofthewrittengrievance,thegrievancemaybeprocessedtoStepTwo.

Step TwoIfthegrievantisnotsatisfiedwiththedispositioninStepOne,he/shemayfile his/her grievance in writing with the Association within five (5) dutydays.Withinfive(5)dutydaysfromsuchfiling,theAssociationmayforwardthegrievancetothesupervisoroftheStepOnesupervisor.Ifthegrievance


isreferredwithinthetimelimits,thesupervisorshallhavefive(5)dutydaystorespondtothegrievance.

Step Three 1. IfthegrievantandtheAssociationarenotsatisfiedwiththedispositionin

StepTwo,theAssociationmayforwardthegrievancetotheDepartmentofAssociationRelationswithin(ten)10dutydaysofreceivingtheStepTworesponse,orwithin(ten)10dutydaysofthedeadlinefortheStepTworesponse, ifnonewasreceived, forprocessing. If thegrievance isreferredwithinthetimelimits,ameetingshallbescheduledtodiscussthegrievance.Thesuperintendentorhis/herdesigneeshallpresideoverthemeetingonbehalfoftheemployer.Thesuperintendent/designeeshallhave(ten)10dutydaysfromthedateofthemeetingtorespondtotheAssociationandthegrievant.

2.AgrievancemaybefiledforagroupofunitmembersatStepThreeifthepresidentordesigneeofMCAAP/MCBOAandthedirectorofassociationrelationsagreethattheauthoritytoresolvethegrievancedoesnotexistatStepOneorStepTwo.

Step Four/Arbitration 1. Ifthegrievantisnotsatisfiedwiththedispositionofthegrievancemade

by the superintendent, the Association may submit the grievance toarbitration.

2. Arbitrationmaybeinitiatedbythegrievingpartybyservingnoticeupontheotherpartywithinfifteen(15)dutydaysandsettingforththeprecisequestionitproposestoarbitrate.Thereceivingpartywillacknowledgehis/heragreementwiththe“question”asframedbythegrievingpartybyaffixinghis/hersignaturetotheformwithinfive(5)dutydaysandreturningtheformtothegrievingparty.Ifthereceivingpartydoesnotagree with the framing of the “question,” he/she will so indicate thisdisagreement,signtheform,andreturnittothegrievingpartywithinfive(5)dutydays.Ifthisdisagreementexistsonthesubmissionstatement,thearbitratormustfirstframetheissue,inconsultationwiththeparties,beforeproceedingwiththemeritsofthecase.

3. Thegrievingpartymaysubmitthemattertoarbitrationwithinfive(5)dutydaysofthereturnofthesubmissionstatementform.TheDepartmentofAssociationRelationsandtheAssociationwillattempttoagreeupona mutually acceptable arbitrator and obtain a commitment from saidarbitratortoserve.Ifthepartiesareunabletoagreeuponanarbitratorortoobtainsuchacommitmentfromanarbitrator,arequestforarbitrationwillbesenttotheAmericanArbitrationAssociation.Acopywillbesenttotheotherparty.ThepartieswillbeboundbytherulesoftheAmericanArbitrationAssociationgoverninglaborarbitrations.

4. Thearbitratorshallhavenopowertoaddto,subtractfrom,ormodifyanytermsofthisAgreement.Thearbitratorshallnotacceptissuesorevidencenot presented during the grievance procedure. The arbitrator shall bewithoutpowerorauthoritytomakeanyrecommendationsbeyondthe


termsofthisAgreement.Thedecisionofthearbitratorshallbefinalandbindingontheparties.

5. Theexpenseofthearbitratorshallbeborneequallybytheparties.E. Miscellaneous 1. Alldocuments,communications,andrecordsdealingwiththeprocessing

ofagrievancewillbefiledinaseparategrievancefileandwillnotbekeptintheofficialpersonnelfileofanyoftheparticipants.

2. Alldecisionsrenderedatalllevelsofthegrievanceprocedurewillbeinwriting,settingforththedecisionandthereasonstherefore,andwillbetransmittedpromptlytobothparties.

3. Forms for filing grievances, serving notices, taking appeals, makingreportsandrecommendations,andothernecessarydocumentswillbepreparedbythesuperintendentafterconsultationwiththeAssociationandwillbegivenappropriatedistributionsoastofacilitateoperationofthegrievanceprocedure.

4. Bothpartiesshallbepermittedtopresentevidenceandwitnessesandtocross-examineallwitnesseswheneverahearingisheld.

5. TheadministrativecomplaintprocedurecurrentlyinusetoprocessandresolveunitmembercomplaintspertainingtomattersnotcoveredbythisAgreementshallbecontinued.

6. Noreprisalsofanykindshallbetakenagainsttheunitmember(s)involvedinthegrievanceprocedure.

7. Nothing in thisgrievanceprocedure shall limit the rightsofanyunitmembertodiscussanycomplaint,problem,ormatterofdissatisfactionwithanyappropriateadministratorwithoutrepresentationortheinter-ventionofanyorganization.

8. Meetingsandhearingsshallbescheduledtominimize,wherepossible,thedisruptionofschoolsystembusiness.Meetingsandhearingssched-uled during the grievant’s regular working hours shall be consideredtimeworked.Schoolemployeewitnesseswhosetestimonyisrelevantandmaterialtothegrievance,calledbyeitherparty,shalllikewiselosenopaybecauseoftheirparticipation.

9.TheAssociationmaysubmitanyintendedclassactiongrievancetothesuperintendentordesigneeandthesuperintendentshallrulewithinfive(5)dutydaysifanyotheradministratorhastheauthoritytoresolvethegrievance.Ifnootheradministratorhastheauthoritytoresolvethegriev-ance,thesuperintendentordesigneeshall,withinten(10)dutydaysfromtheinitialsubmissionofthegrievance,respondortheAssociationshallbefreetoseekarbitrationofthegrievance,exceptwheretheAgreementstatesotherwise.

10. TheAssociationcangrieveonmatterswithrespecttothegeneralapplica-tionofanyclauseintheAgreementtotheunitasawholeorwithrespecttoAssociationrightsandprivilegesassetforthinArticle8.


11. ThegrievantshallberepresentedexclusivelybytheAssociationatStepTwoandabove.

A R T I C L E 7

Association Rights And PrivilegesA. Ifnegotiatingmeetingsareagreedupontobeheldduringaunitmember’s

workday, Union Business Leave will be used for those unit membersparticipatinginthenegotiations,nottoexceedtwelve(12)unitmembersatanyonetime.

B. TheAssociationwillbemailedacopyoftheofficialBoardagenda,thepacketofmaterialsrelatingtotheagenda,andacopyoftheBoardminutespriortoeachmeeting.

C. The Association will have the right to use school buildings for any legalpurposewithoutcostforAssociationmeetingswhenbuildingservicesstaffis normally on duty. Any damage in excess of normal wear will be paidfor by the Association within thirty (30) days. Nonpayment will result inabrogationofthissectionofArticle7.

D. AlistofallunitmemberswillbesuppliedbyAugust1ofeachyeartotheAssociation. This list will include appropriate information about the unitmembers.

E. Use of the interschool mail facility is authorized to distribute officialAssociation material. The Association shall have access to and use of theelectronicbulletin/maildeliverysystemtocommunicatewithunitmembers.

F. Association officers and/or representatives will be permitted to draw onabankofdays inorder toperformAssociationbusiness.TheBoard shallcontribute115days (920hours)peryear to thisbank, inaddition todayscontributedbyunitmembersinaccordancewithArticle8.TheBoardandtheAssociationshallagreetoappropriateprocedurestoensuretheproperuseofthesedays.

G. ThedulyelectedpresidentofMCAAP/MCBOAwillbegrantedleavewithpayduringthetermofthiscontract.TheBoardandtheAssociationshallagreeuponappropriateprocedurestoprovideforsuchleave.

H. Representation Fee 1. UnitmembersshallhavetheoptionofjoiningMCAAP/MCBOAorhave

imposed,asaconditionofemployment,arepresentationfeebyMCAAP/MCBOA.Therepresentationfeeshallnotexceedthatpercentageofduesexpendedinsupportofcollectivebargaining,contractadministration,grievanceadjustment,andotheractivitiesrelatedtoemploymentcondi-tions.ThisprovisionappliesonlytothoseunitmembersenteringtheunitonorafterJuly1,2003,forMCAAP-AAPunitmembersorafterJuly1,2008,forMCAAP-BOAunitmembers.Suchindividualsshallbeadvisedofthisprovisionbeforeacceptingaunitposition.


2. Representation fees shall be authorized for payroll deduction or paiddirectly to MCAAP/MCBOA by the unit member. An employee whoelectstopaydirectlyshallbedeemedtomeethis/herrepresentationfeeobligationssolongashe/sheisnomorethansixty(60)daysinarrearsofpaymentofsuchfee.Inaddition,eachsuchunitmemberwill,annu-ally,onoraboutNovember1,contributeone(1)dayoreight(8)hoursofpersonalleave(orannualleaveifpersonalleaveisexhausted)totheleavebankavailableforusebyMCAAP/MCBOA,asdescribedinSectionFofthisArticle.

3. IfanyprovisionofthisArticle isorbecomesinvalidunderfederalorstatelaw,saidprovisionshallbeinvalidormodifiedtocomplywiththerequirementsofsaidfederalorstatelaw.

4. MCAAP/MCBOAshallindemnifyandsavetheBoardharmlessagainstanyandallclaims,demands,suits,oranyotherformsofliabilitythatshallriseoutoforbyreasonofactiontakenornottakenbytheBoardforthepurposeofcomplyingwiththisArticle.

5. Theseprovisionsshallnotbeapplicable toanyunitmemberwho isamemberofareligiousorganization,theestablishedtenetsorteachingofwhichopposeitsmembersjoiningorfinanciallysupportinganycollec-tivebargainingorganization,andwhoshallpayanequivalentamountofmoney toanonreligious,nonunioncharityor tosuchotherchari-table organization as may be mutually agreed upon by the employeeandMCAAP/MCBOA,andwhofurnishestotheBoardandMCAAP/MCBOAwrittenproofofsuchpayment.

6. Promptly after notifying MCPS of the amount of the representationfeeeachyear,MCAAP/MCBOAwillsendawrittencommunicationtoeachemployeeintheunitwhoisrequiredtopaysuchafeeunderthisAgreement.Thiscommunicationwillinformtheemployee,interalia:

a. ofhisorherobligationtopayarepresentationfeetoMCAAP/MCBOA, b. oftheamountoftherepresentationfeeandthemannerinwhichit

wasdetermined,and c. ofhisorheroptiontopaytherepresentationfeedirectlytoMCAAP/

MCBOAortodeductthefeefromhis/hersalary.


A R T I C L E 8

Association Dues DeductionA. As unit members individually and voluntarily authorize the Board

of Education of Montgomery County, the Board agrees to withholdorganizational dues and other deductions mutually agreed upon with theAssociation from the unit members’ wages and transmit such funds tothe Association. The Board will include the name; the school, office, ordepartment where the unit member is located; and the amount of eachdeductionwiththetransmittaloffunds.

B. Duesorarepresentationfeewillbedeductedinequalpaymentsduringtheterms of this Agreement, beginning on the first full pay period followingthereceiptbytheEmployeeandRetireeServiceCenterofthenoticefromthe Association of the individually signed authorizations. This deductionwillremainineffectforthetermofthisAgreementoruntilthedeductionis canceled or revised in writing by the employee to the Association. TheAssociation shall notify the Employee and Retiree Service Center on orbeforeSeptember30ofanyschoolyear.Forafullyear,dueswillbedeductedovertwenty(20)payperiods.

C. The amount deducted from a unit member’s wages will be for the totalduesandotherauthorizeddeductions,andeachindividualmustauthorize,by deduction authorization form signed by the unit member, that suchdeductions shall be at the current rate. The Association shall certify totheBoardinwritingthecurrentrateofduesbyJuly1ofeachyear.IfthiscertificationisnotreceivedbytheEmployeeandRetireeServiceCenter,nodeductionwillbemade.

D. EachmemberofMCAAP/MCBOAwill,annually,onoraboutNovember1,contributeone(1)dayoreight(8)hoursofpersonalleave(orannualleaveifpersonalleaveisexhausted)totheleavebankavailableforusebyMCAAP/MCBOA,asdescribedinArticle7ofthisAgreement.

E. TherightofduescheckoffinthisArticleshallbegrantedexclusivelytotheAssociation.

F. TheAssociationshall indemnifyandsavetheBoardharmlessagainstanyandallclaims,demands,suits,oranyotherformsofliabilitythatshallriseoutoforbyreasonofactiontakenornottakenbytheBoardforthepurposesof complying with any list, notice, form, card, or assignment furnishedunderanysuchprovisions.


A R T I C L E 9

Prohibition Of Strikes,Slowdowns, and Work Stoppages

ItisagreedthattheAssociationwillnotcallorsanctionastrike,slowdown,orworkstoppageduringthetermofthisAgreement.

A R T I C L E 1 0

GeneralA. IfanyprovisionofthisAgreementoranyapplicationoftheAgreementto

anyemployeeorgroupofemployees isheldtobecontrary to laworstateBoardbylawhavingtheforceandeffectoflaw,suchprovisionorapplicationwillnotbedeemedvalidandsubsisting,excepttotheextentpermittedbylaw,butallotherprovisionsorapplicationswillcontinueinfullforceandeffect.NothinginthisAgreementisintendedtodenyorabrogateanyofthepowersorresponsibilitiesoftheBoardofEducationandthesuperintendentthathavebeenassignedtothembyanyMarylandlaworregulationofthestateBoardofEducation.

B. TheBoardwillamenditswrittenpoliciesandtakesuchotheractionsasmaybenecessarytogivefullforceandeffecttotheprovisionsofthisAgreement.

C. CopiesofthisAgreementwillbeprintedanddistributedbytheBoardtoallpresentlyemployedandnewlyhiredunitmembersandtheAssociationwillbeallocated150copies.Actual costsofprintinganddistribution shallbecomputedandtheAssociationshallpayonehalfsuchcosts.

D. AnywrittencommunicationtobegivenbyonepartytotheotherunderthisAgreementwillbegivenbytelegram,registeredmail,regularmail,e-mail,orpersonallyreceiptedmail.IfgivenbytheBoard,saidnoticewillbesenttotheAssociationatitsoffice;andifgivenbytheAssociation,suchnoticewillbesenttotheBoardofEducationofMontgomeryCounty,850HungerfordDrive,Rockville,Maryland20850.

E. Any article in this Agreement that is dependent for its fulfillment uponpublicfundsshallbesubjecttoandcontingentuponfundingbytheCountyCouncil of Montgomery County or upon subsequent renegotiation, asdescribedelsewhereinthisAgreement.


A R T I C L E 1 1

Unit Members’ ResponsibilitiesA. UnitmembersareresponsibletotheBoardthroughthesuperintendentfor

theadministrationofschoolpolicyconsistentwithitsrulesandregulations,theoperationandmanagementofschoolsandoffices,andthedirectionofsubordinate employees, subject to the Board’s negotiated agreements andstateandfederallaws.

B. Inmedicalemergencysituations,unitmembersareresponsibleforobtainingemergencyhelp.

A R T I C L E 1 2

Productive And Professional WorkforceWebelievethatourpeopleareourgreatestresource.Itisinthebestinterestoftheschoolsystemandtheunitmembertoidentifythebestmatchesbetweenskillsandabilitiesandavailablepositions.Fortheschoolsystemtobehighperforming,careermanagementofunitmembersmustbecloselylinkedtothecurrentandfutureneedsoftheorganization.Tothisend,wearecommittedtopreparingagreaternumberofinternalleadersforadministrativeandsupervisorypositionsthroughoutthesystem.Inaddition,wearecommittedtoensuringthatonceinaposition,administratorsreceivecontinuingprofessionaldevelopmentdesignedtomaximizetheirsuccess.A. Professional Recognition 1. The Board and the Association recognize that the nature of the jobs

performedbymembersoftheunitissuchthatworkbeyondthecustomary40-hourworkweekoftenisrequired.TheBoardrecognizesthatprofes-sionalstaffwillexerciseprofessionaljudgmentindeterminingwhentheneedsoftheschoolsystempermitthemtoattendtopersonalbusinessofrelativelybriefdurationduringnormalworkinghourswithoutusingleaveforthoseabsencesfromtheworksite.

2. ThepartiesrecognizethatunitmemberswillnotabusetheseprivilegesandtheBoard,attheappropriatesupervisorylevel,retainstherighttodenysuchprivilegestoanyunitmemberwhosepatternofabsencesfromworkappearsinconsistentwiththeperformanceofhis/herdutiesinthehighlyprofessionalmannerexpectedofallunitmembers.Itisagreedthatthesubstanceofthissectionissubjecttothegrievanceprocedure,butnottothearbitrationprocedure.

3. FlexibleScheduleOption a. Thepartiesagreetodevelopaframeworkthatpermitsunitmembers

toworkaflexiblescheduleforamaximumoffourconsecutiveweeksper year per unit member. For schools, such an optional program


could be available during a maximum of four weeks during thesummer.Arequestmustbesubmittedtoandapprovedbythesuper-visingexecutivestaffmemberpriortoimplementationofanyflexiblescheduleoptions.Forcentralservicesoffices,thetimingandwindowduringwhichaflexibleschedulemaybeutilizedmustbeapprovedinadvance by theappropriate executive staffmember.The flexiblescheduleshallbefour10-hourdaysandonedayoffinafive-dayworkweek.Therequestsubmittedforapprovalmustaddressthefollowing:

✦ Adequatecoverageoftheschool,office,andservices;✦ TheidentityoftheMCAAP/MCBOAunitmember(s)whowillparticipate;

✦ Aprocessfortrackingattendanceandleaveuse,aswellasrecordingattendanceintothedistrict’stimeandattendancesystem;

✦ Reportedleaveusemustbecommensuratewiththeamountofworktimeactuallymissed;

✦ TheprocessforcontactingMCAAP/MCBOAunitmembersintheeventofanemergencywhentheyarenotattheworksite.

b. ParticipationinthisflexiblescheduleprovisionmustbevoluntaryonthepartofeachMCAAP/MCBOAunitmember.

c. The Joint Collaboration Committee should annually evaluatethe effectiveness of this program and recommend any necessarymodifications.

d. This flexible schedule provision automatically expires onJune 30, 2014,unlessthepartiesjointlyandspecificallyprovideforcontinuation.

B. Leadership Development 1. Leadershipdevelopmentistheprocessbywhichadministratorsindividu-

allyandjointlyenhanceandupdatetheirknowledgeandskillsrelatedtoleadership.Leadershipdevelopmentincreasesadministratoreffective-ness;buildsconfidence,moraleandcommitment;andsubsequently,theabilitytoimprovethequalityofeducationofallstudentsthroughqualityleadership.

2. TheBoardandtheAssociationrecognizethevalueandmeritsofhavingahighlyprofessionaladministrativestafftoleadtheschoolsystem.Ajointadministrativeadvisorycommitteeonleadershipdevelopmentwilladvisetheschoolsystemonallactivitiesandprogramsforadministrators.

a. The committee will be referred to as the Leadership DevelopmentAdvisoryCommittee(LDAC).

b. Thecommitteewill include representativeschosenby the superin-tendentandtheAssociation.Thecommitteewillmeetregularlyand,as needed, will make recommendations to the superintendent andtheAssociation.


c. The committee will be co-chaired by a representative from theAssociationandMCPS.

d. The committee will be charged with advising and making recom-mendationsto thesuperintendentandtheAssociationwithregardto the leadership development of administrators; assessment andreview of alternative models for delivery of training; conductingperiodicneedsassessmentsofunitmemberswithregardtotrainingandstaffdevelopment;reviewingstaffneedsandsystemneedsandrecommending approaches to ensure that staff development offer-ingsarealignedtomeetboth;andotherrelatedissuesasdeterminedbytheparties.

e. The committee will receive regular updates concerning the use oftechnologyasitrelatestotheleadershipdevelopmentofadministra-torsandmakerecommendationsconcerningtheuseoftechnologyfortraininganddevelopment.

3. Tuition Reimbursement TheBoardagreestosupportatuitionreimbursementprogramforfull-

timeunitmemberswiththefollowingconditions: a. Eligibleunitmembers,asdescribedabove,mayrequesttuitionreim-

bursementforuniversityandcollegecoursesapprovedbytheOfficeofHumanResourcesandDevelopment.

b. ReimbursementshallbeforcoursesthatwillenableunitmemberstocontinuetheirprofessionaldevelopmentandtomaintainorincreasetheirskillsasadministratorsorsupervisorsintheiremploymentwithMCPS.CoursesidentifiedasneededbyMCPSarealsocovered.Someeducation and training, which can either increase unit members’effectivenessintheircurrentpositionsorcanassistthemtopreparefor other positions within MCPS, may be available through othereducationalinstitutionsoragencies.Suchcoursesusuallyareofferedforcreditatschools,adulteducationinstitutions,orotheragencies.

c. The unit member must achieve a satisfactory grade. A satisfactorygrade is defined as a “B” or better for a graduate course, a “C” orbetter for an undergraduate course and a “pass” for a pass/failcourse.Documentation(coursegradeandproofofpayment)mustbesubmittedwithinsixty(60)daysoftheendofthecourse.

d. Reimbursement shall cover actual tuition only and not the costofbooksorothermaterials.

e. Noncollegetrainingwillbereimbursedbyconvertingclockhoursto credits, 15 clock hours equals one (1) credit. Prior approval fortheseclassesisavailable,andencouraged,ifthereisaquestionaboutwhethertheclassisreimbursableornot.

f. Reimbursement shall not exceed 50 percent of the current cost ofin-state tuition at the University of Maryland, College Park, up toamaximumofnine(9)hourscreditperfiscalyear forcoursesnotcurrentlyofferedbythein-serviceprogram.Reimbursementwillbe


basedongraduateorundergraduatetuitionrates,dependinguponthelevelofthecourseorprogrambeingreimbursed.

g. The 9-credit-hour limitation may be waived for a specific year oryearsunderthefollowingconditions:

(1) Completion of the requirements of an approved program re-quires enrollment in more than 9 credits during one or moreyears of the program, or MCPS approves enrollment in morethan9creditsinordertomeetaspecificschoolsystemneed.

(2) Noreimbursement foradditionalcreditsoutside theapprovedprogramwillbeapproveduntil the totalreimbursement fromthefirstyearofexcesscreditsislessthananaverageof9creditsperyear.

(3) Iftheemployeeretiresorresignspriortothetimetheaveragereducesto9creditsperyear, theemployeewillberequiredtorepayMCPSforanyexcessreimbursementbeyondtheaverageof9creditsperyearfromthefirstyearofexcessreimbursement.

(4) Innoeventmaytheemployeebereimbursedformorethan45creditsinthefive-yearperiod,beginningwiththefirstyearofexcessreimbursement.

h. Employees generallywill notbe reimbursed foroutside coursesortrainingifsuchcoursesarealsoofferedbyMCPSandareavailabletotheemployeesintheunit.Exceptionswillbemadeforcreditsthatareneededaspartofadegree,certificate,orprofessionaldevelop-mentprograminwhichtheemployeeisenrollediftheMCPScoursewouldnotbecountedandthecreditswouldotherwisebereimburs-able.Exceptionsmayalsobemadeforothervalidreasons(e.g.,theMCPScoursesarefullandunavailable).

i. This section may be modified by mutual agreement of the partiesbased upon recommendations of the Leadership DevelopmentAdvisoryCommittee.

4. Time and Resources for Professional Development a. Thepartiesrecognizethevitalimportanceoftrainingandeducation

in thiseraofchange.Awell-trained,effectively functioningwork-force is necessary if the Montgomery County Public Schools is toachieveitsgoalofprovidinghigh-qualityeducationforeverystudent.TheBoardrecognizes theneedforprogramsthatwill improvetheefficiencyofunitmembersintheircurrentjobsandtheimportanceofassistingunitmembers tomeetMCPSemploymentneedsalongwiththeunitmember’sindividualcareerdevelopmentplans

b. Recognizingtheimportanceoftimeasavaluableresource,timeforprofessionaldevelopmentisprovidedusingavarietyofoptionsthatarecollaborativelydeterminedbyMCPSandMCAAP/MCBOA.

c. Valuableprofessionaldevelopmentopportunitiessupportedasprior-itieswithinMCPSand forwhichunitmembersareencouraged toparticipateintheplanningandattendanceincludetheMCAAPFall


ConferenceandtheMCAAPSummerConference.Professionalleavedaysmaybeprovidedforunitmemberstoattendthesemeetings,inaccordancewithArticle20,Leaves,Section H.3.

d. Totheextentfeasible,prioritywillbegiventoprovidingprofessionaldevelopmentduringthenormalworkday.Whenprofessionaldevel-opmentactivitiestakeplaceoutsidetheworkday,considerationwillbegiventoseekingpartnershipstoawardcredit.

e. TheBoardagrees tobudget$110,000peryear forunitmembers toattend or make presentations to conferences and/or programs. Nomorethan20percentofthesefundsmaybeusedforMCPSrelatedconferences/programs. The Association shall determine the unitmemberseligibleforsuchassistanceandtheamounteachmemberreceives.

f. ProfessionalleavedayswillbeprovidedforunitmemberstoattendprofessionalmeetingsinaccordancewithArticle20,Leaves,SectionH.3.

5. Allunitmemberseligibleforandencouragedtoparticipateinprofessionaldevelopmentprogramsdesignedtoimprovetheireffectiveness.Theformandsubstanceoftheseprogramsmaydifferwidelyandunitmembersandtheirsupervisorsarejointlyresponsibleforanalyzingareasofjobneedsand then actively seeking professional development that will improveperformance. To achieve the goal of developing and implementing acomprehensiveprogramofprofessionaldevelopment,theBoardagreestobudgetforeachyearofthisAgreementforinstructionalsupportforsystem-designedprofessionaldevelopmentprograms,afterconsiderationofinputfromtheAssociation.

C. A&S Professional Growth System (A&S PGS) 1. Philosophy a. MCAAP/MCBOAandMCPSacknowledgethatadministrativelead-

ershipiscomplex,changingandessentialtoimprovingteachingandlearning.TheA&SPGSestablishestheframeworkthatdescribestheskills and knowledge for administrators and supervisors to buildlearningcommunitiesforbothstudentsandadults.

b. ThesuccessofthisA&SPGSisdependentuponaprofessionalculturein which mutual respect, teamwork, and trust are the tenets of itscontinuous improvement. These conditions empower administra-torsandsupervisorstomakedecisionsconcerningtheirownprofes-sionalgrowthandtocontributetothedevelopmentofacultureofownership for both students and adults in a professional learningcommunity.

c. ApriorityofMCPSandMCAAP/MCBOAis tohaveacompetent,skilled administrator in every school and office as administra-torsareconsideredkeyplayers inensuringaqualityeducation forallstudents.Administratorsplayakeyroleinthecomplexworkofcreating,guiding,managing,andinspiringalearningcommunity.


d. The development and recognition of leadership requires time,commitment,anadequateresearchbase,andaplanforperformanceand continuous learning. The A&S PGS is a plan that approachesleadershipasacumulativeprocessandnotasingleevent.Thegoaloftheplanistoensurequalityperformanceofouradministratorsandsupervisorsby looking forconsistencyandalignmentwithprofes-sional standards. The plan includes procedures and guidelines forimplementation, components critical to the success of administra-tors,standards,andastrongphilosophythatvaluestheroleoftheadministratorwithinacomplexeducationalorganization.

2. A&S PGS Collaboration a. TheBoardandtheAssociationcommittomaintainingthecompre-

hensive professional growth system that has been jointly designedandimplementedwiththesupportofamulti-stakeholdergroup.

b. Through the A&S PGS, MCPS and MCAAP/MCBOA aspire toachieve the highest performance possible of every student andeducator by increasing the quality of leadership in every schoolandoffice.TheA&SPGSacknowledgesthataprofessionallearningcommunity for administrators provides valuable support in estab-lishingandexpandingqualityleadershippractices.

c. Intrinsic to the concept of continuous improvement is self-reflec-tion on knowledge, skills, strategies and practices of leadership.Observationsbysupervisorsandotherprofessionalsaresupportiveofthisreflection.Alladministratorsmaybeobservedformallyand/orinformallyatanytime.Duringthenon-evaluationyears,formalobservationsarenotrequired.However,supervisorsareexpectedtoobserveadministratorsinamannerthatallowsthemtobeknowl-edgeableoftheadministrator’sskillsandprofessionalgrowthneeds.

d. Recognizing that each staff member must constantly seek ways todeterminestrengthsandopportunitiesforimprovement,aprogramofprofessional feedbackwillbe implementedbyallunitmembers.Thisfeedbackwillbeobtainedonaregularandfrequentbasis,andat leastonceeveryevaluationcycle.All feedbackwillbeconfiden-tial and for the soleuseof theunitmember seeking the feedback.Unit members are encouraged to share the results of the feedbackandtheirplanswiththeindividualswhohaveparticipatedwiththemin the feedback process. Unit members are encouraged to utilizethisfeedbackastheydeveloptheirProfessionalDevelopmentPlans(PDP).

3. A&S PGS Implementation a. TheroleoftheA&SPGSImplementationTeamistoproblemsolve

issuesrelatedtotheentireprofessionalgrowthsystem,makeongoingadjustmentstotheA&SPGS,andtoforwardrecommendationsthatsignificantlychange theA&SPGSto theOversightCommittee forfinalapproval.


b. The A&S PGS Implementation Team is co-chaired by an MCPSrepresentativeandthepresident/designeeofMCAAP/MCBOA.

c. TheA&SPGSOversightCommittee reviews theworkand recom-mendationsoftheA&SPGSImplementationTeamandiscomprisedof the president/designee of MCAAP/MCBOA and representativesfromMCPS.

d. Ongoing evaluation of this program will continue through thecollaborationeffortsofMCAAP/MCBOAandMCPS.

4. A&S Review Panel Program a. MCAAP/MCBOAandMCPSagreetojointlyoperateanA&SReview

PanelProgram.Thisprogramisamechanismformaintainingsystem-widequalitycontrolensuringthatalladministratorsresponsibleforleadershiparefunctioningatorabovethehighMCPSstandardsofperformance.Itprovidesintensiveassistanceforanyadministratorwhohasnotyetachievedthatstandardorwhofallsbelowacceptablestandards.AssistanceandreviewareprovidedtobothexperiencedMCPSadministratorsinneedofsignificantimprovementandnoviceadministratorsintheirfirstyearinanewposition.

b. ThereareanumberofA&SReviewPanelsbasedontheroleoftheadministratorsreceivingassistanceandreview.

c. MCPSandMCAAP/MCBOAmayidentifyrepresentativestoserveasobserverstothepanelanditsoperations.

d. TheA&SPGSReviewPanelProgramisbydefinitionanddesign,acollaborative effort between MCAAP/MCBOA and MCPS. In theevent thatoneof thepartiesdetermines that thisprogram fails toliveuptothepurposesandcollaborativeprinciplesforwhichitwasestablished,theA&SPGSImplementationTeamwillmeetwiththesuperintendent and the president of MCAAP/MCBOA to reviewoptions and attempt to address concerns. If consensus cannot bereached, MCAAP/MCBOA can discontinue its involvement in theprogramwith90daysnotice.MCPSmaycontinuetofundpositionsinthebudgetassociatedwiththeevaluationsystem,butitmaynotrefertotheprogramastheA&SPGSReviewPanelProgram.

e. A&SPGSReviewPanelResponsibilities: (1) Reviewsquarterlyupdatesprovidedtothemontheprogressof

administratorsreceivingsupport. (2) Panelmembersmayprovidesuggestionsforsupportinhelping

theadministratormeetstandard. (3) Thepanelmakesfinalrecommendationstothesuperintendent

whenappropriate.


f. A&SPGSReviewPanelDecisions: (1) Ifthesupervisorandtheconsultingprincipal/mentoragreethat

theadministratormeetsstandard,theadministratorreturnstotheprofessionalgrowthcycle.

(2) Ifthesupervisorandtheconsultingprincipal/mentoragreethattheadministratorhasnotmetstandardortheycouldnotagreeiftheadministratormetstandard,theywillpresenttheirfindingstotheA&SPGSReviewPanel.TheadministratorwillalsohavetheopportunitytopresentinformationtotheA&SPGSReviewPanel. After consideration of all information, the A&S PGSReviewPanelmakesarecommendationtothesuperintendent.

g. Rights and Responsibilities of Administrators in the A&S PGSReviewPanelProgram

(1) NothinginthisArticleortheA&SPGSReviewPanelProgramshall diminish the rights granted to administrators underSection6-202or4-205oftheEducationArticleoftheAnnotatedCodeofMaryland,relativetosuspensionanddismissal,andtheright to appeal such personnel actions to appropriate govern-mentboardsoragencies.

(2) MCAAP/MCBOAunitmembersparticipatingintheA&SPGSReviewPanelProgram,asconsultingprincipals,mentorsorasmembersof theA&SPGSReviewPanel, shallbe indemnifiedandheldharmlessbytheBoardagainstanyandallclaimsaris-ingasaresultoftheiractionswithinthescopeoftheirduties.

A R T I C L E 1 3

Unit Member Evaluation A. TheBoardandtheAssociationagreethattheprimarypurposesoftheA&S

evaluationsystemaretoappraisetheperformanceofunitmembersandtoassistunitmemberstoimprovetheireffectivenessinperformingtheir jobresponsibilities.TheevaluationsystemalsoprovidesMCPSwithinformationfromwhichprofessionaldevelopmentprogramscanbedeveloped,personnelselectionprocedurescanbeappraised,andadequacyofhumanandmaterialresourcescanbeassessed.

B. The evaluation system is one part of the Administrative and SupervisoryProfessionalGrowthSystem(A&SPGS).ThedevelopmentoftheevaluationsystemwasacollaborativeeffortbetweenMCAAP/MCBOAandMCPS.TheBoardandtheAssociationagreethatanychangesintheevaluationsystemandinstrumentsshallbedevelopedcollaboratively.ThroughthePGS,MCPSandtheAssociationaspiretoensurethatallstaffeitherdirectlyorindirectlycontributes toachieving thehighestperformancepossibleof everyMCPSstudent and employee by raising the quality of support to instruction, aswellasallotherservices thatcontribute tostudentachievement.ThePGS


acknowledgesthatpeersprovidevaluablesupportinpromotingthesuccessofeveryemployee.

C. Evaluations of unit members shall be completed within the timelinesestablishedbytheA&SPGS.

D. Complaintsaboutormaterialderogatorytoaunitmemberwillbemaintainedinafileonthatunitmemberand/orusedinhis/herevaluationonlyif:

1. Thecomplaintormaterialhasbeenputintowrittenform. 2. Theunitmemberhashadanopportunitytoreviewthematerialandbeen

givenacopy. 3. Theappropriateadministratorhassubstantiatedtheallegation. 4. Theunitmemberhashadtheopportunitytoreviewsuchmaterialandto

affixhis/herinitialstoacopywiththeexpressedunderstandingthatsuchinitialingdoesnotindicateagreementwiththecontents.Theunitmembershallbepermittedtoattachhis/hercommentsrelatedtothederogatorymaterial.

A R T I C L E 1 4

Salaries And CompensationA. 1. Unitmemberswillreceiveonesteponthesalaryschedulewithingrade

annually,unlesstheunitmemberisonthetoppaystepofthepaygrade.Stepincreasesareeffectiveonthefirstdayofthepayperiodthatcontainsthedateofeligibility.(Step increases will not apply during FY 2011, and are subject to reopened negotiations in accordance with Article 27 of this Agreement.)

2. Wheneveraunitmemberispermanentlyassignedtoapositionthathasa higher salary range than the one he/she holds, the effective date ofthechangeshallbecomehis/hernewanniversarydateexceptthattheanniversarydatedoesnotchangeifthehigherpositionisaresultofareclassificationandtheunitmemberistheincumbentintheposition.


B. Salary Schedules 1. EffectiveJuly1,2010,thesalaryschedulesshallbeasindicatedbelow:

MCAAP-AAP Salary ScheduleStep N-11 M N O P Q

1 $88,217 $89,807 $95,195 $100,907 $106,961 $113,3792 $90,864 $92,501 $98,051 $103,934 $110,170 $116,7803 $93,590 $95,276 $100,993 $107,052 $113,475 $120,2834 $96,398 $98,134 $104,023 $110,264 $116,879 $123,8915 $99,290 $101,078 $107,144 $113,572 $120,385 $127,6086 $102,269 $104,110 $110,358 $116,979 $123,997 $131,4367 $105,337 $107,233 $113,669 $120,488 $127,717 $135,3798 $108,497 $110,450 $117,079 $124,103 $131,549 $139,4409 $111,752 $113,764 $120,591 $127,826 $135,495 $143,623

10 $115,104 $117,177 $124,209 $129,104

MCAAP-BOA Salary ScheduleStep G H I J K

1 $64,474 $68,342 $72,442 $76,789 $81,3962 $66,408 $70,392 $74,615 $79,093 $83,8383 $68,400 $72,504 $76,853 $81,466 $86,3534 $70,452 $74,679 $79,159 $83,910 $88,9445 $72,566 $76,919 $81,534 $86,427 $91,6126 $74,743 $79,227 $83,980 $89,020 $94,3607 $76,985 $81,604 $86,499 $91,691 $97,1918 $79,295 $84,052 $89,094 $94,442 $100,1079 $81,674 $86,574 $91,767 $97,275 $103,110

10 $84,124 $89,171 $94,520 $100,193 $106,20311 $86,648 $91,846 $97,356 $103,199 $109,38912 $89,247 $94,601 $100,277 $106,295 $112,670

2. Effective July 1, 2009, the salary schedule lane differential shallbe reduced to 5.9 percent, step 10 shall be added to the “P” and “Q”salarylanes,anda5.3percentincreaseshallbeappliedtotheresultingschedule.(The restructuring and COLA provisions in this paragraph have not been implemented and are subject to reopened negotiations in accor-dance with Article 27 of this Agreement.)


3. Unit members employed on an 11-month basis as assistant schooladministratorsarepaidonsalarylanesN-11,whichis92.67percentofthesalaryonGradeNofthesalaryschedule.

C. Supplements 1. Longevity Supplement—(New or additional longevity supplements will not

be implemented during FY 2011 and are subject to reopened negotiations in accordance with Article 27 of this Agreement.)

a. Eachunitmembershallreceiveanannuallongevitysupplementof$1,500uponcompletionoffive (5)yearsof serviceasaanadmin-istratorand/orsupervisorinaMCAAP-AAPpositioninMCPSforMCAAP-AAPmembers,orinaMCAAP-BOAunitpositionorposi-tionsforMCAAP-BOAUnitmembers.

b. Eachunitmembershallreceiveanannuallongevitysupplementof$1,500uponcompletionoften(10)yearsofserviceasaanadmin-istratorand/orsupervisorinaMCAAP-AAPpositioninMCPSforMCAAP-AAPmembers,orinaMCBOAunitpositionorpositionsforMCAAP-BOAUnitmembers.

c. EachMCAAP-BOAunitmembershallreceiveanannuallongevitysupplementof$1,500uponcompletionoffifteen(15)yearsofserviceasasupervisorinaMCBOAunitpositionorpositions.

d. Longevity increasesareeffectiveon thefirstdayof thepayperiodthatcontainsthedateofeligibility.

2. Doctoral Supplement—EachMCAAP-AAPmemberwhohasreceivedanapproveddoctoratedegreewillreceiveanannualsalarysupplementof$1,000.EffectiveJuly1,2009,thissupplementwillincreaseto$2,000.(The increase to $2,000 has not been implemented and is subject to reopened negotiations in accordance with Article 27 of this Agreement.)

3. High School Supplement—Eachhighschoolassistantprincipal,assistantschool administrator, and administrative coordinator will receive anannualsalarysupplementof$2,500.

4. High School Plus Supplement—Each high school administrator in aschoolwitha“HighSchoolPlus”programwillreceiveanannualsalarysupplement$1,500.

5. Single Administrator Principal Supplement—Each principal who istheonlyadministratorassignedtoaschoolwillreceiveanannualsalarysupplementof$1,000.

6. Title I School Supplement—Each unit member who is assigned as aprincipalofaTitleIschoolwillreceiveanannualsalarysupplementof$1,000.

7. Large School Supplement—Each principal assigned to an identified“outlier”school(verylarge)willreceiveanannualsalarysupplementof$1,000.Schoolseligibleforthissupplementwillbedeterminedeachyearbasedonenrollment.


D. Stipends a. Schools Under Construction—Each principal of a school that is

undergoing major renovation or reconstruction will receive anannual stipend of $1,000. For purposes of the stipend, the JointCollaborationCommitteewilldeterminewhat ismajorrenovationorreconstruction.

b. Overnight Responsibilities—Effective July 1, 2009, each unitmember participating in an approved activity requiring overnightparticipation will receive a stipend of $100 for that responsibility.(This provision has not been implemented and is subject to reopened negotiations in accordance with Article 27 of this Agreement.)

E. Whenaunitmember’spositionisreclassifiedbytheBoardofEducationtoalowerclassificationinoroutoftheunit,theunitmembershallcontinuetoreceivehis/herannualsalaryineffectonthedatepriortotheeffectivedateofthereclassificationactionuntiltheannualsalaryofthenewgradeexceedsthe salary of the old grade, at which time the unit member will becomeeligibleforsalaryincreases.

F. Acting Higher Level Position 1. Aunitmemberwho isassigned toanactinghigher levelposition for

aperiodoftwoconsecutiveworkweeksormoreshallbepaidasalarythat normally would be assigned to him/her if he/she were assignedpermanentlytothatposition.

2. Anassignmentmadeunderthissectionmustbeinwritingandapprovedinadvance.

3. Thesalaryshallberetroactivetothefirstdayoftheassignment. 4. Aunitmemberwhoisassignedtoanactingpositiononalowerpayscale

shallsuffernolossofsalary.G. Aunitmemberwhoispromotedtoahigher-levelpositionshallbeplaced

onasalarystepthatwillprovideanincreaseofnolessthan6.0percentovercurrentsalary,unlesssuchanincreasewouldresultinasalarythatexceedsthetopstepofthegradeofthenewpositiononthesalaryschedule.

H. Adjustments to the salary will be implemented in such a way that unitmembersgetfulladvantageofincrementstowhichtheyareentitledduringthetermoftheAgreement.

A R T I C L E 1 5

Workdays Allworkdayswhenthecentralandadministrativeofficesareopenshallbedutydaysforunitmembersemployedona12-monthbasis.Unitmembersemployedonan11-monthbasisshallhaveatotalof215dutydays.Allstudentdays,whentheschoolsareopen,shallbedutydaysforunitmembersemployedonan11-monthbasis.Eleven-monthunitmemberswillworktheadditionaldaysduringtheyearasdeterminedbytheunitmember’ssupervisor.


A R T I C L E 1 6

Mileage and Business ExpensesA. Unitmemberswho,inordertofulfilltheirjobresponsibilitiesasdetermined

in advance by the administration, are required to use their own vehiclesto complete those assigned job responsibilities will receive the adjustedInternalRevenueServiceratepermileforallapprovedtravel.AdjustmentsinthemileageratewillbemadeeffectivewiththeofficialchangeinInternalRevenueServiceregulations.

B. AnymileageforMCPSpurposesbeyondtheonce-a-dayroundtripmileageduringthebasicworkweekfromaunitmember’sresidencetohis/herregularworksiteshallbereimbursedbyMCPS.

C. Allunitmemberswillbereimbursedforauthorizedbusinessexpendituresincurredintheperformanceofdutiesiftheunitmemberprovidesadequatereceipts.

D. MCAAP-BOAunitmemberswhoarerequiredasaconditionofemploymentin a given position to use their private automobiles and who, because ofthis required employment use pay a higher insurance premium, shall bereimbursed for the amount of the additional premium. The unit memberseekingreimbursementwillbeexpectedtosubmitsatisfactoryevidencetosupportsuchclaim.

A R T I C L E 1 7

Employee Benefits PlanA. The present employee benefit plan designs, as contained in the benefit

booklet(s), shall be maintained for the life of this Agreement, and shallnotbechangedexceptasmayberecommendedtothepartiesbytheJointEmployeeBenefitsCommitteeasprovidedinthisArticle.

B. Medical Plans TheBenefitPlanshallincludethefollowingoptions: 1. Two Point-of-Service (POS) Health Plans, with differentials between

in-networkandout-of-networkplandesigns.Thetwoplansshallbe: a. PLAN A—The Board shall maintain the POS health plan, which

isopentoallunitmembers.TheBoardshallpay90percentoftheannualpremiumforeachunitmemberenrolledintheplanandtheunit member shall pay 10 percent of the annual premium for theplan.

b. PLANB—TheclosedPOSPlanbenefitlevelsshallremainthesame,exceptasspecified.Thisplanshallremainclosedtonewemployeeshired after January 1, 1994. The Board shall pay 80 percent of theannualpremiumforeachunitmemberenrolledinthisplanandtheunitmembershallpay20percentoftheannualpremiumfortheplan.


2. HMOs—HealthMaintenanceOrganizations ForunitmemberswhoenrollintheBoardofEducation’shealthmainte-

nanceorganizations(HMOs)(orotherfuturecarriersawardedcontractsthroughtheMCPSbiddingprocess),theBoardagreestopayasumwhichis95percentoftheannualpremium.Theunitmembershallpay5percentofsuchannualpremiums.

C. Supplemental Plans Theexistingdental,vision,drug,andlifeinsuranceplansshallcontinuetobeprovided,exceptasmodifiedherein.Unitmemberswillbeabletoselecteachplanindependently,regardlessofotherplanselections.Thepremiumcostsharingformulashallbe90percent/10percentforeachplan.

1. Dental Plans MCPSwillcontractwithbothaDentalPreferredProviderOrganization

(DPPO) and a Dental Maintenance Organization Provider (DMO) toprovide dental benefits to MCPS employees. Unit members may electannuallytoparticipateineithertheDPPOortheDMO.TheDPPOwillprovidebothin-networkandout-of-networkdentalbenefits.

2. Vision Plan Theexistingvisioncareinsuranceplanshallremainineffect. 3. Prescription Drug Plans a. MCPS will implement a managed prescription drug plan that

combinesutilizationreview,physicianprofiling,andcasemanage-menttechniques.Theplanwillprotectaphysician’sabilitytomakea final medical determination of the appropriate medication. Theplan’sco-paymentstructureisdesignedtoencourageparticipantstopurchaseprescriptiondrugsatthemostaffordableprice.

b. Theprescriptionco-paymentschedulewillbe:

DRUGCLASSRetail DomesticMail

Order30-day supply 3-month supply

GenericDrugs $5 $0BrandName,FormularyListDrugs $10 $10

BrandName,Non-Formulary,nogenericequivalent $25 $25

BrandName,Non-Formulary,genericisavailable

$25plusthedifference

$25plusthedifference

c. Generic Equivalent Rules—Prescriptionsfornon-formularybrandname drugs with a generic equivalent will automatically be filledwithageneric,andtheparticipantwillbechargedthelowergenericclassco-pay.Ifthephysicianspecifiestodispenseaswritten,oriftheparticipant opts for brand name non-formulary drugs, such drugs


willbedispensedandtheco-payshallincludetheaddeddifferenceincostforthenamebranddrugoverthegenericdrug.

d. Formulary Drug Class (a.k.a., “Primary Drug Class”) is a list ofpreferredbrandnamemedicinesthathavebeenreviewedandselectedby the pharmacy benefit manager’s “Pharmacy and TherapeuticsCommittee”ofpracticingdoctorsandclinicalpharmacistsfortheirsafety,quality,andeffectiveness.

e. Maintenance Drug Class—Maintenance drugs are drugs usuallyprescribedtotreatconditionsofalong-termorchronicnature,suchas diabetes, arthritis, or high blood pressure. Drugs are classifiedaccording to therapeutic category and those drugs are consideredasmaintenancemedicationsunder theplanare identified throughthepharmacybenefitmanager.Twoinitial30-dayprescriptionsformaintenancedrugsmaybefilledataretailpharmacy.Followingthat,maintenancedrugsmustbefilledthroughthemail-orderpharmacy.Ifsuchsubsequentmaintenancedrugprescriptionsarepurchasedataretailpharmacy,theplanshallonlypayasmuchasitwouldhaveifthedrughadbeenpurchasedmail-order—andtheparticipantshallpaythedifference.Participantsmaychoosetocontinuepurchasingtheirmaintenancedrugsin30-dayprescriptionsataretailpharmacybeyondthefirsttwomonths.Iftheydo,theco-payshallbethemailorder co-pay for a 30-day supply plus the added difference in costfortheretailmaintenancedrugovertheplanscostforpurchaseofa 30-day supply of the maintenance drug through the mail-orderpharmacy.

f. Biotech Drug Class—Certainnewly-patented,high-cost,bio-engi-neered drugs are to be bought in the most cost-effective way. Theplandesignshallincludeaspecialtymail-orderpharmacyforbiotechdrugs.TheJointEmployeeBenefitsCommitteewillhave responsi-bilityforcontinuingtoseekoutwaystopurchasebiotechdrugsatthelowestpossiblecost.

g. Ifadoctorcertifiesthatitismedicallynecessarytoprescribeabrandnamedrug(forexample, if theparticipanthasanallergicreactionto the generic equivalent), the co-pay on brand name drugs filledthroughthemailorderprogramwillbetheapplicablebrandnamedrugco-pay:eitherformularyornon-formularynon-generic.

h. Network pricing at pharmacies participating in the network, andthrough the mail order pharmacy, shall be made available to planparticipants topurchasemedical suppliesnotcoveredby theplan,but negotiated through the network. The co-pay for such suppliesshallbe100percentofthenetworkdiscountedcost.

i. Participants in the Kaiser HMO shall have their prescriptioncoverageprovidedbyKaiserinconjunctionwiththeirmedicalplan.The co-pays shall be $5 for all prescriptions at Kaiser pharmacies(including mail-order) and $10 at other participating pharmacies(includingGiant,Safeway,andCVS).


4. Life Insurance TheBoardagrees tocovereachunitmemberwithtermlife insurance

consistentwiththecurrentYour Benefit PlanbookletorsuchotheramountasagreedtobythejointMCAAP-MCPScommittee.Inaddition,theBoardwill provide eligible unit members with the opportunity to purchaseadditionaltermlifeinsurance,atgrouprates,inanamountequaltoonetimesannualsalary,duringtheinitialbenefiteligibilityperiod.Aneligibleunitmemberwhodoesnotpurchaseadditionaltermlifeinsurancewhenfirsteligiblemaydosoduringfutureopenenrollmentperiodsprovidedheorshemeetsinsurancecompanyunderwritingrequirements.Theunitmemberwillpaythefullcostofadditionallifeinsurancepurchasedunderthisprovision.

D. Dual-Employee HouseholdsWheneverahusbandandwifearebothemployedbyMCPSandeligibletoparticipateintheEmployeeBenefitsPlan,oneofthefollowingenrollmentoptionswillbeavailable:

1. Eachmaychoosetobecoveredseparatelyunderasingleplan. 2. Oneemployeemaychoosemedicalcoveragewhichwouldincludehis/her

spouseasadependent.Theothermayenrollinanyotherbenefitplan,butnotinamedicalplan.

3. Ifoneemployeechoosesaplancoveringotherdependents,theothermayenrollinasingleplan.InnoeventwillanyemployeeordependentbecoveredbytwoMCPSplans.

Intheeventofterminationofcoverageofoneoftheemployees,orifdissolu-tionof themarriageoccurs,anyemployeewhowascoveredasdependentunderhis/herspouse’splanwillbepermittedtocontinueinthatplanasthecoveredemployee.

E. Domestic Partner Coverage Health plan coverage shall be available to same-sex domestic partners of

unitmembers.F. General Liability Coverage The Board agrees to continue to carry a comprehensive general liability

policyinwhichemployeesarenamedinsuredswhileactingwithinthescopeoftheirdutieswithlimitsofliabilityatnotlessthan$1,550,000.

G. Tax Deferred Annuities & Deferred Compensation Plans Unit members will be eligible to participate in the currently available tax

advantaged salary deferral 403(b) and 457(b) plans. The forms for thenecessaryreductionofannualsalariesshallbeavailableonlineandat theEmployeeandRetireeServiceCenter(ERSC).

H. Joint Employee Benefits Committee 1.MCAAP/MCBOA and MCPS will participate in a multi-union Joint

EmployeeBenefitsCommittee(JEBC)forthepurposeofreviewingtheemployeebenefitplanperiodically.TheJEBCshallbecontinuedandshallmakerecommendationstothepartieswhenwarranted.Eachpartyshallappointthree(3)membersofthecommittee.


2. Thecommitteeshallselectandmonitortheperformanceofthehealthcareplanadministrators.

3. ItisunderstoodthatthecommitteeshallutilizethebidprocessifrequiredbystatelaworMCPSregulationtocontractforoutsideservicesrequiredtoassistthecommittee.

4. The Board shall indemnify and hold MCAAP/MCBOA, its officers,employees,andagentsharmlessagainstanyandallclaimsarisingoutoftheagreementssetforthinthisSectionandwillreimbursewitnesscostsand fees, court costs, legal fees, and lost wages incurred in defendingagainstanysuchclaim.

5. InrecognitionoftheinadequacyoftheMarylandStateTeachersPensiontheJointCommitteeisalsochargedwithdevelopingoptionsforenhancingtheMCPSsupplementalpensionplan.Suchoptionsmaybethesubjectoffuturenegotiationsbetweentheparties.

I. Flexible Spending Accounts 1. TheBoardshallestablishandmaintainaSection125plan,whichincludes

medicalreimbursementanddependentcareassistanceflexiblespendingaccounts,andpremiumconversion.

2. TheBoardshallprovideanannualmatchingpaymentofuptothefirstone-hundreddollars($100)setasidebyanemployeeinhisorhermedicalreimbursementflexiblespendingaccount.

J. Retirement/Pension PlansTheBoardagreesthatanymodificationsintheretirementandpensionplanbenefitswillbeannounced90days inadvanceof theeffectivedateof theimplementationofsuchchanges.ItagreesfurtherthattheAssociationwillbeconsultedabouttheproposedchangesandwillbegivenanopportunitytoprovideitsviewsandsuggestions.UnitmembersplanningtoretireshouldcontacttheERSCasearlyaspossible.

L. Sick Leave BankAllrulesandguidelinesgoverningtheusesofthesickleavebankshallbeestablishedbymutualconsentoftheparties.

A R T I C L E 1 8

Employee ClaimsAunitmembermaybereimbursedforrepairorreplacementofclothingorotherpersonalpropertydamagedordestroyedintheperformanceofhis/herduties,takingintoconsiderationdepreciation.Personalpropertypossessionmusthavebeenreasonableorproperunderthecircumstancesandthedamageordestructionmustnothavebeencausedinwholeorinpartbythenegligentorwrongfulactof theemployee.Anydamageordestructionwillnotbecompensatedwhen itresultedfromnormalwearandtearassociatedwithdaytodaylivingandworkingconditions. Damage to a unit member’s motor vehicle will be reimbursed for


out-of-pocketexpensesnottoexceed$200,providedthattheunitmembercanproducetheproofthathis/hermotorvehiclewasdamagedasaresultofhis/herenforcement of school regulations. All claims must be submitted to the SmallClaimsReviewBoardforitsdecision.ThemaximumreimbursementunderthisArticleshallnotexceed$900forclaimsthatareapprovedbythesuperintendentordesignee.

A R T I C L E 1 9

Vacancies and TransfersSubtitle I—Vacancies

A. TheprovisionsofthisArticleareapplicabletofillingavacancyinthebargainingunit.AvacancyexistswhentheBoarddeterminestofillanunencumberedbudgetedunitposition.Thesuperintendentshallselectthecandidatetoberecommendedforappointmenttothevacancy.

B. Administrative vacancies will be advertised on the electronic mailsystemandonthetelephonevacancylineforaminimumoffive(5)fullworkdays.Unitmemberswillhavefour(4)workdaysinwhichtoapply.Unitmemberswhohavesubmittedarequestforatransfertotheposi-tionwhichisadvertisedwillbeincludedasapplicants.Unitmemberswhohavenotsubmittedarequestfortransfermustsubmittheirappli-cationorrésuméinwritingtotheassociatesuperintendentofhumanresources and development within the expressed time limits in orderto be considered for specific advertised vacancies. Every effort willbe made to contact unit members as to the status of their candidacypriortotheinterviews.Toexpeditethefillingofvacanciesduringthesummer,assistantprincipalandassistantschooladministratorvacan-ciesmaybepostedforaminimumoftwodays.Unitmembersmaybeaskedto interviewforpositionsforwhichtheydidnotapply.Insuchcases,theunitmembermayacceptordeclinetheopportunity.

C. In the notice of vacancies, qualifications, duties, electronic/URL linktothejobdescription,andratesofcompensationwillbeclearlystated.Wherequalificationsanddutiesmayvaryfromtheclassdescriptionforaposition,thevariationswillbespecified.

D. In filling vacancies, applicants’ quality of job performance, length ofserviceintheMCPS,areasofcompetence,certification,andmajorand/orminorfieldsofstudywillbeconsidered.Inanyinvoluntarytransfer,theworkforcediversitypolicyofMCPSwilltakeprecedenceoveraunitmember’slengthofserviceinMCPS.

E. Uponwrittenrequest,thesuperintendentorhisdesigneewillexplaininwritingtoanapplicantthespecificreason(s)he/shewasnotappointedorconsideredforthevacancy.


Subtitle II—TransfersA. Definitions 1. Involuntary Transfer—Aunitmemberwhosepositionhasbeenabolished

oristransferredtoanassignmenttheindividualdidnotrequest. 2. Voluntary Transfer—Aunitmemberwhorequestsandreceivesatransfer

orreassignment. 3. Administrative Placement—Thefillingofavacancybythesuperintendent

ordesigneeinlieuofthestatedadvertisementandselectionprocess. 4. Reclassification—There-gradingorchangeinresponsibilitiesorduties

ofaposition.B. Whenaninvoluntarytransferorreassignmentofaunitmemberisdeemed

necessary,theaffectedunitmemberwillhavetheopportunitytomakeknownto his/her immediate supervisor and/or other appropriate administratorshis/hercareergoalsandindividualneedsregardingtheproposedtransfer,priortoafinalplacement.AunitmemberwhosepositionhasbeenabolishedwillbeinterviewedforA&Sadvertisedvacanciesforwhichtheyapplyandarequalifiedforaperiodofupto12monthsafterthenotificationthatthepositionisabolished.

C. Theemployeeservedsuchnoticemayrequestawrittenexplanationofthereasons for such transfer or a conference with the superintendent or hisauthorizeddesigneetodiscussthetransferandshallbegivensuchwrittenexplanationorgrantedsuchaconferencenolaterthanfiveworkdaysaftertherequestisreceivedbytheofficeofthesuperintendentorhisauthorizeddesignee.TheemployeeshallhavetherighttobeaccompaniedandassistedbyarepresentativeoftheAssociationatanysuchconference.

D. Aunitmemberwhoisinvoluntarilytransferredforotherthandisciplinaryreasonstoanotherpositiononalowerpayscaleshallcontinuetobepaidtheannualsalaryineffectonthedatepriortotheeffectivedateofthetransferuntilhis/herannualsalaryonthenewgradeexceedsthisguaranteedsalary,atwhichtimetheunitmemberwillbeplacedonthenewschedule.

E The provisions of this Article shall not apply to principal trainees andadministrativeinternswhoareremovedfromtheirrespectivepositions,inaccordancewithprogramcriteria.Likewise,apersonactinginabargainingunitpositionshallnothavetheprotectionofthisArticlewhenreturnedtohis/herformerposition.

F. TheprovisionsofthisArticlewillnotapplywhenthepositionisfilledthroughadministrativeplacement.However,theAssociationwillbenotifiedwhenavacancyisgoingtobeorhasbeenfilledbyadministrativeplacement.Wherefeasible,theAssociationwillbenotifiedinadvance,withtheopportunitytooffercommentsontheadvisabilityoftheadministrativeplacement.

G. Thepartiesunderstandthat,exceptwhereconditionsnecessitateotherwise,actingpositionsshallnormallybeforperiodslessthanoneyear.

H. TheproceduresincorporatedinthisArticleshallbesubjecttothegrievanceand arbitration procedures; however, the merits of the decision to fill avacancywithaparticularindividualshallnotbesubjecttothegrievanceorarbitrationprocedure.


A R T I C L E 2 0

LeavesThe following leave regulations, compliant with the Education volume ofthe Annotated Code and the Code of Maryland Regulations apply to all unitmembers.Termsusedinthefollowingsectionsaredefinedasfollows:

Appropriate official—department head, principal, or immediate super-visor,dependingontheunitmember’sposition.Duty days—thosedaysonwhichtheunitmemberisrequiredtoreportforduty,asdeterminedbytheschoolcalendaradoptedannuallybytheBoardofEducationofMontgomeryCounty.Immediate family—child, parent, brother, sister, husband, wife. In addi-tion,anyonewholivesregularlyintheunitmember’shouseholdandanyoneforwhomtheunitmemberhasdurablemedicalorpersonalrepresentativepowerofattorneyshallalsobeconsideredimmediatefamily.Planned program for professional leave—aprogramplannedandapprovedby the superintendent that leads to standard certification and/or to anadvanceddegree;oraplannedprogramofwriting,study,ortravelapprovedbythesuperintendent.School year—the sameas thefiscal year (July1–June30)of theBoardofEducationofMontgomeryCounty.

A. Family and Medical Leave Act 1. ThisArticleshallconformtotherequirementsoftheFamily and Medical

Leave Actof1993(FMLA).SubjecttothedefinitionsandcriteriaofFMLA,employeesareprovideduptotwelve(12)weeksinany12-monthperiodforthebirthorplacementforadoptionorfostercareofachild,theseriousillnessofanimmediatefamilymember,asdefinedinthisArticle,ortheemployee’s own serious health condition. Authorized leave under thisArticleconformingtotheFMLAdefinitionof“serioushealthcondition”shallbecountedasFMLA,leaveuptothemaximumtwelve(12)weeksineachyear.

2. Theemployee’sbenefitswillbemaintainedduringthetermofcoveredleaveundertheconditionscoveragewouldhavebeenprovidediftheemployeehadcontinuedworking.

3. UponcompletionoftheFMLAcoveredleave,anemployeewillbereturnedtohis/heroriginalpositionwithinMCPS,ortoanequivalentpositioniftheoriginalpositionhasbeeneliminated.

4. UponreturnfromanFMLAleave,allbenefitswillresumeinthesamemannerandatthesamelevelsasprovidedwhentheleavebeganandwillbesubjecttoanychangesinbenefitlevelsthatmayhavetakenplaceduringtheperiodofFMLAleave.


B. Sick LeaveSickleaveisadesignatedamountofcompensatedleavethatistobegrantedtoaunitmemberwho, throughpersonal illness, injury,quarantine,preg-nancy, miscarriage, or childbirth and recovery, is unable to perform thedutiesofhis/herposition.Sick leavealsoincludesotherexcusedabsences,such as medical, dental, or optical examination or treatment. Sick leavemaynotbegrantedfortheperiodofdisabilitywhenmoniesarepaidtotheunitmemberundertheWorkers’CompensationLaw,exceptasprovidedinSectionEofthisArticle.

1. Eligibility—Theprovisionsofsickleaveapplytoallunitmembers. 2. Method of computing sick leave—Eachfulltimeunitmembershallaccrue

sick leave at the rate of one day per month of assigned responsibility.Regularpart-timeunitmembersshallaccruesickleaveinproportiontothetimeworked.

3. Accumulation of sick leave—Unusedsick leave isaccumulatedonanunlimitedbasis.Unusedpersonal leaveshallbeaddedannuallytotheunusedsickleaveaccount,exceptasprovidedinSectionR.2,ofthisArticle.

5. Advance of sick leave—At the beginning of each school year, a unitmemberisadvancedsickleavethatwillbeearnedduringtheschoolyear.Sickleaveinexcessoftheamounttobeearnedmaybeadvancedbythesuperintendent.Unitmembersareliableforalladvancedsickleave.

5. Indebtedness of advanced sick leave at termination of service—Aunitmemberwho,onterminationofservicewithMCPS,isindebtedtosaidsystemforadvancedsickleaveshallhavetheamountofsuchindebtednessdeductedfromhis/herearnedsalary.Aunitmembermustreimbursethesystemforanyamountofindebtednessforadvancedsickleavenotcoveredbyhis/herearnedsalary.

6. Disposition of accumulated sick leave at termination of service or death—Atthetimeofhis/hertermination,afterfive(5)yearsofMCPSservice,anyunitmemberwhohasperformedhis/herdutiessatisfactorilyshallreceiveterminationpayathis/hercurrentsalaryrateforonefourthofhis/heraccumulatedsickleave.Intheeventofanemployee’sdeath,suchamountshallbepaidtotheemployee’sestate.Afteraunitmemberhascompleted thirty (30)yearsofMCPSservice, the terminationpaydescribedinthisparagraphshallbefor30percentoftheunitmember’saccumulatedsickleave.

7. Procedure to be followed in obtaining and using sick leave a. Aunitmembershallnotifytheappropriateofficialasearlyaspossible

ifhe/sheisunabletoreportforduty. b. Aunitmemberonsickleaveshallnotifytheappropriateofficialasto

theprogressofhis/herillnessandthedateofhis/heravailabilityforduty,assoonasitisdetermined.

c. A certificate by a physician confirming the necessity for a unitmember’s absence due to illness, injury, quarantine, pregnancy,miscarriage,orchildbirthandrecoverymayberequired.


C. Leave Without Pay, Personal Illness, or Family IllnessOnthesuperintendent’s recommendation, theBoardmaygranta leaveofabsencewithoutpaytoaunitmemberwhenthatunitmemberoramemberof his/her immediate family is ill. The leave shall be for definite periods,suchasasemesterorschoolyear,andshallnotexceedone(1)year.Leaveapprovedandverifiedwithadoctor’scertificationonanFMLAleaverequestform,inaccordancewithFMLA,maybetakenforuptotwelve(12)weeks.Applicationsforleavemustbesubmittedinwritingtotheappropriateoffi-cialandforwardedwithhis/herrecommendation.

1. Eligibility—Allunitmembersareeligibletoapply. 2. Benefits—Unitmembersmaycontributetotheretirementsystemwhile

onleave,accordingtotheprovisionsoftheMCPSRetirementSystem.ForunitmembersonFMLAleave,MCPSwillmaintaintheemployee’sbenefitsundertheconditionscoveragewouldhavebeenprovidediftheemployeehadcontinuedworking.

3. Return from Leave—Iftheleavegrantedisforpersonalillness,theunitmemberwillbereinstatedattheconclusionoftheleave,providingahealthcertificatefromtheattendingphysicianissubmittedattestingtotheunitmember’sphysicalfitnesstoperformhis/herduties.Reassignmentwillbemadewhenthereisavacancyforwhichtheunitmemberisqualified.ReassignmentuponreturnfromanapprovedFMLAleavewillbetotheunitmember’soriginalpositionheldpriortoleave,ortoanequivalentpositioniftheoriginalpositionhasbeeneliminated.

D. Leave for Illness in the Immediate FamilyLeave may be granted for illness in the immediate family and shall bechargedagainstaccumulatedsickleave.

E. Workers’ Compensation LeaveAunitmemberwhoisphysicallyunabletoreportfordutyasaresultofaninjuryinthelineofdutymaybeplacedonworkers’compensationleaveatfullsalarybythesuperintendent,providedtheunitmemberseeksmedicaltreatmentwithrespecttotheinjuryfromaphysicianwhoisamongalistofpreferredprovidersapprovedbytheBoard.Iftheunitmemberelectstobetreatedbyaphysicianwhoisnotamongthelistofpreferredproviders,theunitmemberwillbeentitledtoreceivethebenefitmandatedbytheWorkers’CompensationLawofMaryland,butwillnotbeentitledtothebenefitsinthissection.Aunitmemberreceivingworkers’compensationbenefitsbutnot receiving workers’ compensation leave may use his/her accrued sickleaveandmustsubmittoMCPSallmoniesreceivedthroughtheWorkers’Compensation Law of Maryland, or resulting from a legal liability of apersonotherthantheunitmember.For purposes of this section, full salary is defined as net biweekly pay,afterwithholdingof federal, state, andFICA taxes.Thepartiesagree thatunitmembersshallnotreceivegreatersalaryaftertaxeswhileonworkers’compensationleavethanwhentheyareonactiveduty.Therefore,theBoardshallprovideasupplementtothestandardworkers’compensationbenefitsothatthenetpayoftheemployeeisequaltohis/herregularnetpay.Thegross


salary for the purposes of pension/retirement and tax deferred programcontributionsshallremainthatoftheregulargrosspay.Theunitmember,orhis/herrepresentative,mustfileaninjuryreportwiththeEmployeeandRetireeServiceCenterERSCwithinforty-eight(48)hoursof the injury. The unit member shall also file a leave request for leave forworkers’ compensation, accompanied by a participating doctor’s reportstating thathe/she isunable tocarryout thedutiesofhis/herassignmentduetothisinjury.Workers’ compensation leave is approvedby theDepartmentofFinancialServices, and is contingent upon claim for workers’ compensation beingapprovedbytheMCPSworkers’compensationclaimsadministrator.Iftheleave isnotapprovedby theMCPSworkers’compensationclaimsadmin-istrator,theemployeewillberequiredtorepayMCPSallmoniesreceived.Thispaymentcanbe intheformofannual leave,sick leave,or lumpsumpayment. All monies payable to the unit member through the Workers’Compensation Law of Maryland, or resulting from a legal liability of apersonotherthantheunitmembermust,undertherightofsubrogation,betransmittedtotheBoardbytheunitmember.Itistheresponsibilityofthedisabledunitmembertocheckwithhis/herphysicianandtoinformhis/herprincipalorotherappropriateofficialmonthlyoftheapproximatedatehe/shecanreturntohis/herregularassignment.Aunitmembermaybecarriedonfullworkers’compensationleaveforuptoone(1)yearafterthedisabilityaccident.Atthattime,thesuperintendentwilldeterminewhethertheunitmemberisabletoreturntohis/herregularassignment,begivenanalter-nativeworkassignment,beplacedonsickleave,orbeplacedondisabilityretirement. An alternate work assignment terminates workers’ compensa-tionleave.Neithertherequirementthataunitmemberseekmedical treatmentfromaBoard-preferredprovidernortheone(1)yearlimitforworkers’compen-sationleaveshallapplytoaunitmemberwhois injuredduetoaphysicaldisabilitythatresultsfromanassaultwhileinthescopeofBoardemploy-ment,orwhoisinjuredwhileinterveninginafightorphysicalstrugglethattakesplaceintheunitmember’spresenceinaschoolbuildingoronschoolgroundsoronaschool-sponsoredtrip.

F. Annual LeaveAnnualleaveispaidleavethatisgrantedtoeach12-monthunitmember.

1. Eligibility for annual leave—Theprovisionsofannualleaveshallapplyonlytothoseunitmemberswhoseassignedresponsibilityisof12monthsduration.Unitmembersundercontractfor10monthsandemployedfor1or2additionalmonthsofdutyshallnotbeeligibleforannualleave.

2. Method of computing annual leave—Alleligiblepersonnelshallearnannualleaveasfollows:

0–3yearsofMCPSservice:15days 4–15yearsofMCPSservice:20days 16+yearsofMCPSservice:26days


3. Accumulation of annual leave a. Foranyoneyear,aunitmembermaycarryforwardupto,butnot

exceeding, thirty-five (35) days of annual leave earned from thepreviousyear.

b. Themaximumnumberofdaysofannualleaveavailableatanyonetime will be the balance brought forward, up to a maximum ofthirty-five (35) days, plus the amount to be earned for the currentschoolyear.

c. Eachyear,annualleavethatisnotusedorforwardedshallbeauto-maticallytransferredtoaunitmember’saccumulatedsickleave.

d. EachJuneunitmemberswithatleastfive(5)yearsofadministrativeexperiencewithMCPS,andwhohaveaccumulatedatleast280hoursofannualleave,willbepermittedto“cashout”uptofour(4)daysofsuchannualleaveanddepositthemonetaryvalueoftheleaveinanavailable 403(b) plan of the employee’s choice. All annual leave sodepositedmustbematchedbytheunitmember’spayrolldeductionofatleastanequalamountofsalaryinthesamefiscalyeartoaquali-fying403(b)and/ora457(b)plan.

4. Disposition of accumulated annual leave at termination of service or death—Allannualleaveshouldbeusedbeforetheeffectivedateofemploy-menttermination,oralumpsumsettlementshallbemadeatthecurrentsalaryrate,butnottoexceedamaximumofforty-five(45)days.Intheeventofanemployee’sdeath,suchamountshallbepaidtotheemployee’sestate.

5. Approved Annual Leave Rescinded—If written advance approval ofannualleaveissubsequentlyrescindedbytheassociatesuperintendent,theunitmemberwillbereimbursedfortheactualcostspaidbytheemployeefortravelandlodgingreservationsmadeorincurredinrelianceontheapprovedleave.

6. Indebtedness for advanced annual leave at termination of service—Anyindebtednessforadvancedannualleavebyaunitmemberupontermina-tionofserviceshallberesolvedasfollows:

a. Theamountdueshallbedeductedfromtheunitmember’searnedsalary.

b. Terminatingunitmemberswhoarenotduetoreceiveearnedsalaryshallbebilledfortheamountofindebtedness.

7. Useofannualleaveinconjunctionwithchildcare/adoptionleave.SeeSection I.

G. Holiday LeaveHolidayleaveisgrantedtoallunitmembersonofficialholidays,whichshallbedesignatedeachyear intheschoolcalendar.Aunitmemberonautho-rizedpaidleaveforaperiodincludinganofficialholidayshallbeconsideredonholidayleaveforthatday.


H. Professional LeaveAtthediscretionoftheBoard,professionalleavethatwillpreparetheunitmemberforgreaterusefulnessinhis/heremploymentmaybegrantedtoaunitmemberuponrecommendationofthesuperintendentordesigneeforsuchpurposesasoutlinedbelow:

1. Professional leave with pay for academic study/professional improve-ment—Professionalleavewithpaymaybegrantedtotheunitmemberby the Board,upon recommendation of the superintendent, for work,research,orotherpurposesthatwillincreasetheunitmember’scompe-tenceorfurtherprofessionalgrowthandwillcontributetotheimprove-mentoftheschoolsystem.

Anoutlineofaplannedprogrammustbesubmittedwiththeapplicationforleave,includingwhattheemployeeintendstoaccomplishduringtheperiodofleave,howtheleavewouldenhancetheemployee’sperformance/careerandbenefittheschoolsystem,andaplanformonitoringprogressduringthetermoftheleave.Inaddition,theunitmembermustobtaintheendorsementoftheassociatesuperintendentwhowillmonitortheplan,reviewprogressreportssubmittedbytheunitmember,andapprovethedocumentedcompletionoftheapprovedprogram.

a. Standard—Thenumberofunitmembersthatmaybegrantedprofes-sionalleavewithpayinanyyearwillbeatthediscretionofthesuper-intendentofschoolsandBoard.

b. Eligibility—Unit members become eligible for professional leavewithpayforaminimumofafullsemesteruptoonefullyearaftertheyhaveatleastsevenyearsofMCPSserviceuninterruptedbyanyotherleaveofasemesterdurationormore,exceptforsick,childcare,military, or exchange leave. Eligibility is reestablished seven yearsafterthefirstprofessionalleavewithpayiscompleted.

Whererequired,theunitmembershallholdastandardoradvancedprofessional(firstclass)certificatevalidatthetimeleaveisgranted.

c. Salary allowance—Unit members granted professional leave withpay shall receive one-half their regular salary during the specifiedperiodofleave,iftheyagreetoreturntoMCPSforatwoyearperiodimmediately following the period of leave, and 60 percent of theirsalary if they agree to return to MCPS for a period of three yearsimmediatelyfollowingtheperiodofleave.Thissalaryshallbepaidbiweekly.

d. Benefits (1) Aunitmemberonprofessionalleavewithpayshall,forallpur-

poses, be viewed as a fulltime employee. The unit member’srightsandprivileges,lengthofservice,andtherighttoreceivesalaryincrementsasprovidedbythepoliciesoftheBoardwillbethesameasiftheunitmemberhadremainedinthepositionfromwhichhe/shetookleave.Annualandsickleavemaynotbeusedorearnedwhileonprofessionalleavewithpay.


(2) Duringtheperiodofprofessionalleavewithpay,theunitmem-ber’s contributions to the MCPS Retirement System shall bemadejointlybytheindividualandtheBoard.Theunitmembershallpayanamountproportionatetotheamountofsalaryre-ceivedandtheBoardshallpaythebalanceforcontributionatthefullsalary.

(3) UnitmembersshallretainmembershipintheEmployeeBenefitPlan,forwhichdeductionsshallbemadefortheperiodofleave,andtheBoardshallcontinuetomakeitscontributionsthereto.

e. Contractual agreement—A unit member accepting professionalleavewithpayshallenterintoaseparate,writtencontractwherebyhe/sheagrees toreturntoservice inMCPSfora twoyearor threeyearperiod immediately followingthe leaveofabsence. If theunitmemberfailstoreturnandremainforthespecifiedtime,he/sheshallrefundanymoniespaidtohim/heroronhis/herbehalfbytheBoardproratedtoaccountforanytimeservedoutofthetwoorthreeyearperiod.

f. Change of status due to inability to complete program—Iftheunitmember cannot complete the planned program for which profes-sional leave with pay was granted, it is his/her responsibility tonotify the superintendent.The leavemay thenbe rescindedby theBoardandtheunitmemberplacedontheappropriateleavestatus,reassigned, or terminated. Salary allowances and benefits shall beadjustedaccordingly,andtheunitmembermustmakearrangementssatisfactory to the Board of Education for payment of any moniespaidtohim/heroronhis/herbehalfforwhichhe/shemaybeliableasaresultofthechangeinleavestatus.

2. Leave without pay for academic study/professional improvement—LeavewithoutpaymaybegrantedtotheunitmemberbytheBoard,uponrecom-mendationofthesuperintendent,forwork,research,orotherpurposesthatwillincreasetheunitmember’scompetenceorfurtherprofessionalgrowthandcontributetotheimprovementoftheschoolsystem.

Anoutlineofaplannedprogrammustbesubmittedwiththeapplicationforleave,includingwhattheemployeeintendstoaccomplishduringtheperiodofleave,howtheleavewouldenhancetheemployee’sperformance/careerandbenefittheschoolsystem,andaplanformonitoringprogressduringthetermoftheleave.Inaddition,theunitmembermustobtaintheendorsementoftheassociatesuperintendentwhowillmonitortheplan,reviewprogressreportssubmittedbytheunitmember,andapprovethedocumentedcompletionoftheapprovedprogram.

a. After three (3) years of satisfactory service (1) Eligibility—Unitmembersbecomeeligibleforaleaveofabsence

forprofessionalimprovementwithoutpay,foraminimumofafullsemester,uptoonefullyearafterthree(3)yearsofMCPSserviceuninterruptedbyanyotherleaveofasemesterdurationormore,exceptforsick,childcare,military,orexchangeleave.


(2) Benefits (a) During the unit member’s period of leave, his/her contri-

butions to the Employee Benefit Plan shall be paid by theBoard.

(b) Duringtheunitmember’speriodofleave,his/hercontribu-tionstotheMCPSRetirementSystemshallbepaidbytheBoard.

(c) Creditonthesalaryscheduleforoneyearofsuccessfulexpe-rienceshallbegranteduponverificationofthecompletionoftheapprovedprogramforwhichleavewasgranted.

(3) Contractual agreement—Aunitmembergrantedprofessionalleavewithoutpayshallenterintoaseparatewrittencontractbywhichhe/sheagreestoreturntoserviceinMCPSforatleastaoneyearperiod immediately following the terminationof theleave.Iftheunitmemberfailstoreturnandremaininserviceforatleastoneyear,he/sheshallrefundanymoniespaidtohim/heroronhis/herbehalfbytheBoardonaproratedbasisaccord-ingtotimeserved.

(4) Change of status due to inability to complete program—Iftheunitmembercannotcompletetheplannedprogramduringtheperiodforwhichleavewasgranted,itishis/herresponsibilitytonotifythesuperintendent.TheleavemaythenberescindedbytheBoardandtheunitmemberplacedontheappropriateleavestatus,reassigned,orterminated.AnymoniespaidbytheBoardtohim/heroronhis/herbehalf forwhichhe/she is liableasaresultofthechangeinleavestatuswillberefundedtotheBoard.

b. After one year of satisfactory service (1) Eligibility—Unitmembersbecomeeligibletoapplyforaleave

ofabsenceforprofessionalimprovementwithoutpayforamini-mumofasemesteruptoonefullyearafterone(1)yearofMCPSservice.

(2) Benefits—Creditonthesalaryscheduleforoneyearofsuccess-fulexperienceshallbegranteduponverificationofthecomple-tionoftheapprovedprogramforwhichleavewasgranted.

(3) Change of status due to inability to complete program—Iftheunitmembercannotcompletetheplannedprogramduringtheperiodforwhichleavewasgranted,itishis/herresponsibilitytonotifythesuperintendent.TheleavemaythenberescindedbytheBoardandtheunitmemberplacedontheappropriateleavestatus,reassigned,orterminated.

3. Leave to attend professional meetings Uponwrittenapplicationinadvanceandwiththerecommendationofthe

appropriatesupervisor,thesuperintendentordesigneemaygrantaunitmemberleavetoattendprofessionalmeetings(e.g.,conventions,confer-ences,orcommittees)asparticipantorobserverwithoutlossofsalaryor,


pursuanttothesamerequestandapprovalprocess,thesuperintendentordesigneemaygrantaunitmemberleave,withoutlossofsalary,forshorttermstudyofnomorethantwenty(20)workingdays.“Study”ismeanttoincludeacademicornonacademiccoursework,seminars,orotheractivi-tiesforprofessionalimprovement,butdoesnotincludeactivitiesforthepurposeofgeneratingadditionalincome.Leaveforshort-termstudymaybeapprovedandusedinblocksoflessthanafullday.

4. Leave for exchange or overseas teaching/administration Uponwrittenapplicationinadvancewiththerecommendationof the

superintendent,theBoardmaygrantaleaveofabsencenottoexceedtwo(2)yearsforexchangeteaching/administrationorforteaching/administra-tioninanoverseasarea.Tobeeligible,aunitmembershallhaveatleastfiveyearsofMCPSservice.Creditontheappropriatesalaryscheduleforone(1)yearofsuccessfulexperienceshallbegranteduponverificationofcompletionofoneyearofsatisfactoryexchangeoroverseasteaching/administration.

5. Leave for teaching/research/administration in a teacher training college or university

Uponrecommendationof the superintendent, leaveup to two (2) fullschoolyearsmaybegrantedbytheBoardtoaunitmemberforthepurposeof teaching/research/administration in a teacher training college oruniversity.AnyremunerationtobepaidbytheBoardtotheunitmemberwillbedeterminedbythesuperintendent,inconsultationwiththeunitmember,priortothetimeleaveisgranted.ThetotaloftheremunerationbytheBoardandtheregularsalarytheunitmemberreceivesfromthecollegeoruniversityshallnotexceedtheannualsalarytheunitmemberwouldhavereceivedhadhe/sheremainedinhis/herpresentpositioninMCPS.

Procedures a) Eligibility—Tobeeligible,aunitmembershallhaveservedinMCPS

forfiveconsecutiveyears. b) Benefits—Aunitmemberonleaveforteaching/research/administra-

tionshallbetreatedasafulltimeemployee.Theunitmember’slengthofserviceandtherighttoreceivesalaryincrementsshallbethesameasifhe/shehadremainedinthepositionhe/sheheldwhenleavewasgranted.Sickorannualleavecanbeneitherusednorearned.

c) Contractual agreement—A unit member on leave for teaching/research/administrationshallagreetoreturntoserviceinMCPSforatleastatwo-yearperiodimmediatelyfollowingtheleaveofabsenceorreimbursetheBoardforallmoniespaidtohim/heroronhis/herbehalf,prorated toaccount forany timeservedoutof the full twoyears.WherenosalarycontributionshavebeenmadebyMCPS,theunitmemberwillbeliableonlyforaproratedshareofbenefitsifanyarefundedbyMCPS.


d) Change of status during period of leave—If the unit member onleaveforteachinginateachertrainingcollegeoruniversitycannotcomplete the program for which leave was granted, it is his/herresponsibility to notify the superintendent. The leave may then berescindedbytheBoardandtheunitmemberplacedontheappro-priateleavestatus,reassigned,orterminated.Salaryallowancesandbenefits shall be adjusted accordingly, and the unit member mustmakearrangementstoreimbursetheBoardanymoniespaidtohim/heroronhis/herbehalf.

6. Leave for completion of professional responsibilities Withpriorapprovalfromtheappropriatesupervisor,aunitmembermay

begrantedprofessionalleavewithpaytocompletejob-relatedresponsi-bilitiesthatmaybecompletedoffsite.

I. Child Care/Adoption Leave 1. Anyunitmemberwhowillbecomeanadoptiveparentorwhowishes

leavetocareforhis/herchildmaybegrantedanunpaidleaveofabsencenottoexceedeighteen(18)months.Suchleaveshallberenewableattherequestoftheunitmemberforanadditionalperiodnottoexceedeighteen(18)months.InaccordancewithFMLA,leaveshallbegrantedtoaunitmemberforaperiodnottoexceedtwelve(12)weeksforthepurposeofcaringforhis/herchild,placementforadoption,orfostercare.

2. Whentheleaveisofshortduration,andnotlongerthansixty(60)consecu-tivedutydays,asubstitutemaybeemployedandthepositionshallbeheldforthereturnoftheunitmember.UseMCPSForm430-1forshort-termleave.

3. Unitmemberswishingleaveinexcessofsixty(60)consecutivedutydaysforaperiodnottoexceedeighteen(18)monthsmustuseMCPSForm430-1 for long-termchildcare/adoption leavewithoutsalary.Theunitmember’spositionwillnotbeheldforhis/herreturn.

4. Unitmemberswhoareeligibleforannualleavewillbeallowedtouseanyearnedleaveintheiraccountsafterapprovalbytheappropriateofficial.Thesixty-day(60)oreighteen-month(18)periodshallincludetheperiodofannualleaveifused.

5. Assoonasithasbeendeterminedthataunitmemberwishestousechildcare/adoptionleave,aunitmembermustnotifytheappropriateofficialinwritingatleastthirty(30)dutydaysinadvance.

6. UnitmembersmayelecttohavecontinuedparticipationintheMCPSEmployeeBenefitPlanbyassumingthefullcostofthepremiumswhileonleavewithoutpay.Contributionstotheemployeebenefitplanwillbepayable monthly to the Board, in accordance with MCPS procedures.For those employees on FMLA leave, for the duration of the FMLAleave,MCPSwillmaintaintheemployee’sbenefitsundertheconditionsthatcoveragewouldhavebeenprovidediftheemployeehadcontinuedworking.Failuretomakepayments,inaccordancewithMCPSprocedures,willresultincancellationofbenefits.Retirementcontributions,ifany,


maybepaidmonthlytoMCPS;orthetotalofsuchcontributions,plusinterest,maybepaidatthetimeofreturnfromleave,inaccordancewithMCPSprocedures.

7. Inordertoreturnfromchildcare/adoptionleave,theunitmembershallsubmitarequestinwritingtothedirectorofstaffingatleastonemonthbeforethedatetheemployeedesirestobereassigned.Ifaunitmemberisofferedanassignmentforwhichhe/sheisqualifiedandtheassignmentisrefused,theunitmemberwillhavetoresignorbeterminated.AunitmemberreturningfromFMLAleavewillbereassignedtohis/heroriginalposition,ortoanequivalentpositioniftheoriginalpositionnolongerexists.

J. Military Leave 1. Military leave of absence a. Approval—A unit member entering military service may, upon

writtenapplicationandwiththeapprovalofthesuperintendent,begranted leaveofabsencewithoutpay, inaccordancewith the stateregulations. A copy of the military orders must accompany therequest for leave. This leave applies to individuals who aredraftedorwhovolunteerforserviceoraremembersoftheReserves(asusedhereinincludesNationalGuard)andarecalledtoactiveduty.

b. Return from military leave—Aunitmembergrantedmilitaryleaveofabsenceshallretaintherighttobeplacedinthesameorsimilarpositionuponreturnfromleave,subjecttothefollowing:

(1) The employee will complete any period of probation, notcompletedpriortoenteringthearmedforcesorbeingcalledtoactiveduty,ifhis/herseparationfromthearmedforcesorreturntoinactivedutywasunderconditionsotherthanadishonorabledischarge.

(2) He/shemakesapplicationwithinninety(90)daysfromthedateofhis/her separation fromthearmed forces incasehe/shehasinvoluntarilyentered,orwithinninety(90)daysafterthetermi-nation of his/her first period of enlistment in case he/she hasvoluntarilyenteredorwrittenninety(90)daysafter thereturntoinactivedutyinthecaseofamemberoftheReserves,forrein-statementtotheBoard.

(3) He/she makes application for reinstatement within ninety (90)daysfromthedateofseparationfromsuchserviceorreturntoinactivedutyorwithinninety(90)daysafterdischargefromahospital, provided such hospitalization is directly connectedwith, related to, and immediately follows his/her separationfromthearmedforcesorreturntoinactivedutyandtheperiodofhospitalizationdoesnotextendbeyondayearfromthedateof such separation. Any employee qualifying for reinstatementunder thisprovisionshallbeentitled tostartat thesalaryandrateofearningswhichhe/shewouldhavereceivedifhe/shehad


remainedcontinuouslyintheBoardofEducation’sservice.Ifhe/she isnotqualifiedtoperformthedutiesofhis/herpriorposi-tion by reason of disability sustained during military service,butisqualifiedtoperformthedutiesofanyotherpositionintheemployoftheBoard,he/sheshallbereemployedinsuchcompa-rableposition,thedutiesofwhichhe/sheisqualifiedtoperform,aswillprovidehim/herlikeseniority,status,andpayrate,orthenearestapproximationthereofconsistentwiththecircumstancesofhis/hercase.

c. Retirement—Theunitmember,uponreinstatement,shallsubmittotheMCPSRetirementSystemanofficialverificationofthelengthofmilitaryservice.

2. Military Leave for Training Purposes a. Eligibility—AunitmemberwhoisamemberoftheNationalGuard

oroftheU.S.ArmedForcesReserves,andwhoisrequiredbythelawsoftheUnitedStatesorofMarylandtoreportforatrainingperiodshallbeeligibleforagrantofmilitaryleavefortrainingpurposes.

b. Application procedure—Applicationformilitaryleavefortrainingpurposesshallbemadeinadvance,immediatelyuponreceiptofoffi-cialnoticetoreportfromtheappropriatemilitaryauthorities.Acopyoftheofficialordersmustaccompanytheapplicationforleave,whichmustbeapprovedbytheappropriateofficialandthesuperintendent.Whenpossible,militaryleaveforunitmemberswithlessthantwelve(12) months of responsibility shall be arranged during non dutyperiods.Thesuperintendentmayrequestachangeinmilitaryorderswhenitseemstobeinthebestinterestoftheschoolsystem.

c. Pay status during leave—All unit members who are members oftheorganizedmilitiaoroftheReservesshallbeentitledtoleaveofabsencewithout lossofpayonalldaysduringwhichtheyshallbeengagedinfieldorcoastdefenseorothertrainingorderedorautho-rized under any law of Maryland or of the United States, duringsuchtimeas theyareon inactiveduty training, fornotmore thanfifteen(15)daysannually;provided,however,ifanymembersoftheorganizedmilitiaareorderedtoactivedutyunderauthorityofthegovernor,theyshallbeentitledtoleaveofabsencewithoutlossofpayfor such time they actually serve under such active duty orders inadditiontothe15dayperiodspecifiedabove;andprovidedfurther,ifanymemberoftheReservesisorderedtoactiveduty,he/sheshallbeentitledtoaleaveofabsencewithoutlossofpayforuptofifteen(15)dayswhileonactivedutyinadditiontothefifteen-(15)dayperiodspecifiedabove.

K. Salary and Leave Benefits for Conscientious Objectors 1. Therearetwoclassesofconscientiousobjectors— a. Class10,whodoesnotenterthemilitaryservice,butfulfillshis/her

selectiveserviceobligationbyworkingfor24monthsinaninstitution


approvedbythestateinwhichhe/sheresides,andwhoisnotentitledtoveterans’benefits,and

b. Class1AO,whoentersthearmedservices,butdoesnotbeararms,issubjectedtothesamehazardsastheregularserviceperson,andupondischarge,isentitledtoallveterans’benefits.

2. Unitmemberswhoareconscientiousobjectors,andwhoareClass10,shallnotbegivencreditonthesalaryscheduleforthistypeofserviceatthetimeofemployment.

3. AunitmemberwhoisClass10,whoisdraftedandentersthistypeofprogramshallbegivenLeaveforUnusualandImperativeReasonsand,uponreleasefromhis/herobligation,shallbereinstatedatthesameorcomparablepositionatthesamesalarystepandinthesamestatusasatthetimehis/herleavebegan.Unitmemberswhoareconscientiousobjec-tors,andwhoareClass1AOshallbeentitledtoallprovisionsofthesalaryplanandmilitaryleavepolicies.

L. Leave for Family BereavementA unit member shall be allowed a maximum of five (5) days of absencewithoutlossofsalaryuponthedeathofachild,parent(natural,foster,step,orin-law),brother,sister,husband,wife,orofanyonewhohaslivedregu-larlyinhis/herhousehold.Aunitmembershallbeallowedamaximumoftwodutydaysofabsencewithoutlossofsalary,uponthedeathofabrother-in-law,sister-in-law,son-in-law,daughter-in-law,grandparent,grandchild,spouse’s grandparent, or an individual for whom the unit member helddurablemedicalorpersonalrepresentativepowerofattorneyatthetimeofdeath. In the event of unusual travel or personal problems in connectionwiththeuseofbereavementleave,additionalleavedaysmaybegrantedbythe Leave Administration team in ERSC. With approval from the LeaveAdministrationTeam,oneormoreofthealloweddaysmaybeusedatatimethatisnotimmediatelyproximatetothedateofdeathforaburialormemo-rialservicethatoccursatalaterdate.Leaveforfamilybereavementisnotavailableforbusinesspurposessuchasestatemanagementorwillreview.

M. Political LeaveLeaves of absence for political activity without salary, including candi-dacyforpoliticalofficeorholdingpublicoffice,shallbearrangedwiththefollowingrules:

1. Unitmembersengaginginpoliticalactivityshallmakeitclearthattheirutterancesandactionsaretheirsasindividuals.

2. Leavesofabsenceshallberequestedinwriting. 3. Leavesofabsenceforcampaigningandholdingofficemaybearrangedfor

adefiniteperiod.Ifthecandidateisnotelected,he/sheshallbereturnedtohis/herpositionimmediately.

4. Leave may include voter registration and election day duties or otherpoliticalresponsibilities.


N. Civil Leave for Juror or Witness ServiceUpon approval of the superintendent, a unit member who is subpoenaedasawitnessinacivilorcriminalcaseoriscalledandservesonajurywillbegrantedpaid leave for thatperiodof timehe/she isunable toreport towork,providedtheunitmemberisnotapartytothecivilorcriminalcase,exceptasdefendantinanactionregardinghis/herauthorizedMCPSduties.Applicationforleavemustbemadeinadvanceandsubmittedwithacopyofthesubpoena.Theunitmembershalltransmitanymoniesreceivedfromsuchassignmentotherthanthoseusedforpersonalexpense(e.g.,travel)totheBoard.

O. Compensatory LeaveUnitmembersshallnotearnorbegrantedcompensatoryleave.

P. Leave for Emergency Closing of Schools and/or Central OfficeAllunitmembersareexpectedtoreportfordutywhenschoolsareclosed,ortakeannualorpersonalleave,unlessthesuperintendentordesigneehasannounced the central office is closed. When all schools and the centralofficesareclosedbecauseofinclementweatherorotheremergencyreasons,unit members designated as emergency personnel are expected to reportor remain on duty, unless directed not to do so by the superintendent ordesignee.Allothersareautomaticallygrantedemergencyleave.

Q. Leave for Unusual or Imperative ReasonsUnitmembersmaybegrantedleavebythesuperintendentforUnusualorImperativeReasons,atnolossofpayoratlossoffullpaywhennootherleaveisapplicable.Approvalmustbesecuredwherepossiblebeforetheabsenceoccurs.

R. Personal Leave 1. Allunitmembersmaybegranteduptofive(5)daysperyearforpersonal

leave.Awrittenrequestfortheintendedabsenceshallbesubmittedtotheappropriateofficialat leastone-dayprior to theexpectedabsence.Nospecificreasonforsuchpersonalleaveshallberequiredorsolicited.Personalleave,ifgranted,shouldbeusedonlytoconductpersonalbusi-nessofanaturethatcannotbescheduledonanynondutyday.Personalleavewillbegrantedonlywhenthe immediatesupervisordeterminesthat adequate provisions for continuing the instructional/operationalprogram(s)canbemade.Incasesofemergency,theappropriateschoolofficialshallbenotifiedpriortothestartofthedutydaytobetakenoff.

2. Therulesregardingpersonalleaveshallbeasfollows: a. Leaveimmediatelybeforeorafteraholiday,vacation,orstaffdevel-

opmentdaymayberequestedforreasonfromtheappropriateofficial. b. One day of unused personal leave may be carried over from year

toyear(i.e.,personal leavemayaccruetoamaximumofsixdays).However, no more than five days of personal leave may be usedduringanyfiscalyear,inadditiontotheonedaythatmaybecontrib-utedtotheMCAAPleavebank.Theremainderofunusedpersonalleaveshallbetransferredtoaccumulatedsickleaveattheendoftheschoolyear.


S. GeneralExcept in thosecaseswhere the superintendenthas the right togrant theleave, the superintendent shallhave the right to recommend to theBoardthataleaveofabsencebegrantedwithoutpayorwithpayortorecommendthattheleavebedenied.

A R T I C L E 2 1

Protection of Unit MembersA. Incasesofassaultofaunitmember,theprovisionsofWorkers’Compensation

LeaveinArticle20,SectionE,ofthisAgreement,andArticle6-111oftheAnnotatedCode,Education[Volume],shallapply.

B. Where the unit member is charged with personal liability arising fromthe appropriate performance of his/her duties and responsibilities, he/shewillbeprotectedbytheMCPSliabilitycoverage,andwillbeprovidedthelegal assistance for his/her defense and will be fully indemnified againstany monetary judgment or fine levied against him/her by a court oradministrativebody.

C. 1. Whereinterventioninanyfightorphysicalstrugglewhichtakesplaceinanyschoolbuilding,onschoolgrounds,oratanyapprovedschoolactivityorfunctionwheretheunitmemberisactinginhis/herofficialcapacity between or among students or any other persons results ininjuriesnotcoveredbySectionAabove,theprovisionsofArticle7-307oftheAnnotatedCode,Education[Volume],shallapply.

2. Inanysuitorclaimbroughtagainstaunitmemberasaresultofsuchintervention,theBoardshallprovidelegalcounselfortheunitmemberandshallsavehim/herharmlessfromanyawardordecreeagainsthim/her.

3. The degree and force of the intervention shall be as reasonable asnecessarytorestoreorder,andtoprotectthesafetyofthecombatantsandsurroundingpersons.

D. Whenanyunitmembergivesnoticetotheappropriateschoolsystemofficialthatanotherindividualisengaginginacourseofconductagainsttheunitmember,arisingfromtheunitmember’sperformanceofhis/herdutiesandresponsibilities,whichtheunitmemberreasonablybelievestobeinviolationofArticle27-123(Harassment)or124(Stalking),orArticle26-101(a),(b),or(c)(Disturbanceorthreats),oftheAnnotatedCodeofMaryland,theschoolsystemwilltakereasonableandappropriateactionsdesignedtoprotecttheemployeeandpreventthecontinuationoftheoffensiveconduct.


A R T I C L E 2 2

Fair PracticesA. Therewillbenoreprisalsofanykindtakenagainstanyemployeebecause

ofhis/hermembershipintheAssociationorhis/herlegalrepresentationalfunctionsonbehalfoftheAssociation.

B. TheBoardshallnotdiscriminateagainstanyunitmemberwithregardtohis/hermembershipornonmembershipintheAssociation.TheAssociationshallnotdiscriminateagainstanyunitmemberwithregardtothetermsorconditionsofmembershipintheAssociationbecauseofrace,color,gender,age, creed, religion, marital status, national origin, sexual orientation, ordisability.

C. TheBoardandtheAssociationagreethatthereshallbenodiscriminationbytheBoardortheAssociationagainstemployeesbecauseofrace,color,gender,age, creed, religion, marital status, national origin, sexual orientation, ordisability.

D. DisciplinenotsubjecttothegrievanceprocedureunderArticle24shallnotbegrievableusingthisArticle.

E. The Association agrees to represent, fairly and nondiscriminatorily, allbargainingunitmemberswithoutregardtomembershipornonmembershipintheAssociation.

F. Thepersonallifeofaunitmembershallbetheconcernof,andwarranttheattentionof,theBoardonlyasitmaydirectlypreventtheunitmemberfromproperlyperforminghis/herassignedfunctionsduringdutyhoursorviolatelocal,state,nationallaworbeprejudicialtohis/hereffectivenessinhis/herposition.

G. A unit member or, by written authorization from the unit member,a representative of the Association, may, upon request, review thenonconfidentialcontentsoftheunitmember’spersonnelfile.

H. A supervisor may create private files (supervisor files) on employees thatincludesuchthingsasdocumentsandnoteskeptforpurposesofevaluation.Suchafiledoesnotconstituteanofficialpersonnelfile.Theexistenceofsuchafileonanemployeeshallbemadeknowntothatemployee,who,inturn,shallhavetherighttoreviewthefileuponrequestandinitialacknowledgmentofeachitementeredinthefile.Afteranemployee’sperformanceevaluationhasbeencompletedandupontheemployee’srequest,documentsandnoteskeptin the supervisor’sfile formore than threeyears regarding that employeeshallberemovedanddiscarded.

I. InanyinvestigativemeetingorinterviewwithanemployeethatisconductedbytheOfficeofHumanResourcesandDevelopmentandthatmayleadtodemotion,suspension,ordischarge,theemployeewillbeadvisedthathe/shehastherighttohaveaUnionrepresentativepresent.


J. Noemployeeshallbedisciplinedorsufferlossofpayorbenefits,orchangeof assigned work location, as a direct result of truthfully reporting factsconcerninganinfractionbyanyotheremployeeorcontractortotheschoolsystem.

K. Nounitmembershallbeheldresponsibleforthelossofmoneyinhis/hercustody,unlessitisdemonstratedthatthelossisduetothenegligenceoftheunitmember.

A R T I C L E 2 3

Recrediting Of Former Service CreditsAformeremployee,uponreappointmenttoapermanentorconditionalpositioninthesameclassificationorhigher,shallbegrantedfullcreditforyearsofservicewith MCPS only to determine salary schedule placement if the following twoconditionsaremet: 1. Theindividualpreviouslywasemployedforaminimumoffiveyears. 2. Theindividualisreemployedwithinathree-yearperiod.

A R T I C L E 2 4

Discipline And DischargeA. Unitmembersplacedonunusualandimperativeleavewithfullpaywhen

underinvestigationbytheadministrationwillbeinformedofthereason(s)atthetimetheleavebegins.

B. No unit member shall be disciplined without proper cause. If a remedyexistsunderArticle6-202oftheAnnotatedCode,Education[Volume],itisunderstoodthatactionstakenunderthatarticleandsectionarenotsubjecttothegrievanceprocedureinArticle7ofthisAgreement.Forthepurposeof this paragraph, discipline shall be defined as including reprimand andwarningnotices.

C. A unit member, upon request, has the right to have an Associationrepresentativeaccompanyandcounselhim/herataninterviewormeeting,thepurposeofwhichistoinvestigatewhethertheunitmemberhasengagedinmisconductwarrantingdiscipline.

D. Suspension,demotion,anddischargeofMCAAP-BOAunitmemberswillbehandledinaccordancewiththefollowingprocedures:

1. Anymeetingwhereanemployeeisnotifiedofsuchactionshallbedelayedareasonablelengthoftime,nottoexceedtwodutydays,inordertoallowfortheAssociationrepresentativetoattendiftheemployeesorequests.


2. Anysuspensionofaunitmemberforthepurposeofinvestigationshallbewithfullpay.Normally,suchinvestigationswillbecompletedwithinfive(5)dutydays.

3. Writtennoticeofchargeswithspecificationswillbegiventotheaffectedunitmemberatthetimethedisciplinaryactionistaken.Priortoactingupon a recommendation for discharge or suspension in excess of five(5)dutydays,thedecidingofficialshalloffertheaffectedemployeetheopportunitytomakeastatementonhis/herbehalfpersonallyorinwriting.Wheretheemployeeelectstomakethestatementinpersontothedecidingofficial,anAssociationrepresentativemaybepresent.

4. Thepartiesagreethattheforegoingsectionswillbesubjecttobindingarbitrationforquestionsinvolvingdueprocessonly,andnotwithregardtothesubstanceofthedecision.

A R T I C L E 2 5

Reduction In ForceA. Authority The Board retains the right to reduce its force and its decisions on such

reductions are not subject to the grievance or administrative complaintprocedures.

B. Definitions Reductioninforceshallmeantheterminationwithoutprejudiceofaunit

memberfromMCPS.MemberswhowouldhaveearnedMCPSseniority,butforthefacttheyweredesignatedconfidentialbytheBoardshallneverthelessbegivencreditforsuchperiods.

C. Procedure Whenareductioninforcewithinagivenjobclassificationismade,MCPS

willdeterminewhichunitmember(s)willbereleasedinthefollowingorder: 1. UnitmembersholdingclassIIcertificates. 2. UnitmembersonprobationarystatusasdefinedwithinthePGSshallbe

laidofffirst. 3. Unitmembersholdingprovisionalcertificates. 4. Allotherunitmembersnotin1or2above. Forunitmembersin2,3,and4above,suchunitmember’slengthofservice

inMCPSandqualityofjobperformancewillreceiveconsideration.AmongadditionalfactorstobeconsideredbyMCPSwillbethecompetencyoftheunitmemberasrelatedtotheneedsofMCPS.


D. Recall 1. Anyunitmemberwhoseservicehasbeenterminatedbecauseofareduc-

tioninforceshall,foraperiodoftwo(2)years,receivepriorityconsid-eration for reemployment if appropriate vacancies for which the unitmemberisdeemedqualifiedbyMCPSdevelop.

2. Ifaunitmemberisnotifiedofrecallandrefusestheassignment,theunitmemberwilllosetherighttofurtherrecall.

3. Anyunitmemberwhoisterminatedduetoareductioninforcemaybeplacedonleavewithoutpayforthesix(6)monthsimmediatelyfollowingthelastdutydayandmaychoosetocontinuemembershipintheMCPShealthbenefitplaninwhichtheunitmemberisenrolledbypayingthefullcostofmembershipinsuchplanduringthosesix(6)months.Ifthememberisnotrecalled,orrefusesanassignmentbeforetheendoftheinitialsixmonth(6)period,theleavewithoutpayandthemembershipintheMCPShealthbenefitplanwillbeautomaticallyterminated.

E. Intheeventthataunitmemberdoesnotdesireatthetimeofterminationtobeplacedonthelistforpriorityconsiderationforreemployment,he/sheshall receive fullpaymentofall earnedunused leave.Unitmembers shallalsobeentitledtoeitherofthepaymentslistedbelow:

1. Terminatedunitmemberswithtwo(2)ormoreyearsandlessthantwelve(12)yearsofMCPSservicewillreceiveone(1)month’ssalaryforeachyearofMCPSservice,uptoalimitofsix(6)months’salary.

2. Terminatedunitmemberswithtwelve(12)ormoreyearsofMCPSservicewillreceiveone(1)month’ssalaryforeachyearofMCPSserviceuptoalimitoftwelve(12)months’salary.

F. It is the goal of the parties to avoid layoff of unit members to the extentpossible.Thesuperintendentordesigneewillattempttoprovideaperiodofretrainingforunitmemberssothattheycanbeplacedinpositionsforwhichtheywouldnototherwisequalifywithoutsuchtraining.

A R T I C L E 2 6

Reassignment Out of the MCAAP/MCBOA Units

Unitmembersmayrequest tobereassignedoutof thebargainingunitor toalower-level position within the unit. In such instances, decisions on the unitmember’ssalarywillbeguidedbyexistingregulations.


A R T I C L E 2 7

DurationA. ThisentireAgreementisforafour-yearperiod,beginningJuly1,2010,

andendingJune30,2014.B. If the County Government provides higher compensation or other

economic improvements foranyof itsemployeeorganizationsduringthetermofthisAgreement,thosehigherincreaseswillbematchedforschoolsystememployees,oreitherpartytothisAgreementmayreopennegotiationsfortheaffectedfiscalyear.

C. Reopened Negotiations—Either party may reopen negotiations forFY2012,FY2013,and/orFY2014onthefollowing:

1. EconomicprovisionsoriginallynegotiatedforFY2010andnotimple-mentedasaresultofreopenednegotiationsduringFY2009.

2. ImplementationdatesofnormalsalarystepsscheduledforFY2012andbeyond.

3. OthereconomicprovisionsoftheAgreement. 4. Longevitycompensationforunitmembers. 5. During FY 2012, either party may reopen up to two Articles of this

Agreementfornegotiations.

FortheBoard:/s/

LarryA.BowersChiefOperatingOfficer

FortheAssociation:/s/

EdytheA.MillerExecutiveDirector

INWITNESSWHEREOF,thepartieshereuntosettheirhandsandsealsthis24thdayofMay2010.

MontgomeryCountyBoardofEducation

MontgomeryCountyAssociationofAdministrativeandSupervisory

Personnel

/s/PatriciaB.O’Neill

President

/s/RebeccaNewman

President

MontgomeryCountyPublicSchools/s/

JerryD.WeastSuperintendentofSchools


Organizational Culture of RespectTh e Board of Education, the superintendent and the executive staff , and the organizations representing employees recognize and value the role of all employees as contributors to a learning community which sets high standards of performance for staff and students. By working together through continuous improvement, eff ective communication, and meaningful involvement in the decision-making processes, we provide a high quality education to every student. We are committed to shared responsibility and a collaborative partnership integrated into an organizational culture of respect.

MCEA MCAASP SEIU MCPS

A COMPACT BETWEEN

Montgomery County Educational Association (MCEA)Montgomery County Association of Administrative and Supervisory Personnel (MCAASP)

Service Employees International Union (SEIU) Local 500Board of Education and the Superintendent of Schools

SEPTEMBER 2005

A P P E N D I X A


Th e commitment to foster an organizational culture of respect that is embedded throughout the school system is a priority of the employee organizations, the Board of Education, and the superintendent and executive staff . Th is culture is built on the belief that all employees, both school-based and nonschool-based, are essential to a successful learning environment. Inherent to this belief is the recognition that there is strength in diversity, which is inclusive of all groups and individuals. We are committed to:• Trust in each other

• Use of collaborative and interest-based processes

• Recognizing the collective bargaining relationships as opportunities to enhance this culture

• Recognition of every employee’s contributions

• High expectations for all staff and students that are reasonable, clear, and transparent

• Open, honest contributions without fear of retribution

• Open and eff ective communication

• Respect for various points of view

• Civility in all of our interactions

• Team building and working together as teams

Th ere is a commitment to fostering and sustaining a culture of respect through supports and structures. In order to be eff ective, these supports and structures should be embedded throughout the system, visible and accessible to everyone, and seen as fair and equitable. In order to make certain that this culture is promoted throughout the school system, time is needed for collaboration, training, and professional development and resources are needed to accomplish this.

Examples of supports and structures include, but are not limited to:

• Board of Education policies, such as the Creating A Positive Work Environment in A Self-renewing Organization and Human Relations policies.

• Professional growth systems, which include professional development, employee orientation, mentoring, training, recognition, support for new and under-performing employees, and professional development plans

• Collaborative processes, such as labor/management collaboration committees, Councils on Teaching and Learning, principal leadership groups, cross functional teams, advisory committees, and Study Circles

• Diversity training and development initiatives

• Continuous improvement processes, including the Baldrige-guided school improvement process

• Communication processes, including satisfaction and climate surveys, focus groups, budget forums, and various feedback reports

• Dispute resolution activities


In an organizational culture of respect, individuals are aware and understand the impact of their behavior and decisions on others. We expect that the actions and behaviors of all individuals and groups are consistent with and refl ect this organizational culture. The actions listed below represent expected behaviors:

• Model civility in daily interactions

• Use collaborative and interest-based strategies rather than positional or adversarial approaches

• Be clear about the level of involvement in the decision-making process

• Seek to solve the problem, not apply blame

• Utilize active listening skills

• Encourage creativity and risk-taking

• Seek and respect the opinion of others

• Respect the time and the time commitments of others

• Seek to resolve issues at the level where they occur

• Seek to understand before making judgments

• Acknowledge the professional judgment of individuals in their roles

• Be aware of nonverbal communication

• Use power and authority appropriately and positively

• Be an active and responsible member of the team

• Be responsible for accepting and giving feedback

• Provide and receive feedback constructively and respectfully

• Communicate openly and respectfully

In order to sustain an organizational culture of respect, it is critical that all employees have an awareness, understanding, and tolerance of others’ interests, viewpoints, culture, and background. This culture promotes a positive work environment that ensures the success of each employee, high student achievement, and continuous improvement in a self-renewing organization.

Montgomery County Educational Association

Service Employees International Union Local 500

Montgomery County Association of Administrative and Supervisory Personnel

Montgomery County Board of Education

Superintendent of Schools


Published by the Department of Communications

3344.06 • Electronic Graphics & Publishing Services • 7/06

Th is document is available in an alternate format, upon request, under the Americans with Disabilities Act, by con-tacting the Public Information Offi ce, 850 Hungerford Drive, Room 112, Rockville, MD 20850, 301-279-3391 or 1-800-735-2258 (Maryland Relay).

Individuals who need sign language interpretation or cued speech transliteration in communicating with the Mont-gomery County Public Schools (MCPS) may contact Interpreting Services in Programs for Deaf and Hard of Hear-ing at 301-517-5539 or 5582 (Voice/TTY).

Th e Montgomery County Public Schools prohibits illegal discrimination on the basis of race, color, national origin, religion, gender, age, marital status, socioeconomic status, sexual orientation, physical characteristics, or disability. Inquiries or complaints regarding discrimination or Title IX issues such as gender equity and sexual harassment should be directed to the MCPS Compliance Offi cer, Offi ce of the Deputy Superintendent, 850 Hungerford Drive, Room 129, Rockville, MD 20850, at 301-279-3126.

��

RESPECT

ommunicating openly

upporting our coworkers

esolving diff erences

nhancing collaboration

romoting civility

eam building through trust

ncouraging creativity

www.montgomeryschoolsmd.org/info/respect


Index

AActingHigherLevelPosition31AnnualLeave42A&SProfessionalGrowthSystem(A&S

PGS)24A&SReviewPanelProgram26AssociationDuesDeductioni, 18AssociationLeadership/

DeputySuperintendent/ChiefOperatingOfficer(COO)CollaborationCommittee(ADC)4

AssociationRightsAndPrivileges16

CCentralServicesDevelopment8ChildCare/AdoptionLeave48CivilLeaveforJurororWitnessService52Collaboration3CollaborativeManagementCoordinating

Committee(CMCC)6CommitteeRepresentatives9CompensatoryLeave52

DDefinitions10DentalPlans33DisciplineAndDischarge55DomesticPartnerCoverage35Duration58

EEmergencyClosingofSchools

and/orCentralOffice52EmployeeBenefitsPlani, 32, 35EmployeeClaims36EquitablePractices4ExtendedLeadershipProgram9

FFairPractices54FlexibleSpendingAccounts36

GGeneralLiabilityCoverage35GrievanceProcedure13

HHolidayLeave43

IInnovationinProfessionalDevelopment9

JJointCollaborationCommittee6, 7, 21, 31JointEmployeeBenefitsCommittee

6, 32, 34, 35

LLeadershipCareerLattice9LeadershipDevelopment6, 21, 23LeaveforFamilyBereavement51LeaveforIllnessintheImmediateFamily41LeaveforUnusualorImperativeReasons52Leaves24, 39, 51LeaveWithoutPay,PersonalIllness,

orFamilyIllness41LifeInsurance35Longevity28, 30, 58

MMedicalPlans32MilitaryLeave49, 50

NNegotiationProcedure11

OOrganizationalCultureofRespect3OvernightResponsibilities31

PPersonalLeave52PoliticalLeave51PositionClassification9PrescriptionDrugPlans33ProductiveAndProfessionalWorkforce20ProfessionalFeedback9, 25ProfessionalGrowthSystem

ImplementationTeams6ProfessionalGrowthSystems8ProfessionalLearningCommunities8ProfessionalLeave44ProfessionalRecognition20ProhibitionOfStrikes,Slowdowns,and

WorkStoppages19ProtectionofUnitMembers53


RReassignmentOutofthe

MCAAP/MCBOAUnits57Recognition4, 10, 11, 20RecreditingOfFormerServiceCredits55ReductionInForce56Retirement/PensionPlans36

SSalariesAndCompensation28SalaryandLeaveBenefitsfor

ConscientiousObjectors50SchoolBoardAuthority11SchoolsUnderConstruction31SickLeave36, 40SickLeaveBank36StaffDevelopmentCross-functionalTeam6Stipends31SupplementalPlans33Supplements30

TTaxDeferredAnnuities&Deferred

CompensationPlans35Technology9TimeandResourcesfor

ProfessionalDevelopment23TuitionReimbursement22

UUnitMemberEvaluation27UnitMembers’Responsibilities20

VVacanciesandTransfers37VisionPlan33

WWorkdays31Workers’CompensationLeave41, 53

Rockville,Maryland

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AGREEMENT - Montgomery County Public Schools