Ox Teachers Contract

AGREEMENT BETWEEN

THE OXFORD BOARD OF EDUCATION AND

THE OXFORD EDUCATION ASSOCIATION

SEPTEMBER 1,2010 THROUGH AUGUST 31,2012

F.

fuGi{TS oF TE^CFIERS To

ARTICLE

6

. INSURANCE

aRTICLE

8

- PERSONAL

ARTICLE

ITEPRESENTAI-ION

BENEFITS................

LEAVE........

9 - SABBATICAL

i...........rj...r...

LEAYE

LUNCH ARTICLE 12. NON-TEACHING DUTIES...... 13

- UNASSIGNED, PLANNINGAND CLASS

/. 2. 3. 4.

14

- POSTING OF OPEN

VoluntarTrnsfets. Principal.. Supetintendent.............. Teacher Indication of fntenr.................... ARTICLE 16 - DEGREE DEFINITIONS.......... Transfet by the Tnnsfer by the

...........................10

....,...I4 ..............14

PERIODS...

POSITIONS ARTICLE 15 - TEACHERASSIGNMENT AND TRANSFER........... ARTICLE

..........7

..........13

ARTICLE 11. DUTY FREE

ARTICLE

...........5

................I5 .........16 .....................17

.................j7

.......l8 ....... 18 ............................ 18

.............I9

ARTICLE

1?

- PLACEMENT ON THE SAI.A.RY

ARTICLE

18

- SAIARY PAYMENTS

SCHEDULE

EXTRADUTY.......... ARTICLE 20 - LONGEVITY STIPENDS........,....... ARTICLE 21- TRAVELALLOWANCE.................. ARTICLE 22 - SEVERANCE PAY....... ARTICLE 23. SEPARATIONAND RECALL PROCEDURES...............' ARTICLE 24 - PAYROLL DEDUCTIONS............. ARTTCLE

ARTICLE

A.

19

- EXTRAPAY FOR

25 - DUES

28 -

APPENDIX

APPENDIX

CoNTTr.\uED

TEACHER

EMPLO\'L{ENT

PROTECTION.............

SCHEDULE A2.2A71-2012 SAI.ARY SCHEDULE

N.

.....................20

.."...23 ".'...23 .......-...............'...24 ..........."24

...,."25

DEDUCTION AND SERVICE FEE DEDUCTION"""""""";"""""""""""""""""""25

CoNoltIoNs oF

ARTICLE

"..".19

2O1O.2O71SAI-ARY

""""'25

...'".27

..",..29 .....".'30

THIS AGREEMENT is made and enteted into by and between THE OXFORD BOARD OF EDUCATION (hereinafter refeued to as the "BOARD") and THE OXFORD EDUCATION ASSOCIATION (hereinafter rcferred to as the "Association"), affiliated rvith the Connecticut Education Association and National Education Association.

ARTICLE 1. RECOGNITION The Board recognizes the Association as the exclusive batgaining representative for all cenified professional employees of the Board and employees holding a durational shortage perrnit who are employed by the Boatd in positions requiring a teaching certificate, other thari'temporary substitutes, and who are not included in the administrator's unit ot excluded fiom the purview of $$10-153a to 10-153g rnclusive.

This Agreement shall apply rn full to all teachers who are normally employed for one-fifth of a wotk week or mote.

It is recognized rhat the Boatd

has and v.ill continue to retain, whether exercised or not, the sole right, responsibiJity and prerogative to direct the operadon of the pubJic schools in the Town of Oxford in all its aspects, including but not Iimrted to the following: to employ, assign and transfer teachers; to exercise those powets specified rn Sections 1,0-220, 1.0-221, and 1.0-222 of the Connecticut General Statutes; to suspend or dismiss the employees of the schools in the manner provided by statutes; to prepare and submit budgets to the Board of Selectmen, and in its sole direction, expend monies appropriated by the town; to make such transfers of funds within the appropnated budget as it shall deem desirable; to establish or continue policies, practices, and procedures fot the conduct of school business; to discontinue processes or operations or discontinue their perfotmance by employees; to select and determine the number and types of employees required to perform the school's operations; and to determine the cate, maintenance, and operation of equiprnent and property used for on behalf of the purposes of the school district. Any of the rights, powers, functions, and authority which the Board had prior to the sigmng of this Agteement, ot agreement with the Association, are retained by the Board, except as those rights, ^rty powers, functions or authodty are specifically abridged and modrfied by the express provisions of this Agreement.

If the Board unilaterally changes the hours of employrnent teachers ate requited to work and the Association feels the change is a substantial one affecting a maior term or condition of employmenq it may request negod.ations, regarding the impact of the change. If the parties fail to resolve the impact issue, a neutral arbitrator shall be mutually chosen to decide the following questions: Under the Connecticut State Board of Labot Relation's interpretation of the phrase "substantjal change in a majot teffn oi condition of employment":

1.

Is there a change?

2.

If

so, is

it

3.

If

so, does

4.

If

substantialP

it concern

a major term

ot condj.tion of employment?

so, each paty shall submit the last proposai it made during the negotiation of impact and the arbitator shall adopt vzhichever of the trvo offers is more reasonable based on the arguments and evidence presented at a heariag.

ARTICLE 3. CONSULTATION PROCEDURE A-

An informal meeting shall be held no more than once a month between the Board and the Association, if one is requested by eithet party. The meeting shall be held at a mutually agreeable ume. A meenng agenda shall be developed by the party requesting the meeting and delivered to the other parry at least five (5) days prior to the meeting. It is understood that such meetings are not for the putpose of negotiations of the processing of gdevances. The Associadon will endeavot to resolve situations througir administrative channels priot to utrlizing this consultation ptocedure.

B. The Board, Administration and the Association realize the educational need to keep class sizes reasonably small consistent with individual student needs. The parties also agree that optrmum goals for class sizes shall be grades K-3 - 20 students, grades 4-8 - 25 students. In order to teach

will meet according to this procedure prior to April 1 of the ensuing school yea4 ar'd after October 1, of the cuttent school year to discuss the class sizes and problems that may arise. Recommendations from these meetings wili be made to the endre board concerning possible methods to be used in achieving the aforemenuoned goais. these goals, the parties

C. Transfer policies and ptocedures, not addressed by the provisions of tl"us Agreement, discussed under this Atticle during each of the years of this Agreement.

ARTICLE

A.

4-

will be

GRIEVANCE PROCEDURE

Puqpose

The purpose of this procedure is to secute, at the lowest possible administrative level, equitable soludons to problems which may aise affecting fhe welfate or working condidons of teachers. Both paties agree thatproceedings shall be kept as confidential as is appropriate.

Fotmal Procedutes

E. 1.

Level One - School Principal teacher is not saasfied with the outcome of informal procedutes, or if has (s)he elected not to utilze such procedures, (s)he may present the clarm as a written grievance to his/her pnncrpal.

a. If an aggrieved

b.

2.

The pdncipal shall, within seven (7) days after receipt of the written grievance, tendet his decision and the reasons therefore in writing to the aggteved teacher, with a copy to the Association

Level Two - Suoerintendent of Schools

a. If the aggrieved teacher is not satrsfied

with the disposition of his/her grievance at Level One, he/she may, within five (5) days after receipt of the decision, ot within ten (10) days after the fotmal meeting, whichever is sooner, frle his/her wdtten gdevance with

the Superintendent.

b.

\)fithin five (5) days after receipt, of the grievance, the Superintendent shall meet with the aggdeved and with representatives of the Association for the purpose of resolving the grievahce.

c.

\)Tithin five (5) days of the hearing, the Supetintendent shall render his decision in writing and the reasons therefore to t}le aggrieved teacher, with a copy to the Association.

J.

Level Three - Boatd of Education

^.

4.

If

the aggrieved teacher is not satisfied with the disposition of his/her grievance at Level Two, he/she may, within five (5) days after receipt of the decision, or within ten (10) days after the formal meeting, whichever is sooner, frle his/her grievance to the Board of Education.

b.

The Board of Education within ten (10) days after teceipt of the appeal ot at the next regularly scheduled Board meetrng (as the fust item on the agenda), as chosen by the Board, shall meet with the aggrieved and with the teptesentatives of the Association for the purpose of resolving the grievance.

c.

The Board shall, within five (5) days after such meeting, render its decrsion in writing to the aggrieved teacher, with a copy to the Association.

Level Fout -Atbitration

a.

The President of the Association, or his designee may, within ten (10) days after receipt of the Board of Education decision or within 15 days of the Level 3 headng, whichever

is soonet, subrnit the gtievance to arbitration by flling a demand of atbitration with the American Arbitration Association and by also fihng notice with the Board of Educadon. b.

The arbitrator selected to hear and decide any dispute shali be selected pursuant to the Voluntary Labor Arbitration Rules of the American Arbitration Association.

c.

The arbitrator selected shall confer promptly with representatives of the Board and the Association, shall revierv the tecord of prior hearings, and shali hold such further hearings with the aggneved teacher and other parties in interest as he shall deem requisite.

d.

The arbitrator shall, within drirty (30) days after the close of the hearing tender his decision in writing to all parties jn interest, setting forth his findings of fact, teasoning and conclusions, on the issues subrnitted.

The decision of the arbrttator shall be final and binding upon all parties in intetest as to disputes arisrng from the interpretauon or application of this Agreement or an alleged breach thereof, and as to disputes adsng out of actions rmplemented for the purpose of disciplining a teacher ot teachers. The decision of the Board on all othet matters will be final and binding. The costs of the services of the arbiuator shall be borne equally by the Board and the Associadon.

Rights of Teachers to Representation

F. L

No repdsals of any kind shall be taken by either pmty ot by any member of the admrnistration against any participant in the grievance ptocedure b;' reason of such participation.

2.

Any party in rnterest may be represented at Levels Two and Three of the formal grievance procedure by a person of his own choosing, except that he may not be represented by a representative or by an offrcet or any teacher organnatton other than the Association. ![hen a teachet is not tepresented by the Association, the Associatron shali have the right to be ptesent, and to state its views at all stages of the procedure.

J.

In the event that the Association shall not have elected to submit a grievance to arbittation, the aggrieved teacher may submit his grievance to arbitration independendy by following the procedures outlined above in lieu of the Association, provided however, that rn such case the costs fot the sewices of the arbitrator shali be borne by the aggrieved teacher.

4.

if it so desires, call upon professional sewices of the Connecticut Education Association for consultation and assistance vtry stage of the ptocedute.

The Associad.on may,

^t

G.

Miscellaneous

1,. All documents, comfnunications and records dealing with the processing of a grievance be filed separately ftom the personnel file of the parucipants.

2.

shall

Forms for filing and processing grievances and other necessary doculTrents, shall be jorntly prepared by the Superintendent and the Association and made available through the Association so as to facilitate operation of the grievance procedute.

3. If the principal is not duectly involved rn the tesolution of the gtievance,

the aggrieved may

file the grievance vzith the Superintendent.

ARTICLE 5. EVALUATION

A.

Evaiuation of teachers shall be implemented in accordance with the regulauons established by the State Board of Education for the development of evaluation programs.

B.

Each teacher, upon his or her employment or at the beginning of the school year, whichever is later, shall be given a copy of the evaluation program.

C.

Except to the extent that disclosute is necessary, evaluations shall be con{idential.

D. No mate:iiral originating

after origjnal employment shall be placed in a teachet's petsonnel folder notified. The teacher may submit a written notation regardtng any materia| and the same shall be attached to the fiIe copy of the material in question. If the teacher is asked to sign matedals placed in his or her personnel file, such signature shall be understood to indicate his or her arp'arerless of the matenal, but rn no instance will said slgnature be interpreted to mean that the teacher agrees with the content of the rnateriaL. unless the teacher has been

complaint be placed in a teacher's petsonnel folder. Aty complaint communicated first hand to an administrator, by a complainant or parent of a minor complainant, m^y be placed in a teacher's folder provided that the teacher receives a copy of the complaint.

E. In no situation will any allonymous

F. No teacher

shall be reprimanded

or have any statement relative to poor service conduct or

character placed in his/her personnel folder without just cause.

ARTICLE

6-

INSURANCE BENEFITS

A. Effective

the 2010-2011 contract year, an employee purchasing health insr.uance shall pay a prernium cost share equal to t1le dollar-equivalent charged for the comparable plan offered during the2009-2010 contract year and the Board of Educatron shall pay the remainder of the health insurance premiums for fi.:ll dme teachers and their dependents. Beginning September 1, 2011 the Board of Education shall pay erghty-four (B4o/o) percent of the health insurance premiums for full time teachers and their dependents and the employee shall pay sixteen (1670) percent of such cost. The above contributions shall be fot the following:

1.

Effecuve the 2010-2()11 contract ve r, a PPO pian with plan provisions descnbed in Appendrx B. Managed three tter incentive Prescnption Drug plan wlth $5/$25/$35 copay for generic, formulary name brand, non-formulatT name brand respectively, for a 34 day supply with hvo (2) tunes retail copay, for mail order for a 100 day suppiy, and a $2000 annual benefit maximum per covered person. Prescription drug expenses in excess of the $2,000 annual benefit maximum are paid as out of network benefits subject to the deducuble, coinsurance, and out of pocket maximum descnbed herein in Appendix B. The three-tier formulary drug plan shali provide that generic substitution requirements will be vraived when the physician writes "dispense as written" on the prescription. (Summary of medrcal benefits attached as Appendix B). Any benefits requred by law but not reflected rn

A

Appendix B shall be incorporated by reference,

Effective the 2010-2011 contract year, a PPO plan with plan provisions described in Appendrx C. A Managed three tiet incentive Prescription Drug plan with $10/$25/$40 copay for generic, formulary name brand, non-formulary name brand respectively, for a 34 day supply with trvo (2) times retail copay,

for mail order for a 100 day supply, and a $2000 annual benefit maximum per covered person. Prescription drug expenses in excess of the $2,000 annual benefit maximum are paid as out of network benefits subject to the deductible, coinswance, and out of pocket maximum described herein in

Appendix C. The three-tier formulary drug plan shail provide that generic substitution requirements will be waived when the physician writes "dispense as written" on the prescription. (Summary of medical benefits attached as Appendix C), Any benefits requred by law but not reflected in Appendix C shall be incorporated by reference.

2.

Full Service Dental with Rider A or Flex Dental.

Effective the 2010-2011 contract year, the employee shall be responsible for payment of a cost share equal to the dollar-equivalent of the fifteen (15%) premium cost share applied during the 2009-201,0 contract year, Effective September 7,201.1, the employee shall pay sixteen (16%) Percent of the premium cost share for dental coverage. If the teacher elects no payroll deduction for insurances, the teacher shall have waived his/her right to be covered by the insurances listed above.

.

Teachers and their dependents may choose the following health insurance option

1.

Effective October 1,2A1,0, a Health Savings Account (HSA) with a $1,500 individual and $3,000 family deductible. Thereafter benefits are covere d at 1.0Ao/o in network and 80% out of network. See Appendix C for a description of said plan. The Board will deposit a subsidy of seventy-fiye percent (75%) of the individual or two-person or family coverage deductible

on or befote the frst day s5 the calendar (covetage) yeat in the Health Savings Account of each teacher who enrolls in the HSA. Effective October 1,2077, a Health Savrngs Account (HSA) with a $1,500 indrvidual and $3,000 family deductible. Thereaftet benefits ate covered at 7000/o in network and B07o out of nerwork. See Appendrx C for a description of sard plan. The Board will deposit a subsidy of seventy-five percent (75oh) of the indrvidual or two-person or family coverage deducuble on or before the first day of the calendat (coverage) year in the Health Savings Account of each teacher utho enrolls in the HSA.

2.

Full Sen'ice Dental with Rider A ot Flex Dental, The dental premium share is the same the HSA premium share for those choosing the HSA.

as

Effective the 2010-2011 contract year, an employee purchasing heaith insurance shall pay a premium cost share equal to the dollar-equivalent charged fot the compatable plan offered dunng il:.e 2009-2010 conttact year and the Board shall pay the remainder. Effective Septembet 1,201.1., the Board will pay eighty-four percent (84oh) of the premium and the teachers, by way of payroll deduction, shall pay the remaining sixteen percent (160h) of the ptemium. C

Effective the2070-2A1 1 contract year, employees who choose only individual, trvo-person or family dental insurance coverage shall be responsible for a premium cost share equal to the dollar-equivalent charge fro the comparable plan offered during the 2009-2010 conftact year. Effective September 1.,201.1., the Board vzill pay eighty-four percent (84%") of the premium and the teachers, by way of payroll deduction, shall pay the remairring sixteen percent (16%o) of dre premium.

D. The Board will condnue to offer an I.R.S. Section 1,25 pre-tax conversion which shall allow emplol.ees to meet any required insurance ptemium conuibution and also rnclude a medical care account for those employees not selecting the HSA and a dependent care account option for all employees. Election to participate in such plans shall be at the option of the employee.

E. The Board shall provrde life insurance for teachers at one (1) times fhe teacher's annual salarv rounded up to the next highest $1,000, for example, $21,i00 in annual salary to $22,000 in life insurance. F.

The Board shall pay the cost of insurance listed above, for the teacher and family, for teachets who are employed less than full-time with the Board's contribution towards the cost of insurance being equivalent to the amount of time the teacher works on a weekly basis, e.g., onehalf time teacher - one-half of the cost of the jnsurances, four-fi.fths time teachet - Board to pay four-fifths of the insurance cost, etc. Effective the 2010-201 1 contract \jear> afl employee purchasing health insurance shall pay a premium cost share equal to the dollar-equivalent charged for the comparable plan offered during the 2009-2010 contract )'ear and the Board shall pay the remainder, subject to any applicable pto nta deduction. The Board shall ptovide e€htyfour percent (84o/o) fi 2071,-2012 of the pto-r^ta premiums set forth in Section C. For example, n 201,1-201,2 for a one-half time teacher, the Board shall pay B4o/o of one half of the cost of the insurances. If the teacher elects no payroll deduction for insurances, the teachet shall have waived his/her right to be covered by the jnsutances listed above.

G. The Board

may, with reasonable advance notice to the Associad.on, change insurance carriers or self-insure fot all of or for some of the aforemendoned insurances provided that such modification substjtutes benefits substantially equrvalent to or better than the benefits in this Agreement on an overall plan benefit basis. 1. The standard of "substantially equivalent to or better than the benefits in this agreement" shall be based on fhe standard Anthem Cennly Preferred PPO on an overall plan benefit basis when changinginsutance carierc or self insuring a change in PPO plans.

2. The standard of "substantially equivalent to or better than the benefits rn this agreement" shall be based on the Anthem Health Savings Account described.in Appendi-x C on an overall plan benefit basis when changing insurance carriers or self insuring a change in the HSA plan.

H.

Teachers who retfue from the Oxford School System shall have the right to purchase, at their exPense and at the prevailing group rate, arry or all of the health benefits specified in this Article of the Agreement provided the policy cafi:rer allows such purchase at such rate. (Only those teachers who retired pdor to September 7, 1.999 and who have been actively and continuously enrolled in the life insurance plan since retirement may continue to purchase this life insurancel and only at the amount which they purchased the life insurance when they retired, pror,rded the policy caffier allows such purchase at such rate.) The teacher must delivet to the Board a check payable to such policy carcier representing payment for the teachers coverage. The check must be in the possession of the Boatd no later than ten (10) days prior to the date when payment is due and pa)'able to the carrier. The Board assumes no responsibiJiry for coverage under this pangraph rn the event payment is not made in accordance with the paragraph. If the carder's rates jncrease as the result of the coverages provided retlred teachers, the amount of the increase shall be assumed by the members of the bargaining unit and by the retired teachers who utilize the benefits authorized by this Sectron of Arricle 6. The Board and the Associadon shall meet to equitably distribute such increase.

I.

Notwithstanding the above, full time teachers hired by the Board on or before June 30, 2004 may elect to waive, in writing, all health insutance covetages provided for under Section A, B and C and in lieu thereof, may receive an annual payment of two thousand dollars five hun&ed dollars ($2,500) in cash. Payment to those emploS'es5 waiving such coverage shall be made in equal payments during the months of January and June. NTritten notice of intention to waive insurance coverage must ordinarily be sent to the Supetintendent or his designee not less than

thrrty calendar days befote such waiver is

to

take effecq provided, however, that the

Superintendent may waive said 30-day period at his discretion, and subject, howevef, to any regulations or restrictions which may be prescribed by the appropriate insurance carriers. Any teacher may elect to resume Board-provided insurance coverage upon written nodce to the Board of Education. Upon receipt of such notice, insurance coverage shali be reinstated as soon as possible, subject, howevet, to any regulations or resttictions, including waiting pedods, which

may then be prescdbed by the appropriate insurance carriers. Election to waive insurance andf or elecdon to resume covetage during the school year shall result in a proration of the above referenced annual payment.

Payment fot insurance waiver for less than firIl time teachets shall be made by the Board in the same proportion as it pays for insurances for sard teachers as set forth in Section C; e.g., one-half

time teacher, $1,250 waiver; four-fifths dme teachet, $2,000 waivet.

ARTICLET-SICKLEAVE

A.

Fifteen (15) days of sickleave shall be given each September to each teacher,to maximum of ^ 183 days. Teachers shall carry forward from academicyear to academic ye t,not more than 168 sick days.

B.

By October 1st of each year, the Superintendent will provide each teacher with individual notice of his/her accumulated sick leave.

ARTICLE

A.

8 - PERSONAT

LEAVE

Leave Generally Teachers shall be entided to five (5) days of personal leave annually, non-accumulative, with full pay for the following reasons:

1.. Any legal and/ or financial situations that might arise wherein the teacher's attendance

is

required.

2.

Marriage (sel{ children, parents, siblings, siblings allowed for mariage.

3.

Any severe illness in the rmmediate family requiring the presence of the teacher.

4.

Death in the immediate family or attendance at funerals. Extended leave may be granted at the discretion of the Superintendent.

5.

Attendance at graduation exercises for self, spouse, solr or daughter.

6.

Birth or adoption of child.

7

.

B.

B.

of spouse). Only

one day annually wiII be

Observance of majot religious holidays. Personal business that cannot be transacted outside of school houts.

Definition of Family For the puryoses of this article, immediate family is defined to mean: mother, father, son, daughter, spouse, sibtings and grandparents. For purposes of Section A. (a) of this article,

10

immediate family is defined to meari all of the aforementioned plus: parents-in-lau', siblings-inlaw, stepparents, stepchildten, step siblings and any other relative of the teacher whose legal tesidence is the same as rhe teacher's legal residence.

C.

Application Application for such leave must be made to the principal in wnting, stating reasons, at least forty-eight (48) hours in advance, Exceptions to this time limit may be made in emergencies by the Superintendent, ot in his absence, by the principal.

D.

Ptofession al Leave

When in the judgment of the Superintendent, it is evident that convention or conference attendance or the obserr.ation of an activity in anothet school building or school system will contribute to rhe effectiveness of the instructional program, the Superintendent shall grant convendon ot conference leaves, or permission to observe an activity in another school burlding or school system to teachers without loss of pay, and the Board agrees to reimburse such teachers for apptoved expenses incured in such attendance or observation. E.

Pregnancy Leave

Applicable state statutes

rn this area in effect on the date of this Agreement shall be

implemented by the Board for the duration of this Agreement.

F.

Childrearing Leave. The Boatd and the Associarjon agree that it is the expressed and lirnited purpose of this leave to provide a quali$'ing teacher the opportunity to raise his/her child for a period of trme described herein. This is the sole and exclusive purpose of this leave. Teachers on such leave shall not teach for the duration of the leave. This leave shall be granted as prescribed in the following ptocedures:

1. After one year c:f. employment in the Oxford

School System, any certified professional

employee shall be endtled upon written request, subrnitted to the Supedntendent of Schools, to an extended leave without pay, for the purposes of childreadng, apart ftom any period of childbirth disability leave. An employee shali be entided to such leave for a period not less

than the remainder of the school year not to exceed twenty (20) calendar months. ^ndonly the frst day of the work However, the teachet shall tetum from leave year commencing within the twenty (20) calendar month maximum leave penod. The establishment of the acnnl date of retum from leave shall be established within thirty (:0) days of the Superintendent's receipt of such a leave request. Leaves of this nature must be requested in the school year during which a child is born, adopted, or placed as a foster child and shail, whenever possible, cause no rnterrupuon between the commerrcement of the leave and the

11

to birth, adoption, oI fostet placement of the child, except that such leave shall not be used dirninish a period of temporary disabiJity occurring as a tesult of pregnancy'

2.

Childrearing leave shall be further subject to the following provisions:

a.

notice' Teachers requesting leave shall submit no less than thirty (30) days yritten any whenever possible, of the anticipated date of ending performance of dutres' In the birth, event, the leave shall not be tequested more than thirty (30) days aftet. 8 F'2'(a) Arucle of provision specific adoption, or fosrer placement of &.e child. This Association' u" waived by mutual written agreement between the Board and

-"y

b.

at AII insurance benehts, eithet rn whole or in part, shall be available to the employee' of each fu'st the by Board the the group rates in effect. The employee shall P_t.Puy of the monrh for that monrh's benefits. Iiis understood th^t participation in a pottion of the insurance benefits offered by the Board of Education must be with the approval

insurance carrier(s).

c.

one-half (V') The teacher shall advance on the salary schedule if the teacher has worked or more, of the last worked school )'eat'

d.

Any person employed by the Board of Education to fiIl the positron of any certrfied of prof"rriorrut .-ptoy.. on l.u,r" shall be notified, in writing, by the superintendent the upon .S.hoolr, at the O-. of employment that said person's conlract may terminate retorn to active senice ofth. employee on leave whose position is being temporarily filled.

G.

e.

between the Such leave may be premahrrely tenninated by mutual written agreement teachet on leave and tlle Superintendent of Schools'

f.

and at the Upon retuln from childreanng leave, a teacher may f s assigned, if qualified system of th: school discretion of the Superintend"t t of Schools, to an oPen positron or retiring' as a replacement for a teacher who is leaving the school system

General Leave' Iequest an unpaid Any teacher fnay, upon written request to the Superintendent of Schools, may be gtanted by the General Leave. n.qrr.rt, for Geneial I-'eave of less than 20 school days days oI mote must be Superintendent of Schools. Requests fot General have of 20 school leave' by the Supedntendent of Schools and the Board of Education' \X/hile on such 6, Article ^pproo"d Agteement, in this the teacher -uy b.'.o.rered by the insurance benefits described be shali teacher the provided the teacher pays fot ,uid b.rr"fitr' Upon fetuln from such leave, or tn an equivalent leave, said of commencement the at iU."a eirher in tir" u"*. position held be testored' No shall the Agreement by position, and all benefits, ,ightr, and privileges provided to this section decision made to gr,,flt or i.rry - --hole oi in-part any leave requested Pursuant any other ptovision of this shall be subiect to the .orro".t gtievance pro..irrr" notwithstanding contract to tlle contrary. 12

H.

Return From Leave Teachers on childrearing leave fot the remainder of the school year as ptovided in Section F of this Article or on general leave for the temainder of the school year as provided in Section G of this Afticle, rnust noti$r the Supenntendent of Schools in writing of their intent to return to the drstrict in the following school year of of their request fot an extension of the leave not later than May 1 of the school year )n which the leave is taken.

I.

FMLA Leave. The district shall adhere to all that is required by law.

J.

A

teacher may accumulate a total of up to three (3) days of unused personal leave, to be used solely for the purpose of taking leave related to the brth or adoption of a child (i.e. child rearing leave). Those three (3) days must be taken within trvo (2) weeki of the birth or adoption of the teacher's child. (Thus, in a grven year, a teacher could have avatfable five (5) days of personal leave for the current year and a total of up to three (3) days accumulated from a prlor ye^t or yearc, with such t-hree (3) days to be used solely for the purpose of taking child rearing leave).

ARTICLE

A.

Sabbatical leave conditions: 1.

9-

SASBATICAL LEAVE

at one-half pay for one school ye r. m^y be granted under the foilowrng

To be eligrble, a teacher must hold a professional teaching certificate and have taught for seven years in the Oxford School System. No more than one fuil-time equivalent teacher shall be granted sabbatical leave in any school year. Any such sabbatical leave shall total not more than one sabbatical year per school year.

.)-

Any teacher gtanted sabbaucal leave must agree to teach in the Oxford School System during the two school years immediately followrng the sabbatical leave as a condition of receiving the sabbancal leave. The teacher will be required to sign a wdtten agreement acknowledging his obligation to teach in the Oxfotd school system durng the two school years immediately following the sabbatical leave; and to agree to rcp^y to the Oxford school system the entire amount of pay received by sa-id teacher from the Oxford Board of Education duting the term of said sabbatical in the event the teacher fa:ls to saus$r the teachtng obligation. Said agteement shall also provide that in the event rhe teacher fails and/ot refuses to repay said amount, then the teacher shall also be liable to the Board for the reasonable costs of collection, which shall be limited to court fiLing fees, reasonable attomeys' fees, if the Boatd is tequired to comaence civil acdon to enforce the teacher's agteement to rePay. Notq'rthstanding the foregoing, the repayment obligation shall be forgiven in the event of death of the teacher; and the two yeff teaching obiigation shall be

1,3

tolled for the duration of a setious illness which prevents the teacher's employrnent; provided, fi.rrther, however, that the Board may require the remarnder of the teaching obligation to be satisfied when the teacher is fit to return to work. Progrzm planned during sabbatical leave rnust be of education value to the Oxford School System and have the recommendation of the Superintendent and apptoval by the Board of Education. 5.

Failure 16 diligendy follow the planned program shail result in the cancellation of sabbatical leave payments.

6.

All insurance benefi.ts, either in whole or in part, shall be available to the employee, at the SOup rates in effect. The employee shall prepay the Board by the first of each month fot that month's benefits. It is understood that participation in a portion of the insurance benefits offered by the Board of Educatiofl must be with the apptoval of the insurance carrier(s).

ARTICLE

10 -

LURY DUTY

Any teacher called for jury duty shall be allowed additronal leave for this pulpose, provided the Superintendent shall be noufied immediately upon nodce of call and the teacher shall fully cooPetate with the Superintendent in his efforts to have the teacher excused from jury duty. This leave shall not be deducted from sick leave or personal leave and the teacher shall be paid the regular salary minus tfrat amount paid to the teacher for jury duty.

ARTICLE 11- DUTY FREE LUNCH Except in emergencies, all teachers will have an uninterrupted lunch period darly during which time they will be free of schooi responsibrlities. Teachers are free to ieave the school during thet iunch period with prior notice to the principal's office. Reasons do not have to be stated.

ARTICLE

12 -

NON-TEACHING DUTIES

1)

Current practices concerning the performance of non-teaching duties (which term does not include preparation periods) shall be continued for the dutation of this contract.

a\ L)

However, the Board and the OEA agree that the continuation of non-teaching duties cuffent practices does not preclude or prevent the Board from assigning each teacher one duty per day.

4^ l?

ARTICLE 14. POSTING OF OPEN POSITIONS

A.

Vacancies shall mean all openings of batgaining urut posidons and extra pay positions within the school system and shall be fi.lled pursuant to the folloviing procedures: 1.

All vacancies shall be publicized throughout the school system by rvay of posting notice of the same on a bulledn board in each school. An area on each bulletin board approximately B%by 11 rnches in size shall be reserved for this plupose. A copy of each posting shall be emailed to each teacher at school. A copy of each posting shall be sent to the Association President. Additionally, during the summet months; rvhen school is not in session, ail vacancies shall be posted on the disttict's web site. Postings shall be made as far'tn advance of the date of filling such openings as possible (preferably at least ten (10) days rn advance and in no case less than four (4) days in advance) except in situations whete such opening becomes vacarLt as the result of unforeseen circumstances where in this situation, the position may [s temporarily filled immediately. The dutation of such temporary assignment shall end as provided for in this Article's Section 6.

2.

the qualificadons required for the position; the salary, if any,for the position; the anticipated date on which the applicants can expect to begin their duties; and, the application deadline. Teachets who desire to apply for said openhg must file with the Supenritendent, their lvritten application withrn the time hmit specified in the posting notice, No application deadline shall be less than four (4) days after the date on which said notice has been posted. Said posting notice shall set

foth

J.

Among appltcants for z vacancy substantially equal'n qualifscaaon, prefetence will be given to the Oxford teachet. If there is more than one Oxford teacher among those substanflally equal in quaiification, pfefetence wili be given to the most senior teachet.

4.

S7here a need to fiIl an opening arises durjng the summer months, written noufication shall be made to the Association President and to all teachers certified for the opening who, prior to the last day of school in June, have requested to be placed on the summer mailing hst of postings. Teachers shall have two (2) weeks to apply, m writing, for the opening. Communication and application via e*mail will be considered to be rn writing.

5.

The Superintendent andf or Board shall determine which of the applicants are quaiified for the position.

6.

7.

Under most cjrcumstances, assumption of a posted position shall become effective as specified on the posting notice; however, the Superintendent may delay the effective date in order to prevent undue disruption of the educational program untjl such time as he deems appropriate; however, such delay shall in no case extend beyond the beginning of the school yeat immedietely subsequert to the filling of the Y^cancy.

A teacher holding a durational shottage may apply for an open position as long as: (1) such position is covered by such permit; Q) after such position has been posted for no less than ten (10) days, no member of the batgaining urut holding a certifi.canon for such position applied and is chosen; and (3) at the discretion of the Supedntendent, he or she is quahfied

r6

for the position. For puposes of patagraph 3 of this Articie, a teacher holding a dutational shortage permrt wil-i be considered less senior than any certified staff member. 8.

The Boatd shall noti$' the President of the Association of any newly filled paid OEA bargairttngunit position at the time that such position is accepted by the candidate.

9.

For pulposes of this Article, the term "day" shall have the same meaning as in Article

4,

Gdevance Ptocedure. 10.

Initiai frlling at the high school shall be done in accotdance with the provisions of this Article

14.

ARTICLE

15

. TEACHER ASSIGNMENT AND TRANSFER

Assignments

A. T,

2.

Teachers and the Association President shall be notifred in writing as soon as possible, but not later than two (2) weeks followrng Town approval of the Board budget, of any changes in their programs and class assignments for the ensuing school year, including the schools to which they will be assigned, the grades andf or subjects andf or levels that they will teach, aiy special or unusual classes or assignmeflts. In the event of a change of circumstances or condidons, such assrgnments may be changed as required to meet the situation, and notice thereof shall be grven to the teacher, ur wriung, with a copy to the Association President within nvo (2) weeks of the change in circumstances.

No later than August 1, all elementary

teachers ("re-I(-5) shall be provided

with their

tentative class rosters.

Ttansfers

B. 1,.

Voluntary Ttansfers

a.

tn grade/or subject assignment or who desire to transfer file a written statement of the desire with the office of the building shall to another Superntendent flot later than May 1 of any school year. Such statements shall include the grade andf ot subjects to which the teacher desires to be assigned and the school or schools (in order of prefetence) to which (s)he desires to be transferred. Teachers who submit such request and who have not withdrawn such requests by July 1 of the current year, will be transfered if an opening exists or becomes available prior to the start of the subsequent school year subject to the provisions of Arncle 14, Section 3, except in exttaordinary circumstances as determined by the adminisuation in light of all srrrtounding factots and after. consuitation with the OEA. Prior to the close of the school year, under normal conditions, the Superintendent shalt upon teguest, make avajlable a list of those teachers receiving transfers' Teachem who desire a change

17

b.

2,

In the determination of

asslgnments and transfers, the Superintendent consider the following rn the followrng order:

1.

The best interests of the school system;

2.

The instructional requirements of the pupils;

3.

Experience

f,

A

The convenience and rvishes of the teachet;

5.

Senionty.

^t

of

Schools rvill

or. fle^r gtade level;

Transfer bv the Princinal

a.

No teacher shall be involuntarily transfered to a different grade/subject within a school without being afforded the oppoftunity to meet with the pdncipal to discuss the reasons for the transfet.

b.

In determining the teacher to be involuntatily ttansferred between gtades (transfer by the or ne^r Prncipal) the following critena will be considered: cettification; expedence ^t gtade/subject level; the best iltetests of the school system. If two or more teachets are equal with refetence to the above cnteria, seniority will prevail; i.e., the least senior teacher would be transferted.

Transfer bv the Sunerintendent

^.

No teacher shall be involuntarily transferred to a different school without prior notice

b.

In determining the

and without being afforded the opportunity to meet with the Superintendent to discuss the teasons for the transfer.

to be involuntatily transferred between schools (transfer by dre Supedntendent), the following criteria wrll be considered: cetification; expedence at or near gtade/subject level; the best interests of the school s)'stem. If t'wo or more teachers are equal with reference to the aboye criteria, seniority would prevail; i.e., the teacher

least seniot teacher would be transferred. 4.

Teacher Indication of Intent Teachers wrll be given an opportunity to indicate thejr interest in a vacancy as a result the budget process before involuntary transfers are made.

18

of

ARTICLE

A.

16 -

DEGREE DEFINITIONS

The salary schedules listed ln the Appendices of this Agreement shall be intelpreted and applied in accordance with the following definitions: Bachelors:

A baccalaureate degree earned at an accredited college or university.

N{asters:

A Master's degtee earned at an accredited college or university. Masters shali be interpreted to include a baccalaureate degree plus thirty credit hours.

Sixth Year:

A Srxth Year cefiificate

earned at an accredited college or university. Sixth Year certificate shall be interpteted to include a Mastets degree plus thfuty ctedit houts earned in the teacher's fi.eld, the field of education, or other field subject to the Superintendent's prior approval.

Course of study andf or credits must be relevant to the teacher's posinon/responsibilities, be taken at an accredited university and the course of study/credits are preapproved by the Superintendent.

B. No

teacher shall advance to the next highest column on the salary schedule either in August/September or February unless he/she has fust notified the Boatd in wrinng prior to Feb'ruary 15 of the preced:ng school year of his/het intention to complete such requirements. For payment to be effective from the start of the school yea4 offtcial tran'scripts must be received by the Superintendent no later than November 30 for coursework completed prior to the statt of the school year. For payment to be effective in February, official transcdpts must be received by the Supenntendent no later than April 30 for coursework completed by January.

C. A stipend of $35.00 will be added to the teacher's salary scale for teachers employed by the Oxford School System prior to June 30, 7992, for each additional credit earned beyond the Bachelor's or Mastetfs degree before June 30, 1992. Evidence must be on fi.le in the Superintendent's office before September 1.,1.992. In no case shall credit compensation exceed 85ok of the difference between the teacher's pay step and the equivalent step of the next higher column.

D. Any

eligible employee vrho has teceived and eamed a Doctoral degree shall receive an annual stipend of $3,000 payable by June 30m of each year. To be eligible for said stipend, the employee must receive the Doctoml degree in a ptogram from a recognized, accredited university, directly related to his ot her certification and subjects currently taught, and as to employees who do not have a Doctoral degree as of September 1, 2010, said program is approved in advance in writrng by the Superintendent.

ARTICLE

17

- PI-ACEMENT ON THE SALARY SCHEDULE

At time of hite, the Supetintendent Salary Schedule, taking

has discretionary authority over initial step placement on the into consideration the following:

t9

A.

Degree status as defined under "Degree Definitions" Article 16.

B.

Credit may be granted fot previous and recent teachrng experience in public and non-public schools.

C. Up to four

(4) yeals of credit for active service discharge is in good standing.

D.

in the Armed Forces of the United

States,

if

The Superintendent may grant up to five (5) years of credit for related non-teaching experience.

ARTICLE

A. All teachers shall have the optron

18

- SAI-ARY PAYMENTS

of being pard bi-weekly, beginning on the fust Friday after the

opening day of school, on either:

1.

Ten Month Basis - Twenty-two (22) paychecks

2.

Twelve Month Basis - Twenty-sx (26) paychecks Effectrve September 7,1996, teachers who have appropriately notified the payroll office will be able to have all regular paychecks direcdy deposited to their banking institution.

3. B.

Twelve (12) Month Basis * 22 paychecks the last of which would rnciude payment due dunng the summer months.

Teachers working less than full-time shall be paid on the salary schedule in duect propottion to

theamountof timetheyworkweekly; e.g.,1,/2 timeu.ork -1,/2nrnepay;4/5 timework-4/5 pay, etc.

ARTICLE 19. EXTRA PAY FOR EXTRA DUTY

A.

Extra duty for rvhich extra compensadon shall be paid and the amounts of such compensation ate set forth as follows:

2010-2017

2011-2012

Basketball Coach (2)

2338

2361

Baseball Coach

1693

1710

Softball Coach

1693

1,710

Track Coach (3)

1693

1,710

Athletic Director

2791

2819

20

A.V. Coordinator Great Oak

1822

1840

Center

1,822

1840

Quaker Farm

1822

1840

Cheerleading Advisor

2338

2361

Grade 8 Trip Coordinator

1693

1710

Honor Society Advisor

1693

1710

Soccer Coach Q)

7693

1710

Advisor

1693

t710

Great Oak

1938

1,957

Centet

1,938

t957

Great Oak

1938

1957

Center

1551

r567

Great Oak

1938

7957

Center

1938

1957

1938

1.957

551

1567

OCS

1551

1567

GOMS

r557

1567

Ski Club Advisor

647

653

Chorus Advisor OCS

1551

1567

Mentor T ezcher / BF,ST Program

240

242

QFS

1551

1567

OCS

1551

1567

GOMS

1551

7567

Homebound Instructor

35.52/hr

35.88/ hr

Curriculum S7ork

35.52/hr

35.88/ hr

Summer School

35.52/hr

3s.88/ hr

Grade

B

Student Council

Yeatbook Advisor

Drama Club

District Band Advisor OCS Jazz Band Advisor

1

Newspaper Advisor

PPT Coordinator

21

If more than one teacher shares the duties appottioned between them. B.

of

atry

of

these positions, the payment shall be

Teachers who participate in cettain approved activities, such as, but not limited to, shrdent acdvities, tutorial assignments and discipLnary tasks, shall be compensated for their participation in such activities at the hourly rates listed in the following schedule. The Superintendent shall

determine which activities atdf or other such assignments shali be paid activities. Teachet partrcipation in these exta-duty assignments shall be voluntary. 2410-11

2071.-72

$28.78

fi29.07

C. Effective May 2008 and every May thereafter, or uporr creation of newly estabtshed positions, or upon becoming vacafit, extra duty pay positions shall be posted and awarded in accordance with the collectjve bargarning agreement. The parties agree that this section, providing for annual appointments, satisfies the notice requirements and to the extent legally permissible waives any hearrng requirements of Connecticut General Statute $1,0-222e because each holder of an extra pay for extra duty position is hereby put on notice that their appointment is for a yeaiy term only, subject to yearly reapplication and selection.

D.

The Board may appoint depatment heads at the high school level. Except as otherwise indicated below, vacant Depattnnent Chair positions shall be posted and awarded in accordance with Article 14 of the Collective Bargaining Agreement. Department Chairs shall:

(1)

Effective May 201.1 be appointed for a period of one (1) yea4 and may be appointed by the Board, if so recommended by the building Principal for an additional one (1) year;

On or bcfore Apd 2011 be provided written notification of their status of the following Theteafter Chairs shall receive such notification on or before April 30 of the year rn whuch their appointrnent shall expire. In the event that the Principal decides not to recommend the appointment of zny incumbent to his or her position, the Principal shall ptovide the individual, in writing, the teasons fot such decisions;

@ r.

\je

(rj

E.

Be released from duties.

No later than September

1,, 201,0

there shall be a committee established to review extra pay

positions available andf or paid to members of the Association.

(1) Composition: Said committee shall consist of four (4) teachers, each of whom shall be appointed by the President of the Association; and four (4) individuals will be appointed by the Supedntendent or the Superintendent's designee (one of the four (4) individuals may be the Sup erintendent or the Superintendent's designee). 2.

Meetings: The Committee shall meet on a quartedy basis, and may meet more often

upon mutual agreement.

22

3.

Duties: The Committee shall meet to compile a list of exffa pay positions available to Associadon membets, review comparable payments for similar positions in other nerghboring or similar districts and develop non-binding recornmendations regarding the treatment of positions in the subsequent contact (the Agreement to succeed the 2010-2012 Agreement) on ot about the fust day of negotiations for the subsequent contract, the Conrmrttee shall submit a rePort to the Supedntendent including the above infornation. The meetings and duties of the Committee shall not consdtute negotiadons for purposes of the Connecticut Teacher Negotiations Act. F.

Prior to cofiunencement date of the collective bargaining agreement succeeding the 2010-2012 agreement, new high school exttz pay fot extra duty positions will be estabtshed by the Board. The rates fot said new positions shall be established by the Board. Cornmencing the effective date of the collective batgaining agteement succeeding the 2010-2012 agreement, the wages and conditions of any new extra pay positions established by the Board shall be negotiated with the Association in accotdance with Connecticut Teacher Negotiations Act (CGS-I0153 et seq.).

G.

Section

A positions shall not receive z general wage increase or step advance for the 2010-201,1 year. Genetal wage increase for the 2077-2012 year shali be a one percent (10/o) general wage increase.

ARTICLE 20. LONGEVITY STIPENDS A. In addirion to the Salary Schedule, the Board shall pay to each teacher with fourteen (14) years or more of service, to the Oxford School S)rstem, a longevity stipend. The stipend shall be paid as follows:

1,. At the completion of years 1.4,1,5,16 - $750 each year

2.

At the completion of years 77 , 1B - $850

3. At the completion of vear 1.9 andbeyond

each year

- $950 each year

B. The longevity strpend shail have been earned upon the teacher's completion and shall be paid in one lump sum inJuly.

ARTICLE

If

21

of the school

year

. TRAVEL ALLOWANCE

a teacher is authorized

to use a motot r-ehicle outside the Town of Oxford for authoized school activities, the teacher will be reimbursed for necessary mileage at the prevading IRS rate per mile. For those teachers whose assignments require them to travel between schools witlin the Town of Oxford, a calculation will be made for the necessary mileage involved and such teachers rvill be reimbursed on a monthly basis at the prevailing IRS rate per rnile.

23

ARTICLE 22. SEVERANCE PAY E,ffective September 1, 1987, any teacher who tetires from teaching after sewice for twenty (20) years, fifteen (15) of wtuch were in the Oxford School System, shall receive twenty-five Q\o/o) percent of his or her accumulated sick leave as severance pay. Such payments shall be based on 1,/19lst of the employee's annual salary atthe time of retitement.

Tlris Artrcle 22

shall.

only apply to teachers hired pdor to July 1, 1994.

ARTICLE

23 -

SEPARATION AND RECALL PROCEDURES

A. For the puryose of this Article, the term "teacher(s)" shall mean certrfied teacher(s) and school administrator(s) employed by the Board and the term "teaching experience" shall mean both teaching and admirustrative experience as a member of the certifi.ed staff. B.

Should it become necessafy to reduce the numbet of teachers employed by the Board, seniority and certificatron shall be among the factors in the detetmination of which teachers shall be laidoff. Seniority is defined to be the amount of time of continuous teaching experience rn the Oxford School System that a teacher has.

C.

Prior to any Jay-off, the Associatron President shall be notifi.ed, in writing, by the Board Chairman, of the details of the proposed Iay-off; that is, of the number of teachets to be laid-off and the positions which ate to be elirninated.

D. The President of the Association shall be provided with a list of names of the teachets who are to be laid-off as soorl as possible after the Board decides which teachers are to be noufied of layoff or of possible Iay-off. Such list will include the number of years of senioriq' of each teacher and their certjfication(s) and endorsement(s). E.

Prior

to

any lay-off, the Board shail first attempt

to

reduce the staff through voluntary

retirement, resignadon or leave of absence. F.

Nothing herein may be construed as invalidating, modif ing or limiting Section 10-151 of the Connecticut General Statutes.

G. Any teacher who has been termrnated because of reduction in force shall have his/her name placed on a recall list for a period to include two Q) full school years irnmediately following the school year Ln which the termination took place. H, Any teacher on a recall list shall receive a written offer of reappointment at least 10 days prior to the date of reemployment. This teacher shall accept ot reject the appointment in writing within 10 days afterthe above notice is made. In the event any teacher shall reject an appoi.ntment, then such teacher's name shall be removed from said list and he/she shall have no further rights

24

Pursuant to this Article. The written offer of reappointment shall be sent by certified mail, retlrffr receipt requested, to the address on flle for the sumrner months.

I.

Upon reappointrnefit, teacher shall be entided to his or her sick leave accumulated while ^ teaching in Oxford.

J.

No new teacher shall be hired in a subject

I{.

No new teachers shall be hrred in a subject area or. grade level before teachers who are laid-off from other subiect areas ot grade levels who may be qualified and who possess the necessary

atea or grade level until all laid-off teachers ftom that subject atea ot grade level have been recailed or declined the opening.

cerdfication, ate recalled or decline the opening

ARTICLE 24. PAYROLL DEDUCTIONS

A. In addition to those

deductions required by law, the following agencies are eligible fot payroll deductions. Ail requests fot deductions must be in writrrg on approved forms,

^uthoiz^t1on

B. A list of the approved

deductions is as follows:

1. Oxford Education Association,

Connecdcut Education Association, National Education

Association dues deduction.

C.

2.

Tax-sheltered annuities.

3.

!7aterbury Teachers' Federai Credit Union.

4.

Valley United Fund. @dinimum of $5.00 perye r to be eligrble for payroll deductions).

Each of the Associations named above in Sectjon B, 1, shall certify to the Board, in writing, the current rate o{ its membership dues. Any Association which shail change the rate of its membership dues shall give the Board thirty (30) days written notice prior to the effective date

ofsuch change.

ARTICLE 25 . DUES DEDUCTION AND SERVICE FEE DEDUCTION

A.

Conditions of Continued Employment

All

teachets employed by the Oxford Boatd of Education shall, as a condition of continued empioyment, join the Association or pay a service fee to the Association. Said sefvice fee shall be equai to the proportion of the Association dues uniformly required of members to underwrite the costs of collective bargaining, contract administraton, and gdevance adjustment.

25

B,

Deductions The Oxford Board of Education agrees to deduct fiom each teacher an amount equal to the Association membership dues or service fee by means of payroll deductions. The amount of the deduction from each paycheck shall be equal to the total Association membership dues divided by the number of paychecks ftom and including the fust paycheck in September through and rncluding the last paycheck in June. The amount of the deduction for service fee from each paycheck shall be equal to the total serwice fee divided by the number of paychecks from and includrng the fust paycheck tn January through and including the last paycheck in June. The amount of Associatron membership dues shall be certified by the Asso'iiation to the Board of Educanon prior to the opening of school each year. The amount of service fee shall be certified by the Association to the Boatd of Education prior toJanuary 1st of each school year.

C.

Subsequent Employment Those teachers whose employment commences after the stafi of the school year shall p^y prc^ tated amount equal to the percentage of the ternaining school yeat.

D.

Forwarding of Monies The Board of Education agrees to fotward to the Association each month a check for the amount of money deducted during that month. The Board shall rnciude with such check a list of teachers for whom such deductions were made.

E.

Lists

No later than the fust paycheck in Octobet of each school year, the Board of Education shall provide the Association with a list of all bargaining unit employees of the Boatd of Education and the positions held by said employees. The Boatd shall notif' the Association monthly of any changes rn said list.

F.

Indemnification The Association agrees to indemnify and hold the Board harmless agarnst any liability which may arise by reason of arry action taken by the Board in complying -ith the provisions of this Section, provided that:

1,. The Board gives the Association timely notice in writng of any claim, demand, suit or other form of Iiabtlity - regard to which it will seek to implement this paragraph; and

2. If the Association the defense

of

so requests in writing, the Board will surrender to it full responsibility for such clalm, demand, suit or other form of liabfity and urill coopetate firlly

26

with the Association in gathering evidence, securing witnesses, and in all other aspects of said defense.

G.

Willful Misconduct It is expressly understood that paragaph F. above will not apply to any claim, demand, suit or other form of liability which may adse as a result of any type of willful misconduct by the Board.

H.

Reference to Association The singular refetence to the "Association" herein shall be interpreted as referring to the Oxford Education Association, tJre Connecticut Education Association, and the National Education Association.

ARTICLE 26. DURATION The ptovisions of this Agreement shall be effective as of September 1,2010 and remain in full force and effect to and includingAugust 31,2012.

ARTICLE 27 - WORKYEAR The work year for teachers is 186 days, of which one is a non-instructional day. The remarning days wiil be instnrctional or non-ilstructional at the Board's discretion.

The work day fot teachets is seven (7) hours and fifteen (15) minutes. All new time can be for professional purposes as directed bv the administration.

AII teachers shall be required to attend one (1) faculqr/grade level/subject meeting each month, which meetng shall not add more than one (1) hour to the work day.

ARTICLE 28 - TEACHER PROTECTION

A. Teachers

shall report immediately in wdting to theit Pnncipal and to the Central Office all cases of assault ot thteats of assault suffered by them in connection ,vith their employment.

B. In an effort to deter such incidents, the Admrnistration and the Association agree to meet annually to address Student Discipline issues. Additionaliy, the Admrnistration and the Association agree to meet and develop plans of action to deal with potential emetgency situations.

27

ARTICLE 29 . SEVERABILITY Agreement is ultimately ded invalid for any reason by an authotity of established and competent legal iwisdiction, tlre balance and remainder of this Agreement shall remain in full force and effect.

In the event that any provisions or pottions of this

SIGNATURE BLOCK

IN WITNESS WHEREOF, the Board and the Association have agreed to the above terrns on Ns l3 day of November 2009, and.do affix their proper signatures beiorv.

FOR THE

EDUCATION

R

2B

THE

contract

APPENDIX A1:

Step 7 2 3 4 5 6 7 I 9 10 t7 12 1,3

2010-2011

SALARY SCHEDULE

BA

MA

42,1,99

44,545

47,140

44,255

46,728

49,450

46,424

49,018

51,873

6'h

Yr

48,699

51,420

54,474

51,095

53,939

. 57,081

53,598

56,582

59,878

56,214

59,355

62,81.2

59,968

62,263

65,889

61,858

65,314

69,118

64,889

68,515

72,505

68,068

76,059

77,404

71,972 '7q'r,oa

79,784

74,404

78,562

83,137

Thete shall be no steP advancement for the 2070-2071" contract year: i.e. teachers shall rcrnain on the same step fot the 2010-201.1. year as drey were in the 20A9-2010 year

29

APPENDIX A2 .

2O1T-20I2 SAI-ARY

SCHEDULE

Yr

BA

MA

I

42,788

44,545

47,740

2

44,231

46,702

49,422

3

Step

6'h

46,372

48,963

51,815

4

48,61,7

57,334

54,324

5

50,79r

53,879

56,954

6

53,439

56,425

59,71,2

7

56,026

59,157

62,603

8

58,739

62,421

65,634

9

61,583

65,024

68,81.1.

10

64,565

68,772

72,143

1,1,

67,697

71,,473

75,636

l2

70,969

74,934

79,298

13

75,148

79,348

83,968

30

APPENDIX B 2010-2011

Services semi pdvate room, physicians and surgeons charges, mental health Summary Covered

Inpatient hospital services

Benefit In

Network

Covered in fuil subject to a $250 copay, preadmission review,

Benefit Out of Network Subject to deductible and cojnsurance.

second sugical opinion, concuffent review and managed care non compliance penalties,

care, substance abuse, maternity charges fot mother and child, diagnostic and lab fees, PT and OT, drugs, Operating toom, Medicai excellence program on an dialysis ..... etc. optional basis.

Outpatient hospital services

-

Operadng and recovery room, lab and x-ray, Dialysis, radiation and chemo.... etc. that are related to outpatient surgery.

Diagnostic

tests

Covered in full subl'ect to a $150 copay, preadrnission review, second surgical opinion, concuffent review and managed care non compliance penalties.

Medically necessary tests

in

fuli.

covered

land, and

Covered si:bject to deductible and coinsurance.

Unlimited emergency coverage

Ambulance

Covered subject to deductible and coinsurance.

air.

for

Same as in network for emergencies.

Emetgency Care,/Urgent

Care

Emergency room visits coveted in Emergency room visits covered full $75 copay. Urgent care subject to a $75 copay. Urgent services are covered in full subject cme not applicable. to a $50 copay.

Walk in care (walk in center

or

Covered in full above $20

copay.

Covered at UCR above $20 copay

if sudden and serious. Otherwise physician's office)

tteated as an out of network usage. Subject to deductible and coinsutance.

31

Summary Covercd Physician services Medical

Cate

(chnical indications of

Allergy

Services

illness)

Care

Benefit In

Netwotk

Benefit Out of Network

Covered in fuIl above $20 copay. Covered subject to deductible No annual or lifetime maximum. coinsurance.

Covered in full above $20

copay for

fot examination. No copay

and

Covered subject to deductible and coinsutance.

injections. \)7el1Child Care (no clinical indications or

history)

Covered in full above $0 copay. Coveted subject to deductible and Subject to age based schedule. To coinsutance based upon age based 6 months once per month, then to schedule. 1, year every 2 months then to 2 years every 3 months, then to 3 years every 6 months, then once per year to zge 27.

Covered subject to deductible Adult Phvsical Examinations copay. coinsutance and age based full above (no clinical indications ot history) Coveted in $0 schedule. based schedule. to age Subject

and

Every 3 years to age 30 then every 2yeats to age 50 then everyyeat. Roudne Mammogtaphy (no clinical indications or

history)

Covered in full above $0 copay. Covered subject to deductible and Subject to age based schedule. coinsurance and age based One exam between age 35 and 40, schedule. then every 2yeats to age 50 then every year.

Routine Gynecological (l.io clinical indication ot history)

Vision and Heating

Scteening

Covered in full above $0 copay. Limited to one examination per

Coveted subiect to deductible and coinsurance.

yem. Coveted subject to deductible and

copay. Limited to 1 of each pet yeat. Covered in fi:ll above $20

coinsutance Limited to 1 of each per yeat.

Outpatient Therapy Coverages Speech Thetapy, OT, P"I

Chiropractic

Sewices

and

Coveted in full above $20

copay.

Maximum of 50 combined visits pet year'. Subject to case management after fust visit.

Aftet

maximum is teached futthet benefits ate available on out of netwotk basis.

32

Covered at8}o/o of UCR above deductible stop loss. Maximum of 50 combined visits pet yeat. Subject to case management aftet fitst visit.

Summary Covered Services

Benefit In Network

Benefit Out of Network

Electroshock Therapy

Coveted above $20 copay.

Covered subject to deductible and coinsurance.

Prescdption Drug Benefits

Covered subject to 5/25/35 cop^y. $2,000 annual

Covered subject to deductible and coiasurance.

maximum.

Matemity Care @renatal and Post Natal)

Covered in frill after $20 copay (ftst visit only).

Covered subject to deductible and coiniurance.

full after $25 copay.

Covered subject to deductible and coinsurance.

Outpatient Mental Health and Substance Abuse

Covered in

Durable Medical Equipment and Ptosthesis

Covered in flil subject to case management and buy lease decision.

Covered at

800/o

of UCR above

deductible to stop loss subject to case management and buy lease decision.

Flome Health and Hospice Home Health Aid

Covered in fuil for 80 days subject to case management.

Covered subject to deductible and cojnsurance for up to B0 days per year, subject to case management.

Nursing and therapeutic

Covered rn

sewices

year subject to case

Covered at80o/o of UCRabove

management.

deductible to stop loss for up to 200 days per year, subject to

full for 200 days per

case management,

Hospice Care

Covered in full for up to last 6 months of life subject to case management.

Covered subject to deductible and coinsurance for up to 6

months subject to case management.

Skilled Nursing Facility

Covered in full for up days per year subject

to

to

720

case

management.

Covered subject to deductible and coinsutance for up to 120 days pet year subject to case management.

Eligibility

Insured, spouse and unmarried dependents to age25.

Insured, spouse and unmarri.ed dependents to age25.

Non-compliance Penalties

$500 per event.

$500 per event.

JJ

Deductible

Not Applicable in network.

Coinsutance

Not Applicable in network.

Maximum Out Of Pocket

Sum ofcopays plus costs of deductibles and copays in out of pocket rolls and noncompliance penalties.

Sum of copays, deductibles, coinsurance and amounts above UCR fee schedule and

Negotiated fees no balance biiling.

o/o

Payment Basis

$400 Deductible max. 3x individual. 20oh to a maximum of $500 per rndividual, family coinsutance maximum is 2x individual.

noncompliance penalties.

of Maximum allowance.

Plan language to be initiaily based upon Anthem plan or equivalent taken as a whole for the PPO plan and HSA as fwo sepatate plans.

34

APPENDIX

C

2071-204 Summary Covered Services Benefit In Network Benefit Out of Network Inpatient hospital services Covered in full subject to a fi275 Subject to deductible and

semi pdvate room, physicians and surgeons charges, mental health care, substance abuse, materniry charges for mother and child, diagnostic and lab fees, PT and

OT, drugs, Opetating dia\'si5 ..... etc.

room,

copay, pteadmission rer,-iew, second surgical opimon, concurfent revi.ew and managed care non compliance penalties.

Medical excellence program on an

optional basis.

Outpatient hospital sen'ices Covered in full subject to a $175 Operating and recovery toom, lab copay, pteadmission review, andx-tay, Dialysis, radiation and second surgrcal opinion, chemo.... etc. that ate related to coflcurrent review and managed outpatient surgery. care non compLiance penalties.

Diagnostic

coinsurance.

tests

Medically necessdry tests

in

full.

coveted

Unlimrted emergenqr coverage

Ambulance

land, and

air.

for

Covered subject to deductible and coinsurance.

Cor.'ered subject to deductible and coinsurance.

Same as in netwotk emergencies.

for

Emergency Care/Urgent

Care

Emetgency toom visits covered in Emergency toom visits covered fulI $i00 copay. Urgent care subject to a $75 copay. Urgent services ate covered in full subject c re not applicable. to a $75 copay.

Walk rn care (walk in center

or

Covered in full above $25

copay.

Covered at UCR above $25 copay sudden and serious. Otherwise tfeated as an out of nelwork usage. Subject to deductible and coinsumnce.

if ph)'sician's office)

35

Summary Coveted

Services

Benefit In

Network

Benefit Out of Nefwotk

Physician services Medical Care (clinical indications of

Allergy

illness)

Care

Covered in full above $25 copay. Covered subject to deductible No annual or lifetime maximum. coinsurance.

and

Covered in fuli above $25 copay Covered subject to deductible and fot examination. No copay for coinsurance.

injections.

Well Child Cate (no clinical indications or

Adult Physical

history)

Examinations history)

(no clinical indications ot

Covered in full abor,"e $0 copay. Subject to age based schedule. To 6 months once per month, then to 1. yeat every 2 months then to 2 yeafs every 3 months, then to 3 yeats evefy 6 months, then once pet year to age 2L.

Covered subject to deductible and coinsurance based upon age based schedule.

Covered in full above $0 copay. Covered subject to deductibie and Subject to age based schedule. coinsutance and age based Every 3 years to age 30 then every schedule. 2yeats to age 50 then everyyear.

Routine Mammography Covered in full above $0 copay. (no clinical indications or history) Subiect to age based schedule. Covered subject to deductible and One exam between age 35 and 40, coinsurance and age based then every 2years to age 50 then schedule. every yeaf.

Routine Gynecoiogical QJo ciinical indication or

history)

Covered in full above $0 copay. Lmited to one examination per

yeaf.

Covered subject to deductible and coinsurance.

Vision and Hearing Scteening Covered in fuIl above $25 copay. Covered subject to deductible and Limited to 1 of each per year. coinsurance Limrted to 1 of each per. year.

Outpatient Therapy Covetages Speech Therapy, OT, PT

Chitopractic

Services

and

Covered in firll above $25

copay.

Maximum of 50 combined visits per year. Subject to case management after first visit. After maximum is teached further benefits are available on out of network basis.

36

Covered at800k of UCR above deductible stop loss. Maximum of 50 combined visits per year. Subject to case management after fust visit.

Summ ary Covered Services

Benefit In Network

Benefit Out of Network

Electroshock Thetapy

Covered above $25 copay.

Covered subject to deductible and coinsurance.

Prescription Drug Benefits

Coveted subject to 10/25/4A copay. $2,000 annual maximum.

Coveted subject to deductible and

Coveted in fulI after $25 copay (Ftst visit oniy).

Coveted subject to deducable and

@renatal and Post Natal)

Outpatient Mental Health and

Covered in fi.:ll after $25 copay.

Covered subject to deductible and coinsurance.

Covered in fuIl subject to case management and buy lease decision.

Coveted at 80o/o of UCR above deductibie to stop loss subject to case management and buy iease decision.

Covered in fuil for 80 days subject

Coveted subject to deductibie and coinsutance for up to 80 days per year, subject to case management.

Maternity Cate

Substance Abuse

Durable Medical Equipment and Prosthesis

coinsurance.

coinsutance.

Home Health and Hospice Home Health Aid

to case management.

Nursing and therapeutic services

Covered in full fot 200 days per yeat subject to case management.

Coveted 80o/o of UCR above deductjble^t to stop loss for up to 200 days pef year, subject to case managefnent.

Hospice Care

Covered in full for up to last 6 months of life subject to case management.

Cor.ered subject to deductible and coinsutance for up to 6 months subject to case management.

Skilled Nursing Facility

Covered in fi:ll for up to L20 days pet yer subject to case management.

Covered subject to deductible and coinsurance fot up to 120 days per year subject to case management.

Eligibility

Insrued, spouse and unmartied dependents to age25.

Insured, spouse and unmarried depeodents to age25.

Non-compliance Penalties

$500 per event.

$500 per event.

Deductible

Not AppJicable in network.

Coinsutance

Not Applicable in network.

$400 Deductible max. 3x individual. 20oh to a maximum of $500 per individual, family coinsurance maximum is 2x individual.

Maximum Out Of Pocket

Sum of copays plus costs of deductibles and copaln in out

37

of

Sum of copays, deductibles, coinsutance and amounts above

pocket rolls and

penalties. Payment

Basis

noncompliance

Negotiated fees no balance

billing.

UCR fee schedule and noncompliance penalties. % of Maxrmum allowance,

Out of NetworkDeductibles: $450/$900/ $1,350 Co-Insurance Max: $900/$1,800 /ff2,7 0O

Out of Pocket Max: $1,350/$2,700/$4050

Plan language to be initially based upon Anthem plan ot equivalent taken as a whole for the PPO plan and HSA as two separate plans.

38

APPENDIX D . HSA Deductble: $1,500 individual, $3,000 family. Thereafter benefits ate covered at

700o/o

in network

^fld

80oh out of network.

Coinsurance: In network, none; out of network,B0/20 to a $1,500/$3,000 maximum.

Drugs ate coveted as part of "HSA" maximums. Well Child care is covered in

fiil

in network without charge

Periodic, toutine health examination are covered rn full in network without chatge

Initiai plan to be based upon Anthem HSA or equivalent taken as a whole.

P:\GENERAJ-\nlk\696630\ 20\00076341.DOC 1

39