Paraprofessional Contract and Salary - Trumbull Public Schools [PDF]

presented in writing. 3. The Board shall review tile grievance and meet with the grievant and a representative of the Un

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Idea Transcript


COLLECTIVE BARGAINING AGREEMENT By and Between

Trumbull Board of Education and the

UNITED PUBLIC SERVICE EMPLOYEES UNION Trumbull BOE Paraeducators Local 424 Unit 89 -

JuDy 1, 2015 through June 30, 2018

TABLE OF CONTENTS PAGE 1.0

RECOGNITION

1

2.0

GRIEVANCE PROCEDURE

1

3.0

NO STRIKE

3

4.0

PROBATION

4

5.0

RESIGNATIONS

4

6.0

INSURANCE & HEALTH BENEFITS

4

7.0

SENIORITY. LAYOFF AND RECALL

6

8.0

LEAVES OF ABSENCE-(PAID)

7

9.0

LEAVE OF ABSENCE

9

10.0

WORKING HOURS

11.0

CONTRACT INTERPRETATION

10

12.0

SAVINGCLAUSE

10

13.0

SCOPE OF AGREEMENT

10

14.0

WAGES

10

15.0

UNION SECURITY AND DUES

11

16.0

BULLETIN BOARDS

11

17.0

MILEAGE

11

18.0

MANAGEMENT RIGHTS

12

19.0

SCHOOLS CLOSE FOR EMERGENCIES

12

20.0

JURY DUTY

13

21.0

ASSIGNMENT

13

22.0

PENSION PLAN

14

23.0

LONGEVITY

14

24.0

DURATION

15

25.0

NEGOTIATIONS OVER A SUCCESSOR AGREEMENT

15

26.0

AMERICANS WITH DISABILITYACT

15

APPENDIX A—WAGES JULY 1,2015—JUNE 30, 2018

17

APPENDIXB—INSURANCESUMMARY

18

{00862260.DOC Ver. 1)

-

(UNPAID)

9

1.0

RIxx)c;Nl’l’ION

1.1

Ike Iruiithull Board of Education, hereinalier called the ‘‘hoard.” recognizes the tiniled Public Service Employees Union Local 424 Unil 89, hereinaiier called Ihe “Union, br the purposes of professional flegotiation as Ike exclusive representative for all paraeducalors working twenty (20) and more hours per week. hut excluding supervisors and all olker employees of the Trumbull Board of Education, in the unit 11w the purposes of and with all the rights and privileges as provided by this Agreement. —



1.2

The union accepls such recognition and agrees to represent equally all employees whout regard to membership or participation in, or associalion with Ihe activities of, the U mon or any other employee organization and to continue to admit to membership without qual i ficat ion other than payment of normal dues and bees and employ ment by I he Ih a rd

.3

II is Ike intent and purpose of the ptrties hereto that their agreements promote and improve the quality 01. work and provide for orderly professional negotiation between the Board and U mon. and secure prompt and ft i r disposition of grievances so as to promote influences upon the operation of the school program.

2.0

GRIEVANCE PROCEDURE

2.1

Definitions

2.2

A.

A “grievance is a claim that a specific provision of this Agreement has been violated.

B.

The term “days”, except where otherwise indicated, means working days.

C.

In instances where reference is made to the Superintendent or a specific employer, it shall be understood that such reference can mean his/her designated representative also.

Ikiroscs

A.

The purposes of this procedure is to secure, at the lowest possible level, equitable solutions to the problems which may from time to time arise, affbcting the welfitre or working conditions of employees.

B.

Any group shall have the right at any time to present any grievance to such persons and through such channels as are designated Ibr that purpose in the Article.

(00862260.DoC Ver. 1)

1

2.3

‘l’imu I Amits Since ii is iupoi-tant that grievances lie processeI as rapidly as possible. the number of days indicated at each level should be considered as a maxiuuni. and every ellort should he made to expedite the process. The lime limits specifed may. however, he extended hy miii ua I agreemenl in writing.

2.4

In lbrma I P rt )ced ii res I C an employee feels that she/he may have a grievance, she/lie shall first discuss the matter with his/her immediate supervisor, and if not resolved, then with his/her principal or designee. in an eulbrt to resolve the problem inlbrmally.

2.5

1 ? rma I P n )ced u i.e A.

Level One

I.

If an aggrieved person is nol satisfied with disposition of the piolileiii through inlormal procedures, she/he may submit the claim as a ibrmal grievance in



School Fri nc ipal

writing to her/his principal or designee. A grievance must be submitted as a Ibrmal grievance within I fteen (15) working days of the event giving rise to the grievance.

2.

The pr icipal or supervisor shall, within ten (10) days, render a decision and the reasons thereibre in writing to the aggrieved peon. with a copy to the

Union President. B.

Level Two

1.

In the event that such aggrieved employee is not satisfied with the disposition of the grievance at Level One, or in the event that no decision has been rendered within ten (10) working days after presentation of the grievance, he or she may submit the written grievance to the president of the Union within live (5) days after the decision at Level One or fifteen (15) day’s after the grievance was first presented, which ever is sooner. Within five (5) days after receiving the written grievance, the Unit President of the Union shall refer it to the Superintendent.

2.

The Superintendent of Schools shall represent the administration/management at this level of the grievance procedure. Within fifteen (15) days after receipt of this written grievance by the Superintendent, the Superintendent shall meet with the aggrieved person in an effort to resolve it. The aggrieved person may be accompanied by a representative of the Union.

{00862260.DOC Ver. 1)



Superintendent of Schools

2

C’.

Le\ ci iliree

I.

If’ the agurieved person is not satished with the dispOsiliL)Il of his urievance ai Level Iwo. or ii mi decision has been rendered within len ( ID) days alter she/he has lirsi net ‘iih the Superintendent, she/lie may tile the irmevance again with the I muon President within live (5) days alier a decision by the Superintendent or fifteen (15) days after she/lie has hirsi met with the Superintendent, whiche er 5 Si B iner.

2.

The Union President may refer Ihe grievance to the Board within fifteen (15) days oh Step Iwo, above, for further consideration and such grievance shall he presented in writing.

3.

The Board shall review tile grievance and meet with the grievant and a representative of the Unioii to discuss the matter. The Board shall render a decision iii ‘riling concerning such grievance within (20) working days alter nofl hcat ion to the Board.

D.

Level bour



Boan.I ol Education

In tile e cut the grievant and the tJnion are not satislied with tile disposition of the grievance at Leel 3 and wishes to proceed further s/lie shall, ithin ten 10) school days and/or work days alter receipt of the Board’s answer, send to the American Arbitration Association by United States mail, postage prepaid and certilied, return receipt requested, with a copy to the Board, a request br irbitmlion in accordance with the Voluntary Rules for Labor Arbitration of the American Arbitration Association, provided that tile Arbitrator’s award, except 11w suspensions and discharges, and issues having a direct monetary or economic impact shall he advisory. unless the Board and the grievant and the Union have agreed, prior to the submission of the issue to the Arbitrator, to accept a final and binding award. The cost of Arbitration shall be borne equally by the Board and the Union. 2.6

Disc ipnryAcdonDismissal

All disciplinary action, suspensions and dismissals shall be for just cause only. The parties encourage informal discussion between the supervisor and employee when discipline is being considered.

3.0

NO STRIKE/NO LOCKOUT

3.1

Pursuant to Connecticut General Statute §7-467 (Municipal Employees Relations Act), all employees included in this Agreement shall not hinder the l3oards operations and the Employer agrees not to lockout said employees.

{00862260.DOC Ver. 1)

3

4.0

PROBATION

4.1

All new appoinlinenis shall he suhject to a probationary period of nmeiy lOt)) working days mid shall have lit) seniority tights or recourse lbr grievance during this period, hut shall he suhleci to all other provisions of 11115 Agr..e menl. During such pnthaiionarv period. it shall he 11w sole responsihil y ol’ the Hoard to e’ aluate perlbrniance. l)urlng the probationary period an employee may he dismissed with or without cause and without recourse lo the grievance and arhi ration pIu\’isions of this Agreement.

5.0

RESIGNATIONS

5.!

resignation should be liled with the Central Office Siafl’ member in charge of personiiel at least two (2) weeks in advance of separation. This notice should include a statement of (lie reasons (or this iclion.

5.2

An employ cc who resigns in good standing shall he entitled to earned pay up to and Including the last day I work.

6.0

INSURANCE & HEALTh BENEFITS

6. I

As used in this Agreement, the term group insurance” shall apply to employ ees regularly scheduled to work thirty (30) hours or more, and shall include the Ibllowing

6.2

Preftrred provider organization group medical plan (individual paraeducaior or Ilimily membership): $25 per visit deductible, a summary of which is attached hereto as Apncu,dixJ. Effective January 1, 2016, the $30/$40 Plan attached as Appendix B shall he in effect and replace the $25 copay plan.

6.3

Co—pay prescription plan, $10 generic; $30 brand nanie—Ibrmulary (i.e., approved); $40 brand name—non t’ormulary The prescription mail order will lie at a rate of two times (2x) retail co-pays.

Written notice of

.

6.4

Dental Plan (dependent coverage to age N, unless a full—time student, then to age 25) under the Delta Dental plan presently in place or a comparable plan. The eniployce must noty the Business O!’iice when a change in dependent status occurs, e.g. no longer hill-time student or dependent.

6.5

Vision Care under the health plan described in Appendix 13.

6.6

The Board shall provide the benefits listed in 6.2 through 6.5, subject to the employee making the Ibllowing contributions:

{D086226DDOC Ver. 1)

4

Individual 2015-16 2016-17 2017-18

Iwo Person/Family

l3/ l4c; 14.5%

20’A 21% 21.5%

Al the beginning of each school year employees shall receive of how their weekly insurance conlrihutions were calculaled.

in wriling an explanation

6.7

The Board shall implement an I. R.C’. § 125(a) plan which shall allow employee contrihutions to he treated on a pie—lax basis.

6.8

Eligibility for the amount of henefits to be paid pursuant to any of the policies imrchased in accordance with the provisions of this Section shall be determined by the terms of the particular policies. I)isputes concerning the eligihility for or the amounts of benefits payable pursuant to said policies shall not he suhect to the Grievance and Arbitration Procedure contained in this Agreement.

6.9

The Hoard shall notif’ an employee of any change in said employee’s insurance coverage or status when the Board receives such notice from the insurance carrier. Employees shall prompl ly notify the Hoard of any change in their personal status which has an efThet upon their status or coverage under the insurance plans provided by the Board in accordance with paragraph 6. I thereof. Employees may waive their right to health insurance coverage in writing upon pros’ idi ng proof of coverage from an alternative source, in which event the employee shall receive $2,500, regardless of the level of coverage previously received, in two equal installments in December, and June, provided, however, an employee who loses coverage from such alternative source, may reinstate insurance coverage upon the occurrence of loss of insurance from an alternative source. Effective July I, 2016, the above amounts will he reduced by 50%. Effective July 1, 2017, the above amounts shall he reduced by another 25% and on June 30, 201%, the above amounts shall be reduced to zero ($0). The above refrrenced payments shall he prorated iii the case of (i) an employee commencing employment after the beginning of the school year; (ii) terminating employment prior to the end of the school year, or (iii) whose coverage is reinstated due to the loss of coverage from an alternative source.

6.10

The hoard shall provide the insurances listed in Sections 6.1 through 6.5 provided, however, that the hoard may substitute for said insurances any plan by the present or any other carrier which offers benefits equal to or better than those oliered by said insurances.

6.11

The Board shall contribute 100% of the premium cost for $25,000 life insurance tbr twenty hours or more paraeducators. Employees may purchase additional 1db insurance at the group rates.

{00862260DOC Ver. 1)

5

7.0

SFNIORITY, LAYOFF AND RLcAh

7. I

The employer shall prepare a list ol all employees covered under this Agreement showing their seniority in length of service with the employer and deliver the same to the Union on or about October 15th of each year. The seniorit) list shall be posted on the bariaining unit bulletin board also.

7.2

1:01. the purposes of this article, there shall be two classifications pertaining to the bu nip i ig p n )ced u re

1 2.

.

7.3

30—h )U i-s or m re employees 20—29 hour employees

If a bargaining unit pusition(s) is eliminated by the Board iii any classification (i.e. 30 hours or mole or 20—29 hoursL the employee with the least seniority in the alThctetl classification shall be subject to lay—off lirst. The employee subjeci to lay—oh or reduced in hours Irom 30 or more hours to less than 30 hours. may “bump” the least senior employee in an equal or lower classification provided the ‘‘humped” employee has less seniority and the “bumping’’ employee has the ah iii ty and qualifications to sat is lactori ly pert orm the work—as determined by the Superintendent or his/her designee.

7.4

Laid—oIl employees shall have recall rights and shall ha’ e first opportunity to return to a vacant position for a maximum period of eighteen (I 8) months from the elfëctive date of lay —oil. I mplovees with recall rights will be recalled in reverse order of lay—off, to the first vacant position available. Idr which they are qual i fled to peribrm as deemed by the Superintendent or his/her designee, irrespective to the classifications listed in 7.2.

7.5

If upon recall the employee fails to report to work within live (5) working days alter receipt of’ a certified letter notifyin them of’ the vacancy, said paraeducator shall lbrf’eit all recall rights.

7.6

During reductions described in 7.1 through 7.4 and the implementation of such, an employee who does not choose to implement the displacement procedure may elect to be placed on recall. This request must be made in writing to the Superintendent or his/her designee within two (2) working days.

7.7

For the purpose of this Article, seniority shall he defined as an employee’s continuous length of service in Ihe bargaining unit, measured from said employee’s most recent date of hire or rehire.

7.8

In the event of recall, all benefits for purposes ol semority. vacation, longevity and prior unused accumulated sick leave shall he reinstated provided the recall takes place within the eighteen (18) months recall period.

{00862260DOC Ver. 1)

6

7o)

Notwithstanding 7.1 through 7.4, in the event of a lay—off or reduction in force, the Unit President. Vice—President. Secretary and Treasurer (maximum of 5) shall have super seniority iii Ills/her same or lower classification provided that he/she is qualified to perfiriu the work, as deemed by the Superintendent or his/her designee. For the pitises of this sectioll only, the five (5) above officers’ names shall be subnlitted to the Board in writing by tile Union.

7.10

Notice of any vacancy in the bargaining unit covered by tills Agreement shall be posted (or each member of the Trumbull Paraeducators to see with a copy sent to tile local Unit President, at least two (2) weeks in advance of the closing date lbr applications unless this timehne is mutually waived. The notice sluili state the job title. job desc ript ion, and the current wage.

7.11

When a promotional vacancy exists, tile procedure fbr selecting an applicant shall be based upon required qua! i ficat ions, satis lactory perlormanee and an interview with the prospective super” isor and seniority. Final determi nat ion vi Ii be made by the Superintendent or his/her designee.

7. 12

Unsuccess (‘ul applicants f’rom within

system shall be notified in writing of tile Supervisor’s dec ision and reason therein prior to interviewing app! icants from outside tile

sources.

8.0

LEAVES OF ABSENCE

8.1

Illness

8. 1 I .

-

(Paid)

Thirty—hour or more employees shall earn paid sick leave at tile rate of thirteen (13) days per school year, cumulative to one hundred twenty —live (125) days.

8. 1 .2 Twenty—llour to twenty—nine hour employees shall earn paid sick leave at the rate of seven (7) days per school year, cunlulative to one hundred (100) days. 8.1.3 Employees shall be permitted up to five (5) days of absence without loss of pay to be deducted from their respective per year sick leave allowance in any school year for illness of an immediate flimily member (husband, wife, father, tmilher, child or other lamily member living in employee’s domicile). 8.2

Personal

8.2.1

Thirty—hour or more employees may be granted two (2) days personal leave in any one school year, unless said employee has completed two consecutive years of service, after which 3 days of personal leave may be granted in any one school year.

{00862260.DOC Ver. 1)

7

Iwenly hour lo Iwenly—nine hour employees may he granted Iwo (2) days iwrsoiial leave in any one scllLn)l year.

Effective .lui I. 2005. l1;inlecIic;itois shall he LLI:lnted two (2) additional personal days in lieu 01 the Veteran’s l)av and Lincoln’s Birthday holidays. 8.3

BEREAVEMENT LEAVE

8.3. I

All employees iiuiy he granied paid leave Lip to live (5) day S for each occurrence 01 a deaih of a spouse. child. broiher, sister or pareni. Employees may he eranted paid leave tip to three (3) days 11w each occurrence of a death of the employees mother—ni— law, lather—in—law, sisler—in—law, brother—in—law. grandparents or grandchild. Such leave shall he br the iuriwse of attending the wake and funeral, only helween the day

of death and the day of the funeral.

8.4

PAID hOLIDAYS

8.4.1

Thirty hours or more employees on Ihe iclive pay roll shall receive the Ibllowing as paid holidays: Labor Day (if school is in session) Columbus Day Thanksgiving Day a tier Thanksgiving Christmas Day New Years Day Marlin Luther King Day Was hi nglo n’s lii rt hday Good Friday Memorial Day Yom Kippur (provided it hills on a regular school day and school is not in session) Twenty—hour to twenty—nine hour employees on the active payroll shall receive the Ibllowing as paid holidays: Labor Day (if school is in session) Thanksgiving Christmas Day New Year’s Day Martin Luther King Day Lincoln’s Iirthday Memorial Day Yom Kippur (pnwided it falls on a regular school day and school is not in session)

{00862260.DOC Ver. 1}

8

8.5

UNION LIAVF

8.5.!

A written list of the officers, Negotiating Committee menthers, and Union Stewards shall he ftnnislied to the Board immediately ilier their designation, and the Union must notily the l3oard promptly of an) changes. Twice a year. Iwo Union officers shall receive unpaid time oil to altend Union training seminars.

8.5.2

A Union officer shall be granted leave without loss of pay flu allending meelings thai are sc hed ul eLI dii Ii ng normal work lit at is.

9.0

IIAYF QF

Ml-p]UW

Any request fbr an unpaid leave of absence may be granted by the Superintendent in his discretion. The request and the response shall he in writing.

The period of leave shall he without unemployment compens;it ion and insu ia nec benefits. I lowever, employees may continue insurances at their own expense. The period of leave shall not count is regular service toward accrued sick days and seniority, but any accumulated sick days and seniority prior to the leave shall he reinstated upon the employee s return. If in employee is placed on the recall list during the period of leave, the Superintendent’s only responsibility is to recall said employee in accordance with the recall Procedures lie rein. The decision of the Superintendent or his designee, shall be final and said decision shall not be subject to the grievance and arbitration procedure.

10.0

WORKING hOURS

10.1

Working hours for paraeducators may vary from twenty to thirty or more hours per week, depending upon the needs of the assignment.

10.2

In the regular course of events, working hours for an assignment will be made as soon as the needs fbr the assignment are known.

10.3

The school district may reassign paraeducators in the best interest of the school district as needed. If such assignment results in a reduction of hours of a person working 30 or more hours to less than 30 hours, the employee may exercise his/her rights under Article 7, Section 3 of this Agreement. If an employee is reassigned, said employee shall receive a minimum of two (2) weeks written notice.

{00862260.DOC Ver. 1)

9

10.1

In the event an employee’ s weekly h ni is a ic reduced, the eniph y’ee’ s wages shall he reduced accordingly; however. (he employee shall retain (he right to continue insurances under the same conditions enjoyed ii the greater number of hours per week.

11.0

CONTRACT INTl Rl’RIU’KI’ION This Agreement may be altered or mod i fled only by nuitua I agreement of I he parties hereto and neither parts’ shall request or demand any provision which vilI Ifl i1113’ manner, abrogate I he understanding set brth herein.

12.0

SAVING CLAUSE In the event that any Article, Section. or poition of (his Agreement is declared invalid by agreement, statute, or legal procc (hen such specific Article, Section, or portion specified to be invalid shall be deleted. I lowever, the remainder of this Agreement shall remain eflLctive. Upon a determination of invalidity, either party shall have the right to initiate negotiation upon that Article. Section or portam.

13.0

SCOPE OF AGREEMENT It is understood by both parties to this Agreement that this Agreement is €ii expression of policies and procedures which will continue the good relations established between the Board and the Union. This Agreement does not limit or restrict, in any way, the Board or bind the administ rat ion ol’ the schools, or any duly authorized represent ative of the l1oard in the discharge of duties and responsibilities as prescribed by the Board. The parties agree that all side letters, memorandum of agreements, memorandum of understandings, and all other agreements remain in force and shall be attached to the collective bargaining agreement. ,

14.0

WAGES

14.1

Wages payable to employees during the 2015-16, 2016-17, and 2017-18 school years are set forth in Appendix A (retroactive to July I, 2015).

14.2

It is understood that there are no other wage increases required of the hoard during the contract period, unless mutually agreed upon by the parties.

14.3

Employees shall be paid in 43 equal weekly payments commencing on the first week (Friday) in September and and continuing in consecutive weekly payments.

14.4

All wages shall be paid via direct deposit.

{00862260DOC Ver. 1)

10

15(1

UNION SIX’tlRITY AND DtJES

IS. I

During Ike life of this Agreemenl. an employee relains the freedom of choice whether Or not to become or remain a iiiemiiher ol the linioii.

15.2

tlniomi dues shall be deditcied by ilie Employer from the paycheck of each employee who snimis and remiiils IL) the Employer an authorization Ibrm. Such deduction shall be disconiinued upon written request of an employee thirty (30) days iii advance.

15.3

Any employee who. within ihiMy (30) days alter mitial employment in the barganing tmnit coveted by Ihis Agreemeni. ails IL) become a member of the Union or any employee whose union membership is terminaled for any reason or any employee vho resigns from Union membership shall be required to pay an aency service fee under Section 15.4.

15.4

The I mployer shall deducl the agency service fee from the paycheck of each employee who is required to pay such lee as a condition of employ ment. provided, however. iio such pay ment slut II he required f an employee who objects to pay ments of such fee based on the Ieiiel of a bona (ide religious sect. Emplo3ees objecting on religious grounds shall make a monthly contribution to an I.R.S. recognized charity, designated by mutual agreement of t lie Employer and Union equivalent to union dues.

15.5

The amount of dues or agency sen ice fee deducted under this Article, together with a list of employees, shall he remitted to UPSEU within a week after the payroll period in which such deduct ion is made together with a list of employees for whom any such deduction is made.

15.6

The Union agrees to defend, indemnify, and hold harmless the Trumbull Board of Education and the Town of Trumbull against all claims, demands, suits, or any other lorm of liability which may arise by reason of any action taken in reference to any Iortion of Article 15.0 Union Security and Dues.

16.0

BULLETIN BOARDS The Union may utilize the existing bulletin board space to post vacancies, news and announcements relating to pertinent union activities.

17.0

MILEAGE Employees who must travel between schools as part of their assignment, shall be

reimhursed 11w the use of their automobiles at the rate set by the Internal Revenue Service for business mileage deductions. During each school year covered by this Agreement, the IRS rate established as of January 1 prior to July 1 of the ensuing school year shall he paid for the entire school year, and any adjustments by the IRS during that year shall not be implemented until the following July.

{00862260.DOC Ver. 1)

11

18(1

MANAGFMFN’T RiGhTs The Union a2rees that (he nianagenieni of ilie schools and (lie diiectioii of (he working Ilirce shall he in the sole discretion and is the sole responsibiIi of the Board, and agrees that all managemeili rights. except is specificaII Imited by an\’ of the express provision of the Agreemeni. are reserved and retained liv ihe Board. All management flinclions and responsihiliiies which are not expressly modified or restricted by a specihc provision of this Agreement are retained and vested exclusively in the Board. including without limitalion. but not limited to: the right to establish and adminisler policies and pi-oceLlui’es related to the services, education, training, operations; to direct and schedule the working force; to hire, promote, transfer lay off and recall employees to work: lo reprimand, suspend, discharge or otherwise discipline employees; to determine (he number of employees and (he duties to lie perf’rmed: to mainlain the efficiency of employees; to establish, expand, reduce. alier. consolida(e or abolish any job class i licat ion, department, operation or ser’ ice: to deterini ne st:t fling patterns and areas worked: to control and regulate the use of (icil ities supplies. CLIII ipment and other property of the school: to reassign tasks between employees: to determine the number, location and operation of divisions, departments of the scho )I : to determine the assignment oF work, the qualifications required and the size and composition of the work (nice: to discontinue, reorganize or combine any department, branch or unit of operations with any consequent reduction or other changes in the work force or work assignment; to introduce new or improved methods or facilities regardless of whether or not the same cause a reduction in the work force; to make, change or eliminate work rules, regulations, policies, and practices provided the same do not conflict with the explicit terms of this Agreement; to subcontract bargaining unit work provided no present memher loses her position; and otherwise generally to manage. attain and maintain full efhcienc and optimum services. .

19.0

SQl IOOLS CLOSE FOR EMERGENCIES

19.1

When schools close fhr snow, ice or other emergenc3 employ ees will be excused or dismissed in accordance with the procedures: .

Ic). 1.1 When schools are closed because of inclement weather or emergencies, employees shall not report to work and they shall not be paid. 19.1.2 When schools have delayed openings, employees are expected to report at the new opening time. Employees shall suffer no loss of pay. 19.1.3 When schools are dismissed early for inclement weather or any emergency and an announcement of such has been made by the Superintendent. employ ees are expected to remain until dismissed by their supervisors and the employees shall sufftr no loss of pay.

{00862260.DOC Ver. I)

12

IV. I 4 In die event there is an early dismissal on the last two days ol the school year, panteducators shall he released jiliotit loss ol pay in exchan e hr which they must attend a professional d’velopment day withm three days prior to the stun of tIle school year. In addition, the Board may requi’e ptnieduc;ors to attend au idditioiutl professional development day flu which they shall he compensated. The Board shall consider any and all professional development topics provided hy the Union.

20.0

JURY DUTY

An employee who is required to serve on a jury heflue a staw or federal court shall be granted leave 11w this purpose and such leave shall inn be deducted from a sick leave or persotml days. Such employee shall receive a rate of pay 11w each day of jury service equal to the difference between his/her then current app! cable wage calculated on per diem basis and the pay s/he receives from the court as jury pay. In order to qualify (hr this pay, the employee shall notify the Superintendent immed lately and in writ i im when s/he is not i fled that s/he is required to report for jury duo 21.0

ASSIGNMENT

21.1

The assignment of employees within the school system is Ihe responsibility of the Superintendent of Schools. In making assignment Ihe reasonable requests of the employee concerned shall be considered.

21.2

The school district may reassign paraeducators in the best interest of the school district as needed. If such assignment results in a reduction of hours of a person working 30 or more hours to less than 30 hours the employee may exercise his/her rights under Article 7. Section 4 of this Agreement.

2 I .3

1 mplo ees shall he notified as to whether they will have a position fbr the next school year by the end of the current school year, and the Board shall endeavor to make assignments and notify employees by the end of the current school year. Employees whose positions are funded through various titles and grants shall be notified of the ensuing school year’s assignment as soon as pntcticable.

21.4

Changes in assignments between schools (i.e. from an elementary school to the middle school or from the middle school to the High School) shall not he effected or announced without the paraeducator being given notification and the opportunity for a personal conference. Following such conference, if the paraedueator wishes to contest the change, he/she may lile an appeal with the Superintendent. The Superintendent or designee will review the circumstances and issue a decisioti. which decisioti shall be linal and bi tiding upon the paraeducator.

21 .5

Employees who wish a transfer to another assignment shall file a written statement of such desire with the Superintendent or her/his designee not later than May 15. Such

t00862260.DOC Ver. 1)

13

21.o

luuiiiima unit nicinbei’s shall he reqtiiied to till lieu It h a de ;vli cii req ues ted

22.0

P1 \SI( )N P1 AN

a.

Employees havini 12 months of continuous service with the Board as oLiul I shall be eligible to paiticpIte via contributory deductions to be made by the Board horn the employee’s paycheck. subject to the hitters written authorization, in the lown of’ Iruiubul I Retirement Plan.

Ii.

Employees shall contribute towards the cost of the pension plan as follows:

in

and/or

pLtlorlll

the duties

(If a home

Effective md retroactive lo 7/I/i 5—5.5% 1:1 tëcti e 7/1/16 6.0% Effective 7/ /17 (115% c.

I tmplovees n ho retire under the l’uxvn’s I’ension Plan currently in effect. slial I have their benefits computed is provided fbi’ in the plan as determined in a separate collecti \ e bargaining agreement between the Town of Trumbull and UI ‘SEU.

d.

Employees hired on or af’ter Jul3 I 2013, shall not be eligible for the Town pension plaii described in paragraphs a—c above: rather, they shall be eligible to ptrticipatc in the Board’s Dc fl ned C on tn bu lion Plan.

23.0

WNGEVITY

i iuich puir;ietlticuttor hired on or before June 30. 2000, ho mis ten (1 0) or more veai’s of conseeuti;e service shall receive a payieifl according to the following: -after -after -after -after

10 15 20 25

veal’s years years yeats

of service $250 of service $300 of service $375 of’ service $525 -

-

-

-

Paraeducators hired after June 30, 2000 shall not be eligible for this benefit. 23.1

An employee eligible for longevity leaving the cmployment of the Board shall be entitled to payment on a pro—rated basis of longevity due in the current year. In the event of the death of the employee, said longevity shall be made to the surviving spouse or estate of the employee.

24.0

DURATION

The provisions of this Agreement shall he elThclive as through June 30, 20J 8.

{D0862260.DOC Ver. 1}

14

noted

herein and shall continue in lorce

25.0

Nl)Il:\[IONS (fl1ER A SLCCl•SSOR_ACRIThNIENT

eonhinenee negotiations or a successor :\ reement upon the written request of the 1 iiion ptrsuLl1l to [he Municipal l:nipioees Relations Act (MER:\ ).

lilt’

26.0

parties aree EL)

AMI IQICANS \\lFI I DISABILITY ALl’

‘the I mon shall cooperate ; ith the Board ol Education itli regard to the Board’s obligations under the Americans with Disabilities Act of 1090. 27.0

I WAIt! I AND SAFETY

27.!

Should an emploee lind himself herself n ;vliac lie/she deems an unsaic sitmitioTi. heishe shall immediatel notify the classroom teacher and the building administrator.

27.2

A joint safety conimittee shall be fbtmed by the employer and the Union, and said salety and health issues and committee shall meet upon request of either party to make recommendations. review

28.0

P1 RSONNEL_FILl S

28. 1

ducation shall permit each employee [he 1 oard cost to the employees, his/her personnel files.

29.0

F.\MILYMFDIC.Mfl*AVEAQ(fMLA

29. I

‘[he District shall comply w ith FMLA, including the Connecticut Law.

of’!

to

inspect, and

receive a copy at

fN WITNESS WHEREOF, the parties hereto have set their hands this 2016.

no

of February,

UPSI’:U TRUMBULL I’A1AJ91>CATORS

TRUMBULL HOARD OF EDUCATION

Kevin I oylefJr., UI’S! U President

Board Chair

lry’

(00862260000 Ver. I}

15

ChJfl, Superintedent

,\PPINI)IX_A P;\lpit;il (I ISP) (.oia. lilelil

I)tdiietIiIc

s:5o per acilil i.si(3fl 5300 ,cr ,uln,ic.cinn

I

)cdiiciihlc

t\

(t,iii.tii,iilcc

\. C oiiiur;iiicc

.oiisiiiiiee

in

IJi:er

((It)

(iic

(_op,:viicit

piecessecl as

out iii

iciit’ik

5350 pcrailnd.cvion S7S

3.

iiicIt’cIil\kii(lIiitIR )tU;i\iOclit—u:rajf uinin

sico

515(1 ‘‘i,ptiy (;leichr



t.ii

I )ecltei hlc

1h,h,l/;’ ,,l,H/,cr/:!il:4/i

‘,;nh, /nniit’)

(ciiiisiiraiice C

(osi Shioc fvliixiiiitiin

(;ii/;I/2.msnber_fan:ily/3+ memberfamily)

hicdticiihlc Si Coiiisuriiicc )UiH:riic(hic! LicJPJL_ S I, eOn) 5., (fl’tA.S 3,000 S.’, One Si, 000/S(oo)

(fli,IlU://.?_oiii’rj’aflhj1y/3+memerfamjy)

Lilctiiiic{Vtcsriutiiu______________________________________________________________________________________

covered .1St) 1500

Not Applicable

oiiisiiiaiiec N]i\iiuhjfli

Not

liiiliiiiled

$ l,000,000

PRKVENTIV t:_(:ARE Well child care I’eii{Hlie. iotiiiiie

No ( opiiyuwnt

health e\iilflhTiiitlc)flS

NoCjiymdnt

Rout lie UI 1/( YN visits MwmuojplIy I Ic iriiii sciCi.iiiiiL Rouhie l\L’ L\iIii frlKI)ftAL_CARE ( ) P1cc v s s Chitpiiticiit mental health Si scihsi,iiice those jnsorunlfln.t,u,qIurci C ‘I C; Y N care \1a!emiv cue—, Iv /.ah]e-1!uc1;/me!, j:i..-./;-rea-r l)iaeiiostic lab and x-ray Aet:pti:ictiire — i: h a hiccased I’O)V(lei’ I liuii—cust OIItDatieiit c:iaLuioNt:c —/Ja-Jrnlii;OVi:u I eared Th /ll’i;i er c.!p.-!1-va 11111, (iT, liT Allerey ser.accs -

)[)aVIi1e!11

No (luirt&e $40 C :O)ii\iiiciit

I :,i.,,..!

21

Dc’dtictiblc & (‘oiiistiriiiice

$40 Qopayment $30 Uopaynient $30 (‘opaymetit $30 Copavnieul $30 Copavment No (harue SIt) C c’payr $75. capped at $375

$40 Copayment Nti C (maVPeI)I

( )a’ vjc,,v’jv(,-’

{00862260.DOC Ver. 1)

No C

Deductible & Coinsurance

________ _____

II ( NP I ‘[A I CARE — Prior authorization required i; i;! .1 icdical/Surgical/MaternffiJ I

S25t) jiei itllW’,iLilt S. 00 pr ad,,iish,,,

Suiio—pri lie ‘[bit)

Iiip;iticiit

• li/i fIt’ 7/,fl, S iSO per ado:: c-Viol? S25() ici’ adinissioii •c;on per i::I;i;i slit’: 7 I in • / i?

iilL’iit,il health /c sub-moct: those

I)’dtictihle t

(‘tHuii:iaiice

‘‘‘//‘‘‘

S IsO per ,,dmhclon Skilled

ltiIi’’iii:I

1JuL11!)

‘a’

/,,

L_’(/:f;i’c/’,i’

.S250 Jic-r

o/ ii/,,

:iUilllssiOll

5300 JILt adnns,cwn * -

I/ic-ui’’ 7/1//fl

5350 per adu,i.csloz:

tiiitfliltIciiiiil:’cl’\’:!:a

“‘in, fl,//’,:! oric!--,-,’,”n,’r

,‘,

r ‘cI,-,,,,,r jar

Ui H ti/IC

No

S LW

t

tI/’:/i’Ill’i:!

KMI:RGI:Ncv c’1ui:

\V;tlk—i ceitters

jy’’

ii

S7Ciavnicnt_________ N!l,Si,cLcl,__ -14 ( Sh{H’tipuvtwnI

tireciticire—t’ci-u:çytu:oai-. ‘Ill’s nJ/i’______ H/cl c’t’ifl’’ tilt’

r4i;’,r”/:,1ci Ii’,’: I’,,!

lC,hllflfl’(/

Ni’ UIcrac

0111 KR II EAt :ri I CARE ()iiil1uicni rck;ibiIitiiti’c sun ices (0 eonii,t:,.l

i.? I/Ic/V till-fl ‘t’

I’i 01, ci;uI S”!

I )eclttclihle & Ctl[nsitt1j}J

ji’;

uci ,‘I?ii’ i’:’’.

.1(1

its.t liiciV.lIiiltli

NI,

t,21,licL’

I it—Network AIc’,,,hc’r pa;’s:

Ott I —ol—Ne two rk

S)ecialist CopaYincu

Deductible & (7oi:isur,iiicc

Alember put’s:

--

Durable iiicclical 1/, Ii i/lI/c’ tI

l)iabetic

equilllticllt

/ Irosthetic dcvcc-, Co

0l(t I/Il u1’’r’ I/i ‘fit/fl! Vt ‘II!’

silpillies,

I )c, .‘I’r’ti tirc/:’c

cued

tIrucs & ct1ui1,itieitt

UIV,’’I’,T, V/it?’: 0’

‘/ii’i,i’L

4”,

llilcnilil\ sci’vcc< —,‘‘r:ut’ a,,!!an:zaizv;: -Ic:’’ and Lj(1f Ri’.strwinu,c tif’1Th’

fl! h-iyi

A- P Ilica h Ic Cctpit Ifleilt

fl’c/itiI’c’d

Deductbhc & (‘oh astIr: rice

No Cliai’te

11011w ieiltIi care

14’:!:,’ I’aa’ 2 ,f3

{00862260,DOG Ver, 1)

Deductible & Coinsurance

22

S50 Deductible & ( ‘oinsilrarlcc

20 01,

_

__

I’RI•:vI:NTIV[: (:kRI S(’IIEI)11FS 1(11111 I:xa,nx

If ‘cli Child C are (including i,,nnunizathins) • (I to 12 iiionths 7 exam • 3 iioiill II) vear- 0 c’callIS • I cS;iIii ever>’ cii’. (‘‘c, U Lii itliilt

+

I exam evciv year a’e 6 to adult

:‘

[us/on L:vams: I cx;inl evel y 2

4 lanunograph;’ •

I baseline scrceiiiin, aes 3530



I



Ajd’ticiiial exaiji’.

Se[ei’IiLlH [ICr YLI1

Lycirs

10 iiiedic,ll’ nt’ees ;in’

lw;

wlteit

hearing Learns: I exaiit e e!’ cilend,ii

Lii_

-

-—-—-

08/6 )iV L rna\: I exium per

L Notes III

elleTIdar

Iterielit I)esenptioris lie iieeess.iiv

Prior ,nllioriiti iii amid (iii. (0 (lii

-

.••

so, Iie;ieHTs

iflfl



lii :,ilu;ilion; U lid e (lie milemliber i respini .blc ho- ol,laitiin be p L’d.i,.tI IF



lmip:ilicrt( I Io;piuil Per Atlcipisspoii Cop:iv is van-ed it eadnillied within 3(1 thiys fir sm’iie ili;iiipmosis. Maximum ot per pcrsOhi Pci i U Skilled Nmm.iiie smelly k’op;iy is Unvepl hmiliiiilii:pl within 3 (hlys ot ltospil;il diehaice. I Ionic I Ic:iITh (art- -el’ lees lie cinercil “hem] Lii lieu oF lOS]i.iIL/itiom1. Includes mnhiismou (IV) lher:im ltipi’:ipm Ui.’iii & ‘I v;rie N1cnln’s nipm I Iilii,A. I.r:me:I1:m::mis desi.rn;p(ed lmLm ‘Liii cente, s ]oili:mIs to ret CvC icitelit— 01 I

• • •

Iran ;:,l:;mii c:s



\ic;-ilni lmms been

,:h,le op lie i;il,pnee ii’eh e b,llcd In ool—o(—ael ii, pii’ tIers aiep i;m’ mlle:lt or to ered sen ices ieetiiiIiii to (lie ConipmeIieiisi t’ Schedule ol Protessicinal Services,

pit’ I ecipii Ittiftic

{00862260.DOC Ver. 1)

23

1e:u

510 LVPi V4!ENJ’ GENERIC DRUGS $25 CORI )‘MEA’TLLS’ TEl) BRA ND-NAME DRUGS 540 COl’A )‘MENTNON-LLS’TED IIRIND-NI4IE I)RUG’S L/nlb,n!t’d Aintnal AIILVII?tItllI G’eIsL’I’ic’ l)rnç’.c have Ike Lanes’! ( tpas’iiien! )‘,,r cojus; int’l,!: Sf0 Ilie tenii gelieric’ refers to a prescription dnig thai is itd potL’ctetl 1w tnideiiiark. II is required to meet (lie smiie biocqtiiviileiicy test as the original biand—name dnig. ‘lier I

‘[icr I: ( ene He il rtis

coll:IvIlleIiI app1

2: Listed l rugs

‘I’ier

es.

[lie (cnn listed lwand—niiine’ reft,rs to

l)r:iIItI—IIai)iL

prescription dni1

Shield’s list

that is

‘S ;u

brand—name

on Anthem l3lue Cross and Blue

oIprefrred prescription drtias. 11cr

2 cojavment

Mail Senice

Ilic icriii “n Hi_listed lirancl—nanic’ rcer toi lir,tnd—naiiie pi’cscrptton (Irlig that is not on Anthem Blue Cross nid Blue Shield’s list ol’pctterrcd preNcription dmus. licr 3 copaynieui anlil cs. One co{):IvnicIii per 30— U0.

2> retail

1nntiil i:ixiiiiuni

l’er i:iciiiher per calendar war

I

•l’icr 3: Non—listed I)i’:iii(l—lilItiie

drugs

I!;

(lOt L0fl

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