IASD Teachers Contract 2011-2014

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TABLE OF CONTENTS ARTICLE PAGE

I AGREEMENT ...........................................................................................................1

II RECOGNITION ........................................................................................................1

♦ Part-time Employees ................................................................................................2

III GRIEVANCE PROCEDURE ...................................................................................3

IV RIGHTS OF PROFESSIONAL EMPLOYEES .....................................................5

♦ Personnel File ..........................................................................................................6

V ASSOCIATION RIGHTS & PRIVILEGES ...........................................................7

VI TEACHER WORK YEAR & TEACHING HOURS .............................................8

♦ Compensatory Time.................................................................................................8

♦ Preparation/Planning Time ......................................................................................8

♦ Guidance Counselor .................................................................................................9

♦ Travel Reimbursement.............................................................................................9

VII PROFESSIONAL ASSIGNMENTS ........................................................................9

VIII VACANCIES & TRANSFERS ..............................................................................10

IX ILLNESS OR DISABILITY ...................................................................................10

♦ Prolonged Illness or Accident Leave .....................................................................10

♦ Accumulated Sick Leave .......................................................................................11

♦ Worker’s Compensation ........................................................................................11

X TEMPORARY LEAVES OF ABSENCE ..............................................................11

♦ Personal Leave .......................................................................................................11

♦ Emergency Personal Leave....................................................................................12

♦ Legal Duty Leave ..................................................................................................12

♦ Military Leave .......................................................................................................12

♦ Bereavement Leave ...............................................................................................12

♦ Sick Leave .............................................................................................................13

♦ Doctor’s Statement ................................................................................................13

♦ Sabbatical Leave ....................................................................................................13

♦ Family and Medical Leave ....................................................................................17

XI UNPAID LEAVES OF ABSENCE ........................................................................17

♦ Educational Leave .................................................................................................17

♦ Maternity Leave .....................................................................................................18

XII PROTECTION OF TEACHERS, STUDENTS & PROPERTY ........................19

♦ Hazardous Conditions ............................................................................................19

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TABLE OF CONTENTS (continued)

ARTICLE PAGE

XIII COMMITTEES .......................................................................................................19

♦ Curriculum Committee ..........................................................................................19

♦ District Labor/Management Committee ................................................................19

♦ Building Labor/Management Committee ..............................................................20

♦ Act 48 Committee ..................................................................................................20

XIV NO STRIKE—NO LOCKOUT ..............................................................................20

XV NO DISCRIMINATION .........................................................................................21

XVI MAINTENANCE OF MEMBERSHIP .................................................................21

♦ Fair Share ...............................................................................................................21

XVII PAYROLL DEDUCTIONS ....................................................................................21

♦ Tax-Sheltered Annuities ........................................................................................21

XVIII SEVERABILITY CLAUSE ....................................................................................22

XIX PROFESSIONAL COMPENSATION ..................................................................23

♦ Tuition Reimbursement .........................................................................................24

XX EXECUTION ...........................................................................................................25

APPENDIX

―A‖ SALARY SCHEDULES ..........................................................................................25

♦ Step Placement Chart .............................................................................................26

♦ 2011-2012 Professional Salary Schedule ..............................................................27



―B‖ EXTRA-DUTY, EXTRA-PAY SCHEDULE ........................................................32

♦ 2011-2014 Positions & Pay Scales .................................................................. 32-34

―C‖ HOSPITALIZATION & INSURANCE ................................................................35

♦ Voluntary Retirement Incentive ............................................................................37

♦ Employer Contributory 403(b) Program ................................................................38

―D‖ ADDITIONAL INSTRUCTIONAL PROGRAMS .............................................40

♦ Voluntary Workshop Reimbursement ...................................................................40

―E‖ GRADE APPEAL POLICY ...................................................................................41

―F‖ COMPUTER MEDIATED COURSES .................................................................42

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Indiana Contract: 2011-2014/RWD:BEE/pg/2-18-11 Page 1

WITNESSETH

It is the intent and purpose of the parties hereto to promote harmonious and cooperative

relationships subject, however, to the paramount right of the public to keep inviolate the

guarantees for their health, safety and welfare. Unresolved disputes between the District and

Association are injurious to the public, and both parties are, therefore, aware that adequate means

must be established for minimizing them and providing for their resolution. Both parties agree

that this overall policy may be best accomplished by negotiating in good faith and entering into

written agreements, evidencing the result of such negotiations and establishing procedures to

provide for the protection of the rights of the District and its employees, and to insure to the

public orderly and uninterrupted services.

ARTICLE I. AGREEMENT

Section 1: This agreement is made and entered into this ______ day of __________, 2011 by

and between the Indiana Area School District, hereinafter referred to as the “District,” and the

Indiana Area Education Association-PSEA-NEA, hereinafter referred to as the “Association.”

Section 2: This agreement shall be binding upon the parties hereto, their successors and assigns,

from July 1, 2011 to and including June 30, 2014, and thereafter from year to year, except that

either party may notify the other by certified mail or before January 11, 2014 of its desire to

modify or terminate this agreement. The parties hereto will meet within thirty (30) days after

receipt of such notice to discuss wages, hours and terms and conditions of employment to

become effective following the expiration date, which shall not be sooner than the ensuing

June 30.

Section 3: The first year of the agreement shall be defined as July 1, 2011, to and including June

30, 2012. The second year of the agreement shall be defined as commencing July 1, 2012, to and

including June 30, 2013. The third year of the agreement shall be defined as commencing July 1,

2013, to and including June 30, 2014, and shall remain in full force and effect to the expiration

of this agreement on June 30, 2014.

ARTICLE II. RECOGNITION

Section 1: The District, which maintains its principal office at 501 East Pike, Indiana,

Pennsylvania, 15701, pursuant to Section 606 of the Public Employee Relations Act Number 195

(“Act”), and in accordance with certification by the Pennsylvania Labor Relations Board, Case

Number PERA-R-310-W, and amended at PERA-U-02-144-W, hereby recognizes the Indiana

Area Education Association-PSEA-NEA, which maintains its principal office at 39 North 7th

Street, Suite 300, Indiana, Pennsylvania, 15701, as the exclusive representative for purposes of

collective bargaining with respect to wages, hours and other terms and conditions of

employment.


Section 2: The unit deemed appropriate in the aforementioned certification shall include all

eligible employees under the Act in the following categories under the jurisdiction of the

District:

Classroom Teachers Under Contract

Nurses Under Contract

Dental Hygienists Under Contract

Guidance Counselors Under Contract

Speech Therapists Under Contract

Librarians Under Contract

Nurse Assistants

Excluded from said unit are all management-level employees, supervisors, first-level

supervisors, confidential employees and guards, as defined in the Act. The term “employee” and

“teacher” are used interchangeably herein.

Section 3: Unless otherwise provided herein, the masculine pronoun shall import the feminine,

the singular number shall import the plural and vice versa, as applicable.

Section 4: This agreement shall not be modified in whole or in part by the parties except by an

instrument, in writing, duly executed by both parties.

Section 5: Seniority shall be defined under this agreement as the length of full-time continuous

service from the initial date on which service was first performed from the employee’s last date

of hire. A regular part-time employee who becomes a full-time employee shall be credited with

seniority at the rate of one (1) year and/or a fraction of a year for each school year or fraction of

a year worked as a regular part-time employee. Time spent in voluntary workshops shall not be

used in calculating seniority. When employees commence work on the same day, they shall

draw lots to determine their seniority ranking. An employee reduced to less than full-time

service shall be treated, for contract purposes (except for salary), as a full-time employee under

this agreement.

Section 6: Part-time Employees.

A. A part-time employee is defined as an employee hired by the District to regularly work

less than a full-time schedule.

B. Regular part-time employees shall work as scheduled by the District.

C. Regular part-time employee(s) shall be allocated to the salary schedule according to

his/her years of credited service and educational attainment.

D. Salaries paid to regular part-time employees shall be determined on a prorated basis,

using the actual time worked as a factor of the normal full-time salary (i.e., if full-time

salary is $30,000 annually, a fifty [50%] percent part-time employee shall be paid an

annual salary of $15,000).


E. The parties’ intention with respect to any “days” to which regular part-time employees

are entitled to be absent from the school district is that such “days” shall be equal to the

regular part-time employee’s scheduled day. (Example: A regular part-time employee

working three [3] hours per day will be entitled to ten [10] sick days, each of which will

be three [3] hours in duration.)

F. Regular part-time employees shall have the option to enroll in any of the insurance

coverages provided in Appendix “C” of the agreement. The percentage of the premium

cost paid by the District for each insurance coverage selected by the part-time employee

shall be equal to the percentage of total time worked by the part-time employee. The

part-time employee will be responsible for payment of the remaining premium cost(s) for

each insurance coverage he/she selects and such payment(s) shall be made through

payroll deduction(s) (i.e., a fifty [50%] percent part-time employee shall receive fifty

[50%] percent of the applicable premium cost of benefits payable by the District on

behalf of said employee. The remaining cost of fifty [50%] percent shall be paid through

payroll deduction from the employee’s earnings.)

ARTICLE III. GRIEVANCE PROCEDURE

Section 1: It is the policy of the District and Association to encourage a harmonious and

cooperative relationship between employees, and to resolve employee grievances in accordance

with fair and orderly procedures.

Section 2:

A. A grievance is a dispute concerning the interpretation, application or alleged violation of

a specific term or provision of this agreement.

B. A work day shall be defined as a day when the school district’s main office is regularly

scheduled to work, except for Christmas holidays as celebrated by the District.

Section 3: An employee is entitled to select the Association and/or its accredited representative

to represent him during all steps of the grievance procedure which is as follows:

♦ First Step – Principal

An employee with a grievance shall submit it in writing to his principal within ten (10)

work days of the alleged violation, or within ten (10) work days of employee’s

knowledge of same. The principal shall attempt to resolve the grievance to the mutual

satisfaction of the employee and District by meeting with the grievant and representative

within five (5) work days after receipt of the grievance. The principal shall report his

decision to the employee in writing within ten (10) workdays after said meeting.

♦ Second Step – Superintendent

If the employee is not satisfied with the disposition of his grievance after receiving a

written decision from the principal or his designee, he may submit a written appeal to the


superintendent within ten (10) work days after a decision at the second step is due. The

superintendent, within ten (10) work days after receiving the appeal, shall meet with the

grievant and representative in an attempt to resolve the grievance. The superintendent

shall give the employee a written decision within five (5) work days following said

meeting.

♦ Third Step – Board of School Directors

If the employee is not satisfied with the disposition of his grievance at the second step, he

may submit a written appeal to the Board of School Directors within five (5) work days

after a decision at the third step is due. The board, after receiving the appeal, shall hold a

hearing at its next regularly scheduled meeting, at which time the grievant and

representative may present his grievance. The board, within ten (10) work days

following the hearing, shall give the grievant and the Association a written decision.

♦ Fourth Step – Arbitration

If the employee is not satisfied with the disposition of his grievance at the third step, he

may appeal to arbitration. A request for arbitration may be initiated by the Association

serving upon the District a notice in writing of an intent to proceed to arbitration within

ten (10) work days after a decision at the fourth step is due. Upon receipt of a notice

requesting arbitration, the parties shall attempt to select an arbitrator; if the parties cannot

voluntarily agree upon the selection of an arbitrator, they shall notify the Pennsylvania

Bureau of Mediation of their inability to do so. Pursuant to Section 903 of Act 195, the

Pennsylvania Bureau of Mediation shall then submit to the parties the names of seven (7)

arbitrators. Each party shall alternately strike a name until one (1) name remains. The

District shall strike the first name. The person remaining shall be the arbitrator.

A. The arbitrator shall have no power or authority to add to, subtract from or modify the

provisions of this agreement in arriving at a decision of the issue or issues presented, and

shall confine his decision solely to the application and interpretation of this agreement.

The decision or award of the arbitrator shall be final and binding.

B. The costs of arbitration shall be shared equally by the parties. Each party shall bear the

cost of preparing and presenting its own case.

Section 4: A grievance may be withdrawn by the Association or the aggrieved employee at any

time, and the withdrawal of any grievance shall not be prejudicial to the positions taken by the

parties as they related to that grievance or any future grievance.

Section 5: The time limits set forth in this grievance procedure shall, unless extended by mutual

written agreement of the District and Association, be binding on both parties.

Section 6: The District may notify an aggrieved employee (with copy to the Association) of its

decision by certified mail sent to the employee’s last known address, and this shall fulfill the

decision notification requirements as set forth in any step of the grievance procedure described

herein.


Section 7: Nothing contained herein will be construed as limiting the right of any employee

having a grievance to discuss the matter informally with any appropriate member of the

administration, and having the grievance adjusted without intervention of the Association,

provided the adjustment is not inconsistent with the terms of this agreement, and provided

further that the Association has been given an opportunity to be present at such adjustment.

Section 8: When two (2) or more employees have a common grievance, or the Association

wishes to file a grievance, it may be initiated commencing with the second step of the procedure

hereinbefore described.

Section 9: The grievance shall be initiated at the step at which the alleged grievable action

occurred.

Section 10: All documents, communications and records pertinent to the processing of a

grievance shall be filed separately from the personnel files of the participant(s).

Section 11: The parties hereto will cooperate in the investigation of any grievance, and shall

have access to data pertinent to said case.

Section 12: The District will notify the Association of any hearing scheduled under this

procedure at least two (2) days in advance of said hearing.

ARTICLE IV. RIGHTS OF PROFESSIONAL EMPLOYEES

Section 1: The parties hereto agree to abide by applicable laws including the Public School

Code of 1949, as amended.

Section 2: No employee shall be discharged, suspended, disciplined, reprimanded, or reduced in

rank or compensation without just cause.

Section 3: A pupil’s grade shall not be changed except in accordance with the Grade Appeal

Policy as set forth in Appendix E, which is attached to and incorporated in this agreement.

Section 4: The District agrees to permit employees to leave their respective buildings at

designated lunch times upon prior notification to the principal or his designee when leaving the

building and upon return.

Section 5: The telephone in the general office of each school shall be available to employees for

telephone calls related directly to their schoolwork. In the event that the call is of such nature

that, in the opinion of the employee, it should be conducted in private, the employee may use the

telephone in the principal’s office, if available.


Section 6: Personnel File.

A. The District shall maintain one (1) personnel file in the office of the superintendent or his

designee for each employee. Personnel action may only be invoked on items contained

in the employee’s personnel file. There shall also be a separate pre-employment file

which shall be confidential, and shall contain only letters of reference, recommendations,

or any materials secured in the hiring process. After employment, no personnel action

shall be invoked on the basis of said pre-employment information. The employee shall

have no right of access to the official confidential, pre-employment file.

B. Individual personnel files shall be confidential and nothing shall be placed in the file

without the employee’s knowledge. An employee shall have the right to make such

additions or responses to the material contained in his personnel file as he shall deem

necessary, but he shall have no right to remove material from the file. The employee may

obtain a copy of any document in his personnel file, upon request.

C. All items in the personnel file shall be identified as to source.

D. An employee shall have access to his personnel file during regular working hours,

provided there shall be no interference with the normal routine of the office and provided,

further, that no unreasonable delay in honoring such access shall be made. Under no

circumstances shall the personnel file be removed from the office by the employee, and

his access to the file shall be only in the presence of the superintendent or his designee.

E. Only authorized personnel shall have access to the personnel files.

F. The Association shall have access to the personnel file of an employee at reasonable

times during regular office hours after having given the superintendent or his designee

reasonable notice, and provided it first shall have obtained the express written approval of

that employee. Access to said file shall only be in the presence of the superintendent or

his designee.

G. If the personnel file or any of its contents is duly subpoenaed in accordance with law, the

employee shall be notified at the earliest reasonably possible time.

Section 7: Any criticism of an employee by the board, superintendent, or any administrator(s)

shall be directed to the employee in private and not in the presence of others without the consent

of said employee.

Section 8: The District agrees to abide by the Pennsylvania School Code of 1949, as amended,

relevant to any reduction in force.


ARTICLE V. ASSOCIATION RIGHTS AND PRIVILEGES

Section 1: The Association may post notices, pamphlets and bulletins on employee bulletin

boards in areas so designated, provided that such material is signed, dated and clearly identified

as to source. No such material shall be posted which is profane, obscene or defamatory of the

District or its representatives or to any individual.

Section 2: Authorized Association mail shall be allowed to be put in the school mailboxes.

Association announcements may be read over the school’s public address system during the

times when students are not scheduled for classes, with permission of the building principal or

his designee. No reasonable request shall be denied.

Section 3: School rooms may be used by the Association for meetings provided that:

A. Such meetings occur during the regular shift hours of the custodian for the building in

question.

B. A request is made to the building principal in advance.

C. There is no conflict with other activities.

Section 4: With the permission of the principal or his designee, accredited representatives of the

Association shall be permitted to consult with staff members during regular working hours,

provided such visitation does not prevent the employee from carrying out his assigned duties.

Such permission shall not be unreasonably denied.

Section 5: With the consent of the superintendent, the Association president and/or his

delegate(s) may be released from duties temporarily to handle urgent Association business that

cannot be handled outside of regular school hours.

Section 6: Every employee may have an Association representative(s) present when scheduled

to meet with any official of the District.

Section 7: The Association shall be allowed an accumulative total of fifteen (15) days per year

without loss of pay for official delegates to attend conferences, business meetings, conventions

or other situations related to Association business.

The Association president shall be provided ten (10) days per year without loss of pay to handle

official Association business. Said days shall be in addition to the fifteen (15) days specified

above, and may be taken in one-half (½) day increments.

Section 8: The District agrees to furnish, upon request of the Association, such financial and

personnel data as may reasonably be disclosed and will assist in developing a sound proposal for

negotiations purposes.


Section 9: Each month, two (2) copies of the minutes of each regular school board meeting and

the agenda for the next board meeting shall be emailed to the president of the Association at the

same time the board members receive their copies.

Section 10: A copy of the entire tentatively adopted budget shall be made available to the

president of the Association whenever it is made available for public inspection.

Further, a copy of the District’s financial statement shall be placed in the Association president’s

school mailbox at the same time it is forwarded to the Pennsylvania Department of Education.

Section 11: When new construction or major remodeling of existing buildings is anticipated, the

District agrees to consult with the Association with respect to same.

ARTICLE VI. TEACHER WORK YEAR AND TEACHING HOURS

Section 1: The employee work year shall be a maximum of one hundred eighty-five (185) days

per year.

Section 2: The length of the employee work day shall consist of a maximum of eight (8)

consecutive hours which shall include a thirty (30) minute, duty-free lunch period free of

supervisory or other duties, except for split sessions or double sessions.

Section 3: Compensatory Time. Compensatory time off shall be granted to an employee who

is required to work beyond the contractual day. Said time off is to be scheduled by mutual

agreement between the employee and respective administrator within two (2) pay periods. Such

time off does not, however, need to be taken within the two (2) pay periods. If no mutually

agreed upon time is scheduled within the two (2) pay periods as a result of the District not

reasonably agreeing to the mutually scheduled time, the District shall reimburse said employee

for the additional time worked on a prorated basis in the following pay period.

Section 4: Preparation/Planning Time

A. Each employee shall be scheduled for a preparation/planning period, every day, that

equals the length of a standard instructional period, but not less than thirty-seven (37)

consecutive minutes, and shall be scheduled between the start of the initial homeroom

period in the morning and the end of the final student period in the afternoon.

B. The District will attempt to avoid the scheduling of building assemblies at the same time

or period and on the same calendar day of the week in order to facilitate the equitable

distribution of preparation/planning time.

C. Teachers shall use their planning periods and unassigned periods for instructional

preparation unless other assignment is given. Other assignments will be for periods of

less than one (1) day and will be equally shared.


Section 5: Any employee who is assigned to an extra-duty, extra-pay position shall be required

to complete the regularly-scheduled work day in his/her respective building; however, in the

event that his/her extra-duty, extra-pay activity is scheduled by the District to commence prior to

the completion of the regular work day, said employee may be released prior to the completion

of his/her regularly-scheduled work day, and shall commence the performance of the extra-duty,

extra-pay activities upon such release.

Section 6: Guidance Counselor. The work year for secondary guidance counselors (grades 7-

12) shall be one hundred and ninety-nine (199) days per year. The work year for elementary

guidance counselors (grades K-6) shall be one hundred and eighty-nine (189) days per year. The

guidance counselors shall be compensated at their appropriate daily rate of pay for all days

worked beyond the regular work year set forth in Article VI, Section 1 of this agreement. The

additional workdays shall be scheduled from July 1 to June 30 by the building principal in

consultation with the guidance counselors.

Section 7: Travel Reimbursement. Any employee whose regular assignment necessitates

travel from building to building shall be compensated at a rate per mile not less than the current

rate established by the Internal Revenue Service.

No travel reimbursement will be granted for curriculum meetings or to any teacher who accepts

extracurricular assignments in other locations, except for those positions for which mileage

reimbursement has been specified in the extra-duty, extra-pay schedule. Request for such

compensation must be submitted to the business manager on the appropriate Travel Allowance

Form on a bi-monthly basis. Said final requests must be submitted by the last day of the school

calendar.

ARTICLE VII. PROFESSIONAL ASSIGNMENTS

Section 1: Employees will be given their tentative assignments for the immediately following

school year by May 30. It is understood and agreed that said assignments are subject to

reasonable change because of the needs of the District. Said assignments shall be made by the

superintendent and shall include subject and building for secondary employees, and level and

building for elementary employees.

Section 2: If it is necessary for the District to assign duties outside the District, the employee

will receive such an assignment five (5) calendar days in advance. With the employee’s

permission, such notice may be shortened if an emergency or unforeseen reasonable conditions

prevail.

Section 3: Permanent employment will be granted only to properly certified employees, and

regular assignment of employees will be restricted to their area or areas of certification.


ARTICLE VIII. VACANCIES AND TRANSFERS

Section 1: When a vacancy occurs by reasons of a resignation which has been received by the

superintendent, death of incumbent, or by the creation of a new position, including those in the

evening or summer programs, the District will post notice of such vacancy for a period of ten

(10) work days on applicable employee bulletin boards. The notice shall state which position(s)

is open, how many openings exist, required minimum qualifications, and closing application

date. During the period between school terms, notice of vacancies will be sent to employees who

requested specific postings within their areas of certification and/or extra-duty, extra-pay

positions.

Section 2: Employees who wish to apply for the vacancy shall indicate in writing their

qualifications for the position. The present professional staff of the District where qualifications

are met may apply for and must be given consideration in filling vacancies.

Section 3: The District should consider volunteers prior to involuntarily transferring any

employee. An employee who is notified of an involuntary transfer shall have the right to appeal

the decision to the superintendent prior to said transfer.

ARTICLE IX. ILLNESS OR DISABILITY

Section 1: Prolonged Illness or Accident Leave. Any employee with two (2) years’ teaching

experience in this District may be granted, upon request, a leave of absence without pay on

account of a prolonged serious illness or accident subject to the following conditions:

A. An employee who exhausts his paid sick leave entitlement shall apply for an unpaid

prolonged illness or accident leave, or if eligible, sabbatical leave. In the event the

employee does not apply and receive authorization for such leave, he shall be considered

absent without authorization and subject to disciplinary action.

B. The duration of such leave will be flexible, depending upon the circumstances (e.g.,

medical advice, District needs), but shall not exceed a period of one (1) calendar year.

Extensions to the leave may be granted for an additional one (1) calendar year at the

District’s discretion.

C. A certificate of the employee’s physician as to fitness to perform required duties shall be

a prerequisite to his/her return to work at the expiration of the leave at the expense of the

employee. An employee who has been on such leave may be required to submit to and

pass an additional physical examination by the physician designated by the District

before being permitted to return to work. Said examination shall be at the expense of the

District.

D. The District shall pay group fringe benefits consonant with its obligations as set forth in

Appendix C hereof for the employee on said leave, but neither salary, contributions to the

retirement fund, nor other benefits shall be granted. In the event of death or permanent


disability condition, upon the employee being eligible for and receiving Disability

Retirement benefits under the Pennsylvania School Employes’ Retirement System, or

upon eligibility for Social Security Disability, payment made on behalf of the employee

during said leave shall not be reimbursed to the District. In the event the employee does

not return to service for any other reason, the contributions made on behalf of the

employee during said leave shall be reimbursed to the District.

E. Upon return to full-time employment, the employee shall be placed on the salary step he

would have obtained if no leave had been taken, provided said leave commences after the

ninety-second (92) work day, or one-half (½) year, whichever is applicable, within the

school year in which the leave was initiated. Otherwise, the employee shall be placed on

the same salary step held prior to the commencement of the leave.

Section 2: Accumulated Sick Leave. Employees shall be given a written account of their

accumulated sick leave days no later than October 1 of each school year.

Section 3: Worker’s Compensation. When injured on the job, employees shall draw full

salary less the amount provided through Worker’s Compensation. While on Worker’s

Compensation, sick leave shall be reduced on the basis of one-third (1/3) day for each day of

absence to the limit of the accumulated sick leave. Employees shall have the option to receive

only the Worker’s Compensation payment and not utilize any of his/her accumulated sick days.

Appeals may be made to the school board in cases of extenuating circumstances.

If an employee is physically assaulted while on the job and sustains an injury, said employee

shall experience no deduction in wages or benefits only for the approved waiting period of

Worker’s Compensation. If Worker’s Compensation pays the employee for the waiting period,

the employee shall reimburse the District the amount received from Worker’s Compensation.

Proof of injury, if requested, must be submitted to the District.

ARTICLE X. TEMPORARY LEAVES OF ABSENCE

Section 1: Personal Leave. Each employee shall be eligible for three (3) days of personal leave

from the school calendar under the following conditions:

A. The request must be in writing to the District superintendent sent through the building

principal.

B. The request should be made three (3) days in advance of the day of absence, if possible.

C. The absence cannot cause an undue inconvenience to the school.

D. Personal leave may be accumulated up to a maximum of five (5) days. These days may

be taken in succession provided the conditions set forth in items A through C are met.

E. Any personal leave day in excess of the five (5) day maximum shall be converted to sick

leave each school year of this agreement.


Section 2: Emergency Personal Leave. A maximum of one (1) day shall be granted for a bona

fide emergency. The term “emergency” shall be defined herein as a sudden unforeseen situation

requiring immediate action by an employee to avoid disaster or probable harm to the health,

safety or well-being of said employee or any member of his immediate family. The term

“immediate family” shall be defined herein the same as it is defined in Section 5-A, Bereavement

Leave, of this article. The scheduled surgery of an employee or any member of his immediate

family shall be considered a bona fide emergency for the purposes of this section.

Section 3: Legal Duty Leave. An employee called for jury duty or subpoenaed to attend court

shall be granted leave with pay for such purposes. Evidence in the form of a subpoena or other

written notification shall be presented to the superintendent as far in advance as practical. The

employee is expected to report for his regular duty when his attendance at court is not required

for the aforementioned jury duty or as a subpoenaed witness. The employee shall receive full

pay for each day of absence less the amount of monies paid for such services.

Section 4: Military Leave. When on military leave, an employee shall be given credit for the

period of such leave for salary placement and seniority.

Section 5: Bereavement Leave.

A. Five (5) work days with pay will be granted to an employee who experiences a death in

the immediate family. Members of the immediate family are father, mother, step-father,

step-mother, brother, sister, son, daughter, husband, wife, son-in-law, daughter-in-law,

parent-in-law, grandchild, step-brother, step-sister, grandparent, near relative who resides

in the same household, or any person with whom the employee has made his home.

B. Days provided for the death of an immediate family member shall be used within two

weeks of the death of the immediate family member, except that one of the five

prescribed days may be reserved for attendance at a memorial service or for legal

obligations so long as such leave day is within one year of the death of the family

member.

C. Whenever an employee shall be absent from duty because of a death of a near relative,

there shall be no deduction in the salary of the employee for the funeral and either one

day before or after the day of the funeral. A near relative shall be defined as first cousin,

godchild, aunt, uncle, niece, nephew, brother-in-law, sister-in-law, or grandparent-in-law

of the employee or spouse

D. Extensions of the time periods as set forth in provisions A, B, and C above may be

granted at the District’s discretion.

E. Whenever an employee uses bereavement leave, they shall provide proof of the passing

of said family member with their absentee report form.


Section 6: Sick Leave.

A. Every year each employee shall be credited with ten (10) days of paid sick leave in

accordance with the School Code of 1949, as amended. Said credited sick leave shall not

be prorated, with the exception of newly hired employees at mid-school term. Any

employee hired on or after the middle of the school term shall be credited with five (5)

days of paid sick leave for said school year. The unused portion of such leave shall be

accumulative from year to year without limitation. All or any part of such unused sick

leave may be used during any work year and/or during any portion of any work year.

B. Up to five (5) of the sick days provided for in Article X, Section 6.A above may be used

each year for a bona fide illness of an immediate family member. Such days shall be

non-cumulative from year to year. Such days are included in the ten (10) sick days

provided for in Article X, Section 6.A. above and are not in addition thereto. For

purposes of this Section, immediate family shall be limited to child, spouse, parent, step-

parent, grandparent, grandchild, as well as any person with whom the employee has made

his home.

Section 7: Doctor’s Statement. A doctor’s statement shall be required with each absence

report of five (5) or more consecutive work days or illness. If the District suspects abuse of sick

leave, a doctor’s statement may be required for absences of less than five (5) consecutive work

days. Prior written notification shall be given to the employee and the Association where abuse

is suspected, and a doctor’s statement will be required for less than five (5) consecutive work

days of absence each year. If such statement is not submitted as directed hereinabove, the

employee will experience a payroll deduction.

Section 8: Sabbatical Leave.

A. Purpose. Employees of the bargaining unit shall be granted a sabbatical leave for any of

the purposes as set forth in Section 1166 of the Pennsylvania Public School Code of

1949, as amended.

B. Eligibility. The total number of professional employees on sabbatical leave at any one

time shall not exceed ten (10%) percent of the professional staff. To be eligible for

sabbatical leave, an individual employee shall have rendered at least ten (10) years of

service in the Commonwealth of Pennsylvania (at least five [5] consecutive years of

service in the Indiana Area School District).

C. Application. An application for sabbatical leave for illness or disability may be

submitted at any time and will be treated appropriately under the applicable sections of

the School Code of 1949, as amended, covering sabbatical leaves of absence. An

application for sabbatical leave for other purposes shall be made to the superintendent at

least sixty (60) days prior to the date the leave is to commence.

Each application will be reviewed by the superintendent and by the Board of Education at

its next meeting in order to assure compliance with the provisions of this article and those


of the Public School Code of 1949, as amended. The superintendent shall notify the

applicant of the board’s action within ten (10) days following the board meeting.

An employee will continue to be eligible to submit an application up to thirty (30) days

prior to the date the leave is to commence. Approval in this instance, however, shall be

subject to the availability of a certified professional replacement.

D. Priority. Priority for eligibility, if any, shall be given first to a previous applicant with

sabbatical leave remaining to be taken. Next in order of priority shall be the eligible

employee with the most service in the District since a previous sabbatical leave, if any.

The person with the most District service since the last sabbatical, if any, shall be granted

a sabbatical leave before someone with less service in the District.

E. Commitment of Employee. Acceptance of sabbatical leave incurs a commitment by the

employee to return to active duty in this District immediately following paid leave of

absence for not less than one (1) full term unless certified physically or mentally unable

to do so.

1) An employee on medical sabbatical shall be required to provide the District with a

certificate from his/her doctor confirming the necessity of continued leave. Said

physician’s statement shall not be required more often than once every three (3)

months.

2) If the leave is for professional development, the application must state what type

of study and where. If the employee enrolls in an accredited college or university,

he/she shall be enrolled for the following or a combination thereof: for a half (½)

school term, nine (9) graduate credits, twelve (12) undergraduate credits, one

hundred eighty (180) hours of other professional development activities; for a full

school term, eighteen (18) graduate credits, twenty-four (24) undergraduate

credits, three hundred sixty (360) hours of other professional development

activities.

3) If the leave is to improve professional competency, or if the employee requests a

leave of study such that does not require matriculation, but rather an alternate

method of study such as an internship, apprenticeship or other, the purpose of the

leave shall clearly demonstrate the benefit to the District and must be pre-

approved. The following professional development activities may be used in a

combination set forth in paragraph 2 above by the employee requesting leave:

a. The Board and Association shall form a joint committee to develop those

professional development activities to improve professional competency.

The joint committee shall consist of three (3) members of the Board, three

(3) administrators, six (6) representatives from the Association and two (2)

non-voting members, one being the superintendent and the other being the

Association president. The committee shall be responsible for formulating

and developing those professional development activities to be utilized for


improving professional competency. Those activities shall become part of

the collective bargaining agreement at Section E.3. The committee shall be

mutually co-chaired by the superintendent and by the president of the

Association. The committee shall develop those activities by May 1, 1998.

i. Each application must include the following headings and

information:

(a) Identification Data

Name of Employee

School

Date of Request

Length of Sabbatical and Specific Dates (e.g., First

Semester 1998-99 School Term)

(b) Statement of Goal

(c) Rationale

(d) Specific Objectives

(e) Planned Activities and Timeline (Provide an explanation of

all activities listed and an appropriate timeline for their

completion. Be sure to include benchmarks to measure

objectives and to provide feedback to the District. Also,

include an estimated number of hours for each activity. A

minimum of a midpoint and final review is required.)

(f) Documentation Plan for Achievement of Objectives

(g) Ancillary Sabbatical Costs

(h) Original Signature

ii. Each application will be evaluated using the four criteria listed on

this form. Make every effort to address as many criteria as

possible in your application request. If you are unable to meet one

of the criteria for evaluation, please provide an explanation.

(a) How does the proposal benefit students?

(b) How does the proposal serve the District/strategic plan?

(c) How does the proposal provide for professional personal

growth?

(d) How does the proposal enhance the greater community?


iii. The overall professional development plan should be linked to the

District’s Strategic Plan and benefit the students in the District.

The activities listed below are only examples of some broad areas that could

possibly be developed into an acceptable professional development plan.

Service to District Service to Self Service to Community

Grant Writing

Curriculum Development

Inservice

Material Selection Related

to Curriculum

Statistics/Research

Peer Coaching

Mentors

Higher Education Partnership

Technology Support/Instruction

Culture/Language

Internship

Inservice

New Competency

Technology Improvement

Culture/Language

Diversity

Partnerships

Liaisons

Public Relations

Parenting Workshops

Industrial/Business

Legislative

Partnerships

Culture/Language

4) An application for one or more of the leaves identified above, which includes the

information required by the applicable subsection, shall not be denied.

5) An employee taking a sabbatical leave for either education and/or professional

development to improve professional competency shall be required to file a

written report with the District within forty-five (45) days of his/her return to

duty.

6) Should it be proved that the intent of the sabbatical leave was not fulfilled, action

may be taken by the board to recover any salary paid.

F. Commitment of the Employer. At the expiration of the sabbatical leave, the employee

shall, unless agreed otherwise, be reinstated in the same position held at the time of the

granting of said leave of absence or an equivalent position, dependent upon staff needs.

An employee on sabbatical leave shall be treated as any other employee covered by the

collective bargaining agreement.

G. Compensation. During the period of the sabbatical leave, an employee shall be

compensated at one-half (½) the salary to which the employee would have been entitled

had he/she not taken leave, and no other amount.

H. Return from Leave. Failure to return from leave, or a request for the board to waive the

return requirements, shall be treated in accordance with Section 1168 of the Public

School Code of 1949, as amended.


Section 9: Family and Medical Leave. The Indiana Area School District shall comply with the

requirements of the Family and Medical Leave Act of 1993 (hereafter called FMLA) and the

corresponding administrative regulations, including the following clarifying provisions:

A. Nothing contained in this agreement shall be construed to lessen or diminish the rights

guaranteed to the employees under the FMLA. It is further agreed and understood that

nothing in the FMLA shall lessen or diminish any rights to leave that are contained

elsewhere in this agreement or are guaranteed by statute, except as specifically provided

herein. All definitions within this section shall correspond to those defined in the Act and

its regulations.

B. Where spouses work for the employer, both shall be eligible for FMLA leave rights.

C. For purposes of complying with the FMLA, a twelve (12) month period shall correlate

with the employee’s normal work year.

D. Other paid or unpaid leave provided for in this agreement or by statute shall not be used

for FMLA qualifying purposes, unless specifically requested as such by the employee.

E. Upon return from FMLA leave, the employee shall be treated consistent with the

provisions for other paid/unpaid leaves.

F. No second opinion will be required from an employee utilizing FMLA medical leave for

family members.

ARTICLE XI. UNPAID LEAVES OF ABSENCE

Section 1: Educational Leave.

A. The District agrees to grant a leave of absence without pay for one semester or more for

educational study to any tenured employee with the proviso that only three (3) employees

per building shall be eligible for such leave in any given year.

B. Applications must be submitted in writing to the superintendent at least ninety (90) days

prior to the commencement of said leave. The application shall include the proposed

program of study and shall also include written affirmation by the employee that he shall

return to work in the District for a period of one (1) year following expiration of such

leave.

C. The District shall pay group fringe benefits consonant with its obligations as set forth in

Appendix C hereof for the employee on said leave, but neither salary, contributions to the

retirement fund, nor other benefits shall be granted. Payment made on behalf of the

employee during an approved educational leave shall be reimbursed to the District by the

employee in the event the employee does not return to work in the District at the

termination of such leave.


D. Upon return to full-time employment, the employee shall be placed on the salary step he

would have obtained if no leave had been taken, provided said leave commences after the

ninety-second (92) work day, or one-half (½) year, whichever is applicable, within the

school year in which the leave was initiated. Otherwise, the employee shall be placed on


Section 2: Maternity Leave.

A. A pregnant employee shall be granted maternity leave.

B. A pregnant employee shall submit written notification to the superintendent of the

anticipated duration of the maternity leave at least two (2) weeks in advance, if possible,

of the commencement of the leave. Such leave shall be granted for a period not to exceed

twelve (12) continuous months.

C. A pregnant employee shall not be required to leave prior to childbirth unless she can no

longer, in the judgment of the superintendent, satisfactorily perform the duties of her

position.

D. Every employee shall have the right to return to the same position she held before going

on maternity leave, or to an equivalent position for which she is certified.

E. Upon return from maternity leave, the employee shall retain all seniority and pension

rights that have accrued.

F. A certificate from the employee’s physician as to her fitness to perform her required

duties shall be prerequisite to her return to work at the expiration of the leave at the

expense of the employee. An employee who has been on maternity leave may be

required to submit to and pass an additional physical examination by the physician

designated by the District before being permitted to return to work. Said examination

shall be at the expense of the District.

G. The District shall pay group fringe benefits consonant with its obligation as set forth in

Appendix C hereof for the employee on leave, but no salary or contributions to the

retirement fund or other benefits. Payment made on behalf of the employee during the

leave shall be reimbursed to the District by the employee in the event the employee does

not return to work in the District at the termination of the leave.

H. Upon return to full-time employment, the employee shall be placed on the salary step she

would have obtained if no leave had been taken, provided said leave commences after her

ninety-second (92) work day or one-half (½) year, whichever is applicable, within the

school year in which the leave was initiated. Otherwise, the employee shall be placed at



I. The board, upon request, will consider extensions of maternity leave up to a maximum of

one (1) semester.

J. Employees of the bargaining unit shall be granted, upon notification, up to twelve (12)

continuous months of unpaid leave for the purpose of rearing a natural or adopted child.

Said notification shall be submitted in writing to the superintendent at least two (2) weeks

in advance of the commencement of the leave. Subsections 2.D, 2.E, 2.G, 2.H and 2.I of

this provision shall also apply to such bargaining unit employees.

ARTICLE XII. PROTECTION OF TEACHERS, STUDENTS AND PROPERTY

Section 1: Hazardous Conditions.

A. When the District, at its sole discretion, determines that an unsafe or hazardous condition

exists which necessitates the evacuation of students, it shall also include the evacuation of

the staff on that day without loss of pay. The staff shall assist in such evacuation in

accordance with the District’s Emergency Evacuation Regulations.

B. The District, at its sole discretion, may reassign or dismiss the students or staff so

affected.

Section 2: Any employee may decline to do bomb searching.

Section 3: Transfer of students from one class to another will be done in consultation with the

affected employees.

Section 4: An employee may grieve a readmission to class of a student who has repeatedly been

disruptive in his class.

Section 5: The District agrees to meet and discuss with the Association prior to making any

changes in the discipline policy of the District.

ARTICLE XIII. COMMITTEES

Section 1: Curriculum Committee. Curriculum committees shall be continued, created or

abolished as necessary. The Association shall have one (1) representative appointed by the

Association president on each District curriculum committee. The Association president shall

supply the name of the Association representative by letter to the superintendent.

Section 2: District Labor/Management Committee. There will be a District Labor/

Management Committee. Its purpose shall be to discuss matters of mutual concern. Its

membership will be the Association president, or designee, and Association building

representatives selected by the Association president, the superintendent, or designee, and


principals selected by the superintendent. The Association president shall have the right to

designate for attendance at any given meeting a particular building representative(s) and/or

principal(s). The superintendent shall also have the right to designate for attendance at any given

meeting a particular building representative(s) and/or principal(s). The agenda will be prepared

by the party requesting the meeting, and shall be available five (5) days in advance of said

meeting. The Labor/Management Committee meetings shall be held at mutually agreeable times

monthly, commencing with the month of October through the month of May. The

superintendent and the Association president, or their designees, shall act as co-chairpersons at

any such meetings. Minutes will be kept by the secretary elected by the committee and these

minutes will be approved by both the superintendent and the Association president. A copy of

these minutes shall be forwarded to the Association president, the superintendent, assistant

superintendent, members of the committee and each member of the board. The president-elect of

the Association may, upon invitation of the president of the Association, attend Labor/

Management Committee meetings as an observer.

Section 3: Building Labor/Management Committees. There will be a Labor/Management

Committee in each school building of the District. The purpose of each committee shall be to

discuss matters of mutual concern, including student discipline. The membership of each

committee shall be the building principal, assistant principal (where applicable), and three (3)

employees from that building appointed by the Association. The agenda of each meeting will be

created cooperatively by the Association representative and the principal. Building Labor/

Management Committee meetings will be held no more than once each month during the school

year commencing with the month of September. The principal of each building shall act as

chairperson of all meetings. Minutes of each meeting will be kept and a copy of said minutes,

signed by both principal and Association representative, will be forwarded to the Association

president, the superintendent, and to each member of that building committee.

Section 4: Act 48 Committee. The District and Association each agree to abide by Act 48 of

1999 and the Professional Education plan developed by the Continuing Professional

Development Committee and approved by the school board and PDE. Any work of the

committee that is performed after the contractual school day and school year shall be

compensated at the rates provided in Appendix D, Section C of this agreement.

ARTICLE XIV. NO STRIKE - NO LOCKOUT

Section 1: For the duration of this agreement, or any extension thereof, the Association, its

officers, representatives and members shall not authorize, instigate, cause, aid, encourage, ratify

or condone, nor shall any employee take part in any strike (as that term is defined in Act 195).

Section 2: The District shall not lockout employees for the duration of this agreement or any

extension thereof.


ARTICLE XV. NO DISCRIMINATION

Both parties agree not to discriminate against either party or against any employee on the basis of

race, creed, color, national origin, political affiliation, age, sex, any handicap or the proper

exercise of anyone’s rights as guaranteed by the Act.

ARTICLE XVI. MAINTENANCE OF MEMBERSHIP

Section 1: Each employee who, on the effective date of this agreement, is a member of the

Association, and each employee who becomes a member after the effective date shall maintain

his/her membership, provided, however, that any employee may resign his/her membership

during the fifteen (15) day period prior to the expiration date of this agreement.

Section 2: Fair Share.

A. Each non-member in the bargaining unit represented by the Association shall be required

to pay a Fair Share fee as provided by Act 84 of 1988.

B. The District and the Association agree to comply with all provisions of said law.

C. If any legal action is brought against the District as a result of any actions it is requested

to perform by the Association pursuant to this article, the Association agrees to provide

for the defense of the District at the Association’s expense and through counsel selected

by the Association. The District agrees to give the Association immediate notice of any

such legal action brought against it and agrees to cooperate fully with the Association in

the defense of the case. If the District does not fully cooperate with the Association, any

obligation of the Association to provide a defense under this article shall cease.

D. The Association agrees in any action so defended to indemnify and hold the District

harmless for any monetary damage the District might be liable for as a consequence with

its compliance with this article, except that it is expressly understood that this save

harmless provision will not apply to any legal action which may arise as a result of any

willful misconduct by the District or as a result of the District’s failure to properly

perform its obligations under this article.

ARTICLE XVII. PAYROLL DEDUCTIONS

Section 1: The District shall deduct regular Association dues from the pay of employees

covered by this agreement upon receipt from the Association of individual written authorization

cards voluntarily executed by an employee for that purpose and bearing his signature, provided

that an employee shall have the right to revoke such authorization by giving written notice to the

District fifteen (15) days prior to the expiration date of this agreement, and the authorization card

shall state clearly on its face the right of the employee to revoke during this period.


A. The District’s obligation to make deductions shall terminate automatically upon timely

receipt of revocation by the employee of authorization or upon termination of

employment or promotion or transfer to a position outside the scope of the bargaining

unit.

B. All dues deductions shall be transmitted to the Association monthly. The Association

shall assume full responsibility for the disposition of all funds deducted.

C. The balance of dues shall be deducted from the final paycheck of the employee.

D. The Association, through its president and treasurer, shall notify the District as to the

amount to be deducted for each employee on dues deduction.

E. PSEA-PACE Deductions. The District shall deduct PSEA-PACE (Political Action

Committee) contributions from the pay of employees covered by this agreement upon

receipt from the Association of individual written authorization cards voluntarily

executed by an employee for that purpose. The Association shall notify the District as to

which members, and amounts, are to have deductions for PSEA-PACE at the same time

that dues deduction information is submitted. The amount is voluntary, but can be

changed only at the beginning of each school year.

Section 2: The District agrees to deduct throughout the year the Local Service Tax, starting with

the first pay period of each school year. Also, the District agrees to deduct for credit union on

the same basis. The District will continue to deduct U.S. Savings Bonds and United Fund.

Section 3: Tax-sheltered Annuities. Payroll deduction for tax-sheltered annuities will be

granted under the following conditions:

A. The District will select a vendor or multiple vendors who will act as agent(s) of the

District.

B. Tax-sheltered annuities will be offered under the program of one vendor and/or through a

multi-vendor option. Any change from a one-vendor option or multi-vendor option will

only occur with the mutual agreement of the parties, with the understanding such consent

will not be unreasonably withheld.

C. Employees may start, stop or make changes to their payroll deduction at the beginning of

any month, provided the necessary forms are submitted at least two (2) weeks prior to the

first payroll date of the month.

ARTICLE XVIII. SEVERABILITY CLAUSE

In the event that any provisions of this agreement are found to be inconsistent with existing

statutes or ordinances, the provisions of such statutes or ordinances shall prevail, and if any


provision herein is found to be invalid or unenforceable by a court or other authority having

jurisdiction, then such provision shall be considered void. All other valid provisions shall

remain in full force and effect.

ARTICLE XIX. PROFESSIONAL COMPENSATION

Section 1: The basic salaries of professional employees covered by this agreement are set forth

in Appendix A which is attached to and incorporated in this agreement.

Section 2: Compensation for extra-duty assignments to be provided under this agreement is

reflected in Appendix B which is attached to and incorporated in this agreement.

Section 3: Employee fringe benefits to be provided under this agreement are reflected in

Appendix C attached to and incorporated in this agreement.

Section 4: Employee “additional instructional programs” to be provided under this agreement

are reflected in Appendix D attached to and incorporated in this agreement.

Section 5: Annual salary shall be paid on the basis of twenty-six (26) bi-weekly periods. In

years when payment of salary every two (2) weeks results in twenty-seven (27) pay periods, an

appropriate adjustment shall be made to pay employees every two (2) weeks in twenty-seven

(27) equal installments, unless not practicable to do so. An employee may request his salary for

June, July and August to be paid in their first pay in June following the end of the school year.

Such request shall be made in writing on or before May 1 on a form provided by the District.

The District agrees to provide the form upon request. Bargaining unit employees may elect

electronic transfer of their payroll check through direct deposit to a designated depository

determined by information provided by the employee on a form provided by the District. The

District agrees to provide the form upon request.

Section 6: Except in cases involving extenuating circumstances, any employee who submits a

resignation after August 1 of any year for the upcoming school year shall owe to the District the

final costs for all benefits that were paid from August 1 of that school year to the date of his/her

resignation. Any employee may submit a resignation prior to August 1 specifying the effective

date to be the end of August, and continue to receive his fringe benefits through August. The

District shall send a statement of the appropriate charges to the employee indicating the amounts

and particular coverages that were continued on his/her behalf. The employee shall reimburse

the District within twenty (20) days of the receipt of the statement of charges.

Section 7: Tuition Reimbursement.

A. Any employee covered under this agreement taking graduate credits shall be eligible to

receive payments for credits taken within his/her area of certification or program of

studies leading to a Master’s degree, Ph.D. degree, or Ed.D. degree in the field of

education at an accredited institution. Credits which do not meet either of these criteria


must receive prior written approval from the superintendent in order to qualify for

reimbursement. Unless otherwise approved at the sole discretion of the superintendent,

said payment shall be for a maximum of nine (9) credits per year. Payment for each

credit will be the actual cost, or the IUP rate per graduate credit, whichever is less. If an

IUP course has a higher tuition rate for “high demand classes”, payment will be based on

that rate. In order to receive payment as set forth under this provision, the credit must be

graduate, the employee must have successfully completed the course and the employee

must submit proof of payment along with an official transcript from the institution prior

to the payment being made. The District shall issue a separate check within forty-five

(45) days after receipt of proof of payment and official transcript.

B. Members of the bargaining unit will receive tuition reimbursement for credits earned for

courses offered by private groups for graduate credits under and through the auspices of

any accredited institution of higher learning, to the extent provided below.

1) The employee enrolled in a Master’s/Master’s Equivalent degree program

shall be limited to tuition reimbursement for only those credits earned which

qualify for application to the completion of the credit and course requirement of

the employee’s Master’s/Master’s Equivalent degree program.

2) The employee with an earned Master’s/Master’s Equivalent degree who has not

taken courses offered by private groups in pursuit of the Master’s/Master’s

Equivalent degree shall be limited to tuition reimbursement by the District for

three (3) credits. A person who has taken courses under “A” above is ineligible

for any such additional remuneration; however, employees enrolled in a second

Master’s/Master’s Equivalent degree program would follow the stipulations of

“A” above.

3) Notice and/or approval requirements, reimbursement dollar amounts and

conditions for receiving payment for the number of qualifying credits per year

shall be consistent with the terms contained in this article at Section 7.A above.


ARTICLE XX. EXECUTION

IN WITNESS WHEREOF, the parties hereto have affixed their hands and seals this _____ day

of _________________, 2011.

IINNDDIIAANNAA AARREEAA SSCCHHOOOOLL DDIISSTTRRIICCTT

By: __________________________________________________________

__________________________________________________________

__________________________________________________________

Attest: __________________________________________________________

(Seal)

IINNDDIIAANNAA AARREEAA EEDDUUCCAATTIIOONN AASSSSOOCCIIAATTIIOONN

By: __________________________________________________________

__________________________________________________________

__________________________________________________________

Attest: __________________________________________________________

(Seal)


INDIANA AREA SCHOOL DISTRICT

APPENDIX “A”. SALARY SCHEDULES

SALARY SCHEDULE STEP PLACEMENT CHART ***

2010-2011

Salary Step

Placement

2011-2012

Salary Step

Placement

2012-2013

Salary Step

Placement

2013-2014

Salary Step

Placement

1

1 2

1 2 3

1 2 3 4

2 3 4 5

3 4 5 6

4 5 6 7

5 6 7 8

6 7 8 9

7 8 9 10

8 9 10 10

9 10 10 10

10 10 10 10

* Locate your 2010-2011 salary step and read straight across the row.



APPENDIX ―A‖

222000111111---222000111222

PROFESSIONAL SALARY SCHEDULE

Step Bachelor’s Bachelor’s +15 Master’s Master’s +15 Master’s +30 Master’s +45 Doctorate

1 $58,635 $59,635 $61,035 $62,635 $64,635 $67,135 $69,635

2 $59,610 $60,610 $62,010 $63,610 $65,610 $68,110 $70,610

3 $60,217 $61,217 $62,617 $64,217 $66,217 $68,717 $71,217

4 $60,824 $61,824 $63,224 $64,824 $66,824 $69,324 $71,824

5 $61,431 $62,431 $63,831 $65,431 $67,431 $69,931 $72,431

6 $62,038 $63,038 $64,438 $66,038 $68,038 $70,538 $73,038

7 $62,645 $63,645 $65,045 $66,645 $68,645 $71,145 $73,645

8 $65,445 $66,445 $67,845 $69,445 $71,445 $73,945 $76,445

9 $69,845 $70,845 $72,245 $73,845 $75,845 $78,345 $80,845

10 $75,645 $76,645 $78,045 $79,645 $81,645 $84,145 $86,645

http://www3.librarydigital.com/MyDocsDATANEGOINDIANA%22%20l




















APPENDIX ―A‖

222000111222---222000111333



1 $59,534 $60,534 $61,934 $63,534 $65,534 $68,034 $70,534

2 $61,734 $62,734 $64,134 $65,734 $67,734 $70,234 $72,734

3 $62,341 $63,341 $64,741 $66,341 $68,341 $70,841 $73,341

4 $62,948 $63,948 $65,348 $66,948 $68,948 $71,448 $73,948

5 $63,555 $64,555 $65,955 $67,555 $69,555 $72,055 $74,555

6 $64,162 $65,162 $66,562 $68,162 $70,162 $72,662 $75,162

7 $64,769 $65,769 $67,169 $68,769 $70,769 $73,269 $75,769

8 $67,569 $68,569 $69,969 $71,569 $73,569 $76,069 $78,569

9 $71,969 $72,969 $74,369 $75,969 $77,969 $80,469 $82,969

10 $77,769 $78,769 $80,169 $81,769 $83,769 $86,269 $88,769





















APPENDIX ―A‖

222000111333---222000111444



1 $59,705 $60,705 $62,105 $63,705 $65,705 $68,205 $70,705

2 $63,705 $64,705 $66,105 $67,705 $69,705 $72,205 $74,705

3 $64,312 $65,312 $66,712 $68,312 $70,312 $72,812 $75,312

4 $64,919 $65,919 $67,319 $68,919 $70,919 $73,419 $75,919

5 $65,526 $66,526 $67,926 $69,526 $71,526 $74,026 $76,526

6 $66,133 $67,133 $68,533 $70,133 $72,133 $74,633 $77,133

7 $66,740 $67,740 $69,140 $70,740 $72,740 $75,240 $77,740

8 $69,540 $70,540 $71,940 $73,540 $75,540 $78,040 $80,540

9 $73,940 $74,940 $76,340 $77,940 $79,940 $82,440 $84,940

10 $79,740 $80,740 $82,140 $83,740 $85,740 $88,240 $90,740




















APPENDIX ―A‖

A. Any employee covered under this agreement who, as of August 29, 1983, has already

obtained a Master’s degree shall be given credit towards the MS +15, MS +30 and/or MS

+45 schedules for any graduate credit(s) that was taken prior to the employee earning the

Master’s degree; however, any graduate credit taken that has already been counted

towards said Master’s degree shall not be used as credit(s) towards the MS +15, MS +30

and/or MS +45 schedules.

B. The above provision (Section A) shall not apply to any employee who, on August 29,

1983, does not already possess a Master’s degree. In addition, Section A shall not apply

to newly hired employees; said employees shall be covered under Section C of this

provision.

C. Employees who do not have a Master’s degree as of August 29, 1983 and newly hired

employees shall only be given credit towards the MS +15, MS +30 and/or MS +45

schedules for graduate credits earned after the date on which the Master’s degree was

issued.

D. Graduate credits earned (completed) after July 1, 2012, will count toward the MS+15,

MS+30 and/or MS+45 schedules only if they meet one of the following parameters:

1) Credits earned are leading to the completion of an additional Master’s Degree,

Ph.D. Degree, or Ed. D. Degree.

2) Credits earned are part of a program leading to an additional Pennsylvania

Department of Education Certification for the employee.

3) Credits earned are part of a program leading to a certificate in the teaching of a

subject or classification related to their current teaching assignment.

4) Credits earned will enable a teacher to become “highly qualified” to teach a

specific subject or certification area.

5) Credits not falling into one of the above categories, may still qualify if approved

by a committee that shall include the Superintendent, the Curriculum Coordinator,

and the Association President. Approval by this committee must be requested

prior to enrollment in the course. The decision of this committee shall be binding,

but not precedent setting, as each course, and applicant for such shall be evaluated

individually.

E. It is understood that any courses completed prior to July 1, 2012, will be counted for

MS+15, MS+30, and/or MS+45 schedules and that those accumulated total credits can be

added to with additional courses as set forth above.


F. For credits to be counted for column movement on the salary schedule, the course work

must be completed prior to the first day of the next school year.

G. It is understood and agreed that as a result of the compaction which began in 1984-1985,

the salary steps no longer indicate years of continuous service. Step on the salary

schedule for a newly hired employee shall coincide with the years of credited service;

however, no employee may be employed and given step placement higher on the salary

schedule than that held by the majority of employees in the District with the same

credited service and educational preparation.



APPENDIX ―B‖. EXTRA-DUTY, EXTRA-PAY SCHEDULE

A. The District retains the exclusive right to add to or delete from the list of extra-duty,

extra-pay positions set forth herein when, in its opinion, it deems it necessary to assign

any person to any such position or to remove him therefrom.

B. The District reserves the exclusive right to initially appoint any person at any salary less

than that which is stated for the respective extra-duty, extra-pay position provided that

said amount is not less than seventy-five (75%) percent of the applicable salary.

C. Any employee who completes one (1) year of service in an extra-duty, extra-pay position

and is re-appointed to the same position for the second consecutive year shall receive the

salary stated for said extra-duty, extra-pay position.

D. Professional employees who voluntarily accompany students to Lutherlyn shall be

granted one-half (½) day compensatory time off for each overnight. Said compensatory

time off shall be scheduled consistent with the provisions of Article X, Section 1 of the

collective bargaining agreement.

E. Drama and Music Positions

Drama Coordinator – Senior High This position includes responsibility for overall dramatics activities, including

Auditorium Coordinator at the Senior High School. It is understood that the person in

this position will direct at least one (1) play and the musical for which he will be paid the

specific amount.

Technical Assistant – Senior High This represents wages for four (4) shows which could be divided among several persons,

if necessary.

Show Director – Senior High

It is understood that these could be different people, except for the one show which will

be the responsibility of the Drama Coordinator.

Musical – Senior High It is understood that this will be directed by the Drama Coordinator.

Music – Senior High Marching Band Director This position includes responsibility for overall Marching Band activities, and includes

two (2) weeks of band camp.

Music – Senior High Assistant Band Director, Band Front This position includes two (2) weeks of band camp, as well as after-school rehearsals and

performances. It is also understood that the individuals assigned to work with the

majorettes will prepare the squad for the annual majorette contest.


APPENDIX ―B‖. EXTRA-DUTY, EXTRA-PAY SCHEDULE

POSITION 2011-12 2012-13 2013-14

Athletic Director

- Asst. Athletic Director, S.H.

- Asst. Athletic Director, J.H.

$15,880

$ 8,308

$ 8,308

$15,880

$ 8,308

$ 8,308

$15,880

$ 8,308

$ 8,308

Football, Head Coach

- Assistants

- Part-time Assistants

- Trainer & Equipment Room supervisor (each season)

$15,056

$ 6,396

$ 2,006

$ 1,145

$15,056

$ 6,396

$ 2,006

$ 1,145

$15,056

$ 6,396

$ 2,006

$ 1,145

Basketball, Head Boys’ Coach

- J.V.

- 9th

- 8th

- 7th

$ 9,032

$ 6,215

$ 4,864

$ 4,864

$ 4,864

$ 9,032

$ 6,215

$ 4,864

$ 4,864

$ 4,864

$ 9,032

$ 6,215

$ 4,864

$ 4,864

$ 4,864

Basketball, Head Girls’ Coach

- Asst. J.V.

- 9th

- 8th

- 7th

$ 9,032

$ 6,215

$ 4,864

$ 4,864

$ 4,864

$ 9,032

$ 6,215

$ 4,864

$ 4,864

$ 4,864

$ 9,032

$ 6,215

$ 4,864

$ 4,864

$ 4,864

Wrestling, S.H. Head Coach

- Assistant

$ 9,032

$ 5,254

$ 9,032

$ 5,254

$ 9,032

$ 5,254

Wrestling, J.H. Head Coach

- Assistant

$ 5,844

$ 4,009

$ 5,844

$ 4,009

$ 5,844

$ 4,009

Baseball, Head Coach

- Assistant

$ 6,199

$ 3,002

$ 6,385

$ 3,002

$ 6,385

$ 3,002

Track, Coordinator

- Assistants

Winter Track

- Assistants

$ 7,086

$ 3,002

$ 3,002

$ 1,270

$ 7,086

$ 3,002

$ 3,002

$ 1,270

$ 7,086

$ 3,002

$ 3,002

$ 1,270

Cross Country, Head Coach

- Assistant

- Junior High

$ 4,790

$ 1,463

$ 2,268

$ 4,933

$ 1,463

$ 2,268

$ 4,933

$ 1,463

$ 2,268

Soccer, Head Boys’ Coach

- Assistant, J.V.

- Assistant, J.H.

$ 6,199

$ 3,566

$ 3,566

$ 6,385

$ 3,566

$ 3,566

$ 6,385

$ 3,566

$ 3,566

Soccer, Head Girls’ Coach

- Assistant, J.V.

- Assistant, J.H.

$ 6,199

$ 3,566

$ 3,566

$ 6,385

$ 3,566

$ 3,566

$ 6,385

$ 3,566

$ 3,566

Golf, Girls’ Head Coach $ 4,375 $ 4,507 $ 4,507

Golf, Boys’ Head Coach $ 4,375 $ 4,507 $ 4,507

Swimming, Coordinator

- Assistant

$ 9,305

$ 5,098

$ 9,305

$ 5,098

$ 9,305

$ 5,098

Rifle, Head Coach

- Assistant

$ 4,375

$ 2,145

$ 4,507

$ 2,145

$ 4,507

$ 2,145

Volleyball, Head Coach

- Assistant

$ 4,375

$ 2,145

$ 4,507

$ 2,145

$ 4,507

$ 2,145

Tennis, Head Boys’ Coach

- Assistant (2)

$ 4,375

$ 2,145

$ 4,507

$ 2,145

$ 4,507

$ 2,145

Tennis, Head Girls’ Coach

- Assistant (2)

$ 4,375

$ 2,145

$ 4,507

$ 2,145

$ 4,507

$ 2,145

Softball, Head Coach

- Assistant

$ 6,199

$ 3,002

$ 6,385

$ 3,002

$ 6,385

$ 3,002


APPENDIX ―B‖. EXTRA-DUTY, EXTRA-PAY SCHEDULE (continued)

POSITION 2011-2012 2012-2013 2013-2014

S.H. Dramatics Coordinator

- Show Director

- Technical Assistant

- Director, Musical

- Director, Vocal

- Director, Orchestra

- Choreographer

- Costume Design

$5,202

$2,211

$3,545

$3,237

$1,999

$1,999

$ 982

$ 982

$5,358

$2,278

$3,651

$3,340

$2,059

$2,059

$1,011

$1,011

$5,519

$2,346

$3,761

$3,434

$2,121

$2,121

$1,042

$1,042

S.H. Music, Band Director (Marching & Concert)

- Assistant Band Director

- Assistant Band Director (Band Front)

- Stage & Instrumental Groups

- Vocal Groups

- Orchestra

$7,370

$3,284

$2,974

$1,477

$1,477

$1,154

$7,591

$3,383

$3,063

$1,521

$1,521

$1,188

$7,819

$3,484

$3,155

$1,567

$1,567

$1,224

S.H. Publications

- Yearbook

- Newspaper

$2,701

$2,125

$2,782

$2,189

$2,866

$2,255

S.H. Cheerleader Coordinator

* Fall

* Winter

- Asst. Cheerleader Coordinator

* Fall

* Winter

$2,218

$2,218

$1,453

$1,453

$2,285

$2,285

$1,497

$1,497

$2,353

$2,353

$1,542

$1,542

S.H. Forensic Team Coach $3,978 $4,097 $4,220

J.H. Forensic Team Coach $1,263 $1,301 $1,340

J.H. Dramatics, Coordinator

- Show Director

- Technical Assistant

$5,202

$1,544

$1,154

$5,358

$1,591

$1,188

$5,519

$1,638

$1,224

J.H. Musical, Director

- Director, Vocal

- Director, Orchestra

- Choreographer

$2,376

$1,378

$1,378

$ 982

$2,448

$1,419

$1,419

$1,011

$2,521

$1,462

$1,462

$1,042

J.H. Music, Marching Band Dir.

- Concert Band, Special Groups

- Orchestra & Instrumental Groups

- Vocal Groups

$1,802

$1,154

$1,154

$1,154

$1,856

$1,188

$1,188

$1,188

$1,912

$1,224

$1,224

$1,224

J.H. Publications

- Yearbook

- Newspaper

$1,544

$1,544

$1,591

$1,591

$1,638

$1,638

TV/Video Production Coordinator $2,352 $2,422 $2,495

J.H. Cheerleader Coordinator

* Fall

* Winter

$1,376

$1,376

$1,417

$1,417

$1,460

$1,460

Instructional

- Student Government, S.H.

- Student Government, J.H.

- Support Teacher(s), per semester

$1,179

$1,179

$ 594

$1,214

$1,214

$ 612

$1,251

$1,251

$ 631

Senior Class Advisor (1) $ 894 $ 921 $ 949



APPENDIX ―C‖. HOSPITALIZATION AND INSURANCE COVERAGE

A. Throughout the life of this agreement, the District will provide each employee with the

Highmark Blue Cross/Blue Shield PPO Blue Medical plan for Indiana Area Education

Association Members in effect for the 2011-12 school year. The District shall pay one

hundred percent (100%) of the premium cost for the PPO Blue Medical Plan.

B. The District will provide each employee with group term life insurance with accidental

death and dismemberment coverage in the amount of $50,000 for each year of the

agreement. The premium cost of said insurance coverage shall be fully paid by the

District. Said policy to be convertible by the employee upon termination of service, or

within thirty-one (31) days thereafter, at the expense of the employee.

C. Throughout the life of this agreement, the District will provide each employee with

income protection coverage as follows:

1) Participation on the part of the employee will be voluntary.

2) The District will pay ninety-five (95%) of said premium cost.

3) The employee’s contribution will be made by payroll deduction at the employee’s

option.

4) Each employee who chooses to participate in said protection shall be granted

coverage which will provide said employee two-thirds (2/3) of salary per month

with a maximum monthly benefit of $5,000.

5) Benefits shall begin at the end of the forty-fifth (45) day of illness or disability.

6) Said specifications and description of coverage shall be no less than that provided

by Sun Life, Inc., which shall be incorporated in this agreement by reference and

is attached to the master agreement of the District and Association.

D. The District will provide a dental insurance plan. The District will pay the full premium

cost of said coverage for the individual, and will pay ninety-five (95%) percent of the

premium cost for any employee who is enrolled in the family plan. Coverage shall be as

follows:

1) No deductible coverage as follows:

PROVIDER EMPLOYEE

Diagnostic 100% 0%

Preventive 100% 0%

Basic Restorative 100% 0%

Oral Surgery 100% 0% Endodontic 100% 0%

Perdiodontic 100% 0%

Major Restorative 80% 20%

Prosthodontics 50% 50%

Orthodontic 50% 50%


2) $2,000 maximum benefit per calendar year for each employee and each

dependent.

3) Orthodontic coverage to maximum of $2,000 (for dependents only).

4) Said specifications and descriptions of coverage shall be no less than that

provided by Delta Dental Master Plan of 2010, which shall be incorporated in this

agreement by reference, and is attached to the master agreement of the District

and Association.

5) It is understood that claims that were traditionally and regularly covered under

previous plans will continue to be covered if accompanied by documented proof

of such previous coverage.

E. The District will provide a vision insurance plan. The District will pay the full premium

cost of said coverage for the individual, and will pay ninety-five (95%) of the premium

cost for any employee who is enrolled in the family plan.

Said specifications and descriptions of coverage shall be no less than that provided by the

Vision Services Plan (VSP), Option 1.B, which shall be incorporated in this agreement by

reference and is attached to the master agreement of the District and Association.

F. Any employee who retires under the Pennsylvania State Education Retirement System

shall be entitled to receive, as additional compensation payable at the time of retirement,

an amount computed by multiplying the number of an employee’s unused accumulated

sick days by One Hundred ($100.00) Dollars per day.

The District shall make a non-elective, no-cash option contribution into the employee’s

qualified 403(b) account equal to the value of the employee’s unused accumulated sick

leave at the time of retirement as set forth in Appendix “C”, Section “J”.

In the event an eligible employee dies before receiving his/her contribution, the

contribution shall be made to the account in the month of the employee’s death. If the

eligible employee dies before the employer can establish the employee’s qualified 403(b)

account, the contribution will be made to the employee’s estate.

G. Any retiring employee may elect to continue membership in the dental insurance

coverage provided in Appendix “C”, Section “D” and/or the vision coverage provided in

Appendix “C”, Section “E”, of this Agreement, provided the election is made prior to the

coverage expiring. Eligibility for membership in the insurance program requires payment

of the District’s monthly group rate premium, no administrative fees, prior to the due

date. The retiring employee shall be responsible for said premium payments. Non-

payment of premium will result in loss of coverage.


H. Voluntary Retirement Incentive

1) An employee who has twenty-five (25) or more years of credited service under

the Pennsylvania Public School Employees’ Retirement System shall be eligible

for the Early Retirement Incentive program.

2) An employee who qualifies for the program must meet the following

requirements:

a. Shall submit a notification of retirement on or before April 15 of

the last year of teaching.

b. Shall not retire on permanent disability.

c. Shall have taught at least ten (10) years in the Indiana Area School

District.

3) Any employee who provides notification to the District on or before January 15 of

the last year of teaching shall receive a non-elective employer contribution of Five

Thousand Dollars ($5,000.00) with a no-cash option into the employee’s qualified

403(b) account as set forth in Appendix “C.”

In the event an eligible employee dies before receiving his/her contribution, the

contribution shall be made to the account in the month of the employee’s death.

If the eligible employee dies before the employer can establish the employee’s

qualified 403(b) account, the contribution will be made to the employee’s estate.

4) Any employee who presents their notification of retirement prior to April 15th

, has

the option to retract said notification should he experience a “life changing event”

between the date of notification and the stated effective date of retirement.

Examples are, but are not limited to, the death or sudden illness of an immediate

family member, or a sudden or unexpected financial crisis.

I. An employee who qualifies for retirement under Section H of this appendix, or retires

under the disability provision of the Pennsylvania School Employees’ Retirement

System, shall be eligible to continue membership in the insurance coverage provided by

Appendix C, Section A. Eligibility for membership in this insurance program requires

payment of the monthly group rate premium prior to its due date. It is understood that

default or late payment will cause the person to be dropped permanently from the

insurance program. In the event the carrier disallows the coverage to be provided in this

manner, this provision shall be null and void.

1) a. Employees who give written notice of retirement on or before April 15

shall be eligible for the following provision(s). An employee retiring

shall also be eligible for employer-paid hospitalization insurance

coverage as provided in Appendix “C”, Section A of this agreement. The

length of said coverage shall be one (1) year of employer-paid coverage

for each block of thirty (30) unused sick days accrued on the date of

retirement.


b. In addition to the above, the retiring employee shall be entitled to a

maximum of five (5) years of hospitalization coverage in the PPO Blue

Medical plan in effect at the time of retirement.

The District’s monthly payment toward the medical insurance

premium for this coverage shall be the difference between the

monthly premium cost to the District and the maximum monthly

PSERS Health Insurance Premium Assistance program payment that

may be received by the retired employee under Act 23 of the Public

School Employees’ Retirement System or any successor legislation.

c. The persons to be covered by said hospitalization coverage shall be the same

persons covered on the date of the employee’s retirement. Paid coverage by

the employer shall not go beyond the retiring employee’s sixty-fifth (65)

birthday or Medicare, whichever is later. Paid coverage by the employer for

a retired employee’s dependent ends when the retired employee’s coverage

ends, except that coverage for a dependent shall not go beyond the

dependent’s sixty-fifth (65) birthday or Medicare, whichever is later. 2) When a retiring employee is credited with hospitalization coverage as stated

above for unused sick leave, said sick leave days shall not qualify for payment

under Appendix C, Section F of this agreement, except that any and all days

accumulated by the employee in excess of any thirty (30) day block(s) shall

qualify for payment under Appendix C, Section F. The District shall make a non-

elective, no-cash option, contribution into the employee’s qualified 403(b)

account equal to the value of the employee’s remaining unused accumulated sick

leave.

3) The District shall make a non-elective, no-cash option contribution into

the employee’s qualified 403(b) account equal to the per diem value of the

employee’s personal leave in Article X, Section 1, at the time of retirement as set

forth in Appendix “C”, Section J.

J. Employer Contributory 403(b) Program

1) The District agrees to establish a qualified 403(b) employer contributory program

offered by a mutually agreed upon provider, subject to all applicable statues and

government regulations. The District shall make all appropriate fund transfers to

the product provider. At the time of retirement, all bargaining unit employees

who are eligible to receive payment for unused accumulated sick leave and those

bargaining unit employees who meet the contractual guidelines set forth in

Appendix “C,” Section H, and receive the lump-sum payment are eligible to

participate in this program. These contributions, except as applicable below, shall

occur within thirty (30) days of the date on which the retirement becomes

effective.


2) The District shall make a contribution as a non-elective employer contribution

with a no-cash option into the employee’s qualified 403(b) account equal to the

value of the lump-sum payment as set forth in Appendix “C,” Section H, and the

value of the employee’s unused accumulated sick leave as set forth herein. Such

account shall be established through a mutually agreed upon provider.

3) Any portion of the eligible employee’s qualified 403(b) contribution that cannot

be deposited into the employee’s account because of the contribution limit

imposed under Section 403(b) of the Internal Revenue Code shall be deposited by

the District into the employee’s account the following year(s) payable within the

month of January of the new tax year. The District’s qualified 403(b) Employer

Contribution Account shall be a continuing obligation for any amounts still owed

after the termination of this agreement.

K. Hospitalization and insurance coverage provided under Sections A through E will be

effective on the individual’s start date if that date occurs during the first fifteen (15) days

of the month. If the individual’s start date is after the first fifteen days of the month,

coverage will be effective the first day of the following month.



APPENDIX ―D‖. ADDITIONAL INSTRUCTIONAL PROGRAMS

A. Reimbursement for summer instructional programs will be at the employee’s per diem

hourly rate of pay as set forth in Appendix “A,” Salary Schedules:

Summer instructional programs shall be defined as remedial courses; accelerated

courses; and courses not otherwise described.

Summer instructional programs shall be taught by bargaining unit members if

properly certified.

If no bargaining unit member agrees to teach a summer instructional program, the

District may hire from outside the bargaining unit. Payment will be the appropriate

per diem hourly rate of pay as set forth in Appendix “A,” Salary Schedules.

Teachers will receive the hourly rate prescribed if the District participates with any

program that incorporates the cooperation of federal, state, or other school agencies.

B. Reimbursement for homebound instruction will be at the employee’s per diem hourly rate

of pay as set forth in Appendix “A,” Salary Schedules.

C. Reimbursement for curriculum writing will be at the employee’s per diem hourly rate of

pay as set forth in Appendix “A,” Salary Schedules.

D. Reimbursement for voluntary workshops will be at the following rates:

$34.38 per hour in 2011-2012

$35.41 per hour in 2012-2013

$36.48 per hour in 2013-2014

E. Non-bargaining unit members providing services paid at the per diem hourly rate will be

paid at Bachelor’s Step 1 per diem, except for those individuals affected by the 2011

Memorandum of Agreement for Homebound Instruction.



APPENDIX ―E‖. GRADE APPEAL POLICY

A. Purpose

It shall be the policy of the District to resolve disputes that arise between a student’s

parents and/or legal guardian and the student’s subject teacher concerning the

assignments of a grade in accordance with the following procedure.

B. Procedure There shall be a Grade Appeal Committee established annually which will be comprised

of one (1) elementary and one (1) secondary principal chosen by the superintendent and

two (2) teachers chosen by the Association president. A fifth member will be chosen

alternately by the superintendent and the Association president on a case-by-case basis.

The work of the committee will be done on school time, if possible. If the committee is

required to meet after school hours, the teachers involved will receive compensatory

time.

The committee will meet with the student and his or her representatives and the subject

teacher involved and his or her representatives to review the grade dispute. The

committee will give both parties the opportunity to present any information that is

relevant to the dispute. The chairman of the committee, chosen by the members, will

moderate all meetings. The committee members will be given the opportunity to

question the parties in the dispute and will render a decision within three (3) days. The

decision will reflect the majority opinion of the committee. The committee’s decision

will be given to the superintendent who will notify the parties involved.

No record of the dispute will appear in the teacher’s personnel file, nor in the student’s

permanent record.



APPENDIX “F”. COMPUTER MEDIATED COURSES

A. Definition

1) Computer Mediated Courses shall be courses taught with the use of purchased or

acquired software from a third party, or developed by the District, as the primary

method of delivery of instruction. Students still remain in a traditional, physical

classroom setting.

2) When the District expands its capabilities to provide other types of technology-

based instruction, which may include, but not be limited to, instruction of students

separated by location from their instructor; instruction delivered by bargaining

unit employees to students outside the District; courses that originate from the

District for District students and are sent to another educational entity; the Indiana

Digital Education Academy for Learning (IDEAL); any type of District cyber-

school; or any requirement by the District that all employees must engage in the

use of computer technology related to instruction, it shall be bargained with the

Association prior to being implemented by the District.

3) The intent of this agreement is not to incorporate or apply to individual teacher’s

voluntary use of computers, websites, or the Internet as an enhancement of their

traditional courses or curriculum.

B. Computer Mediated Course Assignments

1) Computer Mediated Courses shall be used to provide course offerings otherwise

unavailable to students of the District, or where there is insufficient enrollment of

students in a course, or in IASD’s alternative education setting. Student

enrollment in these courses shall not exceed the traditional class enrollment of a

regular classroom course as appropriate to the subject area.

2) All Computer Mediated Courses, regardless of the course delivery method, shall

be instructed by a bargaining unit member and shall be a part of the bargaining

unit employee’s regular teaching assignment, subject to all terms and conditions

of the collective bargaining agreement. All instructors of courses shall be

properly certified teachers in the subject area.

3) The use of Computer Mediated Courses shall not be used to subcontract

bargaining unit work, or to provide instruction during a legal strike or lockout.

4) When selecting instructors for Computer Mediated Courses, the District will

consider volunteers for such assignments.

C. Training and evaluation

1) All bargaining unit employees involved in District Computer Mediated programs

shall receive appropriate training in the technology and the instructional materials

necessary for Computer Mediated Instruction.


2) All monitoring and observation of a Computer Mediated Course taught or

supervised by a bargaining unit employee shall be conducted openly and with full

knowledge of the employee. Bargaining unit employees shall not be recorded in

any manner or form without the bargaining unit employee’s knowledge.

3) The District shall apply the same criteria to evaluate bargaining unit employees

instructing a Computer Mediated Course as used to evaluate bargaining unit

employees in a traditional class. Evaluations shall be conducted by the

appropriate administrator of Indiana Area School District.

4) Any bargaining unit employee assigned as the instructor of a Computer Mediated

Course shall not be responsible or accountable for the course content provided by

a third party or originating from outside the District.

D. Student Grading

1) Bargaining unit employees assigned to teach Computer Mediated Courses shall be

responsible for grading all students enrolled in the course based on the Indiana

Area School District’s student grading policy.

2) Students from the District enrolled in a Computer Mediated Course in any form

that originates from outside of the District or was purchased by the District from a

third-party provider shall be graded according to the Indiana Area School

District’s Student Grading Policy.

E. Compensation

1) All bargaining unit employees who volunteer and are approved by the District to

develop and design Computer Mediated Courses outside of the regular workday

or year shall be paid their per diem hourly rate as set forth in Appendix “A”,

Salary Schedules, of the collective bargaining agreement.

2) All bargaining unit employees who participate in District training for Computer

Mediated Courses beyond the work year or school day shall be paid the hourly

rate as set forth in Appendix “D”, Paragraph D, of the collective bargaining

agreement.

3) Any Computer Mediated Courses offered to students outside the work year and

beyond the school day shall be posted according to Article VIII, Section 1, of the

collective bargaining agreement and include appropriate preparation time as set

forth in Appendix “F” of the collective bargaining agreement. The courses shall

be taught and supervised by appropriately certified bargaining unit members.

Compensation shall be the employee’s appropriate per diem hourly rate. If no

bargaining unit member agrees to teach the Computer Mediated Course, the

District may hire from outside of the bargaining unit, so long as their

compensation is the appropriate per diem hourly rate of pay as set forth in

Appendix “A”, Salary Schedules, of the collective bargaining agreement.

Documents

IASD Teachers Contract 2011-2014