Michigan State University

LABOR AND INDUSTRlAt

REUTIONS LIBRARY

MASTER CONTRACT

KEARSLEY COMMUNITYSCHOOLS

BOARD OF EDUCATION

AND

MICHIGAN EDUCTAIONSUPPORT PERSONNEL

ASSOCIATION

JULY 1,1986-JULY 1,1989

ARTICLE I

RECOGNITION

1.1 The Board of Education recognizes the Michigan Educational Support Associa-tion (MESPA) as the exclusive representative of a l l fu l l time and regularpart-time c le r ica l , secretarial , and media aide employees; excluding confi-dential employees, temporary employees, substitutes and students enrolledfor work experience or credit .

ARTICLE II

BOARD RIGHTS

2.3 The MESPA recognizes and agrees that the Board, as the employer, has theresponsibility and the authority to manage and direct, by the establishment ofand administration of policy, in behalf of the public, al l the operations andactivi t ies of the Kearsley Conmunity School Distr ict to the fu l l extent of thelaw.

2.4 I t is expressly recognized, merely by way of i l lustrat ion and not by way ofl imitat ion, that such rights and functions include but are not limited to thefollowing:

A. Full and exclusive control of the management of the school d is t r ic t ; thesupervision of a l l operations; the methods, processes, means and personnelby which any and al l work wi l l be performed; the control, property and thecomposition and assignment of the size and type of i ts working forces.

B. The right to change or introduce new operations, methods, processes and theright to determine to what extent work shall be performed by employees.

C. The right to hire, establish and change work schedules, set hours of work;establish and eliminate classifications, assign, transfer, promote, demote,release and lay off employees.

-2-

D. The right to determine qualifications of employees.

E. The right to discipline, suspend, and discharge employees and to maintainan orderly, effective and eff ic ient operation.

2.5 Waiver:

The parties acknowledge that during the negotiations which resulted in thisAgreement, each had the unlimited right and opportunity to make demands andproposals with respect to any subject or matter not removed by law from thearea of collective bargaining and that the understandings and agreementsarrived at by the parties, after the exercise of that right and opportunity,are set forth in the Agreement. Therefore, the Distr ict and the MESPA for thel i f e of this Agreement each voluntarily and unqualifiedly agree that the othershall not be obligated to bargain collectively with respect to any subject ormatter not specifically referred to or covered in this Agreement, even thoughsuch subject or matter may not have been within the knowledge or contemplationof either or both of the parties at the time that they negotiated or signedthis Agreement; however, either party may request that negotiations be open andfor a specific purpose, and, upon consent of the other party, negotiationsshall take place on issues specified.

2.6 Entire Agreement:

This contract constitutes the sole and entire Agreement between the parties inrespect to rates of pay, wages, hours of employment or other conditions ofemployment which shall prevail during the life of the contract.

2.7 Past Practice:

This Agreement shall supercede any rules, regulations or practices of the Boardwhich shall be contrary to or inconsistent with i ts terms.

2.8 Severability:

I f any provisions of the Agreement or any application of the Agreement to anyemployee shall be found contrary to law, then such provision or applicationshall be deemed null and void, but a l l other provisions or applications shallcontinue in f u l l force and ef fect .

ARTICLE I I I

ASSOCIATION RIGHTS

3.9 The MESPA shall have the right to use building f a c i l i t i e s and equipment con-sistent with Board policy. MESPA shall pay for the reasonable cost of a l lmaterial and supplies incident to such use.

3.10 The MESPA shall have reasonable use of school mail service.

- 3 -

3.11 The Board agrees to provide a payroll deduction plan for those bargaining unitmembers properly enrolled in the Fl int Teacher's Credit Union.

I t is understood that those wishing to enrol l , make changes (once enrolled), ordrop from participation in said Credit Union, shall make a l l such arrangementsthrough the Fl int Area School Employees Credit Union, who, in turn, shallfurnish a l l necessary information, forms, authorizations, etc . , to theBusiness Office of the Kearsley Comnunity Schools.

3.12 Other voluntary deductions:

A. Washington National

B. Blue Cross-Blue Shield

C. Flint Area School Employees Credit Union

D. Union Dues

E. U.S. Government Bonds

F. Red Feather Contributions

G. Annuities as agreed

H. Other deductions as approved by the administration and union

3.13 Once enrolled, the Business Office of the Kearsley Community Schools shall notbe required to make more than one change in enrollment status of any approveddeduction plan during the school year. Request for more than the one change,due to extenuating circumstances, shall be in writing and shall be approved, i fa reason satisfactory to the employer is provided.

3.14 Each employee shall have access to and the right to inspect and to acquirecopies of her/his personnel f i l e in accordance with the provisions of PublicAct 397.

3.15 No person or persons shall be discriminated against on the basis of race, age,sex, creed, color, national origin, marital status, or membership in or asso-ciation with the activit ies of MESPA.

3.16 Pursuant to the Michigan Public Employment Relations Act, the Board herebyagrees that every Bargaining Unit Member shall have the right freely toorganize, j o i n , and suport MESPA for the purpose of engaging in collectivebargaining or negotiations. As a duly elected body, exercising governmentalpower under color of law of the State of Michigan, the Board undertakes andagrees that i t wi l l not direct ly, or indirectly, discourage or deprive orcoerce any Bargaining Unit member in the enjoyment of any rights conferred bythe Act or other laws of Michigan, or the Constitutions of Michigan and theUnited States of America; that i t w i l l not discriminate against any BargainingUnit Member with respect to hours, wages, or any terms or conditions ofemployment by reason of her/his membership in MESPA, her/his participation

-4-

in any act iv i t ies of MESPA or col lect ive negotiations with the Board, orher/his inst i tu t ion of any grievance, complaint, or proceeding under thisAgreement or otherwise with respect to any terms or conditions of employment.

3.17 I t is recognized that the proper negotiation and administration of col lect ivebargaining agreements entai l expense which is appropriately shared by a l lemployees who are beneficiaries of such agreements. To this end, in the eventthat an employee shall not jo in the Association and execute an authorizationfor dues deduction, such employee shal l , as a condition of continued employmentby the Board execute an authorization for the deduction of a sum equivalent tothe dues and assessments of the Association, which sum shall be forwarded tothe Association. (Effective September 1, 1979)

3.18 The procedure in a l l cases of discharge for violat ion of Paragraph 3.17 shallbe as follows:

A. The MESPA shall not i fy the employee of non-compliance by registered mail,return receipt requested. Said notice shall detail the non-compliance andshall provide ten (10) days for compliance, and shall further advise therecipient that a request for discharge w i l l be f i l ed with the Board in theevent compliance is not affected.

B. I f the employee fa i l s to comply, the MESPA shall so not i fy the Board byregistered le t te r , and shall request termination of the employee'semployment.

C. Termination of services for non-compliance may be no later than six weeksfrom receipt of not i f icat ion to the Board.

3.19 The MESPA agrees to assume the legal defense of any suit or action broughtagainst the Board regarding Paragraphs 3.16 through 3.18 of th is Agreement.The MESPA further agrees to indemnify the Board for any costs, back pay, ordamages which may be assessed against the Board as the result of said suit oraction subject, however, to the following conditions:

A. The damages have not resulted from the negligence, misfeasance, ormalfeasance of the Board or i t s agents.

B. The MESPA, after consideration with the Board, has the r ight to decide howto defend said action, or whether or not to appeal the decision of anycourt or other tribunal regarding the va l id i ty of the section, or thedefense which may be assessed against the Board by any court or t r ibuna l .

C. The MESPA has the r ight to choose the legal counsel to defend any said suitor action.

D. The MESPA shall have the r ight to compromise or sett le any claim madeagainst the Board under this section.

3.20 The President of MESPA shall be sent two copies of the names of new hires andtheir c lassi f icat ion assignment within f i ve working days of f i r s t day ofem pi oyment.

- 5 -

ARflCLE IV

WORKING HOURS

4.21 The regular working day shall be eight (8) hours for secretaries and clerks.Regular work day hours for media aides shall be established at the beginning ofeach school year. The regular work day shall include two f i f teen minute breaksand exclude a half-hour duty free lunch.

4.22 Wnen overtime work is required, the employee shall be compensated at the rateof one and one-half (\h) her/his regular rate of pay or shall be given equalcompensatory time off . Compensatory time shall be used within the same payperiod and shall be scheduled by mutual agreement between the employee andher/his immediate supervisor.

4.23 One bargaining unit member in each building shall be provided First Aid and CPRTraining at Board expense. Compensatory time shall be provided that employeefor his involvement in such training. I f there are no volunteers, lowestseniority bargaining unit member in the building shall be designated for suchtraining.

4.24 Inclement Weather:

During periods of school interruption caused by what shall be referred to as an"Act of God", where professional staff does not work, secretaries wi l l notreport. I f asked to report, employee wi l l be paid at double time and i funable to drive, supervisor wi l l pick up employee.

Secretaries reporting to work under circumstances described above shall not berequired to work beyond departure of the immediate supervisor.

4.25 For the duration of the Agreement, the Association wi l l not engage in,authorize, encourage, either direct ly or indirectly, any concerted interruptionof education act ivi t ies due to a cessation, withdrawal, or withholding of ser-vices in any manner or form, either in whole or in part, by members of thebargaining unit for any reason and no off icer or representative of theAssociation or member of the bargaining unit shall be empowered to provoke,instigate, cause, participate in , assist, encourage or prolong any such prohi-bited act iv i ty .

4.26 A. For the duration of this Agreement the work year for al l classif ica-tions shall be as per current practice.

B. The work schedule for employees who work 43 weeks shall be two weeksprior to the beginning of school and two weeks following, one weekprior to and three weeks following, or three weeks prior to and one weekfollowing. Exceptions may be made by mutual agreement.

4.27 Employees shall not be required to work under unsafe or hazardous conditionsor to perform tasks which endanger their health, safety or well-being.

4.28 I t shall be the Board's responsibility to provide proper training and sup-port when new equipment or jobs are implemented.

- 6 -

ARTICLE V

PAID LEAVES

5.29 Sick leave w i l l be granted to a l l c ler ica l employees on the basis of one dayfor each month worked ( i . e . , 10 month employees, 10 days; 11 month employees,11 days; 12 month employees, 12 days) accumulative to 75 days. The appropriatenumber shall be granted at the star t of each school year. Sick leave is to beused for absence caused by i l lness or physical d i sab i l i t y or for quarantine ofemployee in case of contagious disease, such quarantine having been imposed bythe health author i t ies. Pregnancy-related i l lness or d i sab i l i t y shall betreated as any other i l lness or d i sab i l i t y .

5.30 Legitimate and ethical reasons for sick leave are:

A. I l lness or physical d i sab i l i t y of the employee.

B. I l lness and/or death in immediate family which shall include mother,father, mother-in-law, father- in- law, s ib l i ng , spouse, and chi ldren.

5.31 An employee w i l l give notice of impending absence and anticipated length ofabsence as soon as practicable. Any change in anticipated date of return shallbe promptly reported. A doctor's statement may be required when there is adoubt as to the legitimacy of sick day u t i l i z a t i o n .

5.32 Three personal days per year (non-accumulative as personal days) may be usedfrom accumulated sick leave with approval of supervisor.

5.33 Bargaining unit members shall be paid for the fol lowing holidays when they f a l lwithin the i r work year:

A. Labor Day, 1 ; Thanksgiving, 2; Christmas Eve, h\ Christmas, 1 ; New Year'sEve, hi New Year's Day, 1 ; Good Friday, 1 ; Memorial Day, 1 ; IndependenceDay, 1 ; one f loa t ing holiday for 52 week employees only.

B. On days prior to holidays, employees shall be excused from work, with pay,no later than one-half (h) hour after school is dismissed.

C. An additional "Floating Holiday" of one half (1/2) day duration shall begiven to those bargaining unit members who work in the Elementary Schools orin buildings without students.

D. Two additional Floating Holidays.

5.34 Employees who are on unauthorized leave the day before or the day after a ho l i -day w i l l f o r f e i t said pay for holiday. An employee off sick the day before orafter the holiday may be required to submit medical proof of i l lness in orderto receive holiday pay.

5.35 Those individuals employed on a fu l l - t ime basis and assigned on a twelve (12)month basis shall be e l i g ib le for the fol lowing paid vacation benef i ts:

-7-

A. Employees who are employed for 52 weeks shall earn vacation at the rate ofh day per month, excluding July and August, until they reach two full yearsof employment in the district. 52 week employees completing two full yearsof employment with the district will receive vacation credit at the startof each school year following the employees second anniversary as follows.Vacation time shall be prorated in the year an employee leaves thedistrict. Vacation days shall be non accumulative.

B. Two (2) to nine (9) years - 2 weeks with pay.

C. Nine (9) to seventeen (17) years - 3 weeks with pay.

D. Over eighteen (18) years - 4 weeks with pay.

5.36 Vacation requests will be approved by the appropriate supervisor at least 30days in advance. Vacation requests received later than 30 days prior may alsobe approved. Approved vacation schedule may only be changed in emergencysituations. New hires may not use accumulated vacation prior to the beginningof the 6th full month of employment in the District.

5.37 Employees who are called for jury duty during the work year shall be docked inpay until proof of attendance is provided to the Personnel Office. Uponreceipt of the proof of attendance the employee will be reimbursed his regulardaily wage less any compensation received as a result of his courtresponsibility.

5.38 No employee shall suffer loss of pay or accumulated sick leave as a result ofany work related injury, illness or disability for the first seven days of suchinjury, illness or disability.

5.39 In the event a 42 or 43 week employee is upgraded to a 52 week position, thatemployee will receive full credit for past unit seniority toward vacation time.

ARTICLE VI

UNPAID LEAVES

6.40 Upon expiration of accrued sick days, a leave of absence for illness or disabi-lity may be granted for a period not to exceed twelve (12) months. Leave forpersonal reasons may also be granted, but it shall not be required that accruedsick leave be used in order to qualify for such leave.

6.41 Upon return from leaves of absence, the employee will be reinstated to her/hisformer position provided that the leave is no longer than 90 calendar days.

6.42 Employees on leave more than 90 calendar days and less than 2 years will begranted the first available bargaining unit position. If there is no availableposition for 2 years after the conclusion of the leave, the Board will have nofurther obligation to rehire.

6.43 Application and approvals for leaves and extentions of leaves shall be inwriting and shall state beginning and ending dates of such leaves.

-8 -

ARTICLE VI I

VACANCIES, PROMOTIONS, TRANSFERS AND LAY-OFFS

7.44 The t rans fe r , assignment and/or promotion of employees shal l be the solerespons ib i l i t y of the Board, subject to the fo l l ow ing :

A. I t shal l be the po l i cy of the Administrat ion to cooperate in every prac-t i c a l way with employees who desire t ransfers to new posi t ions or vacancieswhich may occur in the school system.

B. Notice of vacancies, openings and/or new posit ions shal l be prepared andsent to the MESPA President and posted in each school bu i ld ing . In theevent no appl icat ions f o r a pos i t ion so posted are received by thePersonnel Off ice w i th in seven (7) calendar days of such post ing, such posi -t ions shal l be f i l l e d without fu r ther ob l iga t ion or consideration of MESPA.During the summer months, postings shal l be mailed to a l l bargaining uni tmembers. Deadline for appl icat ions shal l be ten (10) days fo l lowing post-mark of the mai l ing.

C. Since the frequent t ransfer of employees from one school t o another may bedisrupt ive to the educational process and in te r fe re with optimum perfor-mance, the part ies agree that unrequested transfers of employees are to beminimized.

D. The a b i l i t y , experience, t r a i n i ng and capab i l i t y of a l l applicants or can-didates shal l be reviewed and considered by the administrators involved.In cases where above fac tors are considered equal, preference shal l begiven in order of sen io r i t y .

7.45 Senior i ty :

A. Employees shal l be regarded as temporary employees u n t i l they havecompleted the 90 calendar days probationary per iod. There shal l be norespons ib i l i t y for the re-employment of temporary employees i f they arel a i d o f f or discharged during t h i s per iod.

B. Upon successful completion of the 90 calendar days probationary per iod, theemployee's sen io r i t y shal l be counted re t r oac t i ve l y to the ind i v i dua l ' sf i r s t day of employment with the d i s t r i c t .

C. A sen io r i t y l i s t shal l be establ ished as of the signing of th i s document.Present bargaining un i t members shal l be consulted as to t h e i r dates ofh i re and the Board and Association w i l l f i n a l i z e the l i s t . Any t i es shal lbe broken by a drawing of the part ies involved.

D. Senior i ty shal l not be accrued when on a non-paid leave of more than 90days.

E. A year of sen io r i t y sha l l accrue for each contracted work year.

F. When an employee has l e f t the bargaining uni t and re turns, pr ior uni tsen io r i t y i s reclaimable only i f that employee was holding a uni t pos i -tion within the district.

-9-

7.46 Lay-off and Recall:

A. When i t is necessary to lay-off bargaining unit members, lay-off shall bein reverse order of seniority. Employees may bump the least senior personin each classif ication for which they are qualified in order to remainemployed. This paragraph shall be limited only by Paragraph 7.44 D.

2. Laid-off employees shall be put on a l i s t for reca l l . I f , after two yearsthe employee has not been recalled, she/he shall be dropped from the recalll i s t .

C. Recall shall be in order of seniority so long as the laid-off employee isqualified to f i l l the available openings. No new hires shall be made whena qualified employee is on the lay-off l i s t .

D. When a position is inst i tuted with special funding, the employee shall benotif ied prior to beginning work of the temporary nature of the position.When funding shall cease or an employee shall no longer be el ig ib le foremployment under that program, that person shall be notif ied in writing ofher/his termination.

Employees so affected shall automatically be placed on the lay-off l i s t byseniority (as provided in 7.42 C) unless notif ied in writing that theirwork has been unsatisfactory.

The procedure for determining satisfactory work performance shall be:

1. A written evaluation by the employee's immediate supervisor w i l l be con-ducted at least once annually or during the term of employment i f term isless than one year.

2. An employee whose annual evaluation is deemed unsatisfactory and reaffirmed10 days prior to severance shall not be included on the lay-off l i s t asprovided above.

7.47 I t shall be the responsibi l i ty of the employee to provide the employer a two(2) week notice prior to voluntary severance of employment.

7.48 When an employee is promoted to a higher c lass i f ica t ion, she/he shall be movedto the appropriate c lass i f icat ion on the salary schedule at the one year lessexperience rate for 90 days. After 90 days, i f performance has beensatisfactory, she/he shall be moved up to the next experience leve l . In no caseshall the promotee be paid less than she/he received in the previous posit ion.

ARTICLE VI I I

DISCIPLINE, DISCHARGE AND EVALUATION

8.49 Discipline and Discharge:

-10-

Each employee shal l be informed of job expectations. Any resu l t ing d i s c i p l i -nary action shal l be in wr i t ing and a copy shal l be forwarded to the employee.

8.50 Evaluation of C ler ica l S ta f f :

A. The work performance of a l l c l e r i c a l s t a f f shall be evaluated in wr i t ing atleast once annually.

B. Evaluations shal l be conducted by the employee's immediate supervisor.

C. A copy of the wr i t ten evaluat ion shal l be given to the employee.

D. Each employee may attach a wr i t ten response to each evaluat ion.

ARTICLE IX

GRIEVANCE PROCEDURE

9.51 Definition: A grievance shall mean a complaint by an employee in theBargaining Unit that there has been a violat ion, misinterpretation orinequitable application of a provision of this Agreement. As used in thisArt ic le , the term "employee" may mean a group of employees having the samegrievance.

9.52 The employee who feels that she/he has a grievance should f i r s t take the matterup verbally with the principal of the school or the employee's immediate super-visor within ten (10) working days following the act or condition which is thebasis of her/his grievance or her/his reasonable discovery of the act orcondition. The principal/supervisor wi l l attempt to resolve the problem withthe employee.

9.53 I f this f a i l s to resolve the grievance, i t shall be reduced to writ ing, spe-cifying the section of the contract allegedly violated, the violation and theremedy sought.

9.54 Within f ive (5) working days of receipt of the written grievance, theprincipal/supervisor shall arrange a conference with the view of sat isfactori lyresolving the grievance. The time of the conference may be mutually agreeableto both parties. The employee may appear personally or he may be representedby the MESPA or both. Such conference shall be scheduled at a time when thereis no disruption 'of normal routine and duties of the employee.

9.55 Within f ive (5) working days after such conference, or longer i f mutuallyagreed in writ ing, the principal/supervisor shall answer such grievance inwrit ing.

-11-

9.56 I f the grievance is not appealed from the written answer within f ive (5)working days after receipt of such answer the principal/supervisor's decisionwi11 be f i na l .

9.57 I f the MESPA does not accept the principal's answer, or i f no answer isreceived in timely fashion, the grievance may be appealed to the Superintendentof Schools by sending such notice in writing to him within f ive (5) workingdsys.

9.58 Within f ive (5) working days of receipt of the written appeal, the Superintendedor his designated representative wi l l hold a conference to satisfactori lyresolve the grievance.

9.59 Within the f ive (5) working days, or long i f mutually agreed to, the superin-tendent or his designated representative shall answer in writ ing. Such answershall be f inal and binding unless appealed tothe next step within th i r ty (30)calendar days from the date of the Superintendent's written decision.

9.60 I f MESPA is not satisfied with the disposition of the grievance, or i f nodisposition has been made within f ive (5) working days of such meeting, thegrievance may be transmitted to the Board of Education.

9.61 The Board, not later than i ts next of f ic ia l meeting or two (2) calendar weeks,whichever shall be later, shall hold a hearing on the grievance. Dispositionof the grievance, in writ ing, by the Board shall be made no later than seven(7) calendar days following the hearing.

9.62 I f the Association is not satisfied with the disposition of the grievance bythe Board, or i f no disposition has been made within the period aboveprovided, the grievance may be submitted within ten (10) school days toarbitration before an impartial arbitrator; he shall be selected by theAmerican Arbitration Association in accordance with i ts rules which shalllikewise govern the arbitration proceedings. The Board and the Associationshall not be permitted to assert in such arbitration proceedings any groundsor to rely on any evidence not previously disclosed to the other party. Thearbitrator shall have no power to alter, add to, or subtract from the terms ofthe Agreement. Both parties agree to be bound by the award of the arbitratorand agree that judgement thereon may be entered in any court of competentjur isdict ion.

9.63 The fees and expenses of the arbitrator wi l l be shared equally by the parties.

9.64 The time limits provided in this section shall be s t r i c t l y observed but may beextended by written agreement of the parties.

9.65 Notwithstanding the expiration of this Agreement, any claim, or grievancearising thereunder, may be processed through the grievance procedure unti lresolution.

9.66 I f a grievance arises from the action of an authority higher than the imme-diate supervisor or the bargaining unit member, MESPA may present suchgrievance at the appropriate step of the grievance procedure.

m>

*

-12-

ARTICLE X

FRINGE BENEFITS

10.67 Pursuant to the authority set forth in Section 617 of the School Code of 1955,as amended, the Board agrees to furnish a l l ful l - t ime employees the followinginsurance protection upon completion of 30 working days:

A. Hospitalization and Medical Protection:

1. I t is the agreed intent to provide f u l l family hospitalization andmedical protection to those on the clerical staff in the form of BlueCross/Blue Shield 4.0 Plan.

2. The Board wi l l provide at i ts expense, a monthly minimum contributionof $40.00 or an amount equal to bargaining KEA employees, whichever isgreater, not to exceed $50.00, to the annuity of the employee's choicefrom the l i s t of approved annuity plans in lieu of participation in thed is t r ic t 's health plan.

B. Long Term Disabil i ty Insurance.

The Board shall provide without cost to the employee, Long Term Disabil i tyInsurance assuring payment to the employee in the event of long termdisabi l i ty , a monthly income benefit equal to sixty percent of basicmonthly earnings to age s ixty- f ive , with equal benefits beyond 65 but withlesser duration in accordance with the Department of Labor guidelines.This long term disabi l i ty benefit wi l l start after seventy-five (75) con-secutive working days of total d isabi l i ty in accordance with the terms ofsaid policy.

C. Life Insurance.

The Board shall provide without cost to the employee a $15,000 l i f einsurance policy to age s ixty- f ive (65). Upon reaching age s ixty- f ive,such insurance coverage shall be reduced to a level of insurance purcha-sable by equal contribution as a l l non-65 years or older employees.

D. Dental Insurance.

Family dental insurance shall be provided with the following benefits:

Routine Treatment 80%Major Treatment 60%*Orthodontic Treatment 60%**

Subject to the following annual and l ifetime l imits:

*$750 Annual Maximum**$750 Lifetime Maximum

-13-

E. Optical Insurance

Beginning September 1, 1983, the Board shall provide without cost to theemployee, f u l l family optical insurance, comparable to MESSA Vision Plan I .

F. The above coverage is provided subject to the limitations and provisions inforce in such pol ic ies. . . the Board in no way assumes l i a b i l i t y for disputesarising between the employees and the insurance carrier.

ARTICLE XI

COMPENSATION

Each employee shall be placed on the salary schedule, Appendix A, according toclassification and years of experience.

11.68 Longevity pay of $200.00 shall be paid each bargaining unit member who hascompleted ten (10) years in the d is t r i c t . Payment shall be made at the endof the month during which the employee has completed his/her tenthanniversary date and eyery year thereafter. I t shall be the employeesresponsibility to notify the Payroll Office that payment is due.

11.69 Fulltime bargaining unit members, with the exception of halftime bargainingunit members, with two or more years of service in the d is t r ic t may receivetheir salary on an equal pay plan of 21 or 26 pays.

-14-

ARTICLE XII

DURATION OF AGREEMENT

This Agreement shall be effective as of July 1, 1986, and shall continue in effectuntil the first day of July, 1989.

Keaysley Board oT Education President MESPA

J^earsTey Board of Education Secretary

goti

MESPA^Negotiator

APPENDIX A

1986-87,through 1988-89 SALARY SCHEDULE

1986-87 HOURLY RATES

AdministrativeSecretary

Beginning

6.23

School Secretary/Secretary Intern 6.04

Clerk

Media Clerk

Media Aide

5.72

4.85

4.52

12 Weeks

7.01

6.54

5.93

5.09

4.71

1st Year

7.49

6.81

6.21

5.37

5.01

2nd Year

7.99

7.32

6.56

5.60

5.26

3rd Year+

8.57

7.91

6.96

5.89

5.53

1987-88 HOURLY RATES

AdministrativeSecretary

Beginning

6.54

School Secretary/Secretary Intern 6.34

Clerk

Media Clerk

Media Aide

6.01

5.09

4.75

12 Weeks

7.36

6.87

6.23

5.34

4.95

1st Year

7.86

7.15

6.52

5.64

5.26

2nd Year

8.39

7.69

6.89

5.88

5.52

3rd Year+

9.00

8.31

7.31

6.18

5.81

APPENDIX A

1986-87 through 1988-89 SALARY SCHEDULE

1988-89 HOURLY RATES

Beginning

AdministrativeSecretary

School Secretary/Secretary Intern

Clerk

Media Clerk

Media Aide

6.87

6.66

6.31

5.34

4.99

12 Weeks

7.73

7.21

6.54

5.61

5.20

1st Year

8.25

7.51

6.85

5.92

5.52

2nd Year

8.81

8.07

7.23

6.17

5.80

3rd Year+

9.45

8.73

7.68

6.49

6.10