MANCHESTER SCHOOL BOARD

Bennington-Rutland Supervisory Union Page 1 Updated 6/5/2017 3:48 PM

MANCHESTER SCHOOL BOARDMANCHESTER ELEMENTARY-MIDDLE SCHOOL

JACKIE PARKS ROOMMANCHESTER CENTER, VT

MONDAY, JUNE 5, 2017

6:30 PM

AGENDA

1. Call to Order

2. Public Comment

3. Request to Add Items to the agendaa. Action - Reduction in Teacher FTEb. Action - Teacher Hire Recommendation - Christopher Scudder

4. Recommendation to Approve Minutesa. Manchester - Regular Meeting - May 10, 2017 7:00 PM

5. Consent Agenda - Manchester Staff Negotiations Committee meetingsa. Manchester Support Staff Negotiations - Regular Meeting - Apr 27, 2017 3:30 PM

6. Report of the Superintendent of Schoolsa. Action - Adopt Mandatory Policies (Consent Agenda)b. Action - Approve BBA Contract for FY18c. Action - Ratification of New Teacher Contract

7. Report of the Principal

8. Appointments/Resignationsa. Action - Staff Compensation for 2017-2018 - Add-Onb. Action - Teacher Hire Recommendation - Erin McCall

9. Other Business

10. Next Meeting Date: August 23, 2017 - 5pm (Carousel) / 7pm (Local) - Flood Brook School

11. Directors Ordersa. Review - Directors Orders - Add-On

12. Adjournment

Manchester School Board Meeting: 06/05/17 06:30 PMBRSU Department: Manchester

Sunderland, VT 05250 Category: PersonnelPrepared By: Celeste Keel

SCHEDULED Initiator: Celeste KeelSponsors:

AGENDA ITEM (ID # 3288) DOC ID: 3288

Updated: 6/5/2017 3:40 PM by Celeste Keel Page 1

Action - Reduction in Teacher FTEPer the attached request from Dianna Ivey and the attached recommendation from the principal, I recommend the board approve the reduction of her position from 1.0 to .5 FTE effective the start of the 2017-2018 school year.

3288 : Action - Reduction in Teacher FTE 3.a

Request to Add Items to the agenda Packet Pg. 2

Attachment: Ivey request for FTE reduction 3.a.a

3288 : Action - Reduction in Teacher FTE Packet Pg. 3

Attachment: Principal recommendation re Ivey fte 3.a.b

3288 : Action - Reduction in Teacher FTE Packet Pg. 4


Sunderland, VT 05250 Category: Hire RecommendationPrepared By: Celeste Keel




Action - Teacher Hire Recommendation - Christopher Scudder

I recommend hiring Christopher Scudder for the 0.5 FTE Middle School Social Studies Teacher position. He would be hired at a B, Step 1 with a salary of $39,021. His start date will be August 28, 2017.

Employment is contingent upon successful completion of the VT background check process and obtaining the appropriate Vermont educator license.

3289 : Teacher Hire Recommendation - Christopher 3.b

Request to Add Items to the agenda Packet Pg. 5

Bennington-Rutland Supervisory Union Page 1 Updated 5/19/2017 10:49 AM

MANCHESTER SCHOOL BOARDWEDNESDAY, MAY 10, 2017

MINUTES1. Call to Order at 7:03pm

PRESENT: Joe Hoffman, Jim Lind, Dave Miceli, Georgeanne Bonifanti, Mark Kaplan, Jackie Wilson, Irene Nadler, Marty NadlerJoint Boards Update:1. Non-Union Staff Benefits - Jackie and Sue Wilborn explained the changes to the VEHI health care plans. Whereas

before there was more of a copay model, now the plans involve a deductible, coinsurance, and an out of pocket maximum. As a result of the change, BRSU will now offer a flat amount based on roughly 88% of Gold CDHP Plan. Employees will choose the plan that works best for their families and cover the difference.

2. Negotiations Update - Jackie said the BRSU and the unions have reached a tentative agreement which she was hoping for because of the changes to the healthcare system beginning in January 2018. The agreement was discussed in executive session.

3. Merger Update - Jackie stated that everything has been officially certified by the state and that the new Board needs to meet within the next 60 days to hold an organizational meeting. On June 6th, Taconic & Green will have a floor meeting at Hildene where the Board will need to elect a moderator, a clerk, and treasurer. All new officers will be formally sworn in and Secretary Holcomb will be attending. Jackie also added there have been some meetings with Pawlet & Rupert, and she is hopeful they will join T & G. Arlington has not made a decision yet.

4. Five Additional ½ Day Releases for Professional Development - Jackie explained that the Tarrant Foundation would like to meet with teachers on a monthly basis for professional development around project based learning. She said JISP days are not suitable because schools have different days for JISP, and that in addition Tarrant is clear that when teachers are doing this work, it needs to be their sole focus. Jim Salsgiver asked if there is a description of the program, and Jackie said she would provide one.

5. Mandatory Policies

2. Public Comment - none3. Recommendation to Approve Minutes - March 16, 2017

RESULT: ACCEPTED [UNANIMOUS]MOVER: Jim LindSECONDER: Joe Hoffman, Vice Chair

4. Report of the Superintendent of Schoolsa. Action - Non-Union Staff BenefitsJoe asked what was going on with Governor Scott’s plan to centralize health care for all Vermont teachers and Jackie stated it did not look like the measure would pass and even if it did BRSU would not be affected because the contract was tentatively agreed upon prior to the vote at the state level.

RESULT: APPROVED [UNANIMOUS]MOVER: Georgeanne Bonifanti, ClerkSECONDER: Joe Hoffman, Vice Chair

b. Discussion - Greenspace Project UpdateMarty stated that he and Georgeanne had met with John O’Keefe. They reviewed the current plan and the consensus of the three of them was that it is as good as it can be. Marty said there will always be naysayers who have recommendations but that they had agreed this is the best plan and the best use of the space. Their recommendation is for the school board to ask the Selectboard for another joint meeting so movement can be made prior to June 30th. Marty believed a transfer or sale of property could be avoided by issuing an easement to the Town to use the property. In this instance, there would also be no financial commitment from the Board. Jackie wanted to review the legality of this proposal and said she would do that and then ask the Selectboard for a joint meeting.

c. Action - Five Additional 1/2 Day Releases for Professional DevelopmentMark asked the Nadlers if they were in favor of this motion given the impact on parents. Marty said if the dates are on the calendar at the start of the year it should give families enough time to make alternate arrangements. Dave Miceli added that teachers cannot be expected to fully implement a new idea into their classrooms if they have only two days of inservice in August and it is not revisited again throughout the year. Irene also added that it is hard to offer professional development to teachers while school is in session because teachers do not like to be away from their classrooms and because when a substitute is in, it is not the same level of education.

Minutes Acceptance: Minutes of May 10, 2017 7:00 PM 4.a

Recommendation to Approve Minutes Packet Pg. 6

Minutes Manchester School Board May 10, 2017


RESULT: APPROVED [UNANIMOUS]MOVER: Dave MiceliSECONDER: Georgeanne Bonifanti, Clerk

d. Action - Approve Mandatory Policies

RESULT: APPROVED [UNANIMOUS]MOVER: Georgeanne Bonifanti, ClerkSECONDER: Joe Hoffman, Vice Chair

5. Report of the PrincipalIrene thanked Rebecca Sherman and the first graders for planting the flowers in the front of the school; she noted that the MEMS’ team for the Penguin Plunge to benefit the Special Olympics raised the third highest amount; the second graders are engaged in a Maker Space project where they are learning how to sew; the Friends Foundation has donated $10k for chromebooks; the Spring Concert is May 11th; and the PTO is holding their Casino Night fundraiser on May 19th

6. Appointments/Resignationsa. Action - Recommendation to Increase FTE for Karen Hebert-Mayne

RESULT: APPROVED [UNANIMOUS]MOVER: Jim LindSECONDER: Dave Miceli

7. Other Businessa. Taconic & Green District Organization Special Meeting - 6/6/17 at 5:30pm - Hildeneb. Motion to change the August 9, 2017 meeting to August 23, 2017

RESULT: APPROVED [UNANIMOUS]MOVER: Jim LindSECONDER: Georgeanne Bonifanti, Clerk

c. Motion to go into executive session at 7:31pm for Update on Staff NegotiationsExecutive session ended at 7:40 PM.

RESULT: APPROVED [UNANIMOUS]MOVER: Dave MiceliSECONDER: Joe Hoffman, Vice Chair

d. Motion for Chair to approve HVAC contract when readyMarty asked the Board to approve a motion for Mark to be able to approve a contract for the HVAC. He said bids are coming in on May 22nd and Gary Mears will decide which is the best but that in order for the system to be in place by the start of school, work needs to start immediately and approval cannot wait until the June 5th meeting.

RESULT: APPROVED [UNANIMOUS]MOVER: Joe Hoffman, Vice ChairSECONDER: Jim Lind

e. Motion to approve a 1/2 day initial release day in early June for MTSSMarty asked the Board to approve a ½ day initial release day in early June for MTSS (Multi-Tiered Systems of Support)

RESULT: APPROVED [UNANIMOUS]MOVER: Joe Hoffman, Vice ChairSECONDER: Jim Lind

8. Next Meeting Date: June 5, 2017 - 6:30pm9. Reviewed Directors Orders10. Adjournment at 8:15pm

Respectfully Submitted,Rebecca Sherman

Minutes Acceptance: Minutes of May 10, 2017 7:00 PM 4.a

Recommendation to Approve Minutes Packet Pg. 7


MANCHESTER SUPPORT STAFF NEGOTIATIONSTHURSDAY, APRIL 27, 2017

3:30 PM

MINUTES

1. Call to Order at 3:35pmPRESENT: Jim Lind, Jackie Wilson

2. Motion to go into executive session at 3:35pm to discuss matters relating to contract negotiations, the premature disclosure of which to the general public would put the board at a substantial disadvantageOut of executive session at 4:25pm

3. Adjournment at 4:25pmRespectfully Submitted,Jackie Wilson

Minutes Acceptance: Minutes of Apr 27, 2017 3:30 PM 5.a

Consent Agenda - Manchester Staff Negotiations Packet Pg. 8


Sunderland, VT 05250 Category: PolicyPrepared By: Celeste Keel




Action - Adopt Mandatory Policies (Consent Agenda)The following policies are attached for the adoption.

1) Travel Reimbursement (MP27)2) Title 1 Comparability (MP28)3) Title 1, Part A Parental Involvement (MP29)4) Federal Child Nutrition Wellness (MP24)

3254 : Action - Adopt Mandatory Policies 6.a

Report of the Superintendent of Schools Packet Pg. 9

TRAVEL REIMBURSEMENT (MP27)

Policy

It is the policy of the Manchester School District to reimburse the reasonable expenses for travel

for school business based mileage for any driving, and actual costs for the remainder of travel

expenses, by its employees, school board members and volunteers, to the extent that budgeted

funds permit.

Reimbursement will be only for those expenses that are reasonable and necessary for the

activities of the Manchester School District. The method of reimbursement will be consistent

whether expenses are incurred in furtherance of federally funded or non-federally funded

activities. Prior approval from the superintendent or his or her designee will be required.

Implementation

Pursuant to this policy and consistent with relevant collective bargaining agreements, the

superintendent or his or her designee will establish written procedures to govern the

reimbursement and method of prior approval for the following: air/rail travel, meals, lodging, and

mileage.

Approved: May 10, 2017

Adopted:

Attachment: Manchester Travel Reimbursement Policy 6.a.a

3254 : Action - Adopt Mandatory Policies Packet Pg. 10

TITLE I COMPARABILITY (MP28) Policy

If a school in the Manchester School District becomes eligible to receive Title I funds, the school district in which the school is located shall provide comparable services, staffing levels, curriculum materials and instructional supplies for Title I eligible and non-Title I eligible schools. The district shall use local and state funds to ensure equivalence among schools in staffing and the provision of curricular materials and instructional supplies. Students in all schools shall be eligible for comparable programs and supplemental supports. The district shall utilize district-wide salary schedules for professional and non-professional staff. The superintendent or his or her designee shall develop procedures for compliance with this policy and shall maintain records that are updated biennially documenting the district’s compliance with this policy. Approved: May 10, 2017 Adopted:

Attachment: Manchester Title 1 Comparability 6.a.b


TITLE I, PART A PARENTAL INVOLVEMENT (MP29) The Manchester School District maintains programs, activities, and procedures for the involvement of parents of students receiving services, or enrolled in programs, under Title I Part A of Elementary and Secondary Education Act. These programs, activities and procedures are described in school district and school level compacts. Definition: Parent: Includes a legal guardian or other person standing in loco parentis (such as a grandparent or stepparent with whom the child lives, or a person who is legally responsible for the child’s welfare). School District Parental Involvement Compact. The superintendent or his or her designee shall develop an LEA-Level Parental Involvement Compact according to Title I, Part A requirements. The LEA Compact shall include: (1) the school district’s expectations for parental involvement, (2) specific strategies for effective parent involvement activities to improve student academic achievement and school performance, and (3) other provisions required by law. The superintendent or designee shall ensure that the Compact is distributed to parents of students receiving services, or enrolled in programs, under Title I Part A. School Level Parental Involvement Compact. Each building principal or his or her designee shall develop a School-Level Parental Involvement Compact in accord with Title I, Part A requirements. The School Level Parental Involvement Compact shall include: (1) a process for continually involving parents in its development and implementation, (2) how parents, the entire school staff and students share the responsibility for improved academic achievement, (3) the means by which the school and parents build and develop a partnership to help students achieve the State’s standards, and (4) other provisions as required by law. Each principal or designee shall ensure that the compact is distributed to parents of students receiving services, or enrolled in programs under Title I, Part A. Approved: May 10, 2017 Adopted:

Attachment: Manchester Title 1 Parental Involvement 6.a.c


FEDERAL CHILD NUTRITION ACT WELLNESS POLICY (MP24) Purpose It is the intent of the Manchester School District to comply with the local policy requirements of the federal Child Nutrition and WIC Reauthorization Act of 2004. In 2016, the Final Rule: Local School Wellness Policy Implementation Under the Healthy, Hunger-Free Kids Act of 2010 was published in the Federal Register. The final rule strengthens the requirements on public involvement, transparency, implementation, and evaluation. In accord with those requirements, this policy has been developed in consultation with parents, representatives of the school food services authority, school administrators, school health professionals and the public. Local wellness policies are an important tool for parents, local educational agencies (LEAs) and school districts in promoting student wellness, preventing and reducing childhood obesity, and providing assurance that school meal nutrition guidelines meet the minimum federal school meal standards. Policy Statement It is the policy of the Manchester School District to establish goals for nutrition education, physical activity and other school based activities that are designed to promote student wellness. With the objective of promoting student health and reducing childhood obesity, the district will also establish nutrition guidelines for all foods available at school during the school day. I. Goals for Nutrition Promotion and Education.

A. The school district shall provide nutrition promotion and education programs as required by state law and regulations of the State Board of Education. Nutrition education will be integrated into the scope and sequence of comprehensive health education programs that meet the National Standards of Health Education.

B. Nutrition education and promotion programs shall be conducted by appropriately licensed staff members.

C. To the extent practicable, nutrition education and promotion shall be integrated into the core curricula.

D. Signage in the food service area indicates the daily menu offerings and required minimum selections needed to make a complete meal.

II. Goals for Physical Activity.

A. The district shall provide physical education classes for all students as required by Education Quality Standards (at least two per week).

B. The district shall offer options for students (K-8), to participate in at least 30 minutes of physical activity within or outside of the school day as required by the Education Quality Standards. Physical activity may include recess and movement built into the curriculum, but does not replace physical education classes.

C. Physical activity during the school day will not be withheld as punishment. III. Goals for Other School Based Activities.

A. The district shall ensure that guidelines for reimbursable school meals are not less restrictive than regulations and guidance issued by the Secretary of Agriculture pursuant to sections (a) and (b) of section 9A(a) and (b) of the Richard B. Russell National School Lunch Act as those regulations and guidance apply to schools.

B. The district shall provide adequate space for eating and serving school meals. C. The district shall provide a clean and safe meal environment for students.

Attachment: Manchester School Wellness Policy MP24 6.a.d


D. The district shall establish meal periods that provide adequate time to eat and are scheduled at appropriate hours.

E. Food shall not be used in district schools as a reward or punishment. F. The district shall provide training opportunities as appropriate for food service and other

staff members in areas of nutrition and wellness. IV. Nutrition Guidelines.

A. No foods of minimal nutritional value, as listed in 7 CFR 210, Appendix B and 7 CFR 220, Appendix B shall be sold in food service areas during breakfast and lunch periods.

B. The sale of foods during meal periods in food service areas shall be allowed only if all net income from the sale, including the sale of approved foods or drinks from vending machines, accrues to the benefit of the school, the school food service program, or the student organizations sponsoring the sale.

C. Any food sold, which will be consumed during the school day, must meet the USDA Smart Snacks nutrition standards (such as those from vending machines, a la carte, school concessions, fundraisers).

V. Policy Implementation. The superintendent or his or her designee shall periodically monitor district programs and curriculum to ensure compliance with this policy and any administrative procedures established to carry out the requirements of this policy. The district shall periodically inform and update the public about the content and implementation of this policy, including the extent to which district schools are in compliance with this policy, the extent to which this policy compares to model local school wellness policies and a description of the progress made in attaining the goals of this policy. The district shall permit parents, students, representatives of the school food authority, teachers of physical education, school health professionals, the school board, school administrators and the general public to participate in the development, implementation, and periodic review and update of this policy. The superintendent or his or her designee shall report at least annually to the board and to the public on the district’s compliance with law and policies related to student wellness. The report shall include information as to the content and implementation of this policy, and an assurance that district guidelines for reimbursable meals are not less restrictive than regulations and guidelines issued for schools in accordance with federal law. Approved: May 10, 2017 Adopted:

Attachment: Manchester School Wellness Policy MP24 6.a.d



Sunderland, VT 05250 Category: BudgetPrepared By: Celeste Keel



Updated: 5/19/2017 11:18 AM by Celeste Keel Page 1

Action - Approve BBA Contract for FY18The contract is attached.

3255 : Action - Approve BBA Contract for FY18 6.b


Attachment: BBA contract FY18 6.b.a

3255 : Action - Approve BBA Contract for FY18 Packet Pg. 16


Sunderland, VT 05250 Category: PersonnelPrepared By: Celeste Keel




Action - Ratification of New Teacher ContractThe new teacher contract is attached.

3240 : Action - Ratification of New Teacher Contract 6.c


BRSU MASTER AGREEMENT 2017-2019 1 of 35

AGREEMENT

BETWEEN

Bennington-Rutland Supervisory Union

Dorset School District

Manchester School District

Mountain Towns Regional Education District

Sunderland School District

Union School District #23

Union School District #47

AND

Bennington-Rutland Education Association

Dorset Teachers' Association

Flood Brook Teachers' Association

Sunderland Education Association

Mettawee Education Association

2017 - 2019

Attachment: brsu master agreement 2017-2019 6.c.a

3240 : Action - Ratification of New Teacher Contract Packet Pg. 18


TABLE OF CONTENTS

ACKNOWLEDGEMENT OF ARBITRATION 3

AGREEMENT 4

ARTICLE I RECOGNITION 4

ARTICLE 2 RIGHTS OF THE BOARD 5

ARTICLE 3 RIGHTS OF THE ASSOCIATION 6

ARTICLE 4 TEACHER EMPLOYMENT 6

ARTICLE 5 CONTRACT RENEWAL/DISCIPLINE/NON-RENEWAL 8

ARTICLE 6 PROBATIONARY STATUS 10

ARTICLE 7 TEACHING HOURS, LOAD AND PRIVILEGES 10

ARTICLE 8 SALARIES 13

ARTICLE 9 DEDUCTIONS FROM SALARY 14

ARTICLE 10 BENEFITS 15

ARTICLE 11 TEACHER ASSIGNMENT 19

ARTICLE 12 PROFESSIONAL PRACTICES 20

ARTICLE 13 EARLY RETIREMENT 22

ARTICLE 14 SERVICE RETIREMENT 22

ARTICLE 15 LEAVE 22

ARTICLE 16 REDUCTION OF STAFF 28

ARTICLE 17 GRIEVANCE PROCEDURE 29

ARTICLE 18 NOTIFICATION 31

ARTICLE 19 NEGOTIATIONS 32

ARTICLE 20 GENERAL 32

ARTICLE 21 DURATION 32

APPENDIX SALARY SCHEDULES 34




ACKNOWLEDGMENT OF ARBITRATION

THE BOARDS AND THE ASSOCIATIONS UNDERSTAND THIS

AGREEMENT CONTAINS AN AGREEMENT TO ARBITRATE.

AFTER SIGNING THIS AGREEMENT, THE PARTIES

UNDERSTAND THAT THEY WILL NOT BE ABLE TO BRING

A LAWSUIT CONCERNING ANY DISPUTE THAT MAY ARISE

WHICH IS COVERED BY THE ARBITRATION AGREEMENT,

UNLESS IT INVOLVES A QUESTION OF CONSTITUTIONAL

OR CIVIL RIGHTS. INSTEAD, THE PARTIES AGREE TO

SUBMIT ANY SUCH DISPUTE TO AN IMPARTIAL

ARBITRATOR.




AGREEMENT

This Agreement is made and entered into individually by and between the Bennington-Rutland

Supervisory Union, Dorset School District, Manchester School District, Mountain Towns

Regional Education District, Sunderland School District, Union School District #23, Union

School District #47 (hereinafter collectively as Board), and the Bennington-Rutland Education

Association, Dorset Teachers' Association, Flood Brook Teachers' Association, Sunderland

Education Association, and the Mettawee Education Association, affiliates of Vermont-

NEA/NEA (hereinafter collectively as Association).

ARTICLE 1

RECOGNITION

1.1 Bennington-Rutland Supervisory Union, the Manchester School District and Union

School District #23 pursuant to 16 VSA 1991, continue to recognize the Bennington-Rutland

Education Association Vermont NEA (hereinafter the BREA) as the exclusive bargaining agent

of (a) persons employed under contract by the boards as teachers who are certified employable as

teachers by the Vermont State Board of Education and who are not administrators as defined in

16 VSA 1981; (b) persons certified by the Vermont State Board of Education as guidance

counselors, librarians and school nurses who are employed by the Board in such positions; (c)

persons employed by the Board who are mandated by statute to be a member of this bargaining

unit, provided always that substitute teachers as defined herein shall not be members of the

bargaining unit.

1.2 Dorset School District, pursuant to 16 VSA 1991, continues to recognize the Dorset

Teachers' Association, Vermont NEA (hereinafter DTA) as the exclusive bargaining agent of (a)

persons employed under contract by the Board as teachers who are certified employable as

teachers by the Vermont State Board of Education and who are not administrators as defined in

16 VSA 1981; (b) persons certified by the Vermont State Board of Education as guidance

counselors, librarians and school nurses who are employed by the Board in such positions; (c)

persons employed by the Board who are mandated by statute to be a member of this bargaining

unit, provided always that substitute teachers as defined herein shall not be members of the

bargaining unit.

1.3 Mountain Towns Regional Education District, pursuant to 16 VSA 1991, continues to

recognize the Flood Brook Teachers' Association, Vermont NEA (hereinafter FTA) as the

exclusive bargaining agent of (a) persons employed under contract by the Board as teachers who

are certified employable as teachers by the Vermont State Board of Education and who are not

administrators as defined in 16 VSA 1981; (b) persons certified by the Vermont State Board of




Education as guidance counselors, librarians and school nurses who are employed by the Board

in such positions; (c) persons employed by the Board who are mandated by statute to be a

member of this bargaining unit, provided always that substitute teachers as defined herein shall

not be members of the bargaining unit.

1.4 Sunderland School District, pursuant to 16 VSA 1991, continues to recognize the

Sunderland Education Association, Vermont NEA (hereafter SEA) as the exclusive bargaining

agent of (a) persons employed under contract by the Board as teachers who are certified

employable as teachers by the Vermont State Board of Education and who are not administrators

as defined in 16 VSA 1981; (b) persons certified by the Vermont State Board of Education as

guidance counselors, librarians and school nurses who are employed by the Board in such

positions; (c) persons employed by the Board who are mandated by statute to be a member of

this bargaining unit, provided always that substitute teachers as defined herein shall not be

members of the bargaining unit.

1.5 Union School District #47, pursuant to 16 VSA 1991, continues to recognize the

Mettawee Education Association, Vermont NEA (hereafter MEA) as the exclusive bargaining

agent of (a) persons employed under contract by the Board as teachers who are certified

employable as teachers by the Vermont State Board of Education and who are not administrators

as defined in 16 VSA 1981; (b) persons certified by the Vermont State Board of Education as

guidance counselors, librarians and school nurses who are employed by the Board in such

positions; (c) persons employed by the Board who are mandated by statute to be a member of

this bargaining unit, provided always that substitute teachers as defined herein shall not be

members of the bargaining unit.

1.6 Notwithstanding any provisions in this Agreement to the contrary, recognition is

individual by each school system, and not joint. The provisions of this Agreement are binding

upon a particular school system only insofar as such provisions pertain to teachers employed by

that school system.

ARTICLE 2

RIGHTS OF THE BOARD

2.1 In recognition of the fact that the laws of the State of Vermont vest responsibility in the

Board for the quality of education in, and efficient and economical operation of, the school

districts, it is herein agreed that except as specifically and directly modified by express language

in a specific provision of this Agreement, the Board retains all rights and powers that it has, or

may be granted by law, and may exercise such powers at its discretion. The action of the Board

with respect to such retained rights, responsibilities and prerogatives shall not be subject to any

grievance or arbitration provision hereinafter set forth.




2.2 The Board's exercise of any retained right or function in a particular manner shall not

preclude the Board from exercising the same right or function in any other manner which does

not violate a specific written provision of this Agreement. The Board's failure to exercise any

retained right or function shall not constitute a waiver of such right or function at any future

time.

ARTICLE 3

RIGHTS OF THE ASSOCIATION

3.1 The Association shall have the right to use such facilities and equipment, as are normally

located for teacher use within the school, as well as audio-visual equipment, at reasonable times

and upon prior request to the Principal; provided that such use does not interfere with the

teaching of pupils or interrupt normal school activities and operations. The Association shall pay

for the reasonable cost of all materials and supplies incident to such use. The Association shall

have the right to purchase expendable office supplies and other materials from the Board's

suppliers at the price paid by the Board. The Association shall also have the right to use the

District's email system to conduct Association business.

3.2 Representatives of the Vermont-NEA and the NEA shall be permitted to transact official

Association business on school property at reasonable times provided that this will not interfere

with or interrupt normal school operations. Such representatives shall sign in or sign out of the

school office.

3.3 The Association shall have the right to post notices of its activities and matters of

Association concern in any areas utilized only for teacher use provided that no such matter shall

be so placed which is derogatory to any individual or detrimental to the best interest of the

school district.

ARTICLE 4

TEACHER EMPLOYMENT

4.1 The Board will only hire teachers holding or qualified to hold certificates issued by the

Vermont State Department of Education, and shall advertise vacancies in a reasonable manner

i.e. newspapers (local/national), online, etc.

4.2 The Board may offer a limited-term contract of up to one (1) year to a Teacher who is

hired to replace a Teacher on an approved leave of absence, or to replace a Teacher who resigns

his/her position during the school year. If the term of the contract(s) is for sixty (60) school days

or less, the teacher will not be covered by the terms of this Agreement. If the term of the

contract(s) is for sixty-one (61) school days or more, the teacher will be covered by all the




provisions of this Agreement except the right in Article 5 to have his/her contract renewed, or the

right in Article 16 to be recalled to a vacant position. If, however, the Teacher on the limited-

term contract is subsequently hired by the District for a regular teaching position without a break

in service, he/she shall be credited with seniority from the beginning of the limited-term contract.

4.3 In the hiring of new teachers, previous teaching experience in other school districts or

equivalent experience, as determined to be relevant by the Superintendent, will be acknowledged

in determining the teacher’s step placement on the Salary Schedule.

4.4 Should a teaching, administrative, or support personnel position become open, the

Association shall be notified, and all teachers under contract shall be considered upon their

application. Those teachers who apply will be considered with all other applicants for the

position.

4.5 In the selection of applicants, those teachers most involved in the position may be

consulted and given an opportunity to interview the candidates and comment, in an advisory

capacity. If the most immediately involved teachers are not available, the president and vice-

president of the Association will be notified.

4.6 Salary and fringe benefits, as applicable, for part time teachers will be prorated in

proportion to the percentage of time they are employed during a contract year.

4.7 The Board agrees to pay for workshop and conference fees and/or tuition for up to six (6)

graduate credits for each teacher during any contract year at a cost not to exceed the current

University of Vermont in-state tuition rate for six (6) graduate level credits at the regular winter

tuition rate. Such credits, workshops, or conferences must receive prior approval of the

Superintendent. With the approval of the Superintendent, a teacher may carry forward up to a

maximum of six (6) graduate credits to be used during the following two (2) contract years.

4.7.1 A Teacher who has exhausted his/her tuition credits provided by Section 4.7 may request

additional credits in order to support his/her completion of a graduate program to which the

teacher has matriculated.

4.7.2 Payment for graduate course credits or other professional development activities will be

made to a college at the time of the Teacher’s registration after the Teacher has received

administrative approval for such activities, or in the case when graduate course credits are not

paid in advance, credit reimbursement will be made to the Teacher at the conclusion of a course.

In order to receive credit reimbursement, a Teacher must receive a grade of at least a “B” or its

equivalent. The Teacher shall refund to the Board any credit prepayment for courses in which

the Teacher failed to obtain at least a “B” or its equivalent or better within sixty (60) days after




the completion of the course. The Teacher shall provide a grade report to the Superintendent

within sixty (60) days after the completion of a graduate course.

4.7.3 A Teacher will not be provided advance payment for courses or other professional

development activities that occur after July 1 in an ensuing contract year unless the Teacher has

signed an employment contract for that contract year. A Teacher who resigns while under

contract shall refund to the Board within sixty (60) days of such resignation the full amount of

any advance payment for courses or other professional development activities that would have

occurred after the Teacher’s resignation.

4.7.4 Upon the approval of the principal and upon presentation of receipts in accordance with

the Superintendent’s reimbursement procedures, each Teacher shall be entitled to payment for

reasonable expenses (including fees, meals, lodging, and/or transportation) incurred by the

teacher for attending conferences, workshops, and other educational functions that take place

outside of the supervisory union area. Teachers are entitled to mileage reimbursement for

attending approved professional development and other educational functions within the

supervisory union when not conducted at their assigned school. Teachers are not entitled to

mileage reimbursement for attending professional development and other educational functions

if they are receiving additional compensation above and beyond their contract that is directly

related to the professional development and/or educational function. Teachers will not be

compensated for mileage reimbursement on assigned BRSU-wide professional development

days.

4.8 The school administration may request teachers to attend conferences, workshops, or do

school visitations on contract days. Such teachers will be given reasonable notice, and shall be

entitled to be reimbursed for reasonable expenses. When the school administration requests a

Teacher to do a school visitation or attend a conference, workshop, or do coursework on non-

contract days, teachers will be given written notice and shall receive per diem pay.

4.9 Professional activities receiving final approval by the Local Standards Board, other than

those activities taken for graduate credit, will be considered for approval of credits for salary

schedule promotion at the rate of thirty (30) professional activity hours equal one graduate credit,

but not to exceed the equivalent of three graduate credits. This conversion for movement on the

salary schedule may be utilized by a teacher only once during a licensing cycle.

ARTICLE 5

CONTRACT RENEWAL, DISCIPLINE, AND NON-RENEWAL

5.1 If a Teacher is directed to meet with the Principal, Superintendent, or the Board regarding

a complaint about the Teacher’s performance or conduct, the Teacher shall be given prior written




notice of the reasons for the meeting, and he/she shall be entitled to an Association representative

at the meeting.

5.2 Except as provided in section 5.3 of this Article, no Teacher shall be suspended,

dismissed, disciplined or have his/her contract non-renewed except for just and sufficient cause.

Any appeal of an administrative or Board decision regarding the suspension, dismissal or

disciplining of a Teacher under this article shall be processed exclusively through the grievance

and arbitration provisions of this Agreement.

5.3 All Teachers appointed for the first and second years of employment in the School

District shall be considered probationary teachers. In the event a first year probationary Teacher

is re-appointed for the ensuing school year but her/his professional performance is deemed to

require improvement, the Teacher shall be so notified, in writing, with specific recommendations

for improvement at the time she/he receives her/his employment contract for the second year.

The Board shall have the option to withhold the salary increment for a Teacher on probation.

Teachers in their first or second year of employment shall receive a written warning with reasons

by March 1, if the Board is considering the non-renewal of their contract. In such cases a

probationary period shall extend until April 1, at which time the teacher shall receive a

termination notice with reasons if she/he is to be non-renewed. Any probationary Teacher may

appeal a non-renewal of contract under the provision of Title 16 Chapter 53 Section 1752(b),

rather than under the terms of Article 17 of this Contract, Grievance Procedure.

5.4 The foregoing provision shall not apply to a Teacher whose employment is reduced to

part time or to one whose part-time employment is expanded, provided that such Teacher has

been employed as a Teacher, by the Board, for at least two years immediately preceding such

reduction or expansion.

5.5 All continuing teachers, after their second year of employment in the school district,

whose performance has been satisfactory, shall be offered a contract of employment, annually,

on or before April 1st. A contract offer issued to a Teacher shall be signed by the Teacher and

returned to the Superintendent or Principal by April 30th, or if April 30th falls on a weekend, by

the next business day. Failure to return the contract signed by April 30th shall be deemed to be a

refusal of the contract offer and the job shall be considered vacant. If the Board is considering

the non-renewal or issuance of a probationary contract to a Teacher, such Teacher shall receive a

written notice, with reasons stated, by March 1st.




ARTICLE 6

PROBATIONARY STATUS

6.1 Probationary status for any Teacher after their second year shall be based upon

unsatisfactory professional performance. No continuing Teacher shall be placed on probation, or

offered a probationary contract, except for just and sufficient cause. If a Teacher is to be granted

employment under a probationary agreement, she/he shall be furnished with reasons and

conditions for same in writing. At the end of a one year period, any Teacher on probation may

either be fully reinstated or be terminated. However, the Board may terminate probation at any

time prior to the end of the maximum one year period and restore the Teacher to her/his rightful

pro-rata placement on the salary schedule. Conditions of probation and contract renewal for

newly hired probationary Teachers are provided in Article 5.3 of this contract.

ARTICLE 7

TEACHING HOURS, LOAD and PRIVILEGES

7.1 The work year for the BRSU, Currier, Dorset, Manchester, Mettawee and Sunderland

teachers will not exceed one hundred and eighty-two (182) days. The work year will include one

hundred and seventy-five (175) days of classroom instruction when pupils are in attendance, two

(2) days for parent/teacher conferences, and five (5) professional days. Teachers may use up to

two (2) days of the five (5) professional days during the contract year for individualized

professional development, subject to administrative approval. One of the teacher-directed

professional development days will occur the day prior to the first student day of the new school

year. BRSU teachers who are assigned to work at the Flood Brook School who agree to work for

one hundred eighty-five days will be compensated at their per diem rate for the three additional

days beyond their BRSU contract. The employee shall make that decision at the time of contract

signing.

7.1.2 The total workday for BRSU, Currier, Dorset, Manchester, Mettawee and Sunderland

teachers is defined as seven and one-half (7.5) consecutive hours per day. The student day in

each of these schools will be six (6) hours and fifty (50) minutes per day.

7.1.3 The parties recognize that each of these schools has its own unique traditions, values, and

character. As a result, the starting and ending times of the workday may vary from school to

school. Furthermore, the Principal and the teachers may mutually determine that the teachers’

workday or student day can be longer than set forth in Article 7.1.2.

7.1.4 The parties also believe that within a professional environment it is appropriate for

teachers, according to their personal needs, to arrive or leave the school building as those needs




require provided it does not affect their student obligations and assigned duties, and that in the

course of each week they are in school for at least the number of hours per week as specified for

the teacher workday in Article 7.1.2.

7.1.5 Required evening events for BRSU, Currier, Dorset, Manchester, Mettawee and

Sunderland teachers shall not exceed four (4) events each year, and may include concerts, open

houses, and report night. When teachers are required to attend an evening event, those teachers

do not have to be in school beyond the student day, unless they have an assigned duty.

7.1.6 Except for Mettawee teachers, each BRSU, Currier, Dorset, Manchester, Mettawee and

Sunderland teacher shall have 30 consecutive minutes duty-free lunch period each day between

the hours of 11:00 a.m. - 1:00 p.m. as reasonably assigned by the Principal.

7.1.7 The Board shall provide each teacher with at least thirty (30) consecutive minutes of preparation time each day, for a total of least two hundred (200) minutes per week. Preparation time is for the exclusive use of the teacher and will not be used for other meetings called by the administration.

7.2 The work year for the Flood Brook teachers shall not exceed one hundred and eighty-five (185) days. The work year will include one hundred seventy-eight (178) days of classroom instruction when pupils are in attendance, two (2) days for parent teacher conferences, and five (5) professional days. Teachers may use up to two (2) of the five (5) professional days during the contract year for individualized professional development, subject to administrative approval. One of the teacher-directed professional development days will occur the day prior to the first student day of the new school year.

7.2.1 The Board shall have the right to establish the beginning/ending times, length, schedule

and structure of the Flood Brook teacher workday provided the regular five-day workweek does

not exceed forty (40) hours. The beginning and ending times of the teacher workday shall be

established by the Board prior to the beginning of each school year. The Flood Brook teacher

workday may be extended for faculty meetings, school open houses, parent conferences and

other meetings provided:

1) There are no more than two (2) faculty meetings per month.

2) There are no more than two (2) building-wide parent/teacher conferences per school year.

3) There are no more than four (4) evening commitments per teacher per school year for

such activities as open houses, concerts, graduation, etc.

4) Other scheduled meetings (including IEP meetings) will be held as required.

7.2.2 Each Flood Brook teacher shall have a daily duty-free lunch period of not less than the

length of the student lunch period in the teacher's school of assignment.




7.2.3 The Board shall have the sole and exclusive right to change the length of the Flood Brook

student day.

7.2.4 The work schedule of part time Flood Brook teachers is the sole prerogative of the

administration. Meeting the needs of students shall take priority, but apart from that the

administration shall try to avoid split shifts.

7.3 In addition to the work year days established under Article 7.1 and Article 7.2 above,

newly hired teachers may be required to attend two (2) orientation days before the start of the

school year.

7.4 Part-time teachers and teachers assigned to more than one building who are required to

attend faculty meetings, meetings concerning students, or evening meetings and other activities

that are not contiguous to their scheduled workday, or are on days they are not scheduled to work

shall be compensated at their per diem hourly rate.

7.5 Teachers shall be entitled to work on school premises before and after regular school

days and on weekends for professional purposes associated with their employment with the

school district.

7.6 Teachers may be assigned to regular duty rosters by the Principal to ensure adequate

supervision of students. Duties shall be assigned on an equitable basis based on a consideration

of both the type and relative time requirements of the specific duties. On a day a Teacher is

assigned to more than one building in the Supervisory Union he/she shall not be assigned

administrative duties.

7.7 Any work performed by a Teacher as an extension of their regular duties before or after

the school year shall be compensated at the Teacher’s regular per diem rate. Such service shall

be arranged by the Superintendent and the Teacher and shall be written and attached as an

addendum to the Teacher’s contract.

7.8 Teacher participation in school field trips shall be voluntary. A Teacher who agrees to

participate in a field trip shall be reimbursed for all his/her expenses, and he/she shall receive a

stipend of one hundred and fifty ($150) dollars for each night that is part of the field trip.

7.9 Unless absent for the school day under an approved leave, no Teacher will be absent from

the building or grounds in order to conduct personal business during the normal school day

without the approval of the Principal or following school procedures.




7.10 When school is closed due to severe weather conditions, teachers will not be required to

work on that day.

ARTICLE 8

SALARIES

8.1 Salaries shall be paid to all persons covered by this Agreement in accordance with the

salary schedules in the attached appendix. In any given contract year, no new Teacher with

experience shall be placed on a salary schedule at a step higher than a currently employed

Teacher with similar teaching experience in the same district.

8.2 Successful completion of professional study that has received prior written approval by

the Superintendent or that has been reimbursed and/or paid for by the District under Article 4,

shall entitle a Teacher to advanced classification on the Salary Schedule within thirty (30)

calendar days of the date written evidence of completion of the work was received by the

Superintendent. Written evidence shall require proof of the satisfactory completion (i.e., grade

of B or better in a grade activity, or a “pass” in a non-graded activity) of said professional study.

8.3 Experience Salary Schedule step increases shall be granted to eligible Teachers at the

beginning of each school year.

8.3.1

There is an exception for the 2018-2019 school year. As a result of the 2018-2019 salary

schedule reduction of 2 steps from the prior year schedule, teachers eligible for an experience

salary schedule increase will be placed on the 2018-2019 salary schedule one step below their

placement on the 2017-2018 salary schedule, except those on Step 1 who will remain on Step 1.

8.4 Teachers shall be paid in twenty-six (26) substantially equal biweekly installments

beginning in September. A Teacher may receive her/his remaining paychecks by the first

business day in July, provided he/she files a written request to this effect with the office of the

Superintendent by June 1. Periodically, when it becomes necessary to adjust pay periods to the

calendar, Teachers will receive their pay in twenty-seven (27) installments.

8.5 Teachers holding National Board Certification or American Speech, Language, and

Hearing Association Certification will receive a stipend of one thousand ($1,000) dollars each

year in addition to regular salary.

8.6 Teachers who agree to mentor new teachers shall be compensated at a rate of one

thousand five hundred ($1,500) dollars per year for their service. The expectations for a mentor




will be set forth in a Supervisory Union job description available from the Superintendent's

Office.

ARTICLE 9

DEDUCTIONS FROM SALARY

9.1 The Board agrees to deduct from the salaries of members of the Associations dues for the

Association, Vermont-NEA and the National Education Association, as said members

individually and voluntarily authorize, in writing, the Board to deduct. Such authorization shall

be continuous from year to year until said member revokes such authorization in writing by

notifying the Board and Association of such revocation of authorization between June 1 and June

15 prior to the beginning of any school year.

9.1.2 Deductions for dues and service fee shall be made in substantially equal installments

during the school year for continuing members or each remaining pay period for new

Association members.

9.1.3 The Association shall notify the Superintendent, in writing and in advance, regarding the

amount of dues and other authorized contributions to be withheld for each member.

9.2 Teachers may request, in writing, and the Board shall deduct payments from their salaries to the bank, credit union, or investment institution of their choice.

9.3 Deductions for tax deferred retirement accounts will be made In accordance with the procedures described by the supervisory union plan document. The companies available as part of the Supervisory Union plan will be determined in cooperation with the other teacher associations within the Bennington-Rutland Supervisory Union.

9.4 Teachers may elect to contribute additional amounts to an HSA subject to HSA annual (calendar year) contribution limits. Contributions will be made to the HSA on a monthly basis.

9.4.1 Beginning January 1, 2018 and ending December 31, 2018 payroll deductions will be withheld in equal installments to begin after the Board contributions have been completed for the fiscal year 2018.

9.4.2 Beginning January 1, 2019 payroll deductions will be withheld in equal installments for the calendar year.




ARTICLE 10

BENEFITS

For the period September 1, 2017 through December 31, 2017 Sections 10.1, 10.1.1, and

10.1.2 shall be as follows: 10.1 The Board shall provide, at the option of the Teacher, a single, two-person or family coverage health insurance plan under the Blue Cross/Blue Shield VEHI Dual Option Plan or Blue Cross/Blue Shield JY Plan, or comparable group health insurance plans that are mutually acceptable to the Association and the Board. The Board shall also provide, at the option of the Teacher, single, two-person, or family coverage dental insurance. Teachers shall pay their share of the applicable premium costs through automatic payroll deduction as specified in this section. 10.1.1 VEHI Dual Option Plan - The Board shall pay the applicable percentages of the four month premiums for the applicable VEHI Dual Option health insurance plan listed below. BRSU 88% CURRIER 88% DORSET 91% FLOOD BROOK 82.5% MANCHESTER 88% METTAWEE 90% SUNDERLAND 95% 10.1.2 Blue Cross/Blue Shield JY Plan — Teachers shall pay the difference between the Board's cost of the applicable VEHI Dual Option Plan and the full cost of the premium for the applicable Blue Cross/Blue Shield JY Plan.

Commencing January 1, 2018, Sections 10.1, 10.1.1, and 10.1.2 shall be modified in their

entirety as follows: 10.1 Health Insurance: Commencing January 1, 2018, the Boards shall make available to employees enrollment in the following VEHI plans: Platinum, Gold, Gold CDHP and Silver CDHP. Employees may select one of the following rate tiers: Single person: Available for employee only Parent/Child(ren): Available for employee and one or more children of the employee under age 26 Two person: Available for employee and spouse, or employee and one child of the employee who is a legal dependent 26 years old or older. Family: Available for employee, spouse and one or more children under age 26 or children over age 26 who are legal dependents.




10.1.1 (a) The Boards will pay up to the following amounts for health insurance premiums contributions for employees, their children, dependents and spouses who enroll in plans for the period January 1, 2018 through August 31, 2018 (prorated as applicable): Single Person: $5,133 Parent/Child(ren): $8,400 Two Person: $9,783 Family: $13,033 The Board will make premium payments in substantially equal monthly installments to the insurance provider. Additional premium amounts due will be paid by employees through payroll deductions. (b) The Boards will pay up to the following amounts for health insurance contributions for employees, their children, dependents and spouses who enroll in plans for the period September 1, 2018 through August 31, 2019 (prorated as applicable):

Single Person: $7,700 Parent/Child(ren): $12,600 Two Person: $14,675 Family: $19,550

The Board will make premium payments in substantially equal monthly installments to the insurance provider. Additional premium amounts due will be paid by employees through payroll deductions.

10.1.2 During FY 2018 and thereafter, for Teachers who enroll in a Board provided HSA compatible insurance plan and establish an HSA, the Board will contribute any portion of the above stated amounts that is in excess of the premium cost to the employee’s HSA upon provision of HSA account information to the Superintendent’s office. The Board will make HSA contributions for the twelve-month coverage period, September through August, in only two (2) equal semi-annual installments on the first business day of September (or the 1st business day of the month following first day of work, whichever is earlier) and the 1st business day of March. A teacher may choose to have contributions made on a monthly basis in substantially equal installments, subject to HSA annual (calendar year) contribution limits, by notifying the Superintendent’s office no later than August 10th, prior to the September through August twelve- month coverage period. This election will remain in effect for the entire 12 month period. If the equal installment option is elected, a teacher may only change to semi-annual installments by notifying the Superintendent’s office no later than August 10th for the following September through August 12- month coverage period.




10.1.2 (a) The Board will provide an HSA vendor for employees who wish to establish an HSA. Should an employee wish to establish an HSA with another vendor, or change vendors, they may do so annually by notifying the Superintendent’s office by December 1 for a January 1 effective date, or immediately upon hire for new employees. Employees may choose only HSA vendors who accept electronic payment. 10.1.2 (b) For FY 2018 only, the Board will make HSA contributions in substantially equally monthly installments at the maximum HSA calendar year contribution limits. 10.1.2 (c) In order to qualify for an HSA a teacher cannot be a member of any other health plan. 10.1.2 (d) In order to qualify for an HSA a teacher cannot be a member of a Medical Flexible Spending Account (including an account under a spouse’s plan), however, a teacher can be a member of a Limited-Purpose Flexible Spending Account. 10.1.2 (e) Teachers will be responsible for the annual HSA administrative fees. If a teacher participates with the HSA vendor provided by the Boards, administrative fees will be deducted from HSA contributions. 10.1.2 (f) In FY 2019 the Board agrees to increase the total health insurance contribution amounts noted in 10.1.1 (b) by 88% of the premium increase of the Gold CDHP Health Insurance Plans. 10.1.2 (g) In the event that maximum out of pocket costs for the Gold CDHP plan increase, the Board agrees to increase the total health insurance contribution amounts noted in 10.1.1. (b) by 50% of that increase. 10.1.2 (h) Employees participating in a Board provided HSA compatible health insurance plan, who for any reason are prohibited from contributing to an HSA due to events outside of their control, will receive a stipend in lieu of employer HSA contribution equal in dollar amount to the amount that would be contributed to an HSA if the employee were eligible for an HSA. This includes employees covered by Medicare or Tricare, those of Medicare eligible age in their last year of employment and those employees who may receive services through the VA. Employees participating in a Board provided HSA compatible health insurance plan who are eligible to participate in an HSA, but have a non-tax dependent child on their health care plan, can also elect to receive this stipend in lieu of an HSA. 10.1.2 (i) For employees participating in a Board provided HSA compatible health insurance plan, in FY2018, the Board will contribute $500 to each HSA established in FY18 or provide a stipend of $500 to employees eligible for the in lieu of HSA stipend referenced in 10.1.2. (h). All newly employed teachers enrolled in a Board provided HSA compatible health insurance plan will receive a $500 contribution upon establishing their HSA.




10.2 The Board shall provide, at the option of the teacher, single, two (2) person, or family coverage dental insurance. The Board shall pay for ninety-five (95%) percent of the premium cost for Northeast Delta Dental’s dental insurance. Teachers shall pay their share of applicable premium costs through automatic payroll deduction.

10.3 A stipend of $4,000 will be given to any eligible teacher who elects not to participate in both the health and dental insurance programs offered by the Board under this agreement; however, teachers electing the stipend must provide proof that both they and their tax family are covered under another qualifying plan (individual coverage under the Vermont Health Connect is not considered a qualifying plan). Stipends will be processed in four (4) substantially equal installments on or about November 30th, February 28th, May 31st, and August 31st (June 30th for those teachers requesting a lump sum salary disbursement). Teachers receiving an insurance stipend who were not taking the insurance but who were taking dental insurance under the 2012-2015 BRSU Agreement shall be grandfathered and allowed to continue to opt for the dental insurance while receiving the full insurance stipend under this article.

10.4 The period covered for medical, dental, and/or disability Insurance coverage will be from

September 1 of each contract year until the following August 31. Coverage for the months of

July and August will be treated as having been earned during the prior school year.

10.5 Any change in benefit schedules provided in any of the aforementioned plans, or any

change of carriers, shall be by mutual agreement between the Board and Association.

10.6 The Board shall pay insurance premiums and/or contributions for eligible teachers in

proportion to the percent of employment in the District. Any remaining premiums will be

deducted from the salary of each participating Teacher, if requested, or may be assumed by

another employing school district.

10.7 The Board will pay 100% of the premium cost for a long term disability insurance plan.

10.7.1 Teachers shall be entitled to coverage under the long term disability insurance plan

pursuant to the regulations, terms and conditions of the insurance carrier. Said plan shall provide

an eligible teacher, on a monthly basis, sixty-six and seven tenths percent (66.7%) of said

Teacher's salary. Said disability plan shall have a ninety (90) calendar day elimination period

and will provide benefits to age 65.

10.7.2 Upon notification of eligibility for disability benefits, a Teacher shall apply to the State

Teachers' Retirement Program for benefits, including health insurance. If the Teacher is

determined eligible for insurance coverage through the Teachers' Retirement Program, the Board

will compensate the Teacher for up to ninety percent (90%) of the Teacher's share of the health

insurance premium under Teachers' Retirement for a period of six (6) consecutive months




commencing with the notification date of eligibility for disability benefits or the end of the

school year (August 25-June 20), whichever is greater. However, if after application to State

Teachers' Retirement the Teacher is determined ineligible for insurance benefits through the

Teachers' Retirement program, the Board shall continue to contribute premium costs of the

medical, dental or applicable life insurance plans provided pursuant to this Agreement for a

period of six (6) consecutive months commencing with the notification date of eligibility for

disability benefits or the end of the school year, whichever is greater.

10.7.3 A Teacher shall no longer be considered an employee of a district on the first June 30

twelve months following the date said teacher has begun receiving long term disability benefits

pursuant to this Article, unless doing so is precluded by federal and/or state law.

10.8 All full and part time Teachers are eligible for group term life Insurance coverage equal

to $25,000. The Board shall provide and pay for 100% of the life insurance premiums. A

Teacher may purchase additional life insurance coverage under the group's plan in accordance

with the plan document.

10.9 The Board, at its administration expense, shall make available to teachers an IRS 125

Medical Flexible Spending Account, a Limited-Purpose Flexible Spending Account, and a

Dependent Care Flexible Spending Account into which teachers, at their individual options, may

make contributions, and from which a Teacher may later seek reimbursement to pay toward

qualified expenses. All contributions and reimbursements shall be made in accordance with Plan

Documents and IRS Regulations. Teachers enrolled in an HSA can only participate in a

Limited-Purpose Flexible Spending Account and Dependent Care Flexible Spending Account.

ARTICLE 11

TEACHER ASSIGNMENT

11.1 When a teaching vacancy occurs within the Supervisory Union bargaining unit, the

Superintendent shall post a notice of the vacancy on the Supervisory Union website. A Teacher

employed by the Supervisory Union who desires a transfer to another teaching position within

the Supervisory Union bargaining unit, may file a written request for transfer with the

Superintendent. A Teacher who requests a transfer under this section of the Agreement shall be

considered with any other applicants for the position.

11.1.1 No Teacher shall be arbitrarily or capriciously reassigned to a work assignment.




11.1.2 A Teacher covered by this Agreement whose employment is transferred to another BRSU

school district or to the Supervisory Union, shall not lose any accumulated leave as a result of the

transfer, and shall maintain the same number of years of employment service.

11.1.3 A Teacher whose employment status is transferred to the Supervisory Union from a

school district covered by this Agreement may be assigned to any work assignment for which he

or she is qualified in order to meet student program needs. A Teacher to be reassigned shall

receive as much advance notice as the Board is able to provide.

11.2 The administration will give Teachers written notice of their class and/or subject

assignments and room assignments for the forthcoming school year by the last student day of the

current school year.

11.3 In the event that changes in class and/or subject assignment or room assignment for the

forthcoming year are to be changed after June 30, the Association and any Teacher directly

affected shall be notified in writing and upon the request of the Teacher and the Association, the

changes shall be promptly reviewed by the Principal and/or the Superintendent and the Teacher

affected and at the Teacher’s option, a representative of the Association.

11.4 Teachers who desire a change in grade and/or subject assignment may file a written

statement of such desire with the Principal. Such statement shall include the grade and/or subject

to which the Teacher desires to be assigned in order of preference.

11.5 Any paid extra-curricular assignments as established by the Board shall be considered

voluntary and shall be compensated at an equitable rate agreed to by the Teacher volunteer and

the Board prior to the beginning of such service.

11.6 The Administration will give Teachers a list of extra-curricular positions and stipends at

the beginning of each school year.

ARTICLE 12

PROFESSIONAL PRACTICES

12.1 The Association recognizes the Administration’s right and responsibility to conduct

observation and evaluation of the professional staff for the ongoing maintenance and

improvement of instruction.

12.2 All formal observation of the work performance of a Teacher will be conducted openly

and with the full knowledge of the Teacher.




12.3 Teachers will be given a copy of any class visit or observation report prepared by their

supervisors within ten (10) school days of the observation, and they will, upon request, be

entitled to a conference to discuss the report. Prior to placement in the Teacher’s file, Teachers

are required to sign each report indicating that the Teacher had seen such report. The Teacher

may attach a written rebuttal to the report.

12.4 Teachers will have the right, upon prior request to the Superintendent, and within five

school days of such request, to review, in the presence of the Superintendent or her/his designee,

the contents of their personnel file and to receive a copy of any documents contained therein. A

Teacher will be entitled to have a representative of the Association accompany her/him during

such review. At least once every two (2) years, a Teacher will have the right to indicate those

documents and/or other materials in the file that the teacher believes to be obsolete or otherwise

inappropriate for retention. Said documents will be reviewed by the Superintendent, and, if he or

she agrees, they will be destroyed.

12.5 Any material relating to a Teacher’s performance or competence will not be placed in

her/his file unless the Teacher has had an opportunity to review the material. The Teacher will

acknowledge that he/she has seen such material by affixing her/his signature to the copy to be

filed, and he/she may attach a response or rebuttal.

12.6 Any complaint regarding a Teacher made to an administrator by any person that may

result in an adverse evaluation of a Teacher will be reduced to writing, called to the Teacher’s

attention, who may attach a response.

12.7 All reprimands shall occur privately. A supervisor shall not severely or formally

reprimand an individual Teacher in a public area. Public areas shall include, but not be limited

to, hallways, staff meeting rooms, faculty room and a classroom.

12.8 At such time as a reprimand is deemed necessary by a supervisor, a meeting with the

individual Teacher shall be scheduled and a statement of purpose for the meeting made. The

Teacher shall have the right to be accompanied by a representative of the Teacher’s choosing.

12.9 The Principal shall create a written Teacher evaluation process, and said process shall be

provided to all Teachers at the beginning of every school year.




ARTICLE 13

EARLY RETIREMENT

13.1 A Teacher with fifteen (15) years or more employment with a district, or districts within

the Supervisory Union, who elects to retire early in accordance with VSAT.16 § 1937(f) shall

receive a total of his/her last contract year’s salary paid in equal monthly installments in the

following thirty-six (36) consecutive months. In addition, the Board will provide such Teacher,

an amount equal to, less applicable payroll insurances, the Teacher’s premium cost for twelve

months participation in the applicable Vermont State Retirement System health insurance

program. Said amount shall be paid in monthly payments over the twelve (12) months next

following the Teacher's separation from service.

13.1.1 To be eligible for the early retirement benefits as described under Article 13.1 above, the

Teacher must: 1) notify the Superintendent in writing of the Teacher's intent to seek early

retirement by January 15th of the year in which the Teacher intends to retire: 2) provide the

Superintendent with a copy of the official notification from the state retirement board that the

Teacher’s application for early retirement has been approved; and 3) provide proof of enrollment

in the applicable retirement system health insurance program.

ARTICLE 14

SERVICE RETIREMENT

14.1 Teachers who retire from service as a public school teacher in Vermont in accordance

with VSA T.16 1937 (a) shall receive compensation for unused sick days not in excess of 120 in

the amount of $40 per day.

14.1.2 Notwithstanding Article 14.1 above, teachers employed by the Manchester School

District prior to July 1, 2013 shall be grandfathered under the terms of the prior agreement and

shall receive $50 per day for unused sick days not in excess of one hundred (100) days.

ARTICLE 15

LEAVE

15.1 Sick leave is to be used for personal illness, injury disability, surgery, or illness in the

immediate family. For this contract, immediate family shall be deemed to include wife, husband,

civil union partner, children, step or foster children, mother, father, mother-in-law, father-in-Iaw,

grandparents, grandchildren, guardian, ward, sister, sister-in-law, brother, brother-in-law, aunt,

uncle, first cousin, or a relative or other person living in the Teacher’s household. Sick leave




may also be granted for the purposes of health maintenance appointments. No Teacher taking

sick leave will arrange for her/his substitute.

15.1.1 Each Teacher will begin each employment year with an annual credit of fifteen (15) sick

days. Any teacher who starts the year with an accumulated balance of one hundred twenty (120)

days will receive the annual credit of fifteen (15) sick days for use during that year. Teachers

may carry over a maximum accumulated balance of one hundred twenty (120) days at the end of

a school year. Any Teacher who has accumulated sick leave in excess of one hundred twenty

(120) days as of June 30, 2013 will be entitled to retain all such previously accumulated sick

leave; however, such Teacher shall not be entitled to any additional sick day credit until the

number of his/her accumulated sick leave days, from the prior years, falls below one hundred

and twenty (120) days or less. In the event the Superintendent believes a questionable pattern of

absence exists, the Superintendent may require a written certification of illness or disability. The

Superintendent’s request shall be consistent with his/her administrative right to do so under

Vermont and Federal law.

15.1.2 A Sick Leave Bank has been established by the Board of each respective school district,

to be accessed by the teachers in each district, in accordance with the terms of this article. A

Teacher who has exhausted her/his annual and accumulated sick leave may request additional

sick leave days from the Sick Leave Bank in accordance with this article. Each participating

Teacher shall deposit at least one (1) day, but no more than fifteen (15) days, to the bank

annually until the bank has the maximum number of days as described below. Any District

whose Sick Leave Bank has more than the maximum number of days below will have those days

grandfathered into this Agreement, with the understanding that those days in excess of the

maximums below will be utilized first until the maximum number of days for the respective

district is met.

BRSU 100 days

Currier 100 days

Dorset 150 days

Flood Brook 100 days

Manchester 100 days

Mettawee 100 days

Sunderland 100 days

Accumulated days in each respective District’s Bank below its maximum limit will be carried

over from year to year. The Superintendent will keep track of days In the Sick Leave Bank, Sick

Leave Bank deposits, and Sick Leave Bank withdrawals.

15.1.3 Each teacher who wishes to participate in the Sick Leave Bank shall deposit at least one




(1) day, but no more than fifteen (15) days, into the bank on a form prepared by the

Superintendent by May 30 of the current school year to be credited in the next school year, or by

September 30 to be credited for that school year. Days donated to the Sick Leave Bank will only

be credited in a year in which a Teacher is employed in his/her respective District. A Teacher

employed in his/her first year in any district need not make a deposit in order to participate. If

the bank is full and a Teacher is unable to deposit a day into the Sick Leave Bank, s/he will

submit their intent to deposit a sick day in writing to the Superintendent. In order of request,

days will be added to the Sick Leave Bank as the bank is depleted. Any Teacher who has

submitted his/her intent to deposit days will be allowed to withdraw days from the Sick Leave

Bank.

15.1.4 When a sick day or sick days have been donated to the Sick Leave Bank, the

Superintendent will withdraw the same number of days from the Teacher’s personal sick leave.

A Teacher who writes a letter of the intent to deposit days will have a day taken off their

personal sick days when that sick day actually enters the Sick Leave Bank.

15.1.5 A request to the Teacher’s District Sick Leave Bank Committee shall be in writing, and it

shall be acted upon by the Committee. The Committee consists of three (3) Teachers in each

school district, and it shall be chaired by an elected member of said Committee. The Committee

will notify the Superintendent of withdrawal of sick days from the Sick Leave Bank. The

Teacher requesting Sick Leave Bank days may submit a physician’s certificate to verify need for

(not the nature of) additional sick leave days. No Sick Leave Bank days will be approved for

elective surgery or elective procedures.

15.1.6 When an insurance plan which is paid for and provided by the Board is providing

benefits for days lost from work, as a result of sickness or accident, the respective Teacher may

elect to have the Board pay the difference between the per diem salary and the payments from

the insurance provided the Teacher reports the amount of benefits earned under the insurance to

the Superintendent. This pay differential will be drawn from the Teacher’s accumulated sick

days. A Teacher may not earn more money while receiving Workers Compensation or Disability

than s/he would if working full-time. Sick days used in such cases shall be deducted pro-rata for

Workers Compensation Insurance and per day for Disability Insurance.

15.1.7 Sick Bank Days may be granted to a Teacher about to go on disability insurance only for

the purpose of meeting the requirements of the insurance disability elimination period when the

Teacher does not have the necessary amount of personal sick leave days to do so. Additional

Sick Bank Days will not be granted for disability.

15.1.8 A Teacher will notify the Principal or his/her designee as soon as practical when the use

of sick leave is necessary.




15.1.9 A Teacher whose employment transfers between districts covered by this Agreement will

have his/her accumulated sick leave balance assumed by the new employing district.

15.1.10 No Teacher shall be entitled to access more Sick Leave Bank days in any contract year

than the maximum number of days allowed in that District’s Bank.

15.1.11 Teachers must use all personal sick days prior to using any obtained from the Bank. All

sick leave days, including any days awarded from the Bank, shall be accessed by the Teacher

through the District’s sick leave procedure.

15.1.12 In the event a teacher does not use any of the sick bank days s/he was awarded by the

Bank, the unused days will be returned to the Bank. Unused Bank days may not be used by a

Teacher to constitute a paid benefit under Article 14 of this Agreement.

15.2 Except for conditions set forth under Article 15.2.6, the Board may grant leaves of

absence to personnel who have completed three years of continuous service for the District. All

requests for such leave must be submitted at least one calendar month in advance of the start of

the requested leave period, except when there are emergency situations over which the staff

member has no control. All requests for such leave under this Article must be in writing with

reasons stated and with a promise to return after the end of the leave.

15.2.1 Except for conditions set forth in Article 15.2.6, leave granted under this Article may not

exceed one school year.

15.2.2 Except in unusual circumstances, staff members may not be granted additional leave

under this Article after the first leave has been granted until the staff member has completed

three additional years of continuous service for the District.

15.2.3 Leave granted under this Article shall be without pay or benefits except that insurance

benefits may continue for the first 30 days of such leave. The period of such leave shall not be

included in total teaching experience for placement on the salary schedule.

15.2.4 A staff member on a leave of six months or more in duration must notify the

Superintendent of intent not to return no later than two months prior to the expiration of such

leave. No position will be kept open for a staff member on leave if there is a failure to return at

the end of the leave period. A staff member on leave must still comply with the April contract

acceptance requirement under Article 5.5.




15.2.5 Leave granted under this Article may be granted for, but not limited to: further study,

child rearing, illness of an immediate family member, illness of employee when Teacher sick

leave is exhausted, or temporary transfer of spouse.

15.2.6 A leave of absence for up to two years may be granted by the Board to staff members

who request such leave for purposes of active military service for the U.S. Government, or as a

volunteer with an approved government agency as determined by the Board.

15.2.7 In the event a Teacher is elected to a Vermont-NEA or NEA office, she/he shall be

entitled, upon written request, to an unpaid leave of absence for the duration of the term of

office.

15.3 A Teacher shall be entitled to family and parental medical leave, consistent with the

Family Medical Leave Act (FMLA) and Vermont’s Parental and Family Leave Act (21 V.S.A.

470 et seq.). The Teacher shall be entitled to the provisions of the acts and the leaves provided

by this Agreement and the more generous provision shall apply. During any 12 month period, a

Teacher shall be entitled to take unpaid leave for a period not to exceed 12 weeks. During the

leave, at the Teacher’s option, the Teacher may use accrued sick leave or any other accrued paid

leave, not to exceed six weeks. The District shall continue employment benefits for the duration

of the leave at the level and under the conditions of coverage would be provided if the Teacher

continued in employment continuously for the duration of the leave.

15.3.1 A Teacher shall give reasonable written notice of intent to take family and parental

medical leave. In the case of adoption or birth of a child, the Superintendent shall not require

that notice be given more than six weeks prior to the anticipated commencement of the leave. A

Teacher may return from leave earlier than estimated upon approval of the Superintendent. A

Teacher shall provide reasonable notice to the Superintendent of his or her need to extend leave

to the extent provided by law. Upon return from leave taken, a Teacher shall be offered the same

or comparable job at the same level of compensation, benefits, and seniority.

15.3.2 To the extent that the following statutory provisions are applicable to the Board, the

Board shall comply with the requirements of the federal Family and Medical Leave Act (FMLA)

and the Vermont Parental and Family Leave Act (PFLA). Leave pursuant to each of these acts

shall be provided according to the Board’s policies and practices. Pursuant to these policies and

practices, whenever a Teacher is entitled to and/or granted paid or unpaid leave pursuant to the

terms of this Agreement and the Teacher is also entitled to leave pursuant to the FMLA and/or

PFLA for the same occurrence, both the leave provided pursuant to the Agreement and that

which is provided pursuant to the FMLA/PFLA will be provided concurrently. Also,

FMLA/PFLA leave will be provided concurrent with Workers’ Compensation benefits where




concurrent entitlement exists. All other matters regarding the administration of leave provided

pursuant to the FMLA and the PFLA shall be as provided by the District’s policies and practices.

15.4 Sabbatical leave may be granted to Teachers who are actively in service in a School

District. The following conditions have been established for sabbatical leave.

15.4.1 A Teacher who has taught for seven out of the previous ten years in a School District

may apply and be granted a sabbatical leave by the Board, upon recommendation of the Principal

and the Superintendent of Schools, providing there is compliance with all other conditions in this

Article. If approved, the Board will pay the Teacher one-half of current salary for a year’s leave,

or full salary for one-half years leave.

15.4.2 One sabbatical leave will be allowed by the Board per district during any given three-year

period.

15.4.3 No staff member will be entitled to more than one sabbatical leave during their total

employment in a District. The Teacher on sabbatical leave will be paid according to the step

they would normally have held if they had not been on sabbatical during that year; however, no

additional step advancement on the salary schedule shall be earned by the period of the

sabbatical.

15.4.4 The Teacher requesting sabbatical leave must file a written application no later than

January 1 of the preceding school year.

15.4.5 Sabbatical leave shall entitle a Teacher all benefits, as they may apply, except sick leave

accrued. If a Teacher becomes sick and cannot return, they may use sick leave time.

15.4.6 As determined by the Board, sabbatical leave must lead to professional improvement and

be relevant to the current assignment of the staff member and the consequent benefit to the

school district. Leaves will not be granted where the primary aim of the leave is personal, for

financial gain, or in an area unrelated to the present assignment of the staff member.

15.4.7 A Teacher who is granted a sabbatical leave will be required to resume duties in a School

District immediately after termination of such leave, for a period of no less than two full school

years. Failure to return to prior teaching position will necessitate return by the Teacher of the

salary and cost of fringe benefits paid while on sabbatical leave. Each Teacher on sabbatical

leave shall issue a promissory note which will become due if the Teacher does not return, or shall

be paid off at one-half for each year of teaching in the school. If the Teacher resigns before

completing the two years, the balance becomes due at the time of resignation.




15.5 Each Teacher may use at his/her discretion up to four (4) days of personal leave per each year. Personal leave shall not be cumulative from year to year and is intended for the conducting of business or personal affairs of a compelling nature which cannot be accomplished at any other time. Any leave under this provision shall be with a least twenty-four (24) hours written notice to the Principal not to include weekends. The notification time may be waived by the Principal in an emergency situation. Only with evidence of extenuating circumstances shall personal time be granted the day before or the day after a vacation, holiday, or on a professional development day. Principals will have the discretion to approve additional leave days on a case-by-case basis.

15.6 Emergency leave up to four (4) school days per occasion will be allowed for death or

serious illness in the Teacher’s immediate family. Immediate family shall be deemed to include

wife, husband, civil union partner, children, step or foster children, mother, father, mother-in-

law, father-in-law, grandparents, grandchildren, guardian, ward, sister, sister-in-law, brother,

brother-in-law, aunt, uncle, first cousin, or a relative or other person living in the Teachers

household. A Teacher taking emergency leave will be expected to give the Principal as much

advance notice as the particular circumstances of the situation permits. Under unusual

circumstances up to five (5) days of added emergency leave may be granted at the discretion of

the Superintendent.

ARTICLE 16

REDUCTION OF STAFF

16.1 The Board and the Association agree that a reduction of the professional staff of the

School District may, at the discretion of the Board, be used to compensate for decreases in

enrollment, reductions in local financing or in state or federal aid, revised staffing, curriculum

revision or bona fide consolidation of school districts.

16.2 The Association shall be notified of any contemplated reduction in staff as soon as

possible. Notice of layoff under the provisions of this contract will be given to the affected

Teacher by no later than April 15th.

16.3 Teachers with the greatest seniority within their district of employment will be given job

retention provided such teachers are certified and deemed qualified by the Superintendent for the

remaining positions in his/her district of employment. Seniority shall be determined by the date

upon which a Teacher signed her/his first contract of employment in any district of the

Supervisory Union provided, however that seniority shall not be broken by a leave of absence or

sabbatical leave, but seniority shall not accrue during such leaves. Part time Teachers shall

accrue seniority on a pro rata basis. The term qualified as used in this section includes criteria

such as:

a) The Teacher has taught the subject or grade level, or a similar grade level; and




b) The Teacher has the appropriate license and license endorsement as of April 15th.

16.4 Prior to August 1, staff attrition shall serve to reduce the staff.

16.5 Layoff of a Teacher will be made only after a meeting between the Teacher involved and

the Superintendent at which time the Teacher will be notified of the reasons for the layoff. The

Teacher may, at her/his option, have a representative of the Association present at such meeting.

No Teacher will have her/his position terminated arbitrarily, capriciously, or without rational

basis in fact.

16.6 A list of open positions in the Teacher’s district of employment will be made available to

all Teachers laid off under this section. Such Teachers may request the positions, in the order of

preference, to which they desire to be transferred or recalled. Teachers will retain the right of

first refusal for any position in the district for which they are licensed and deemed qualified by

the Superintendent for a period of three (3) years provided the Teacher notifies the

Superintendent annually, on or before January 15th, that he/she is available for recall.

ARTICLE 17

GRIEVANCE PROCEDURE

17.1 DEFINITION: Any claim by a teacher, a group of teachers, or the Association that there

has been a violation, misinterpretation, or misapplication of the terms of this Agreement shall be

a grievance.

17.2 TIME LIMITS / DAYS: All time limits provided for in this Grievance Procedure shall

consist of school days. When a grievance is submitted on or after June 1, the time limits shall

consist of all weekdays with the exception of legal holidays.

17.3 TIME LIMITS / FILING: No grievance shall be given consideration unless it is filed at

the appropriate step of the grievance procedure within fifteen (15) days after the grievant had

knowledge, or should have had knowledge, of the occurrence that gave rise to the grievance.

17.4 TIME LIMITS / PROCEDURES: No grievance shall be entertained except in accordance

with the procedures specified in this Agreement. Failure of the Board or the Administration to

respond to the grievance within the time limits contained herein shall constitute a denial of the

grievance and the grievant may proceed to the next step of the procedure. Although it is

important for grievances to be resolved promptly, the parties may extend time limits by mutual

agreement.




17.5 REPRESENTATION: The grievant shall at all times relevant to the processing of the

grievance be entitled to be represented by a representative of the Association. The Association,

as a party to the Agreement, shall at all times relevant to the processing of the grievance be

entitled to represent itself and present its positions with respect to the grievance.

17.6 CLASS GRIEVANCE: Unless otherwise mutually agreed by the parties, all grievances

arising out of the same set of facts and/or involving the same issue shall be combined and

considered to be a single grievance.

17.7 GRIEVANCE FILING: A grievance shall be filed at the step of the grievance procedure

where the decision that resulted in the grievance was made.

17.8 INFORMAL RESOLUTION: Nothing contained in this Grievance Procedure shall be

construed as limiting the right of any teacher having a grievance to discuss the matter informally

with his/her supervisor, before filing the matter as a formal grievance, and having the dispute

adjusted without the intervention of the Association, provided such adjustment is not inconsistent

with the terms of this Agreement. Should informal processes fail to resolve the grievance, a

formal filing of the grievance shall be made in accordance with the procedures herein.

17.9 PROCEDURE / STEP 1: The grievant shall forward a written copy of the grievance to

the principal setting forth the specified problem being grieved and stating the redress sought. The

Principal shall meet with the grievant and the Association within ten (10) days of receipt of the

grievance and shall provide a written response to the grievant and the Association within five (5)

days of that meeting.

17.10 PROCEDURE / STEP 2: If the grievance is not resolved at Step 1, the grievant may,

within five (5) days of receipt of the Step 1 response, forward a written copy of the grievance to

the Superintendent. The Superintendent shall meet with the grievant and the Association within

ten (10) days of receipt of the grievance and shall provide a written response to the grievant and

the Association within five (5) days of the meeting.

17.11 PROCEDURE / STEP 3: If the grievance is not resolved at Step 2, the grievant may,

within five (5) days of receipt of the Step 2 response, forward a written copy of the grievance to

the Board. The Board shall meet with the grievant and the Association within ten (10) days of

receipt of the grievance and shall provide a written response to the grievant and the Association

within five (5) days of the meeting.

17.12 PROCEDURE / STEP 4: If the grievance is not resolved at Step 3, the Association may,

within twenty (20) days of receipt of the Step 3 response, file a demand for arbitration by




sending a written notice to the Superintendent. If any question arises as to the arbitrability of the

grievance, the arbitrator selected to hear the dispute will first rule upon such question.

17.13 APPOINTMENT OF THE ARBITRATOR: The arbitrator shall be determined by mutual

agreement between the Board and the Association. Should the parties be unable to agree upon an

arbitrator, the American Arbitration Association may be asked by either party to appoint an

arbitrator according to its rules and procedures. The decisions of the arbitrator shall be final and

binding on the parties, except that they shall be subject to the Vermont Uniform Arbitration Act

and the Rules and Procedures of the American Arbitration Association. The arbitrator shall have

no power to add to, delete from, amend, ignore, or in any manner alter the existing Agreement.

The cost of the arbitrator shall be shared equally by the Board and the Association. The parties

shall be responsible for their costs of representation, if any, including the cost of transcripts and

witnesses. No employee or grievant shall lose pay for appearing as a witness or by subpoena at

an arbitration proceeding. Nor shall the employee or the grievant lose pay for appearing as a

witness in any step of the grievance proceeding.

17.14 STEP BY-PASS: Provided the Association and the Superintendent agree, Step 1 and/or

Step 2 of the Grievance Procedure may be by-passed and the grievance brought directly to the

next Step.

17.15 COOPERATION: The Board and the Association will cooperate in the investigation of

any grievance, and they will furnish to the other such reasonable information as is necessary for

the processing of the grievance.

17.16 GRIEVANCE FILES: All documents, communications, and records dealing with the

processing of a grievance shall be filed separately from the personnel files of the participants.

17.17 NO REPRISALS: No reprisals of any kind will be taken by the Board, the

Administration, or the Association against any teacher because of his/her participation in this

grievance procedure.

ARTICLE 18

NOTIFICATION

18.1 Whenever written notice to the Board is provided for under the terms of this contract,

such notice shall be addressed to the Chairperson of the Board, c/o, Superintendent of Schools,

Bennington-Rutland Supervisory Union, 8378 VT Route 7A, Sunderland, VT 05250. Notice to

the Association shall be addressed to the President of the Teachers’ Association, at his or her

school address. Either party, by written notice to the other, may change the address at which

future notices are to be given.




ARTICLE 19

NEGOTIATIONS

19.1 If requested in writing no later than October 1, of the year prior to the expiration of this

Contract, the Board agrees to enter into negotiations with the Association over a successor

Agreement in accordance with the procedures set forth herein in a good faith effort to reach

agreement pursuant to Title 16 Chapter 57 V.S.A. Any agreement so negotiated will be reduced

to writing and signed by the Board and the Association.

ARTICLE 20

GENERAL

20.1 If any section, sub-section, provision, clause or portion of this Agreement shall for any

reason become invalid, or be deemed so by a court of competent jurisdiction, such section, sub-

section, clause, provision, or portion of the Agreement shall be deemed a separate distinct and

independent provision, and such invalidity shall not affect the validity of the remaining portion

thereof. In such event, the parties shall meet within a reasonable period of time to re-negotiate

the invalid provision.

20.2 This Contract constitutes a complete agreement between the parties, covering all

mandatory subjects of negotiations. The parties agree that the relations between them shall be

governed by the terms of this Agreement only. The parties shall be under no obligation to

discuss any modifications or additions to this Agreement, except as may herein be provided for

herein.

ARTICLE 21

DURATION

21.1 The provisions of this Agreement will be effective as of July 1, 2017, and will continue

and remain in full force and effect until June 30, 2019. This Agreement may be amended by a

joint agreement of the Boards and the Associations at any time during this period.

21.2 Said agreement will automatically be renewed and will continue in full force and effect

for an additional period of one year unless either the Board or the Association gives written

notice to the other not later than October 1, prior to the expiration date or any anniversary

thereof, of its desire to reopen this Agreement and to negotiate over terms of a successor

Agreement.




IN WITNESS WHEREOF, the parties hereunto affix their hands and seals.

Bennington-Rutland Supervisory Union Bennington-Rutland Educators'

By ______________________Date________ Association, Vermont-NEA/NEA

By _____________________Date_______

Dorset Board School Board Dorset Teachers’ Association

By ______________________Date________ Vermont-NEA/NEA

By _____________________Date _______

Manchester School Board Flood Brook Teachers’ Association,

By ______________________Date_______ Vermont-NEA/NEA

By_____________________Date________

Mountain Towns RED Board Mettawee Education Association,

By ______________________Date________ Vermont-NEA/NEA

By_____________________Date________

Sunderland School Board Sunderland Education Association,

By _______________________Date________ Vermont-NEA/NEA

By_____________________Date________

Union School District #23 Board

By _______________________Date _______

Union School District #47 Board

By _______________________Date _______




APPENDIX A-1

BRSU SALARY SCHEDULE

2017-2018

B B+15 B+30 M

B+45 M+15 B+60

M+30 B+75

M+45 B+90

1 40,114 41,488 42,801 44,742 45,846 47,130 48,204

2 40,114 41,488 42,801 44,742 45,846 47,130 48,204

3 40,311 41,692 43,010 44,961 46,070 47,361 48,440

4 40,706 42,101 43,432 45,402 46,522 47,826 48,915

5 41,927 43,363 44,734 46,764 47,917 49,260 50,382

6 43,184 44,740 46,209 48,269 49,446 50,820 51,943

7 44,440 46,115 47,682 49,773 50,973 52,381 53,503

8 45,699 47,493 49,155 51,277 52,502 53,941 55,064

9 46,956 48,869 50,628 52,782 54,029 55,503 56,623

10 48,212 50,245 52,102 54,286 55,557 57,063 58,184

11 49,470 51,622 53,575 55,790 57,085 58,624 59,744

12 50,728 52,999 55,048 57,295 58,612 60,184 61,305

13 51,984 54,374 56,521 58,799 60,140 61,745 62,865

14 53,242 55,752 57,995 60,304 61,669 63,305 64,426

15 54,499 57,128 59,469 61,807 63,196 64,866 65,986

16 58,503 60,942 63,311 64,724 66,426 67,548

17 62,415 64,816 66,252 67,987 69,108

18 69,547 70,669

LONG 71,108 72,229

Off step salary increase over prior year’s salary is 2.8%




APPENDIX A-2

BRSU SALARY SCHEDULE

2018-2019

B B+15 B+30 M

B+45 M+15 B+60

M+30 B+75

M+45 B+90

1 41,317 42,733 44,085 46,084 47,221 48,544 49,650

2 41,520 42,943 44,300 46,310 47,452 48,782 49,893

3 41,927 43,364 44,735 46,764 47,918 49,261 50,382

4 43,185 44,664 46,076 48,167 49,355 50,738 51,893

5 44,480 46,082 47,595 49,717 50,929 52,345 53,501

6 45,773 47,498 49,112 51,266 52,502 53,952 55,108

7 47,070 48,918 50,630 52,815 54,077 55,559 56,716

8 48,365 50,335 52,147 54,365 55,650 57,168 58,322

9 49,658 51,752 53,665 55,915 57,224 58,775 59,930

10 50,954 53,171 55,182 57,464 58,798 60,383 61,536

11 52,250 54,589 56,699 59,014 60,370 61,990 63,144

12 53,544 56,005 58,217 60,563 61,944 63,597 64,751

13 54,839 57,425 59,735 62,113 63,519 65,204 66,359

14 58,842 61,253 63,661 65,092 66,812 67,966

15 62,770 65,210 66,666 68,419 69,574

16 70,027 71,181

17 71,633 72,789

Off Step Salary Increase is 3.0% over prior year's salary



MEMORANDUM OF AGREEMENT

THIS MEMORANDUM OF AGREEMENT is made and entered into by, between, and among the Bennington-Rutland Supervisory Union, Dorset School District, Manchester School District, Mountain Towns Regional Education District, Sunderland School District, Union School District #23, and Union School District #47, hereafter the “Boards,” and the Bennington-Rutland Education Association, Dorset Teachers’ Association, Flood Brook Teachers’ Association, Sunderland Education Association, and the Mettawee Education Association, hereafter the “Associations”. In order to adjust for the health insurance contribution increases for eligible Sunderland employees as a result of the VEHI 2018 insurance coverage changes, the Board and the Association have agreed to a one-time stipend which will be paid in June of 2018. Eligible employees include those who were insured by the district in the 2016/2017 school year and the 2017/2018 school year, enroll in one of the new VEHI plans in January of 2018, and remain employed by the district through the end of the 2017/2018 school year. The stipends shall be: Family $900

2-person $700 Parent/child $400 Single $200 IN WITNESS WHEREOF, the parties hereunto affix their hands and seals. Bennington-Rutland Supervisory Union Bennington-Rutland Educators' By ______________________Date________ Association, Vermont-NEA/NEA By _____________________Date_______ Dorset Board School Board Dorset Teachers’ Association By ______________________Date________ Vermont-NEA/NEA By _____________________Date _______ Manchester School Board Flood Brook Teachers’ Association, By ______________________Date_______ Vermont-NEA/NEA By_____________________Date________ Mountain Towns RED Board Mettawee Education Association, By ______________________Date________ Vermont-NEA/NEA By_____________________Date________ Sunderland School Board Sunderland Education Association, By _______________________Date________ Vermont-NEA/NEA By_____________________Date________ Union School District #23 Board By _______________________Date _______ Union School District #47 Board By _______________________Date _______

Attachment: MEMORANDUM OF AGREEMENT _Master 6.c.b







Action - Staff Compensation for 2017-2018I am recommending the following staff for the 2017-2017 school year with their respective rates of pay and benefit categories listed below. The FY18 rate is a 2.8% increase over the current year.

LAST NAME FIRST NAME POSITION CAT. FY 18 RATERINGE JENNIFER Administrative Staff A $41,161MEARS GARY Building/Transp Supervisor A $58,993KEYES MARY Foodservice Manager C $38,936

3257 : Staff Compensation for 2017-2018 8.a

Appointments/Resignations Packet Pg. 54






Action - Teacher Hire Recommendation - Erin McCallI recommend hiring Erin McCall for the 1.0 FTE Library/Media Center Teacher position. She would be hired at a M, Step 4 with a salary of $45,490. Her start date will be August 28, 2017.

Employment is contingent upon successful completion of the VT background check process.

3280 : Teacher Hire Recommendation - Erin McCall 8.b

Appointments/Resignations Packet Pg. 55


Sunderland, VT 05250 Category: Financial OrdersPrepared By: Celeste Keel




Review - Directors OrdersThe Directors Orders are on the following pages.

3252 : Directors Orders 11.a

Directors Orders Packet Pg. 56

Attachment: 6 2 17 Manchester AP pkt 1728 11.a.a

3252 : Directors Orders Packet Pg. 57



















Attachment: 5 13 17 Manchester AP pkt 1716 11.a.b


Attachment: 5 13 17 Manchester AP pkt 1716 11.a.b


Attachment: 5 13 17 Manchester PR pkt 1064 11.a.c






Attachment: 5 13 17 Manchester PR pkt 1065 11.a.d








Attachment: 5 27 17 Manchester PR pkt 1068 11.a.e






Attachment: 5 27 17 Manchester PR pkt 1069 11.a.f








Attachment: 5 27 17 Manchester PR pkt 1070 11.a.g




