AGREEMENT

BETWEEN THE

BRIARCLIFF MANOR UNION FREE

SCHOOL DISTRICT

AND

BRIARCLIFF TEACHERS' ASSOCIATION

July 1, 2014 to June 30, 2017

TABLE OF CONTENTS

PAGE

PREAMBLE ...............................................................................................................................5

ARTICLE I Recognition ............................................................................................5ARTICLE II Negotiation Procedures ...........................................................................6ARTICLE III Support of Exclusive Teacher Representative ........................................6ARTICLE IV Payroll Deductions ..................................................................................6ARTICLE V Academic Freedom .................................................................................7ARTICLE VI Association Rights ..................................................................................8ARTICLE VII Board Rights ...........................................................................................9ARTICLE VIII The Role of the Association in Educational Matters ..............................9ARTICLE IX Teacher Responsibilities .......................................................................10ARTICLE X Teacher's Code of Commitment to Students &Parents .......................13ARTICLE XI Teacher Recruitment and Employment ..............................................:.14ARTICLE XII Teacher Evaluation ...............................................................................14

ARTICLE XIII Personnel Files ....................:........................................:........................16ARTICLE XIV Teacher Assignments and Transfers .....................................................16ARTICLE XV Vacancies and Promotions ....................................................................17ARTICLE XVI Summer Employment (10 Month Personnel) .......................................17ARTICLE XVII Protection of Teachers ..........................................................................18ARTICLE XVIII Leaves of Absence ................................................................................18

A. Sick Leave ................................................................18B. Sick Leave Bank .........................................................18C. Personal Leave ...........................................................19D. Bereavement Leave ......................................................20E. Child Care Leave ........................................................20F. Jury or Short Term Military Duty .................................21G. Professional Leave .......................................................21H. Military ...................................................................21I. Unpaid Leave of Absence .............................................21J. Foreign Exchange Program ...........................................22K. Domestic Exchange Program ........................................22L. Coordination with FMLA .............................................23

ARTICLE XIX Salary Credit .........................................................................................23A. Previous Experience .....................................................23B. Course Credit .............................................................24C. Salary Step Advancements ...........................................25D. Teachers Who Leave During Year ......................:........27E. Special Longevity .......................................................27F. Career Increment Pay ....................................................27G. Sick Leave Reimbursement ..........................................28H. Part-Time Teachers ......................................................28

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TABLE OF CONTENTS (continued)

ARTICLE XX Insurance Coverage ...............................................................................28

ARTICLE XXI Maintenance of Standards .....................................................................31

ARTICLE XXII Due Process ...........................................................................................32

ARTICLE XXIII Miscellaneous Provision .......................................................................32

.ARTICLE XXIV Code of Ethics .......................................................................................33

ARTICLE XXV Salary Schedule .....................................................................................33

ARTICLE XXVI Grievance Procedure .............................................................................35A. Purpose ....................................................................35B. Definitions ................................................................35C. Use of the Grievance Procedure ...................................35D. Grievance Procedure .....................................................35E. General Provision as to Grievances and Arbitration.....37

ARTICLE XXVII School Nurses .......................................................................................37ARTICLE XXVIII Teaching Assistants ..............................................................................39ARTICLEXXIX Duration ................................................................................................44

APPENDIX AThe Code of Ethics of the Education Profession Preamble ..................45Principle I -Commitment to the Student ..............................................45Principle II -Commitment to the Public ...............................................46Principle III -Commitment to the Profession .......................................46Joint Code of Ethics ..............................................................................47Principle IV -Commitment to Professional Employment Practices ....48

APPENDIX BTeacher Salary Schedules .....................................................................50

APPENDIX CTeacher Salary Schedule 2011-2012 for calculating 1 %off schedule forthose eligible ................:........................................................................53

APPENDIX DCo-Curricular Extra Classroom Salary Schedule .................................54

APPENDIX ECurriculum Leaders Salary Schedule ....................................................57

APPENDIX FCoaches Salary Schedule ......................................................................58

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TABLE OF CONTENTS (continued)

APPENDIX G

F.M.L.A. Form WH-381 .......................................................................61

APPENDIX H

F.M.L.A. Form WH - 380-F .................................................................63

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PREAMBLE

This Ageement entered into as of October 24, 2014, by and between the Board ofEducation of the Briarcliff Manor Union Free School District, New York (hereinafter called the"Board of Education," the "Board," or the "District"), and the Briarcliff Teachers' Association(hereinafter called the "Association" or "B.T.A.") is to be effective July Z, 2014 until June 30,2017.

WITNESSETH

WHEREAS, the Board and the Association recognize and declare that providing aquality education for the children of Briarcliff Manor is their mutual aim and that the characterof such education depends predominantly upon the quality and morale of the teaching service,and

WHEREAS, the members of the teaching profession are particularly qualified to assistin formulating policies and programs designed to improve educational standards, and

WHEREAS, the Board has a statutory obligation pursuant to Article 14 of the CivilService Law (Chapter 392 of the Laws of 1967, Public Employees' Fair Employment Act) tonegotiate with the Association as the representative of its teaching persorulel with respect tohours, wages, terms and conditions of employment, and

WHEREAS, the parties have reached certain understandings which they desire toconfirm in this Agreement.

In consideration of the following mutual covenants, it is hereby agreed as follows:

ARTICLE IRECOGNITION

The District hereby recognizes the Association as the exclusive representative forcollective negotiations with respect to salaries, wages, hours, and all other terms and conditionsof employment for all professional certified personnel including teaching assistants, long-termleave replacement teachers who are hired for a term in excess of 90 school days and schoolnurses employed by the District (except the Superintendent of Schools, school principals,assistant principals, director of pupil personnel services, assistant superintendent for business,and all other administrative personnel), hereinafter sometimes referred to as the "teachers'unit." The District and the Association agree, pursuant to Chapter 208 of the Civil Service Law,that the Association shall have unchallenged representation status for the maximum periodpermitted bylaw on the date of execution of this Agreement.

G

ARTICLE IINEGOTIATION PROCEDURES

A. It is agreed that the terms and conditions of employment provided in thisAgreement shall remain in effect unless altered by mutual agreement in writing between thetwo parties or until the expiration date of this contract.

B. No later than December 15 of the expiring school year of the Agreement theparties will meet to review ground rules and set a calendar of future dates to enter into goodfaith negotiations over a successor agreement. If such an agreement is not concluded onehundred twenty (120) days prior to the date of the Annual School District Meeting, either partymay request the State Public Employment Relations Board to assist the parties to reachagreement. Such mediation and fact-finding will be governed by the provisions of Section 209of the Civil Service Law (The Public Employees' Fair Employment Act).

C. The Association and the Board agree to furnish each other, upon request, suchinformation as may be reasonably available to permit them, intelligently and effectively, todischarge their obligation to negotiate collectively.

D. While no final agreement shall be executed without ratification by theAssociation and Board, negotiating teams of the Association and Board will be given allnecessary authority to make, consider and enter into agreements subject to ratification of theAssociation and Board.

ARTICLE IIISUPPORT OF EXCLUSIVE

TEACHER REPRESENTATIVE

A. On and after the date of this Agreement, any agreement between the Board andany individual member of the teachers' unit regarding the terms and conditions of theiremployment shall be expressly subject to this Agreement.

B. Membership in the Association shall, at all times, be open to all members of theteachers' unit, regardless of race, creed, handicap, sex, marital status, color, age, politicalaffiliation or activity or national origin. The Association represents the interests of all membersof the teachers' unit without regard to membership in the Association.

C. Membership in the Association shall not be, or become, a condition ofemployment or a preference in employment nor a condition of, a preference in, the continuationof employment of any person.

ARTICLE IVPAYROLL DEDUCTIONS

The Board agrees to deduct the dues of the Briarcliff teachers in periodic installmentsfrom the salaries of those persons who have duly authorized the Board, in writing, to make such

deductions and remit the amounts so deducted to the designated organizations.

A. The organizations that the Briarcliff teachers may select for this purpose are theBriarcliff Teachers' Association, and any organization with which it is affiliated, credit union,taY sheltered annuities, and others so designated by the Association or new employeestransferring benefits from previous employment.

B. Each of the aforementioned organizations shall certify to the Business Office, inwriting, the current rate of its membership dues.

C. Each staff member who desires to authorize such deductions shall file with theBriarcliff Teachers' Association Treasurer a signed and dated "Continuing Membership Form"which shall specify the organizations whose dues are to be deducted and the amount thereof,no later than September 28 of each year.

D. Deductions shall be made from the first ten pay periods beginning in November,or in the case of a teacher hired subsequent to September 1, from the first ten (10) pay periodscommencing one month after the teacher's employment.

E. No later than October 1 of each year, or not later than fifteen (15) days after thecommencement of the employment of a new teacher, the B.T.A. treasurer shall provide theBusiness Office with the completed dues deduction forms.

F. So long as the teacher remains on the payroll, the authorized deductions shall becontinued yearly unless the teacher signifies, in writing, that teacher wishes to discontinue orchange the teacher's authorization. The removal of authorization of dues deduction shallbecome effective September 10 of the following year and shall be so set forth on the duesdeduction form.

G. The B.T.A. agrees to submit the written refund procedure for members of thebargaining unit who are not Association members and who wish to receive a refund of theportions of the fee which are used for political or ideological activities. Upon such submission,the District shall deduct dues for members of the bargaining unit who are members of the B.T.A.or an agency fee for bargaining unit members who are not members of the Association.

ARTICLE VACADEMIC FREEDOM

A. The nature of American Democracy demands that citizens be able to listen to allsides of a controversial issue, sort out the facts and arrive at independent conclusions. Studentsin school, therefore, have a right to be exposed to issues which could be consideredcontroversial and their teachers have the right and responsibility to teach such issues. Whilethe Board recognizes the right of citizens to make suggestions for the improvement of theschools, it maintains that no other person oz group can deny academic freedom to teachers andstudents of the District.

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B. The private and personal life of a teacher is not within the appropriate concernor attention of the Board except as it may interfere with the teacher's responsibilities to andrelationships with students and/or the school system.

ARTICLE VIASSOCIATION RIGHTS

A. Because of the special nature of the educational process, it is recognized thatmatters affecting the teens and conditions of employment of professional certified personnelwhich are not covered by this Agreement may arise from tune to time. It is in the public interestthat the opportunity for mutual discussion of such matters be provided. These matters shall beplaced before the Superintendent of Schools and the District Liaison Committee for discussionand resolution.

B. The District Liaison Committee, selected by the Association, shall meet at leastsix (6) times a year with the Superintendent of Schools to discuss matters of mutual concern.These meetings shalt be held at a time and place mutually agreed upon.

C. The Building Liaison Committee, selected by the Association, shall meet at leastonce a month with the school principal to discuss matters of mutual concern. These meetingsshall beheld at a time and place mutually agreed upon.

D. The Administration will not assign supervisory duties for the B.T.A. Presidentand Vice President for the purpose of allowing them to attend to Association business. Inaddition the President of the BTA shall be assigned one fewer daily classeslperiods (no lessthan 45 minutes) in order to perform the duties of the Presidency.

E. The Association will have the right to use school buildings without cost atreasonable times for meetings with approval of the building principal.

F. No teacher shall be required to attend any meeting in conflict with the monthlyAssociation membership meeting.

G. When representatives of the Association are mutually scheduled by the Boardand the Association to participate in negotiations during the working hours, they shall suffer noloss in pay.

H. The Association may be given an opportunity at faculty meetings to present briefreports and announcements.

I. The Association shall have the right to post notices of its activities and mattersof Association concern on teacher bulletin boards. It may use inter-office mail service andteacher mailboxes for communications to teachers. Announcement of meetings maybe listedin school activity bulletins and the public address system may be used for announcing the date,time and place of meetings.

The Association shall be free to advise the Administration on orientation

programs conducted by the Superintendent of Schools for new or returning teachers in theDistrict.

K. The B.T.A. President shall be notified of changes in Board regulations andpolicy and shall receive copies of Board meeting agendas before meetings and Board minutesafter adoption.

L. Up to ten (10) children of professional staff members inay be admitted to regularclasses, tuition free, upon approval of the Superintendent and the Board of Education. Thedecision shall be within the sole discretion of the Superintendent and Board of Education andshall not be subject to the provisions of Article ~V.

ARTICLE VIIBOARD RIGHTS

Except as limited by the express provisions of this Agreement, the Board, together withthe Superintendent of Schools, has in all respects retained its right to manage, and adoptnecessary policies to control all of the affairs of the District, including, but not limited to, theright to hire, to withhold or grant tenure to probationary teachers, to determine the nature andscope of the budget, to establish and implement educational policies, to develop and applymethods and procedures for the administration of the District.

ARTICLE VIIITHE ROLE OF THE ASSOCIATIONIN EDUCATIONAL MATTERS

A. The Association and the District shall mutually create such committees as arenecessary to advise the Board, through the Superintendent of Schools, in its formulation ofpolicies designed to improve the quality of the educational progam.

B. A Staff Development Council consisting of an equal number of teachers andadministrators leas the responsibility for planning and proposing Staff Development Projectsfor action by the Superintendent. The Council shall meet regularly throughout the school yearand shall create guidelines dealing with its own internal operations. The Council may appointad hoc committees as needed.

C. The members of the Council shall select a chairperson from its membership,who shall prepare agenda and conduct meetings.

D. The school calendar shall be presented to the Association for suggestions andrecommendations prior to its adoption by the Board. If calendar changes are necessary afterapproval by the Board because of an emergency situation, the Board will make every reasonableeffort to follow the same consultative procedures with the B.T.A. regarding emergency changesas those utilized in establishing the original calendar.

E. The Association must be notified of any contemplated significant change in

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program, curriculum, facilities, physical plant changes or major equipment changes, as early aspossible prior to any action to permit discussion on any such issue.

F. The Administration agrees to meet with the B.T.A. Liaison Committee or suchcommittee as designated by the B.T.A. President prior to any final action regarding significantchange in any matter referred to above. The Administration agrees to meet or consult with theAssociation and to communicate to the Board of Education the substance of the Association'sposition, as well as any documentation furnished by the Association in these discussions priorto taking any final action in the matters referred to above unless such meeting is renderedimpossible or impractical because of emergency or non-availability of Associationrepresentatives.

ARTICLE IXTEACHER RESPONSIBILITIES

A. The Association and the District recognize and agree that a teacher'sresponsibility to the teacher's students and the teacher's profession entails the expenditure oftime beyond the regular workday, but that time and work schedules can and should beestablished applicable to teachers in the normal course of their employment.

1. Consistent with current practice, the teachers' school day will be aminimum of seven (7) hours at Todd and seven and one fourth (7 1/4) hours at the High Schooland the Middle School.

a. Within the teachers' workday and between the hours of 10:30a.m. and 2:00 p.m., an unencumbered lunch period of forty-five (45) minutes shall be providedat the High School and Middle School, and an unencumbered lunch period of forty-five (45)minutes at Todd. Where needed, adjustments will be made to the Todd School schedule toallow for aforty-five (45) minute unencumbered lunch period.

b. A preparation period per day shall be provided District-wide. Ifteam planning time is included in the preparation period, the use of such time will be at thediscretion of the principal in consultation with the team. A preparation period averaging forty-five (45) minutes shall be provided for the teachers at the Todd School and a time equal to one(1) class period for the teachers at the Middle School and High School.

c. Subject to existing practice, every reasonable effort will be madeDistrict-wide, consonant with the schedule needs of each building, not to schedule more than135 consecutive minutes of classroom teaching. The District shall have the right, afterconsultation with the Association, to assign a teacher to four (4) periods in a row if, in thediscretion of the District, such assignment is necessary.

d. No teacher will be assigned the same supervisory duty for twoyears in a row without the teacher's consent. Traveling teachers will also be provided aminimum of 20 minutes of travel time between buildings and will be relieved from supervisory

10

duties.

e. Except for contingencies, such as a shortage of coverage orschool safety issues, the District will not schedule supervisory duties for elementary, middleor high school Team Leaders and Department Coordinators so that such time shall be utilizedfor team or department activities, including appropriate induction of new staff members in theteam or department. For the purposes of this article, the teen "supervisory duties" at ToddSchool shall mean "bus duty."

2. The District agrees to maintain the ratio of students to professional staffof no more than 17 to 1. For this calculation, the professional staff shall include all membersof the bargaining unit and all shared service staff members employed through BOCES.

3. Teachers of English inay be assigned up to three (3) preparations andfive (5) classes. The departmental average shall not exceed 105 students per teacher.

4. As part of their regular work assignments, guidance counselors maybescheduled for an additional two weeks per year at 1/200th of the base pay per day. Counselorswill be notified by April 1st as to which weeks they will be scheduled to work during thesummer. Such weeks will be either at the end or the beginning of the school year or split oneweek each at the end and at the beginning.

5. Each Middle and Senior High School teacher will assume responsibilityfor meeting with one group of approximately fifteen (15) students as that teacher's home mornadvisees.

B. As part of the teacher's normal teaching load, each teacher shall be expected to:

Provide a reasonable amount of time for extra help to students who needit.

2. For the teen of this contract, be available for faculty, department,guidance, or grade level meeting after the regular school day on two Thursdays a month thatschool is in session. The other two Thursdays wi11 be teacher directed, the scheduling of whichshall be at the professional discretion of the teachers.

a. Such meetings wi11 be called at least three (3) days prior to themeeting day.

b. Every effort shall be made to limit these meetings to one hourfrom the time they begin.

3. Attend in-service courses when required. Courses given during theschool day and funded by the District will not lead to salary credit. After school courses willbe for credit.

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4. Be obligated to assume responsibility- for one (1) uncompensatedchaperoning assignment per teacher per year within the teacher's assigned school unless theteacher has three (3)back-to-school nights.

5. Be obligated to attend no more than two (2) evening conferences such asBack-to-School Nights. Also teachers shall make available tune for parent conferences before,during and after school at mutually convenient times.

C. Teachers' supervision of after school activities will be voluntary except asprovided herein, and teachers will be compensated in accordance with the provisions set forthin this Agreement. The B.T.A. agrees to make all practical efforts to guarantee the filling ofextra pay positions. In the absence of volunteers for chaperones, teachers shall be assigned tochaperone in an equitable manner and compensated according to this agreement.

D. The Administration has the responsibility to obtain substitute teachers whennecessary. However, in the event of an emergency, or if a substitute ca~lnot be obtained, theAdministration may assign teachers to cover classes. The Administration should keep a recordof the number of times or frequency a teacher substitutes and make every effort to distributethe assignments equitably.

1. Teachers shall not be assigned to substitute more than one (1) period perweek or a total. of five (5) periods per year.

2. Teacher load, appoinhnents, class preparations, or specialresponsibilities will be considered by the administration making these assignments.

3. The Administration will work with the team or department or areainvolved in implementing these provisions.

E. Teachers shall be compensated for the use of their private automobiles forschool-related purposes such as assignment to more than one building, field trips and coachingassignments, and mileage shall be computed at the current Internal Revenue Service rate.

F. The Association shall make every effort to have teachers volunteer for variouscouncils and committees organized under the provisions of this Agreement.

G. No teacher will be assigned a student teacher without the teacher's consent.

H. The teacher work year for the term of this contract shall be no more than 186days including superintendent's conference days and one half day on the day beforeThanksgiving; thereafter it shall return to no more than 187, including superintendent'sconference days effective with the 2017-2018 school year. Notwithstanding the above, at theDistrict's option, in lieu of a work day, unit members may be required to attend an eveningparent teacher conference of no more than 3 hours duration. scheduled to begin no later than6:30 p.m. If the Board intends to exercise this option, it shall do so when the school calendar isdeveloped for the school year at issue.

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I. Commencing July 1, 2002, the District shall have the right to schedule five (5)hours of additional non-instructional work time per year for the purpose of assisting the Districtto satisfy the mandates promulgated by the State Education Department with respect to learningstandards, graduation requirements and for professional development activities for teachingpersonnel. Commencing July 1, 2003, the District shall have the right to schedule an additionalfive (5) hours of such time (10 total) and commencing July 1, 2004, an additional five (5) hoursof such time (15 total). One-half ('/2) of the additional time in years three and four shall bescheduled for activities reflecting individual building needs and priorities, as determined by theDistrict's Professional Development Committee. Notwithstanding the above, there shall be amoratorium on the 7.5 hours of the individual building needs provisions for the term of thiscontract, sunsetting at the close of business on June 30, 2017. The parties agree that theremaining 7.5 hours of District directed teacher responsibilities may be conducted before,during or after the teachers' workday.

ARTICLE XTEACHER'S CODE OF COMMITMENT TO STUDENTS AND PARENTS

A. Each teacher within the Briarcliff Public Schools in the teacher's relationship tothe teacher's students:

1. Is creative, innovative and effective in the teacher's classroom activitiesand associations with the teacher's students.

2. Challenges students to formulate and work for high individual goals inthe development of their intellectual and physical endowments and social growth anddevelopment.

3. Is understanding of pupils' problems, recognizes the differences amongstudents, and seeks to meet their individual needs.

4. Deals with each student justly, impartially, and with respect.

5. Demonstrates an interest in the teacher's students not only inside, butalso outside of the classroom.

B. Each teacher, in the teacher's relationship to parents:

1. Keeps parents informed about the progress of their child or children.

2. Seeks to establish friendly and cooperative relationships with the home.

C. All teachers, with the exceptions listed below, in addition to Back-To-Schoolnights are committed to contact their students' parents at least once during the course. (quarter,trimester or semester) or year, by phone or by conference. In cases where this is impractical,the contact will be made in writing, such as a note or supplementary report. The purpose of

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this contact is to register interest in, concern about, and care for the students' progess in class.At the time of these contacts, the teacher also may invite the parents to note their impressionsof how the teacher is reaching and teaching their child.

The following teachers are exempted from this commitment because of the nature oftheir subject or the number of students involved: Art, music, physical education, industrial arts,librarians and counselors. However, these teachers are encouraged to communicate withparents in ways and at times they deem appropriate.

ARTICLE XITEACFIER RECRUITMENT AND EMPLOYMENT

There shall be no discrimination in the hiring of teachers or in their training, assigrunent,promotion, transfer or discipline because of race, color, creed, national origin, politicalactivities, Association activities, sex, domicile, marital status, handicap, or age. Insofar asreasonably possible, all final applicants for teaching and administrative positions will beinterviewed by committees of teachers and administrators. The final employment decision shallremain with the Administration and the Board.

Teachers will be entitled to full rights of citizenship. No religious or political activities,or activities within the Association, of any teacher or the lack thereof will be grounds for anydiscipline or discrimination with respect to the professional employment of such teacher.

ARTICLE XIITEACHER EVALUATION

[The provisions in paragraphs A, B and C below shall not apply to unit members who aresubject to evaluation pursuant to Section 3012-c or 3012-d of the Education Law and Part 30-2 of the Regents Rules]

A. All monitoring or observation of the work performance of a teacher shall beconducted openly and with full knowledge of the teacher.

B. Teachers are expected to attain certain minimurh standards of performance in orderto achieve commendable ratings on evaluation of their performance. These standards includea demonstration of professional skills, competencies and attributes related to learning andinstruction.

1, The evaluation of teachers shall be a continuous and ongoing process;not based solely upon classroom visitations. Presentation of a lesson should be only one of thefactors considered in appraising a teacher's work. Any classroom/instructional area observationwill include classroom climate, teaching strategies, knowledge of subject matter, demonstratedability to communicate that knowledge and organization for instruction and classroommanagement. Of equal importance are: the ability to form positive working relationships withothers, involvement in education activities outside the classroom, and continued growth as aprofessional person as well as other factors mutually agreed upon by both administrator and

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teacher.

It is expected that administrators will share with teachers the more specific basesupon which evaluations are to be made. Recognizing the differing roles and responsibilitiesafforded to professional staff, no single evaluative technique should apply to one and all. Whena particular evaluative tool is to be used as a basis for classroom evaluation, the faculty memberwill be apprised of this and understand its application. Faculty members who perform non-classroom teaching roles shall also be evaluated in accordance with the specific requirementsof their positions.

2. Teachers' personal performance goals will be submitted to their schoolprincipal by October 1. Goals identified to be achieved should focus primarily upon theinstruction of students. Formal goal setting by other groups (e.g., teams, departments, areas)shall be at the option of the principal. By November 1, goals will be approved by the principal.Conferences will have been held as needed. A discussion of goals shall be included as a partof the final teacher-administration conferences.

3. Probationary teachers will be observed by the principal or assistantprincipal at least twice, prior to March 1. At least one of these visits will be followed by awritten observation report.

Tenured teachers will be evaluated at least every three (3} years according to aschedule established by the administration. The evaluation will be conducted as stipulated inthis article with the understanding that, in addition to the above, other observations may bemade at the option of the administration at any time during the three-year period covered bythe evaluation. Any tenured teacher who receives less than a commendable year-end evaluationwill be evaluated annually thereafter until the teacher receives a commendable rating at year'send. In the year in which they are evaluated, tenured teachers will be observed at least onceprior to June 1.

4. The administration has the right to visit any and all classes whenever theadministration believes it appropriate to do so. Visits to the classroom or instructional area maybe announced or unannounced. These visits may or may not result in a written report, but inall cases where a report is written, a conference with the teacher should be held following theobservation and prior to the receipt of the formal written report. In addition to a review of theobservation, the conference may include a discussion of other facets of the teacher's work. Ateacher may also request a conference after receipt of the formal written report.

5. Final evaluation conferences for all teachers will beheld with principalsprior to the end of the school year. Teachers not being recommended for re-employment willhave their final evaluation conference prior to May 1. The teacher will review with the teacher'sprincipal the teacher's job performance for that year. Final evaluation reports will be completedfor each teacher by the teacher's school principal by the end of the school year.

C. Teachers will be given a copy of any written report of a class visit, observationor evaluation prepared by their supervisors. No such report shall be submitted to the District

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Office, placed in a teacher's file ar otherwise acted upon without a prior conference with theteacher. Within five (5) school days after the class visit, observation or evaluation the teacherand the administrator will schedule an appointment for apost-observation conference. Theteacher shall be given the opportunity to sign the evaluation. The teacher shall have the rightto put in writing, and include with the evaluation report, the teacher's own comments pertinentto the evaluation.

Notwithstanding the above, in the event that a unit member who is subject to evaluationpursuant to Section 3012-c or 3012-d of the Education Law and Part 30-2 of the Regents issubject to being denied a career increment, the provisions of this paragraph C may be grievedunder the grievance article of this ageement.

ARTICLE XIIIPERSONNEL FILES

A. Subsequent to employment, no material other than routine financial notices orconfidential college documents shall be placed in a teacher's file until a copy has been given tothe teacher and the teacher has been given an opportunity to review such material. The teacherwill acknowledge that the teacher has had the opportunity to review such material by affixingthe teacher's signature to the copy to be filed with the express understanding that such signaturein no way indicates agreement with the contents thereof. The teacher will also have the rightto submit a written answer to such material and t1~e teacher's answer shall be reviewed by theSuperintendent of Schools and attached to the file copy.

B. Teachers will have the right upon request to review the contents of theirpersonnel files and to make copies of any document in it with the exception of confidentialcollege documents.

ARTICLE XIVTEACHER ASSIGNMENTS AND TRANSFERS

A. As soon as practicable, but by the end of the school year, teachers will be notifiedin writing of their salary and progam for the coming year, including the school to which theyare assigned, the grades and/or subjects that they will teach, and, when feasible, other pertinentinformation such as leave accumulations. Any special assignments such as extra-curricularactivities that they will sponsor will be announced as soon as possible.

B. In order to assure that students are taught by leachers working within their areasof competence, teachers will not be assigned except temporarily and for good cause, outsidethe scope of their teaching certificates and/or their major or minor fields of study.

C. In making changes in grade, subject or school assignment, the preference of theindividual teacher will be honored to the extent that these do not conflict with the best interestof the school. system and the pupils. The final decision shall be made by the Administration.

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D. Teachers who desire a change in Bade or subject assignment may file a writtenstatement of such desire to their school principal not later than April 1. In the event that atransfer is granted during the school year, notification shall be made to the teacher no later thanone week prior to the end of the school year.

E. When involuntary transfer or assignment is necessary, a conference between theteacher and the Superintendent of Schools or the teacher's designee will be arranged for thepurpose of discussion of the reasons for the transfer. Consideration of the teacher's record willdetezmine which teachers are to be transferred. The Association will be consulted in suchdecisions.Every effort shall be made to limit an involuntary transfer to one year.

ARTICLE XVVACANCIES AND PROMOTIONS

A. A promotional position is defined as any position paying a salary differentialand/or any position on the supervisory level including, but not limited to positions as principal,assistant principal, department coordinators, team leaders and other similar positions.

B. Whenever any vacancy in a promotional position occurs, it will be adequatelypublished by the Administration by means of a written memo or notice published on theteachers' bulletin board. The qualifications, duties and compensation of the position will becontained in any such notice. Changes in notices will be posted as soon as they are made.Except on a temporary basis; vacancies will not be filled for at least two (2) weeks from thedate when notice was given of such vacancy. If a teacher is asked to teach an additional section,the teacher sha11 be compensated at the rate of one-fifth (1/5) of the teacher's salary, not toexceed $20,000. per class (limited to two per core academic department at the Middle Schooland High School). The District will' only ask tenured teachers to take an extra assignment andteachers who accept such assignment will be relieved of their supervisory/duty periods.

C. All teachers will be given adequate opportunity to make application for any promotionalposition and the Administration agrees to give due weight to professional background andattainments of all applicants. Qualifications of current employees of the Board of Educationwill be assessed with the same criteria as those used in considering candidates from outside theDistrict. Any District employee who is a finalist for a position will be advised of the dispositionof the teacher's application prior to the final action by the Board.

ARTICLE XVISUMMER EMPLOYMENT (10 MONTH PERSONNEL)

A. Effective July 1, 2006, summer work payment shall be at the rate of forty-fivedollars ($45) per hour. This rate shall apply to all summer curriculums, in-service or other workwhich is not an extension of the regular teaching assignment. Summer work which is anextension of the regular assignment for psychologists, guidance counselors, library mediaspecialist, and the athletic director shall be compensated at 1/200th of the base pay per day.

B. No position shall be filled by a teacher not regularly employed by the Board if

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there is an equally qualified applicant for such a position employed by this School District.

C. Teachers will be informed as soon as possible of summer employmentassignments and by May 1 except in emergency conditions which require a change in thesummer work planned.

ARTICLE XVIIPROTECTION OF TEACHERS

A. Teachers will report all cases of assault, written or verbal harassment, or attackson their personal or professional reputations suffered by them in connection with theiremployment to their principal as soon as possible. This report will be forwarded to theSuperintendent of Schools who will comply with a reasonable request from the teacher forinformation in the District's possession relating to the incident or the persons involved. TheDistrict will enforce all applicable student discipline codes.

B. The Board recognizes its obligations under Section 3028 of the Education lawand will provide legal services where civil or criminal action is taken against a teacher underthe terms of the statute provided that ten (10) days notice of the service of any summons isgiven to the District.

C. A teacher injured during the performance of duty shall be granted special leave,not to be deducted from sick Ieave or from the teacher's salary for the period of the teacher'sconvalescence. In such cases, the Board reserves the right to have its own physician examinethe injured teacher in a convalescence lasting more than ten school days.

ARTICLE XVIIILEAVES OF ABSENCE

A. Sick Leave

1. Each member of the professional staff is entitled to fifteen (15) workingdays per school year with pay for personal illness, up to seven (7) of which days maybe usedfor illness of an immediate member of the family or other person residing in the teacher'shousehold, or, if less than full time, apro-rata share thereof. Sick leave maybe accumulatedup to Two Hundred Thirty (230) days at the close of any school year. In addition, the Boardwill provide Long Term Disability Insurance as outlined in Article XX, Paragraph C. In theevent that benefits become payable under this insurance or other insurance paid for by theBoard, the amount of such insurance benefits will revert to the Board whenever they overlap.

2. A doctor's certificate maybe required after five (5) days of illness.

B. Sick Leave Bank

1. A sick leave bank has been established to cover the needs of teacherswith limited sick leave for long term disabling or continuing illness. Staff members may

contribute a part of their sick leave for the use of their fellow teachers. Ideally, the sick leavebank will be maintained with a balance of the number of full time teachers times (x) 5.Contributions ordinarily shall be made during the month of October and not later than June 1.The bank shall be administered jointly by the Administration and the Association.

2. Part-time teachers are eligible for the Sick Leave Bank on a pro-ratedbasis (i.e. part-time teachers may draw sick leave days from the bank equal in length to the.workday of the part-time teacher.)

3. In the event that the Administration does not approve of the applicationfor withdrawal, the staff member shall undergo an examination pursuant to Section 913 of theEducation Law. Then, if the Administration and the Association fail to agree on the dispositionof application for withdrawal from the Sick Leave Bank, the staff member may, if the teacherso wishes, request a review of the application by a physician in an appropriate medical specialtyin a teaching medical college in the New York metropolitan area. This neutral physician mustbe acceptable to the Administration and the Association. In case of disagreement, the Dean ofthe medical college will be requested to submit three names of appropriate physicians fromwhom the examining physician shall be selected.

4. A teacher who is drawing from the sick leave bank at the close of theyear must reapply at the beginning of the next school year, should the disability or illnesscontinue.

5. Pregnancy related disability or illness shall be considered asqualification for sick leave. A doctor's certificate will be required in determining the. date ateacher is no longer able to perform her duties as well as when she is physically fit to resumeher responsibilities. Such sick leave will, under normal conditions, not be in excess of two (2)months.

C. Personal Leave

1. Personal leave shall be used only fox the purpose of handling personalaffairs that cannot be transacted on the weekends or after school hours, such as business,weddings, religious holidays or emergencies.

2. Absence from school for personal reasons shall be allowed up to amaximum of five (5) school days per school year without loss or deduction from sick leaveupon proper notification to the Superintendent of Schools.

3. Two (2) days -personal leave will be given without reason. Theremaining three (3) days shall require the submission of reason for such leave on the part of theteacher applying for that leave.

4. Personal days may not be taken on the school day immediately prior toor following a holiday, except with the Superintendent of Schools' approval. Without suchapproval, absence for personal reasons on these days will result in the deduction of 1/200th of

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the teacher's base pay and/oz further disciplinary action in accordance with education law.

5. There shall be no remunerative personal leave except where theSuperintendent of Schools allows such leave for educational reasons.

6. Unused personal leave days shall be converted into accumulated sickleave at the end of each school year.

D. Bereavement leave

On the death of a child, parent, brother, sister, father-in-law, mother-in-law,brother-in-law, sister-in-law, husband Qr wife, grandparent or grandchild, or anyone who livesregularly in the household of a teacher, such teacher shall be allowed five days absence fromschool without loss of salary, exclusive of the regular sick leave and personal leave.

E. Child Care Leave

L It is the intent of the parties to strike a balance between the childcare needsof employees following the birth or adoption of a child and the need of the district to providecontinuity of instruction for students. The reference to "eighteen (18) months" in this sectionis intended to provide the employees who become parents a maximum of one full school yearof unpaid leave with a fraction of another school year. It is the intent of the parties that leavefor childcare shall encompass only one September 1St. The parties anticipate that the employeeshall return from leave on September 1St

2. A teacher may request a leave of absence for reasons such as, but not limitedto, parenting needs, care for a parent, extended family emergencies, or study at an educationalinstitution. Such request shall be in writing to the Superintendent of Schools and the Boardmay grant the leave without pay. Leave of absence under this section shall be granted at thesole discretion of the Board of Education.

3. In addition to the two-month period of sick leave for which pregnancynormally qualifies, a teacher may also request a childcare leave of absence on the birth oradoption of a child as required by law. Such request shall be in writing to the Superintendentof Schools and the Board shall gant the leave without pay.

4. A teacher on childcare or adoptive leave must return to the District no laterthan the beginning of the school year after eighteen (18) full months following thecommencement of the leave. This clause is not to be interpreted so as to preclude requests forleaves of fewer than eighteen (18) months. Teachers shall provide a six (6) month notice ofreturn.

5. The teacher shall notify the Superintendent of Schools in writing by February1 prior to the September in which the teacher wishes to return and also by the same date if theleave is extended.

6. Teachers on child care or adoptive leave will not receive step advancements20

on the salary schedule or any fringe benefits during their leave, except that teachers may electto continue their participation in fringe benefits programs at their own expense.

7. Upon application, a teacher may perform per diem substitute service whileon childcare or adoptive leave.

F. Jury or Short Term Military Duty

Teachers absent because of jury or short term military (2-3 weeks) service, whenevidence is presented that conditions of such service cannot be changed to a vacation period,shall be given leave at full pay, minus any fees or Pay received for such service.

G. Professional Leave

1. A teacher maybe excused two (2) days each school year to observe andvisit another school system with no loss in pay, provided that the details have been approvedby the school principal and by the Superintendent of Schools.

2. Full pay shall be received for days when teachers attend professionalmeetings and conferences authorized by the Superintendent of Schools without being chargedagainst personal leave. Teachers may be excused to attend State and National educationconferences with expenses paid, provided that request is approved- by the Superintendent ofSchools.

3. Leave will be granted for two (2) Association representatives to attendthe Representative Assembly meetings of the State and National affiliates and up to three (3)days will be granted for an elected member of the Retirement System to attend a RetirementSystem meeting at no loss in pay.

4. Reports and recommendations for new practices in Briarcliff shall begiven to the building principal within two weeks of the conclusion of the conference as follow-up to any approved, District paid professional conference.

When further written or oral reports are deemed necessary by theSuperintendent of Schools in order to assure that the maximum benefit for the District isobtained from these experiences, the staff member shall comply with any reasonable requestfor such additional information.

H. Military Leave

Military leave will be granted to any teacher who is required to serve in anybranch of the armed forces of the United States. Upon return from such a leave, a teacher willbe placed upon the salary schedule at the level which the teacher would have achieved ifactively employed in the system during the period of the teacher's absence, up to a maximumof two years.

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I. Unpaid Leave of Absence

] . A teacher may request a leave of absence for reasons such as, but notlimited to, childcare, care for a parent, extended family emergencies, study at an educationalinstitution. Such request shall be in writing to the Superintendent of Schools and the Boardmay grant the leave without pay. Leaves of absence under this section shall be granted in thesole discretion of the Board of Education.

2. A teacher on leave of absence must return to the District at the beginningof the school year after eighteen (18) full months following the commencement of the leave.This clause is not to be interpreted so as to preclude requests for leaves of fewer than eighteen(18) months.

3. The teacher shall notify the Superintendent of Schools in writing byFebruary 1 prior to the September in which the teacher wishes to return and also by the samedate if the leave is to be extended.

4. Teachers on leave of absence will not receive step advancements on thesalary schedule or any fringe benefits during their leave, except that teachers may elect tocontinue their participation in fringe benefit programs at their own expense.

5. Upon application, a teacher may perform per diem substitute servicewhile on leave of absence.

6. A teacher on leave of absence shall not qualify for another leave underthe provisions of this section until a full five (5) years shall have elapsed since the terminationof a prior leave of absence. This provision shall not apply to childcare leave pursuant to SectionE (1) of this article.

J. Foreign Exchange Program

A teacher may participate in a teacher exchange program sponsored by anorganization approved by the Board at full pay after at least four years of service in the SchoolDistrict. The Superintendent of Schools must review the qualifications of the foreign teacherswho are proposed in exchange for our teachers. The information must be submitted to theSuperintendent of Schools prior to March 1 for the Superintendent's approval andrecommendation to the Board. No more than one such request will be granted in any one year.The teacher will maintain the teacher's place on the salary schedule and all benefits during suchleave will continue to accumulate during the teacher's absence. In order to retain tenure rights,the teacher must return to the District at the beginning of the next school year. If the teacherdecides not to return, the teacher shall notify the Superintendent of Schools no later than March1 of the year of participation in the exchange teacher program.

K. Domestic Exchange Program

Every effort will be made by the Administration and the B.T.A. to establish a

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teacher exchange program with other domestic school Districts. Teachers who participate wi11advance on the salary schedule and retain tenure.

L. Coordination with FMLA.

Up to 12 weeks of a unit member's annual allotment of sick leave and sick leave accumulationmay be used for the care of an ill or disabled family meanber, as defined under the FMLAdefinitions as well as domestic partners.

Intermittent leave necessary for the care of a family member as defined under the FMLA shallbe unpaid leave, to the extent of available FMLA leave time.

The measuring period for entitlement to the use of FMLA leave time in the case of a familyme~llber shall be based upon a twelve month "reach back period'' from the date of theapplication for such leave. (See form attached to agreement as Appendix "G.") The unitmember rnaking application for PMLA leave under this provision shall be required to timelysubmit certification from an FMLA qualified health care provider. (See form WH-380-Fattached to agreement as Appendix "H".)

FMLA leave for the purposes of caring for an ill or disabled family member shall includeserious health conditions as defined in current federal law and regulations.

This provision shall not apply to, nor shall it mitigate the rights of, any member of thebargaining unit to personally access available FMLA leave time.

* The definition of domestic partner shall be determined through subsequent negotiations.When such agreement is reached this provision shall become effective for domestic partners.

ARTICLE XIXSALARY CREDIT

A. Previous Experience

1. Teaching Experience: Credit will be given for teaching experience, asapproved by the Superintendent of Schools, for teachers being hired on any step of the salaryschedule.

2. National Service: (Military, Peace Corps, Vista). When determining thestep on which a teacher will be placed on the salary schedule, the teacher will be given creditfox national service if the teacher qualifies under one of the following provisions:

a. National service which interrupts the teacher's teaching career;

b. National service which has interrupted college study, providedcollege study was continued following military service;

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c. National service which immediately followed. earning of collegedegree, provided teaching career immediately followed National service.

B. Course Credit

1. Annual salaries shall be increased according to the salary schedule foradditional semester hours of study approved by the Superintendent. No credit sha11 be allowedfor course work necessary to complete provisional certification. The District need not considercredits older than five (5) years at the time of application.

2. It is not possible for the credit criteria to cover all areas of requests forcourse approval. While administrative approval is required for all courses, the criteria listedbelow will be the guide to approval or disapproval.

3. Courses must be from an accredited degree granting institution on agraduate level or undergaduate level courses that lead to additional certification.

4. Salary credit will be granted with prior administrative approval for:

a. Courses in teaching methodology.

b. Courses related to the applicant's assignment.

c. Courses prescribed by permanent certification requirements inthe teaching assigrunent currently held by the applicant.

d. Courses prescribed by a college for a degree as determined byproof of matriculation where the degree or courses are in theapproved field of education.

e. Courses required by the administration for the improvement ofthe teacher.

f. Credits earned from an educational leave of absence if prioradministrative approval is obtained and the credits meet thecriteria for approval as listed above.

g. In-service courses related to teaching methodology, assignmentor required by the Administration.

h. Approved undergraduate courses at the rate of one (1) credit forfifteen (15) hours of classroom instruction.

Approved Internet and Distance Learning courses withappropriate background material from an accredited institution.

5. Salary credit will not be granted for:

a. Correspondence and T.V. courses.

b. Courses leading to anew profession outside the field ofeducation.

c. Courses previously approved, but for which a passing grade isnot received.

d. Courses for which prior approval was not requested and in theDistrict Office at least ten (10) days prior to the opening sessionof the course.

e. Courses which duplicate previously taken courses.

£ Courses which are not properly documented by officialtranscripts.

g. No salary credit shall be received for any course if the Districtpays the tuition.

6. Salary adjustments, because of additional training, will be made at thebeginning of each school year and/or the first pay period in February, whichever is appropriate.A teacher who expects to earn an adjustment in salary because of additional training shall makeevery effort to notify the Superintendent of Schools, in writing prior to March 1, but in r10 event,later than May 1, of the previous school year.

7. Teachers who have reached MA + 60 credits shall be paid, uponcompletion of an additional fifteen (15) credits, an annual stipend of:

$1,000 Effective July 1, 2004

8. The District will pay tuition for voluntary in-service courses taken byteachers who do not opt for salary credit.

9. Whenever teachers are assigned to teach a new program of studies orassigned to teach outside their certification area or tenure area, and the Administrationapproves, in advance, their taking up to six (6) hours of course work to retrain for their newassignment, teachers will receive tuition reimbursement from the District in lieu of salary credit.Any course work, paid for by the teachers, beyond those funded by the District, maybe appliedfor salary credit. Payment of tuition in lieu of salary credit is permissible only uponrecommendation of the teacher's school principal and the approval of the Superintendent.

C. Salary &Step Advancements

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1. The salary step advancements for the present staff and those called forby the schedule shall be automatic except that the Board of Education reserves the right towithhold the salary step advancement in any particular year from any teacher whose teachingshall be appraised as unsatisfactory or ineffective, respectively, provided that no teacher shallreceive a salary less than that required by law.

2. Before a teacher on tenure is denied step advancement on the salaryschedule, the teacher must be informed in person by the school principal and the Superintendentof Schools as to the cause for such action. The teacher may then request and shall be givenspecific reasons, in writing, for the withholding of step advancement. The teacher shall begranted the opportunity to address the Board of Education on the teacher's own behalf.

3. Each unit member employed during the 2010-2011 school year and whoreturned to service during the 2011-2012 school year shall be paid additional salary as follows:$1,900 off schedule (recurring) effective September 1, 2011.

4. The Step Freeze agreed to in the 2013-2014 school year shall not delayby one year the progression of unit members employed in the District during the 2013 -2014school year from acquiring Career Increments based upon the years placed on the maximumstep of the Teachers Salary Schedule as otherwise provided for at Article XIX(B)(6).

There shall be a 1 %increase oii the teachers' salary schedule and a 1 °/o increase offsuch schedule (recurring) effective July 1, 2012 for those unit members employed during the2011-2012 school year and who will return to service during the 2012-2013 school year. (SeeAppendix C).

Normal step advancement sha11 occur on September 1St each school year during thisagreement (2014-15 through 2016-17). Effective July 1, 2015 the salaries on the salaryschedule will be increased by $500. Effective July 1, 2016 the salaries on the salary schedulewill increased by another $500.

Effective July 1, 2014 unit members who are not step eligible shall receive the following off-schedulerecurring salary payments: $750.

Effective July 1, 2015 unit members who are not step eligible shall receive the following off-schedulerecurring salary payments: $750.

Effective July 1, 2016 unit members who are not step eligible shall receive the following offschedule recurring salary payments: $750.

The above off schedule payments are cumulative for those unit members who are eligible.

Effective July 1, 2015 add the following half-steps to the salary schedule: between steps 2&3,7&8 and 13&14.

F

Effective July 1, 2015 modify the salary schedule columns such that acquisition of MA+15and MA+45 columns shall require at least 9 district offered in-service course credits and/orgraduate course credits (where the institution would confer such credits for its on-campuscourses (not excluding on-line courses) in the case of acquiring MA+15 and 18 such credits inthe case of acquiring MA+45. Unit members who are currently at least two-thirds of the waytowards acquiring Column MA+15 or MA+45 shall not be required to meet the 9 creditstandard set forth above for acquiring such next column.

D. Teachers Who leaue During Year

Staff members who leave the District during the year shall be paid on the basisof one-tenth of their annual salary for each complete month and 1/200th for each additional dayemployed.

E. Special Longevity

A longevity payment for teachers with twenty-four (24) years or greater ofservice in teaching in the amount of 1850 annually, for those who were employed during the2012-2013 school year. This payment is recurring.

F. Career Increment Pay

To reward those teachers who have given long, dedicated and exemplary serviceto the District, the following career increment program is established:

1.For unit members hired before December 1, 2014, the career increments shall be acquired inflat dollar amounts over a two year period, set at the 17~' and 18~' years of credited and actualservice in the District, the 22nd axed 23rd year of credited and actual service in the District andthe 27~ and 2$~' years of credited and actual service in the District. The final career incrementshall be divided into three payments of $1,100 each set at the 33rd, 34~', and 35~ year ofteaching. The flat dollar amounts to be paid in two installments shall be indexed off of $4,400(two installments of $2,200} applicable to the MA+60 Column (i.e. the percentage that Step 1of the respective column is of Step 1 of the MA+60 Column). The three installments at 33, 34,and 35 years of teaching shall be prorated in the same manner for columns other than theMA+60.

Notwithstanding the above, any unit member who has already acquired career increments as ofDecember 1, 2014 shall not be divested of the same as a result of the provisions set forth above.

For unit members hired after December 1, 2014, career increment shall be $1,500 upon reachingthe 18~' year of credited plus actual service in the District, an additional $1,500 upon reachingthe 19~' year of credited plus actual service in the District, an additional $1,500 upon reachingthe 23rd year of credited plus actual service in the District, an additional $1,500 upon reaching

27

the 24 h year of credited plus actual service in the District, an additional $1,500 upon reachingthe 28'i' year of credited plus actual service in the District ,and an additional $1,500 uponreaching the 29~' year of credited plus actual service in the District.

G. Sick Leave Reimbursement

a. Upon retirement, teachers will be paid for accumulated sick leave in excess ofone hundred and thirty (130) days. No payment will be made for one hundred and thirty (130)or fewer days. The payment will be made at a daily rate of One Hundred Eighty Dollars ($180)not to exceed Eighteen Thousand Dollars ($18,000) in total for days between one hundred andthirty-one (131) and two hundred and thirty (230) days. This payment shall be made to theteacher as anon-elective employer contribution to the teacher's IRC 403 (b) Tax ShelteredAnnuity Account.

b. A teacher who has used sick leave bank days after exhaustion of the teacher'saccumulations may not return to the bank to receive additional bank days for payout purposes,except when such teacher suffers a long term disabling or continuing illness during the lastthree (3) years of employment and at the start of such illness had accumulated two hundred andthirty (230) days of leave, except for teachers retiring during the life of this agreement, therequired accumulation shall be two hundred days.

c. Sick leave in excess of two hundred and thirty (230) days may be added to thebank by retiring teachers. To be eligible for this reimbursement, teachers must file a writtennotice with the Superintendent's office six (6) months prior to the last day of employment withthe School District.

d. A teacher may not elect to receive benefits offered by both a New York StateRetirement Incentive Plan and a retirement incentive plan that the District may offer itsteachers. Such limitation does not include the accumulated sick bank incentive noted in SectionXIX(G)(a).

H. Part-Time Teachers

Part-time teachers' pay and benefits shall be pro-rated according to the teachers'normal teaching load, including preparation time and supervisory assignments. In addition,building assignments, conferences and preparation shall bepro-rated. Every reasonable effortwill be made to keep part-time teachers' schedules and class assignments as contiguous aspossible.

ARTICLE XXINSURANCE COVERAGE

A. The District shall provide individual and dependent health insurance for allteachers pursuant to the Putnam/Northern Westchester Health Insurance Plan. Teachers shall

contribute, through a payroll deduction, to the cost of family coverage or individual coverageas follows:

For unit member hired after December 1, 2014 there shall be an increase to 17% for familyand. individual coverage contributions, effective upon hiring.

For unit members hired after December 1, 2014 there shall be an increase to 18%for familyand individual coverage contributions, effective July 1, 2015.

For unit members hired before December 1, 2014 there shall be an increase of 1 % (to 16%) forfamily and individual coverage contributions effective July 1, 2016.

Unit members who retired prior to 3uly 1, 2012, sha11 contribute the same percentage of thepremium as the teacher paid as an active employee. No contributions shall be made by teacherswith ten (10) or more years of service to the Briarcliff Manor UFSD.

Effective July 1, 2012, unit members who retire from the District to receive benefits from theNew York State Teachers' Retirement System shall be entitled to the following Districtcontributions towards the cost of their health insurance premium. in the District health insuranceplan:

Years of District Service Board's Premium Share

10-15 years of District .Service Board pays 70% i/f15-24 years of District Service* Board pays 80% i/f25+years of District Service Board pays 90% i/f

[`Teachers contribute the percentage listed or the same percentage as active employees at thetime the teacher retires, whichever is less.J

Those, unit members who have at least 10 years of service in the District at the time of theratification of the 2010-2013 Agreement shall be credited with an additional5 years of creditedservice time for the purposes of determination of their entitlement to District retiree healthinsurance premium funding for retirements that occur between June 30, 2012 and June 30,2015.

The District shall enable unit members to secure insurance products through AFLAC, at noexpense to the District. The District will allow for payment to be made through payrolldeduction.

B. For unit members hired before December 1, 2014 only at the individual unit member's

29

option, the eligible unit member may opt to waive health insurance coverage under the DistrictHealth Insurance Policy on a calendar year-by-year basis (January 1St through December 31 S~by completing the appropriate form furnished by the District.

A unit member who has withdrawn from the insurance plan may re-enter the plan at any timedue to a severe hardship or change in family status by notifying the Business Office in writing(see #2 below). Health Insurance will become effective upon acceptance of the plan the nextmonth following the written notice. In the case of re-entry, payments made for time withdrawnfrom the plan will bepro-rated.

In order to be eligible for this option to waive health insurance coverage, thefollowing must occur:

1. The member must verify, in a written, signed and notarized document, thatthe member has health insurance coverage through another source.

2. Any unit member who has waived the above medical insurance coveragemay resume medical insurance coverage due to a severe hardship or change in family status.Severe hardship or change in family status shall be defined as death of a spouse or significantother, loss of a spouse's or significant other's employment, adoption birth of a child, divorce,legal separation, or loss of spouse's or significant other's medical insurance. For the purposeof this AGREEMENT, the term "significant other" shall mean the person who is the source ofthe unit member's health insurance. Enrollment is by the month.

3: Parties recognize that this buyout is taxable income.

4. Health Insurance buyout will be paid in two equal installments:

4.1 June "30~' payroll, and,4.2 December 30~' payroll

5. Annual Health Coverage Determination -Employee will notify the businessoffice in writing upon hire of their intentions for .the options listed below. All other unitmembers shall be deemed to have their enrollment and coverage status continue from year toyear based upon the prior year's status, unless a timely change in status written notice isprovided to the business office (e.g. open enrollment period or due to qualifying event). Eachunit member, upon hire and annually thereafter, shall be offered the opportunity to participatein the District's health insurance plan.

5.1 Enroll into health 'insurance coverage plan, or,

5.2 Begin/Continue health insurance buyout,

5.2.1 Change status coverage,

5.2.1,1 Family coverage to no coverage = $5,000

52.1.2 Family coverage to individual coverage = $3000

5.2.1.3 Individual coverage to no coverage = $2000

5.3 Unit members who have opted out of the health insurance plan mustnotify the business office annually in writing of their intention to re-enrollin health insurance between November 1St and November 15th

C. The District will provide at no extra charge to the individual long-term disabilityinsurance plan providing two-thirds salary benefit after 12 months with a threshold amount of$5,000. Employees hired after the May 22, 2006 must work a minimum of thirty (30) hoursper week to be eligible for long-term disability insurance.

D. The current dental plan will be kept in effect for the life of this Agreement withthe current benefits. Employees hired after May 22, 2006 must work a minimum of twenty(20) hours per week to be eligible for dental insurance.

E. The District will provide each teacher with life insurance and accidental deathand disinemberznent insurance with a principal amount of $100,000. The premium for suchinsurance shall be paid in full by the District. The teacher may have the option of purchasingadditional life insurance in increments of $10,000 if permissible under the policy. The full costof this additional coverage shall be borne by the teacher.

F. Insurance company experience summaries received by the District shall beduplicated and sent to the Association.

G. In the event that a teacher who has taught for no less than five full years in theDistrict dies while actively employed, the District shall pay 50% of that teacher's basic annualsalary to the designated beneficiary as a death benefit.

H. Full-time tenured teachers who are reduced from full-time to part-time, by otherthan their own request shall retain full-time insurance coverage.

I. Commencing July 1, 1999, the District shall establish a flexible spending planpursuant to IRS regulations. The plan may be utilized for premium contribution payments,dependent care and unreimbursed medical expense.

ARTICLE XXIMAINTENANCE OF STANDARDS

The parties shall maintain all existing Board policies and practices established by theAdministration, which are conditions of employment in full force and effect during the life ofthis Ageement. It shall, however, be the prerogative of the District to initiate and announcenew policies not affecting matters contained herein. The parties may also agree to improve orreduce any condition of employment.

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ARTICLE XXIIDUE PROCESS

A. Any tenured teacher who believes that the teacher has been unfairly disciplined,reprimanded, reduced in rank or compensation, dismissed from employment, or deprived ofany professional advantage, may appeal under the provisions detailed. in Article XXVI of thiscontract.

B. The Association recognizes the authority and responsibility of a principal fordisciplining or reprimanding a teacher for delinquency in professional performance. If a teacheris to be disciplined or reprimanded by the Superintendent of Schools, however, the teacher mayrequest that a representative of the Association be present.

C. Notwithstanding the provisions in paragraph "A" above; in the event that theBoard of Education prefers Section 3020-a Education Law charges against a tenured teacher orteaching assistant, the teacher or teaching assistant must choose between invoking the aboveprovisions for bindzng arbitration to determine just cause or having the charges heard pursuantto Education Law's section 3020-a procedures. If the teacher or teaching assistant choosesbinding arbitration, the teacher or teaching assistant shall be deemed to waive all of their rightsunder sections 3020 and 3020-a of the Education Law. However, the teacher or teachingassistant shall be entitled to pay to the same extent provided in a section 3020-a proceeding,pending the outcome of the just cause arbitration. In the case of binding arbitration, the Districtand the Association shall make immediate arrangements for final and binding arbitration beforeone of the following arbitrators: Dennis Campagna, Janet Maleson Spencer or RichardAdelman on a rotating basis to the extent practicable. In the event that the State EducationDepartment will not pay for the. costs of the hearing, the expense shall be borne by the District.

Regardless of which forum (3020-a or binding arbitration) the teacher or teaching assistantchooses, they shall have ten (10) calendar days to demand a hearing upon receipt of thestatement of charges. A failure to file for arbitration or to demand a 3020-a hearing within ten(10) calendar days of receipt of the statement of charges shall be a waiver of the right to anyforum, in which case the Board shall conduct executive session proceedings to determine guiltor innocence upon the charges and a penalty outcome, if any, pursuant to the law andregulations governing Section 3020-a Education Law proceedings.

ARTICLE XXIIIMISCELLANEOUS PROVISION

A. The Board will furnish the Association with a written notice of official Boardaction ratifying this Agreement.

B. There will be no reprisals of any kind taken against any teacher by reason of theteacher's membership in the Association or participation in its activities.

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C. If any provision of this Agreement is found contrary to law, then only thatprovision will be deemed invalid, but all other provisions will continue in full force and effect.

D. Any article in this Agreement, except salary schedules, may be reopened bymutual consent upon ten (10) days written notice from one party to the other.

E. In the event of a merger, the Board of Education and the Association shallestablish a committee to study staffing and all other aspects and implications of suchconsolidation. In addition, any proposed building consolidation occurring within the Districtshall be subject to discussion between the parties before it is implemented.

F. If and when a minority report is written on any issue covered in the scope of thecommittees and councils created by this contract, the report will be submitted to the Board ofEducation by the Superintendent of Schools.

G. Teachers and their immediate family members (parents, spouse or children) willbe admitted to regular interscholastic athletic events, drama productions, and music programswith no required payment of any admissions fee collected by the Board of Education for theGeneral fund.

H. Teachers will report, in writing, to the school principal, any conditions whichseem to be unsafe and/or unhealthy. The Administration will examine the circumstances ofevery such report and take appropriate action. The results of this investigation and the actiontaken, if any, will be reported to the teacher initiating the report.

I. Nothing herein contained is intended nor shall it have the effect of abridging therights and obligations according to or imposed upon the respective parties by the EducationLaw of the State of New York.

J. It is agreed by and between the parties that any provision of this Agreementrequiring legislative action to permit its implementation by amendment of law or by providingthe additional funds thereof shall not become effective until the appropriate legislative bodyhas given approval.

ARTICLE XXIVCODE OF ETHICS

The Board of Education and the B.T.A. agree to abide by the Code of Ethics of theEducational Profession and the Joint Code of Ethics as published by the New York StateTeachers Association (Appendix A}.

ARTICLE XXVSALARY SCHEDULE

A. The District shall pay salaries to the members of the unit as set forth in the salaryschedules attached hereto and made a part of this agreement for the 2014-2015, 2015-2016 and

33

2016-201.7 school years.

Teachers who have insufficient credits to advance to a salary lane set forth in the attachedschedules shall remain in their current salary lanes until they have achieved sufficient creditsto advance. Such advancement shall occur at the time set forth elsewhere in this agreement.

B. Extra Curricular

1. In filling all co-curricular and extra-curricular positions, the Board willmake every effort to appoint regularly employed persons of the District whenever available.

2. The Board shall not initiate or re-initiate co-curricular or extra-curricularassignments without negotiating with the Association over terms and conditions of such jobassignments.

3. All openings for co-curricular and extra-curricular positions shall beadequately published by the Administration by means of a notice posted on the teacher bulletinboards and/or written memoranda to each teacher in every school as far in advance ofappointment as possible. Except on a temporary basis vacancies will not be filled for at leasttwo weeks from the date when notice was given of such vacancy.

4. All extra curricular and co-curricular stipends will be adjusted pursuantto the study and work of the District/Association Negotiation Team Sub-Committee, withminimum increases equal to the across the board increases to the salary schedule each schoolyear.

C. When the District establishes teaching assignments for academic interventionservices related to fourth and eighth grade state assessments after the regular school day orregular school year the rate of pay for such assignments shall be Sixty Four Dollars and TwoCents ($64.02) per hour effective with the 2010-11 school year.

D. Chaperone Pay

Teachers who perform the work of chaperoning student events shall becompensated pursuant to the following schedule. T'he first block of chaperoning will consistof up to six (6) hours at rates of $75 for home events and $90 for away events. Chaperoning atevents which are longer than this six (6) hour block of time shall result in additionalcompensation for each successive half hour or part thereof at the calculated hourly chaperonerate. Overnight chaperoning duties will be calculated status quo (3 eight hour blocks at $90 perblock in 24 hours (total of $270).

E. Each teacher who submits a timely resignation to the Board of Education for thepurposes of retirement shall, upon acceptance of such resignation by the Board of Education,receive a commemorative clock or similar commemoration of the teacher's services with theschool District

34

ARTICLE XXVIGRIEVANCE PROCEDURE

A. Purpose

The purpose of this procedure is to secure equitable solutions to disputesas rapidly as passible.

2. Nothing contained herein will be construed as limiting the right of anyteacher having a grievance to discuss the matter informally with any appropriate member of theAdministration and having the grievance adjusted without the intervention of the Association,provided that the adjustment is not inconsistent with the terms of this Agreement or any otheragreement between the District and the Association and further that the Association has beengiven the opportunity to state its views.

B. Definitions

1. A grievance is a claim by a teacher or teachers that they have beenadversely affected by an incorrect or improper application of any board rules, regulations orpolicy concerning terms and conditions of employment, and any action involving denial ofacademic freedom or loss or injury to professional status, or the terms of this Agreement or anyother agreement between the Board and the Association.

2. In computing working days through the levels of the grievanceprocedure, time lost by reason of a grievants, the school principal's, or the Superintendent ofSchool's (or the Superintendent's designee) absence up to five (5) days shall not be counted.

C. Use of the Grievance Procedure

1. No grievance shall be entertained if it is filed more than thirty (30)working days after occurrence of the alleged grievance or after the aggrieved person becomesaware of the alleged grievance, whichever is later.

2. The right to use the established grievance procedure is guaranteed to allteachers without coercion, discrimination or reprisal.

3. The aggrieved party may be represented at all levels of this.procedure bya person of the teacher's own choosing, except that grievant may not be represented by a teacherorganization other than the Briarcliff Teachers' Association or its affiliates.

D. Grievance Procedure

Level One: To initiate a grievance, a teacher shall submit it, in writing, to theschool principal with a copy of the letter. to the Briarcliff Teachers' Association. The letter shallset forth the nature of the grievance and those articles allegedly violated. The letter may alsoinclude a request for remedy.

35

The school principal may require a hearing before rendering a decision. Adetermination in written form shall be made by the school principal within five working daysafter receipt of the grievance with a copy of the determination being sent to the Association.Failure to respond within the time limit set forth in this paragraph shall constitute a denial ofthe grievance and the aggrieved may proceed to Level Two unless a different time limit shallhave been established by the mutual agreement of the parties involved.

Level Two: If the aggrieved is not satisfied with the disposition of the gievanceat Level One, the determination may be appealed by submitting it in writing to theSuperintendent of Schools with a copy of the letter to the Briarcliff Teachers' Association. Theletter shall set forth the nature of the grievance and those articles allegedly violated. The lettermay also include a request for remedy.

The Superintendent of Schools, or the Superintendent's designee, may require ahearing before rendering a decision. A determination in written form shall be made by theSuperintendent of Schools, or the Superintendent's designee, within seven (7) working daysafter receipt of the grievance with a copy of the deterininaiion being sent to the Association.Failure to respond within the time limits set forth in this paragraph shall constitute a denial ofthe grievance and the aggrieved may proceed to Level Three unless a different time limit shallhave been established by the mutual agreement of the parties involved.

Level Three: If the Association and/or the aggrieved person is not satisfied withthe disposition of the grievance at Level Two, the Association, on its own initiative, or at therequest of an aggrieved teacher, may appeal to the Board of Education by submitting thegrievance in writing to the District Clerk. The letter shall set forth the nature of the grievanceand those articles allegedly violated. The letter may also include a request for remedy. TheBoard of Education shall schedule a hearing on the grievance within fifteen (15) working daysof its submission or in conjunction with its next regular Board meeting, whichever is sooner.The Board shall render a written determination of the grievance within ten (10) working daysof the hearing. Failure to respond within the time limits set forth in this paragraph shallconstitute a denial. of the grievance and the aggrieved may proceed to Level Four unless adifferent time limit shall have been established by mutual agreement with the parties involved.

Level Four: If the Association and/or the aggrieved person is not satisfied withthe disposition of the grievance at Level Three, the Association on its own initiative or at therequest of an aggrieved teacher, may submit the grievance to arbitration. No teacher maysubmit a grievance to arbitration without the approval of the Association.

The arbitration proceeding sha11 be initiated by the Association by filing with the Board and theAmerican Arbitration Association a demand for arbitration. The demand shall be filed withintwenty (20) working days after receipt of the Board of Education's determination.

The arbitration shall be governed by the Voluntary Labor Arbitration Rules ofthe American Arbitration Association.

36

If the parties mutually agree, the grievance may be submitted to expeditedarbitration in accordance with the Expedited Labor Arbitration Rules of the AmericanArbitration Association.

The arbitrator shall have no authority or power to add to, subtract from or modifyany express condition or provision of this Agreement or to render an award which by its termshas the effect of adding to, subtracting from or modifying any express condition or provisionof this Ageement, nor shall an arbitrator have any authority or power to render an award whichrequires the commission of an act prohibited.

The decision of the arbitrator, if made in accordance with the arbitrator'sjurisdiction and authority under this Agreement, wi11 be accepted as final by the parties to thedispute and both will abide by it.

All expenses, costs and fees of the arbitration shall be borne equally, by theBoard and the Association.

E. General Provision as to Grievances and Arbitration.

1. If, in the judgment of the Association, a grievance affects a group ofteachers or the rights of the Association, the Association shall have the right to file the grievanceon its own initiative at Level Three.

2. All documents, communications and records dealing with a grievancewill be filed separately from the personal files of the participants.

ARTICLE XXVIISCHOOL NURSES

The following constitutes the terms and conditions of employment of all full time andpart time school nurses. Set forth below are the provisions of the collective bargainingagreement between the District and the Association which are applicable to school nurses orsuch additional terms and conditions of employment as have been agreed to between the Districtand the Association, and, except as set forth herein, the provisions of the collective bargainingagreement shall not be applicable to school nurses:

ARTICLE I —RECOGNITION

ARTICLE II —NEGOTIATION PROCEDURE

ARTICLE III —SUPPORT OF EXCLUSIVE TEACHER REPRESENTATIVE

ARTICLE IV —PAYROLL DEDUCTIONS

ARTICLE VI —ASSOCIATION RIGHTS

37

ARTICLE VII —BOARD RIGHTS

ARTICLE IX —Not applicable except that the provisions regarding length of school day shallbe applicable to school nurses (A1) and that school nurses shall be entitled to an unencumberedlunch period as set forth in paragraph A l (a), and shall remain on call for emergencies, shallnotify the building principal if it becomes necessary to leave the school building for any reasonand shall arrange for coverage during such absence with another school nurse. The provisionsof Article XI (Work Year) shall be applicable to school nurses and in addition for any workassigned and performed beyond the contractual work day and work year school nurses shall becompensated at the daily rate of 1 /200th of the annual salary. Such work shall not be performedexcept. pursuant to written assignment by the applicable administrator; school nurses shallrequest compensation for such work by submitting a claim form provided by the District.

ARTICLE XI —TEACHER RECRUITMENT AND EMPLOYMENT

ARTICLE XIII PERSONNEL FILES

ARTICLE XVII —PROTECTION OP TEACHERS

ARTICLE XVIII— LEAVES OF ABSENCE. The provisions of Sections A, C, D, E, F, H andI shall be applicable.

ARTICLE XX —INSURANCE COVERAGE. The provisions of Sections A, B, C, D, E, F, G,H and I shall be applicable.

Effective July 1, 2010, active school nurses shall contribute towards health insurance premiumsat the same rate that active teachers pay in accordance with Article XX, Insurance Coverage,Section A.

Effective July 1, 2010, retired school nurses shall contribute toward retiree health insurancepremiums at the same rate that retired teachers pay in accordance with Article XX, InsuranceCoverage, Section A.

ARTICLE XXI —MAINTENANCE OF STANDARDS

ARTICLE XXII —DUE PROCESS. The nurses shall be subject to the provisions of the CivilService Law.

ARTICLE XXIII —MISCELLANEOUS PROVISIONS

ARTICLE XXIV —CODE OF ETHICS

ARTICLE XXVI - GRIEVANCE PROCEDURE

ARTICLE XXIX —DURATION

The following provisions shall be applicable to school nurses only.

SALARY. The salary schedule of school nurses shall be a percentage* of the teacherBA, step 1 — 15:

*Effective July ~, 2010 100%and thereafter

ARTICLE XXVIIITEACHING ASSISTANTS

The following constitute the terms and conditions of all full time and part time TeachingAssistants. Set forth below are the provisions of the collective bargaining agreement betweenthe District and the Association which are applicable to Teaching Assistants or such additionalterms and conditions of eix~ployment as have been agreed to between the District and theAssociation, and, except as set forth herein, the provisions of the collective bargainingagreement shall not be applicable to Teaching Assistants:

Article I —Recognition

Article II —Negotiation Procedure

Article III — Support of Exclusive Teacher Representative

Article IV —Payroll Deduction

Article V —Academic Freedom

Article VI —Association Rights

Article VII —Board Rights

Article VIII — Tl~e Role of the Association in Educational Matters (Not applicable).

Article IX —Teacher Responsibilities (Not Applicable).

Length of the Workday: Seven (7) hour workday with minimum '/~ duty free lunch, TeachingAssistants are required to attend ten (10) faculty meetings per school year with no additionalcompensation (each meeting not to exceed one hour). They will be compensated $15.00 perhour fox any faculty meeting beyond 10 at which their attendance is required by the District.

Article X —Teacher's Code of Conunitment to Students and Parents (Not applicable).

Article XI —Teacher Recruitment and Employment

39

Article XII —Teacher Evaluation (Not applicable).

Article XIII —Personnel Files

Article XIV —Teacher Assignments and Transfers

Article XV —Vacancies and. Promotions (Subsection C Not Applicable).

Article XVI —Summer Employment 10 Month Personnel (Not Applicable).

Article XVII —Protection of Teachers (Subsection C Not Applicable).

Article XVIII —Leaves of Absence (Not Applicable).

Sick Leave

Teaching Assistants will be entitled to 10 days per year, cumulative to 150 days, notconvertible to cash.

Up to 7 days of sick leave may be used for the necessity to care for the employee'simmediate family and/or a family member residing in the employee's residence.

The District will provide long-term disability insurance for those Teaching Assistantsworking thirty (30) or more hours per week, subject to the sixty (60) day elimination periodand details of District Group Long Term Disability Plan.

Personal Leave

Teaching Assistants may take three (3) days of personal leave annually. Employeeswith five (5) or more years of service may take four (4) days of personal leave annually.Personal leave must be approved in advance by the school principal, except in emergencies,where notification is to be given as reasonably quickly as possible and shall be used only forthe purpose of handling personal affairs that. cannot be transacted on the weekends or afterschool hours. Unused personal leave maybe accumulated to sick leave. Personal leave shallnot be taken before or after a holiday or vacation period.

Bereavement Leave

Teaching Assistants shall be entitled to the same bereavement leave rights as membersof the teaching faculty.

Milit~ Leave

The District will provide leave for short term and long term military leave as requiredbylaw.

.~

FMLATeaching Assistants are entitled to Family Medica] Leave.

Article XIX —Salary Credit (Not applicable).

Minimum Entry Salary is $21,040.00

2013-2014 school year —all Teaching Assistants who were employed during the 2012-2013 school year and return to service in the 2013-14 school year shall receive a 1% salaryincrease effective September 1, 2013.

The salary rate for teaching assistants shall be increased $400, effective September 1,2014, an additional $400 effective September 1, 2015 and an additional $400 effectiveSeptember 1, 2016.

Teaching Assistant Coverage Terms

Teaching assistants who work on the elementary level, possess a teacher certification inelementary education, and cover fox a teacher by continuing with the regular lesson planof instruction for the class wi11 be paid at the following rate:1-10 days = $25 per hour covered for a teacher to a maximum of $75 per day

11-90 days = $25 per hour covered for a teacher to a maximum of $90 per day. Thisrate will apply only in the case of a teacher who is absent from school and the teachingassistant has taken responsibility for the class, including the assignment of homework,preparing exams and grading activities in the same manner as the absent teacher. Inaddition, the above per diem maximum will only apply when the teaching assistant hascovered for the same absent teacher for a minimum of 11 consecutive school days.Otherwise, the maximum per diem rate shall be the $75 rate applicable to the 1-10 dayscoverage.

2. This sub rate sha11 not apply for anything less than one hour and must have priorapproval by a building administrator. The intent of this language is not to provideadditional compensation for the normal day-to-day operations performed by teachingassistants in a school as part of their jobs.

3. Teaching assistants who work at the Secondary level (Middle School/High School),possess a teacher certification, and cover for a teacher by continuing with the regularlesson plan of instruction will be paid at the following rate:

1-10 days = $25 per period covered for a teacher to a maximum of $75 per day

11-90 days = $25 per period covered for a teacher to a maximum of $90 per day. Thisrate will apply only in the case of a teacher who is absent from school and the teachingassistant has taken responsibility for the class, including the assignment of homework,preparing exams and grading activities in the same manner as the absent teacher.

41

4. This sub rate shall not apply for anything less than one period of coverage in thesecondary schools and less than one hour of coverage in the elementary school and tobe entitled. to pay must have prior approval by a building administrator. The intent ofthis language is not to provide additional compensation for the normal day-to-dayoperations performed by teaching assistants in a school as part of their jobs. If coverageextends beyond one period (secondary) or beyond one hour (elementary), to be entitledto additional per period or per hour pay, the excess time must be Beater than one-halfhour. In such event, the pay shall be the full per period/per hour rate.

5. These terms set forth in paragraph "1"-"4" above shall be piloted for the periodcommencing February 1, 2015 through June 30, 2016, when the same shall become nulland void unless extended by the mutual agreement of the parties, with the requisitelegislative approval required by Section 204-a Civil Service Law.

Article XX —Insurance Coverage (Not applicable).

Health InsuranceIn order to join the District's health insurance plan, the employee shall file a certificate ofeligibility developed by the District demonstrating that the employee has no other access togoup health insurance coverage. Coverage shall become effective thirty (30) working daysafter receipt by the District of an application and receipt of eligibility. The employee shallinform the District in writing within 30 working days of any change in eligibility status. TheDistrict shall have the right to periodically require verification of continuing eligibility. Uponacceptance to the District's group health insurance coverage, the employee shall make a.contribution to the annual cost as follows:

50%Employee 50%District.

The District shall provide individual health insurance to Teaching Assistants, and,effective July 1, 2014, family health insurance coverage shall be available as provided forbelow.

The employee's share of the cost shall be contributed through a payroll' deduction. Theemployee may enroll in the family coverage plan by contributing the additional cost, throughpayroll deduction, attributable to the difference between an individual plan coverage and familyplan coverage. The District will establish an IRC 125 plan for health insurance premiums sothat employees may make their contributions to health insurance on a before tax basis.

Whether or not the parties reached a successor agreement by July 1, 2414, the Districtand the Association may revisit the issues above if the District's offer of family coverage to ateaching assistant affects his or her spouse from qualifying for an Affordable Care Act federalgoverrnnent exchange subsidy.

Retiree Health Insurance

42

Employees that retire from the District at an age which makes them eligible to receiveNew York State Employees Retirement system or New York State Teachers' RetirementSystem benefits and with not less than 20 years of full time service (30 or more hours per week)to the District are eligible for retiree health insurance benefits through the District.

Eligible employees shall remain covered under the District's health insurance plans,medical and/or dental by contributing 62.5% of the annual premium cost of such policy orpolicies.

Retirement Contribution

The District will make retirement system contributions in accordance with eligibilityand New York State Teachers' Retirement System requirements applicable to the individualemployee.

Dental Insurance

Employees who work 30 or more hours per week are entitled to coverage under theDistrict's current dental plan (covering the teachers} at no cost.

Term Life Insurance

The District will provide a $50,000.00 group policy after two (2) fu11 years ofemployment.

Article XXI — Maintenance of Standards

Article XXII —Due Process (Not applicable).

Article XXIII —Miscellaneous

Article XXIV —Code of Ethics

Article XXV —Salary Schedule (Not applicable).

Chaperone Pav

With respect to chaperone, co-curricular and extra-curricular activities, teachers will begiven the right of first refusal. If no teacher requests the assignment, then within two (2) weeksof the posting for teachers, the District will solicit Teaching Assistants to perform the work inorder of seniority (with the most senior being offered the assignment first), unless theassignment requires special expertise for which such Teaching Assistants are not qualified.Teaching Assistants will be compensated according to the teacher compensation schedule setforth in the collective bargaining agreement at Article XXV(D).

Article XXVI — Cn-ievance Procedure

43

Article XXVII —School Nurses (Not Applicable)

Article XXIV—DurationAny Articles and/or provisions of the BTA Agreement that are not addressed above are

intended to be inapplicable to Teaching Assistants.

ARTICLE XXIXDURATION

This agreement subject ~ the limitations ~~`rein containedh~l~be effective as of July1, 2014 and shall continue in e ~ ect t `ouch ne , 2017.

~ ~;

esident, B 'ard of Education /"~Briancl,~f1~1'anor Union F cl~lool district

Teachers' Association

..

APPENDIX ATHE CODE OF ETHICS OF THEEDUCATION PROFESSION

PREAMBLE

The educator believes in the worth and dignity of man. He recognizes the supremeimportance of the pursuit of truth, devotion to excellence, and the nurture of democraticcitizenship. He regards as essential to these goals the protection of freedom to learn and toteach and the guarantee of equal educational opportunity for all. The educator accepts theteacher's responsibility to practice his profession according to the highest ethical standards.

The educator recognizes the magnitude of the responsibility he has accepted in choosinga career in education, and engages himself, individually and collectively with other educators,to judge the teacher's colleagues, and to be judged by them, in accordance with the provisionsof this code.

PRINCIPLE I -COMMITMENT TO THE STUDENT

The educator measures the teacher's success by the progress of each student towardrealization of his potential as a worthy and effective citizen. The educator therefore works tostimulate the spirit of inquiry, the acquisition of knowledge and understanding, and thethoughtful formulation of worthy goals.

IN FULFILLING THE TEACHER'S OBLIGATION TOTHE STUDENT, THE EDUCATOR

1. Shall not without just cause restrain the student from independent action in theteacher's pursuit of learning, and shall not without just cause deny the student access to varyingpoints of view.

2. Shall not deliberately suppress or distort subject matter for which he bearsresponsibility.

3. Shall make reasonable effort to protect the student from conditions harmful tolearning or to health and safety.

4. Shall conduct professional business in such a way that he does not expose thestudent to unnecessary embarrassment or disparagement.

5. Shall not on the ground of race, color, creed, or national origin exclude anystudent from participation in or deny him benefits under any program, nor grant anydiscriminatory consideration or advantage.

6. Shall not use professional relationships with students for private advantage.

45

7. Shall keep in confidence information that has been obtained in the course ofprofessional service, unless disclosure serves professional purposes or is required by law.

8. Shall be permitted to tutor for any form of remuneration students who areenrolled in the Briarcliff Manor UFSD but not currently assigned to the teacher's class orclasses. In the Middle School or High School teachers may tutor students assigned to the samegrade or subject area if approved by the Superintendent of Schools, whose decision is notsubject to the grievance procedure. All tutoring shall take place off school grounds and outsidethe school day.

PRINCIPLE II -COMMITMENT TO THE PUBLIC

The educator believes that patriotism in its highest form requires dedication to theprinciples of our democratic heritage. He shares with all other citizens the responsibility fordevelopment of sound public policy and assumes full political and citizenship responsibilities.The educator bears particular responsibility for the development of policy relating to theextension of educational opportunities for all and for interpreting educational programs andpolicies to the public.

IN FULFILLING THE TEACHER'S OBLIGATION TOTHE PUBLIC, THE EDUCATOR

1. Shall not misrepresent an institution or organization with which he is affiliated,and shall take adequate precautions to distinguish between the teacher's personal andinstitutional or organizational views.

2. Shall not knowingly distort or misrepresent the facts concerning educationalmatters in direct and indirect public expressions.

3. Shall not interfere with a colleague's exercise of political and citizenship rightsand responsibilities.

4. Shall not use instructional privileges for private gain or to promote politicalcandidates or partisan political activities.

5. Shall accept no gratuities, gifts, or favors that might impair or appear to impairprofessional judgment, nor offer any favor, service or thing of value to obtain special advantage.

PRINCIPLE III -COMMITMENT TO THE PROFESSION

The educator believes that the quality of the services of the education profession directlyinfluences the nation and its citizens. He, therefore, exerts every effort to raise professionalstandards, to improve the teacher's service, to promote a climate in which the exercise ofprofessional judgment is encouraged, and to achieve conditions which attract persons worthyof the trust to careers in education. Aware of the value of united effort, he contributes activelyto the support, planning, and program of professional organizations.

.~

JOINT CODE OF ETHICS

The New York State School Boards Association and the New York State TeachersAssociation have jointly issued the following statements as common beliefs.

1. The teacher and the school board recognize that while the teacher participates inthe formulation of school policy under the leadership of the school administrator, it is the dutyof the administrator to recommend and the prerogative of the board to determine final polio.

2. The teacher is obligated to adhere to the school board policy; the school boardis obligated to establish policy that is consistent with federal and state laws and regulations andto adhere to such policy.

3. The teacher and the school board transact all official business through properchannels and hold inviolate all confidential information.

4. The teacher and the school board recognize their obligations to develop growingappreciation and understanding of the principles of democracy; they refrain from using theschool to promote personal views on religion, race or partisan politics.

5. The teacher and the school board avoid public disparagement of fellow workersand predecessors.

6. The teacher and the school board are impartial in all relationships with the pupil.

7. The teacher and the school board encourage able and promising students to enterthe teaching profession.

8. The teacher receives from the administrator a candid appraisal of the teacher'swork, and help with his problems; the school board requires such supervisory assistance.

9. The teacher actively participates in the work of local, state and national schoolboards associations.

10. The teacher uses ethical procedures in securing positions and in maintainingsalary schedules; the school board uses ethical procedures in filling positions and in maintainingsalary schedules.

11. The teacher accepts no compensation from firms commercially interested in theschool; no member of the school board accepts such compensation.

12. The teacher assumes responsibility for the welfare of the pupil and showssympathetic understanding of pupil problems; the school board provides conditions underwhich this can be accomplished.

47

13. The teacher endeavors to maintain good mental and physical health and tomaintain a wholesome attitude toward a pupil; the school board provides a healthful teachingenvironment.

14. The teacher develops through continued study, travel, participation inprofessional and community life and through wholesome human relationships; the school boardstimulates and encourages professional growth of the teacher.

15. The teacher is proud of the teacher's profession; the school board is proud of itsteachers.

IN FULFILLING THE TEACHER'S OBLIGATION TOTHE PROFESSION, THE EDUCATOR

1. Shall. not discriminate on the ground of race, color, creed, or national origin formembership in professional organizations, nor interfere with the free participation of colleaguesin the affairs of their association.

2. Sha11 accord just and equitable treatment to all members of the profession in theexercise of their professional rights and responsibilities.

3. Shall not use coercive means or promise special treatment in order to influenceprofessional decisions of colleagues.

4. Sha11 withhold and safeguard information acquired about colleagues in thecourse of employment, unless. disclosure serves professional purposes.

5. Shall not refuse to participate in a professional inquiry when requested by anappropriate professional association

6. Shall provide upon the request of the aggrieved party a written statement ofspecific reasons for recommendations that lead to the denial of increments, significant changesin employment, or termination of employment.

7. Shall not misrepresent the teacher's professional qualifications.

Shall not knowingly distort evaluations of colleagues.

PRINCIPLE IV -COMMITMENT TOPROFESSIONAL EMPLOYMENT PRACTICES

The educator regards the employment agreement as a pledge to be executed both inspirit and in fact in a manner consistent with the highest ideals of professional service. Hebelieves that sound professional personnel relationships with governing boards are built uponpersonal integrity, dignity, and mutual respect. The educator discourages the practice of theteacher's profession. by unqualified persons.

.•

IN FULFILLING THE TEACHER'S OBLIGATION TOPROFESSIONAL EMPLOYMENT PRACTICES, THE EDUCATOR.

1. Shall apply for, accept, offer, or assign a position or responsibility on the basisof professional preparation, and legal qualifications.

2. Shall apply for a specific position only when it is known to be vacant, and shallrefrain from underbidding or commenting adversely about other candidates.

..

BRIARCLIFF ~111ANQR UI~Sb TEAGHfR SALARY SCHEDULE

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,222

... :'13

$85,671

$x.02,039

= $1

05,,

042

$108,044:

.X111,319

$114,594

,. ~.

.:14

$87,857

$105,316'

$:10

$,3.

16$1

11,3

16`

$114,$65

$1.1,415

.~. 15

$90y035 ` $10,590'

$.1~.1,~93 ..

$114,594

$118;411.

$122,231

.~~ ...

.:

Carer lucre.

$x;274

$3,667

X3;8

31

X3,995

$4,1

91

X4,3

87

...

..,.:

. .

;,,.

..

_ :.

_

,.;

_ ,:

=_ .;,

~~.:

.: ;,..

5~.'

.:

:. .

~::

PMD

$76,941

$79,665

$82,

396

$87;315

$91;127

$94;406

$97;677

$100,124

$104,232

$107;503

$110;770

$114;045

~11H

,43:

5

$122;229

$126,052

$4,616

BRIA

RCLl

F~ MANUR UFSD TEA

+CIi

ER SALARY SCHEDULE

~PPendix B

2U~.

5-2Q

Z6

Step

BA

M~!

N1IIA+15

MA+30

MA+45

1

$55;(17, .

$63:

,616

$6

4,34

6 $67,077

$70;348

2

$57,

254

X64,344

$6 ,073

$69,8(?4

$ 3,(777

3

$58,615

. $65,311

$58;

439

$71;167

'` X74,441

4

$59,978.

~67,

C~77

X6

9,80

4 $72,530

$75,8(74..

5

$64,344

$71.;438

$74,439

$77,441.'

$$0;715

fi

$67,620

' $7

5,25

0 $78,26

$81,22.

$84,538

7

70,349

$78;529

$81.;531.

X84,537.

$87,81

8

$73,080

$81;805:

~8480J

'$87,$15

~91,

08~

.

9

$74;1:70

X83,443

$$6;

446.

$$9;451

_ -' $92;7 2

10

$75,2fiQ

$85,

081

$88,083'.

$91;U8~

$ 4;358

11 -

X77,441.

$88,357

$91;35$

$94,357

` $97

,631

12

$79,

62

$91,627

X94;631

$97,632.

$1t30,9~4

13

- $81,805.

$94,906.

$9~,9Q5

$10Q,9.U2,

$104;179

14

$83,

989

$9$;177

- $1Q1;~.

7$

$104;17

7.

$~.0

],45

Q

15 ,

$$6,171 .'

$~

.C12;539

$1D5,542

$1Q~

;~44

$1:11,81.9

16

$87,264.

$44,178

$107J17~ :.

, $1

10;1

$0

$113;592

17

$58,357

$~.05;81G

' $10

8,81

b $1

11,8

15

$1.5

,365

;,,.

18

$90,535:

$x.0

9,09

0 $112,093

$1.15,U94 ' °$11

8,91

1Pre 15-16

Care

er tr

rcre

. $3,304

, $3,

637

$3,861:

$4,0

25

$4;221

S1

_

iV1A+60

PHD

$73,67

$77,441

$76,

349

$&0,1.65

$77,

77.3

X8

1,53

1$79,077

$$2,896

$8,989

$57;815

$87,

8.5

$91,627

~~~.,o~s

~94,

9a~

$94;357

$98,177

$95;995

$99r40~

$97,

632

$100

,624

$100,902

$1.0

4;72

X1174,177

$7.08,003

$~.0

7,45

~.

$113

.;270

$110,722

$114,545

$x.1

5,09

4 $ 18,

915

$117,005

$120,822

$x:1

8,91

5. $1

22,7

29$7

.22;731 '

' $126;52

$4,4

17

$4,646

_.,.

.BRII~RCLI~~ NIANQ~: ~JFSD T~ACH~R SALARY SCH~DUIE

~~ ApP~ndix B

..:

_ ~

~.

~0~6:-2Q2~:

.~ ~

~ _

. - .

..

.... St

ep

~ ~ `

~ BA

:: MA '

~ViA+~.5~ .

. IV

IA+3

0 MA+4S'

, : MA+60

PHa

.. .:

~

.1 : $55;71

- $62,~.1~~., '~`~6~; $4~

$67,577 ;

, 70,$48

~74,

~.17

` $77,941

.

. 2

:' ' . $57,754

° : ~fs

4,84

4 :..

.." ~67,5~3

~7Q;3Q4

$73,577

$76,849

$80,665

.3• :. ~ $59~~.1G

~ '$

66~2

J.1~.:

$6$y~39

$7 ;667

. $74 942

:. ~:

" $7821.3..

$82,03.1

;:

~.:.

...

:..,4 .

$60;478: ;;

~ : $67,577 ,

~' $70,30..:

;,: ,.:

$73,

030:

: `:; $7G,~04.

: ':.

$79,577

$83,396

5:. ...$64;$44

':~.~ ~$7~:,9~8

. °

~~'~,9~~

$77,J41.

~. ~ ..:$8;215 ;

$84;89

~ $88,3.5

....

..~~

_ .

..;.

; ~.6

~.;:$6$;~.20:::

~~5,7~~=,~.:.~r~'78,7f~ :>

..: ~$1 Z~2~:.:. ;

$$5.

,03$

~~

~.,:. $$8,35

$92,127

,.

:,

.:..

.,:.

,7 ::.

.. $74;$49

~. $7

9y0~

9: ,

~;.,~$2~0~~'~.:

~ ~$5

~037

,.::'

., ::t~`58~312_:_.:..$91~5~6

.~~Si406

...

. _

.,8 $7,580'.. $$2,305

$8~,

3i~~

$88,315

$91y5$6

. $4,857 .

$98,677.

.. .

- 9

~ . $74,70

;.~8

3,9?

~3

$$:6;96

~;~$89;95

1.

$93;22

~~96,495

~99r901

-.~.~.0..:. $75,760 .

~~ $85;~$~

~88,~83

.,:,

-,91

,586

=:•

.~ ~94~85$.

.,

$9$,132

$141,:124

::...,

. :..

1~

.'$77;941

~ ;: ~8

~,85

7 $9

~.; 8~8

y ~_:~g4

,$~7

$98;131;:.

::. $1Q

1,40

~. $1p5,232

12 .;:

~$

U,1~

~ :.$92;

x.27.

~J'~j1~~.~~

~: $98,132

$~10

1;4d

4 ~ ..$104,G77

~.~ $248,503

..

13

; $82

,~0~

~:.

:: $95,4b6 .

.,$9

8,~t

05c

. ~~

U1;4

~~~.

~.~

..$1

d4,6

79.

107;953

`111

,770

...

~ .

:.:

14;

: ~: $84;489- ~

x.98

;677

:._;~1Q.1,67$ :

; ~ $104;677. ` $1~7,95~

,;:,.;$111;22

1.15,045

3~..~ `.$86,671

;.~: $~U3O~J.

$105,042

$1Q9,0~4

:$11

2;31

9:..'.$115,594

~ $1:9;415

.

.: ;:

16 ~

$87,764 ..

104,

678

; $107,679 _

..,~11C?,680

` .$1.24,09

~:.. $117,505 ~

. $121~32~ ~~

.~:.:

.....

..

,: .

.17' :

:. ..

.$88

,$57

.°::

~ $1

06,3

1 ~1Q931fi

~$~~

1~3.

2:;3

~6

:~1.~.5,$5~

~..$~.1~.~415

$123,29

~.:.

18.. $9

1,U3

5~--:

~1

:(1~

,590

~~

~1:~2,593

$~15,~94

~: $1~:9;4~2

$12~

,~31

. $127;U52

:. ..

,Pr

e 15-7,6 ..

.. ~

- - ;

.

.. ...

..Ca

rer 1n

~re:

~ $x

,334

: ,

~ X3,72?

~ $~

,89~

$4,U55 -

.: :$~,

z51 :

~~4,447

$4,676

5~

Appendix CTeacher Salary Schedule 2DIT -2012 for caicufatirrg 29~ afjschedule far tfiose eligible

Staff BA MA MA+15 MA+30 MA+45 IM~+SO PND1' $54,031 $b0,511 $63;214 $65,918 $fi9,156 ~ $72,393 $?6,1792~ .$56,192 ~ $63,12 $65,914 $68,61$ $71,$58 $75,98 ~___:_ $78,8763I $5$,8$9 $&5,918 $68,618 $71,317 ~ $74>558 $7;799 ~ $81,580

~4 .$63,212 $7Q,236 $73,207 $75,179 $79,423 $82,6&2 $76,4505' $66,45 .$74,020 ; $76,992 $79,962 ' $83.206 $86,450 $90.2256 $69;257 ~ $T1,25fi $SQ,229 $$3,205 $86;448 ' $89,689 '$93,471

.. 7 $71,861 $8Q,500 $83;474 ~ $86.454 $89,684 $92,928 $96,7108 $74;020 $83,749 ~ $86,7.16 i $89;689 $92,929 $96,17 $99,1339r $7b~179 ~`86~g87 ,~89~958 $9.Zr92B , $96,169 I $99408 ,~.103~200

1Di`. $78,340 ; $90,225 $93,199 $96,120 ~~$49,420 ; $ 0 850 $106,43911, ~$80.50D $93,471 1~ $96,441 $98,408 $142,652 .$105,894 ~ $3Q9,b7332 $82;652 $96,71Q ! ,..$99,581 I, $102,650 .$105,891 ' $1Q9;131.' $112,41fi13 u$84;823 $101,029 $104,002 $106,974 j $11Q,217 $113;459 ~ • $117,24314 `85;987 ~1D4~273 ~ $107244 $11D~21Y1 ~ ~`113~728 ...~5W117~243 ' $121,01915 $89,14A $107;515 $11,488 $119,459 ~ $127,239 $121;021 ' .$124,804

_;. .. :. ...

53

Appendix Q

CO-CURRlCUI.AR STIPENDS

(Clubs, Activities ancS Theater}

Cl:UBS

7'oc4d

Math Fax , ~ 1,.700

..Middle.5chodl,

-:Art'& Clay~lub -~ ;. ~.;70D..

:' Audio Visual~Ctub ..:°: ~~ .:: _~, ,..:..:: .. 3;703 ;..Coding Club. ~. .,: - ~1;.~Ofl~~.: ~ .. _ ..

Dance Ciub :. -

1,70 ~~:.. ~... Digital. N1usiG~Club _ ~ ~ 1,70p _. . ,. ..,. __.:

Drama Gub .. < .: ~ .: .. _ _ 1,7Q.0 `:. .,~.

STEM 'at 1Vl~:'(Fu~ure'Cixy Llub) .. - ~~ :1,7U0:G~reenhot~se~~lub 1;700 ~ -

......International Club ~.. ~ 1,74 ;. . .

.... _.Jazz Barrtf Club ,. '. 1;Z0~..: .. . .. ,....

.. ..Marine B~o]ogy.Club 1,7U:0 ~ - ..,_ _

Music IVlakers ~6=~~j - . _.

~ ` ~,;~00..:Strin~..~nsemble - , ; • .. ~ : 1,70D

.: _c, High School ~.

... ~ : ..-: American.Red Cross-flub ~. _ .` . :x.;700

~. ~ ,Art'Nationa) F~onor::5ociet~~lu~ :..~.: ;:: ~ ~~• ~ ..1,700Asian Club .:. : -~ :. .. ~ ~ .1,700..~.: . .

~' :.Black 1.atino~5twdent Union ~~SfiA~R) ~~lui~ _ `.~ ":.~,.. '_ . ~: :.:. :1,.704

~.. .. Cheriatstry Club. ....:.:. .. . _ .. ~ _ ~ ~ :1;700 ~ .:.... __'. . .:. ~ : ~flance-Club.

.. ,. ~ . .. ~ 1,740..:,.

:~ Engin.ee~ing C)ub: .:... ., - .. T,700 . ~~~

Environmental- Treehuggers .Club. ``; .: = . ~ .1;7Ui~:. finance Club ~

;:. , ., _ -:. ~ 1,700 .:::; :.... .<, ~..~F:rench.~tub :.:~: - : :. .:.: ~,~ .::.... ~ :::..." 1,700 .. ~: :...;:-_ .,;.: ..

.. _.,:G.ir#s UP Club _ ~ ~ 1,7U0

.. .

Gad+ Straight Alliance Club ~ ~ ~ 1;70 ,interact Chub ~ :.. ` ..,.:' :. - ~. :. :.: ' -:::. :: ~. 1;7U0 ::.:.:: ~ : .:

..,:.;. : , .: :. 54

Interior Design Club 1,70~D

NYS Math Honor Society Club 1,70

Spanish Ciub 1,700

Student Coalition for Numan Dignity Club 1,700

Wortd of Difference Club 1,700

Writers' Circle Ctub 1„7~p

ACTiV(TY

Todd Schaal

Music Makers 2,500

Video Book Talk 2,50

Middle Sc~oo!

Destination imagination 2,500

Mathletes 2,5Ufl

Student Government 3,140

Yearbook 3,000

~ligh Schaal

Academic Challenge 3,500

Briarcliff Singers 3,x.00

Briars & lvy 3,9Q0

Chamber Music Group 3,100

Debate Team 3,10Q

Future Film Makers 3,3.0

Habitat for Humanity 2,500

Math letes 3,000

Mock Trial 3,900

Model UN ~ 3,1Qfl

National Honor Society 3,500

newspaper- Bulletin 4,500

Student Government 4,500

Bear Bones Theater 3,1fl0

Yearbook 5,700

Jazz Band 3,100

Tri-Music Honor Society 3,140

55

High School

Community Service Coordinator - Gr. 9/10

Community Service Coordinator-Gr.11/3Z

Fitness Center Supervisor

Freshman Class Advisor

Sophomore Class Advisor

Junior Class Advisor

Senior Gass Advisor

Theafier

HS fall Drama Director

H5 Spring Musical Director

HS Musicai'Conductor

HS Musical Vocal Goach/Accompanist

H5 Musical Choreographer

HS Fall and Spring Musical Tech CrewHS Fall and Spring Musical Set Design and Construction

HS Fali and Spring Musical Set Painting

MS Musical Director

MS Musical Technical Director

MS Musical Music Director

MS Musical Choreographer

Todd Pushkin Players Director

Todd Pushkin Players Musical Direc~Cor

Todd Pushkin Players Sound Director

Todd Pushkin Players Tectznica! Director

Theater and Auditorium Coordinator

tv~w

4,5004,5fl09,000

1,7D0

1,700

2,500

3,800

4,6(?1

4,6412,b03

1,8651,$653,260

3,3$3

3,383

incumbent

5,3.00

5,10172,984

2,111

2,1113, 2793,8$2

3,8812,500

1,200

2,1001,200

2,300

2,300

500~.,~ao

X8,395

56

Append9x E

CURRfCULUM LEADERS AIUD DtSTRlCT STIPENDS

TEACHE~t LEIADERS

Depa~-kment Coordinator/Team LeaderCurricufurn LeaderQhysical Education CoorttinatorK-12 Per~Forming Arts CoordinatorK-Z2 Visual Arts CoordinatorAthletic Director

Guidance CoordinatorHigh School Special Education Coordinator6-1Z PE Coordinator

D ISTR! CT

equipment ManagerMentoring CoordinatorPrafessiona! Deveiapment Coordinator

New Incumbent5,237 6,0232,816 3,0405,237 6,023G,878 9,OZ35,578 9,OZ314,944 17,1965,237 6,0235,237 6,0235,237 6,023

6,414 8,4185,237 6,Q235,237 6,023

57

Appendix F

2Q14-2015 2~14ZU15 2Q15-20'16 2015-2016 2016-2017 2016-2097

COACHES

New

Incumbent

New

incumbent.

New

Incumbent

Foot

ball

Varsity Head Coach

$7,893

$9,076

$7,893

$9,U76

$7,893

$9,Q76

Foot

ball

Varsity 1st Ass

t. Coach

$5,854

$&,733

$5,854

$6,733

$5,854

$6,733

Football Varsity 2nd Ass

t. Coach

$5,854

$6,733

$5,854

X6,733

$5,854

$6,733

foot

ball

Junior Varsity Head Coach

$5,547

$6,373

$5,~

4T

$fi,379

$5,547

$6,378

Foot

ball

Jun

ior Varsity 1st As

st. Coach

$3,974

$4,571

~ $3

,974

$4,374

$3,974

$4,571

Foat

baii

Mod

ifie

d Head Coach

$5,176

$5,953

$5,76

$5,953

$5,176

$5,953

Footb~il Mod

ifie

d 1st As

st. Coach

$4,620

$5,312

$4,620

$5,3~f2

$4,620

$3,312

Fnot

batl

Ntodi~ed Znd Asst. Coach

$4,6

2(3

$5,392

X4,6

24

$5,312

$.4,620

$5,312

Soccer Boys Varsity Nead

$6,189

$7,'i'19

$6,189

$7,119

$6,1

89

$7,119

Soccer Bays Varsity 1st

Asst Coach

$4,50A

$5,9

' 9

$4,504

$5,'179

$4,504

$5,178

Soccer Boys Jun9or Varsity Head

$4,08

$4,839.

$4,2

08

$4,$

3S

$4,2a$

$4,8

39Soccer boys Mollified $th

$3,153

$3,600

$3,153

$3,600

$3,153

$3,6

00Soccer Boys Modified it

h $3,153

$3,800

$3,153

$3,600

$3,153

X3,6

00Cross Country Coed Varsity Head Coach

$5,235

$6,020

$5,235

$6,~2~

$5,Z35

$6,020

Cross Country Coed Mod

ifie

d Head Cnach

$3,153

$3,600

X3,1

53

$3,B00

$3,1 3

$3,60t?

Field Hockey Girls Varsity Head Coach

$6,432

57,398

$6,432

$x,398

$6,432

$7,398

Fiel

d Hockey Gir

ls Varsity 1st Asst. Coach

$4,552

$5,23v

$4,552

$5,235

$4,552

$5,235

Field Hockey Girls JR Varsity Head Coach

$4,535

$5,2

'16

$4,536

$5,216

$4,536

$5,216

Field Hockey Gir

ls Mod

if€e

d Head Coach 8th

$3,153

$3,600

$3,153

$3,6

0 $3,153

$3,6

D0

Fiel

d Hockey Gir

ls Mollified Heed Coach 7th

$3

,'15

3 $3,600

$3,153

$3,60Q

$3,453

$3,6Q0

Voll

eyba

ll Gfr

fs Varsity Head Coach

$5,738

$6,600

$5,7

38

$6,600

$5,7

38

$6,600

Volfeybatl Girls JR Varsity Head Gooch

$3,9h3

$4,535

X3,9

43

$4,535

$3,943

$4,535

Vnll

eyba

tl Girls Modified Head Coach

$3,753

$3,600

$3,153

$3,600

$3,153

$3,6

00

Cheerteading Varsity Head FALL

$3,529

$4,041

$3,528

$4,041

$3,528

$~,04'I

Tennis Gir

ls Varsity Head Coach

$4,465

$5,135

$4,485

$5,135

$4,465

$5,135

Tennis Girfs JR Varsity Head Coach

$3,368

~3,8~4

$3,366

$3,$54

$3,366

$3,854

Bask

etba

ll Gir{s Varsity Head Coach

$7,197

$8,275

$7,'197

$8,275

$7,197

$8,275

Basket6aii GPrls Varsity 1st

Asst. Coach

$4,531

~v,2

~8

$4,5

31

$5,208

$4,531

$5,2~$

B~sk

etba

l{ Girls JR Vat~ity Head Coach

$5,064

$6,824

X5,0

64

$5,824

$5,064

$5,824

Basketball Girls Mod

ifie

d Head Coach 8fh

$3,153

$3,600

$3,'t53

$3,6QQ

$3,153

$3,60Q

58

,.App~r~dix ~ _.

~ ~:

2b'~4=201.5` .

~0.'

iA~-

2015

20

15-2

Q1,~

. z0.1.~-2096 20

16-2

E~17

2016-2Q17

G4A~HES

~ .. -

'' ~ dew

incu

fiti

tf~n

t

New ~

tncu

mb~r

~~E

New

Incumbent

Bask

etba

tl gir

ls Modified Head ~aach;7th

$3;153

$3;600

. $3;1.

53

$~,6

U0

$x,953

$3 600

Bask~~~ ~tl Boys Varsity 1-I~aci Coach

_ $7, 97

$8y~

75

$7,1

7

$$;~75

$7,'

t97

$8,2

75~aslo~#fall bo

ys. V

~~si

ty 1st

Asst: Coach.

~,; $x

,531

~~

$~,2a8 :..

$a~53~t

~.. ~5,~0~

~ $4,531

~ $5

~2Q8

B~sk+~tii~U ~dys JR Varsity Head C~~ch

$5,0

64 .

~ .

$5;82

$5,0 4.

- :$5

,82

$5,0

64

$~,8?~t

Bask~ti~~.11.8oy~ 1V

lacf

ifie

d .Head ~oacli 8t1~ ~ .

'

, . :

. $31 b3..

~ .. $3,60Q :

:. : $3,'E 53

... $3,

6Ub

$3,1

53

~ $3

,6U0

......

,, .

Bask

ball boys Mod

ifie

d .Hs~d Cciach 7t~i:

~ `.

$3,1

3

~3;6D

0.

$3,1

5~'> .

; ~3;s00

$3,1

53

$3,6

00 .

. T~a~k'~'t~'tt~r Bays Vat~ity Head Cii

acli

;

_ . :$7,1 5 .-.

~ ::

$8;1 3 .;::

... ~$

't;1

25:

, $8,

793

$7,1

25

$8,'193

'i't

~ck Winer ~G3

~Is Va

rsit

y H~~d Cb~

►~l~

~

~ ~. $7i1~

25 ..

- '~

" ...'S$~193

~ ` . $7,1 5

''~8~493 ~

, .:

$7;1Z5

$8f'!93

. .

.. .

Tract Winter +G

irls

Var

sity

7st ASst~

: CoacN

~ .

~~#; 5

1.~

, :

. ~5

,193

~.:~

~~~

: $Q;5'i~

_:$5

,'!9

3 $4

,516

~$5,19~

Traak iN

inte

r Coed Mr

►ctifler~ H

et! Go~~~ '.

~~

~3;'~

53 ~

:. ,

.: ~3 6Qd >

.

~i31

5~~:

.. $3 6f

10 ;

...

,..:.

:.

~ j

.. ~ .

~ $3

,153

~ : $S,6Q0

Traa

k.iA

liti

ter Ni

od~f

ieil

1st

Asst: Coach:

., .

.~ :.

~ ~ _ $2048.

. ~ $2

,323

,::

~$2,0~8,

.

$2f3~3

.$2; 048

~ $2

,3x3

.

. ..

...

;. Cheerl~ading Win

ter Va

rsit

y dead CciacF~°~

;-~: ; _.

°

~ $a

;519

~

; ::5

5;'t

98::

.. . $4,

~51~

, ' _ $5;198

~ :. $4;

519

~ ..

$5,'198

_. :,

;, .

,..

~hee

rlea

ding

WFnter Varsity;ls

t~,~

s~~.

'Coa

ch

~ ~

.....$3,459

~ $3

,97

.- $3.,459

° ::

$i3,97Q

$3,4

59

~ .X3

,870

Bowl

i~ig

Var

sity

Wead.Coach

~~~ ~~,97$ : '

$4,5

75 v

,$~,

~7~ ; ;

..

$4,x

'76

~ $S,9T8

X4,575

~t~w

ling

. RJR V~i

sity

Hea

d. Coach

; :

$2,~

4i

. ~~,2~3

~ ,$2,849

- ; $3,

233`

$2,841

$3,2

33Soccer Git

ls Var

sity

Held :

$6;'189:

., .: $7

1'!9

; ' $6

,189

~ $7;

1i~

:. $6

,189

: $7

,199

~.:

:....

3t~c

~~r GIrI~ Varsity' 1st Asst: Coach

- ':

~4~SDA

-X5,179.

;: ~4,5d4

.. .. ``

$S,~

E'79

$4

,5~4

~ $5;17

9...

...

,. ~occ~r Giris Jun

ior V~

rrit

j~ hl~

ad =

~....,

g~.; ~08

$4~8~~

;°;::

..~ ~'

.$4,208 .:

~~ ~

$4=839.:=

~4,z0~

$4,839

. . ,

~ ..

~.Soccer Girls Modified 8t

ti '

~ ~

$3,1

53

_ - 53;604:'`;`: ; $3

,15

$3,604

~ $3

,153

. X3,600

,.:.

...

_ _.

.. $~CC~t G~1~8 MO[

1ifi

Bd 7t1

t `_ ,....

~ :~.:

:.

_ -.::

- ;:

.; ,

.'.:;'

~`

~~~5

3 ~

:;;=:

:~ $3

,Btl

0 :..;

-: .. $3

~~5$

: '`;

:; :$3x 600 :.

$3~4fi3

$3,6

00Baseball,Varssfy Head Coach

$6;5

02.

_, : .$7,47

.' ~.

~G,502

, :

..;$

7,97

8 ~

$6,502

$7,4

78. _

.. -Ba

seba

ll V~tsity 1~f Asst: Coach ~ ~

::~

r,.

. -

:.

,,:~ .,

.: $4,642:

. _.,,

'~ , .$533$ :~

~ :. $4;6~~

:: ~

:$5;~3~ .

, . ~ $4,42

$5,338

Base

~ail

JR Var

sity

Head.~oach

,;-

.. ~. $4,5 8

A5,206 ..

$4

,~a2

$ ~ $S,2d6 ~

~ $4,52$

$5,2

Q6~.

.ga

s~ba

ll _J

R Varsity 9s

t Asst. Coach

..

,. $3,~D~

~~l;492

$3,9

06-

~ $4,a92

$3!946

X4;492

... ..

. Basebafi-.9th Grade Head Cbach

~ ~

_ ~~

$3;641

$.4,1$8 .:

: $3,~A7 :

. $4,188

$3,6

47

~. $4,fi88

B~se

l~l~

Mat

lifi

~d #1 ~H

ead~

Goac

~i .

':"

~ .-

~~= `~

` $3~.15~. ..

~3

;6Q0

.

~ $3

,153

~

- $3,6U0

.'$3,153

$~,6

b0

.:. `

° ~ .:

B~s

ebal

f Mo

di~i

~ri #Z Head Coach :

$x;'1

53

$3,f

iQd.

$3

,153

:::

$3;6

Q0

$3,153

$3,60tl

..

~.:.

....

.~.

..

Softball Var

sity

°.~e

at~ Coach

;~ • •

. ~ :

~ ~ $~,50~:.

.. X7;

47$.

. $6~50~

~7,~78

$6,502

57,4

78Sc►#tbaN V~t

rslt

y 1s

t As~tt. ~o~tch

~ ` .

$4:&42 .

~ $5;338.

$4►6~2

= `$

5;338.

$~,64~

$5,338

..:So

ftt~

~tti

JR Van

ity He

ad' Coach ."

~

`..

, ,

....

:$s,20s .

, .:. ' $4,5

28

~ $5

,206

$4>52s

$5s2a6

":.

Softliail M~

difi

ied Heed Coacfti.

~.. ; :

.~ ~

~ ,

.., ' :

.' ..

_$~;

'~5~

; ::

;,.:- $3,800.. ~.

; : ' 53,153

$~;5~0

$3,1

53

$3;600

7Fac

ic S nn Bo s Var

sit Head Cdachi

~~~` ~.

~~ ; .

9 S

Y

Y

....

~6s~

98 :

'~ .:.

X7,243 ~

.``~=:

:. $f

i,~9

8'

$7,243 .'

$6

t29~

$7,243

., ..

-,

:.

. , .

-.. ,:

~...

. ~.

~ .:..: 59

Appendix F

2014-2U15 2014-2015 2Q15-2016 2Q15-2016 ZQ16-2017 2016-2U17

COACHES

New

incumbent

New

incumbent

New

Incumbent

Track Spring Boys Varsity 1st Ass

t. Coach

$4,600

$5,290

$4,600

$5,290

X4,600

$5,290

Track Spring Giros Varsity Wead Coach

$8,298

$7,243

$6,288

$7,243

$6,2

98

$7,243

Track Spring Coed Modified Head Coach

$3,153

$3,6Q0

$3,153

$3,60Q

$3,953

$3,GOd

Track Spring Mod

ifie

d 9st As

st. Coach

$2,048

$2,323

$2,0

48

$2,323

$2,048

$2,328

Tennis Boys Varsity Head Coach

$4,465

$5,135

$4,465

$5,135

$4,465

$5,'

i35

Tennis Boys JR Varsity Head Coach

$3,357

$3,861

$3,3

57

$3,8

61

$3,357

$3,8

6'1

Golf

Var

sity Head Coach

$4,642

X5,338

$4,642

$5,338

$4,642

$5,338

Lacrosse Boys Varsity Head Coach

$6,189

$7,1

19

$6,'!89

$7,719

X6,1

89

$7,'119

Lacrosse Boys Varsity 1st Ass

t. Coach

$4,504

X5,179

$4,504

X5,179

$4,504

$5,1

79Lacrosse Gir

ls JR Varsity Head Coach

$4,208

$4,839

$4,208

$4,839

$4,z

aa

$4,839

Lacrosse Giris Mod

ifie

d Head Coach

$3,153

$3,600

$3,'!53

$3,640

X3,1

53

$3,600

Lacrosse Boys Mod'rf'ted hf

ead Coach

$3,153

X3,600

$3,153

$3,6

QU

$3,1 3

$3,6Q0

Timers -Fo

otba

ll

X85

$85

$85

Timers -Basketball, Varsity

$75

$T5

$7S

Tuners - k3asketbaii, JR Varsity

$45

$45

$45

Simers - Bas

ketb

ali~

9th

Grade Boys

$45

$45

$45

T~meis -Basketball, Mo

difi

ed Gir

ls

$45

$45

$45

Timers -Basketball, Ma

d~fi

~d Boys

$45

$45

$4~

*if a coach "Moves-up" from the pre

viou

s ye

ar's

mod

ifie

d soccer Eo th

e following year`s JV saccer(there being no (apse in se

rvic

e,

shall be regarded as inc

urnb

er~t

s

`Team Leaders, Grades K-5, who have pceviousiy se

nrad

for at least one futt year 4n the capacity wiEh(n the

test 5 years, s

haft

be

rega

rded

as incumbents.

•High School cla

ss adv

isor

s vuho fioliow the

ir classes thr

ough

t th

e grades ar high 5cooi cla

ss advisors who have completed their Senior

clas

s st

int and recycle to th

e incoming Rreshman oiass, s

hall be regarded as incumbents.

.1

A}~pendi~ Gf~otice of ~ligibilify ai d Rights & U.S. Depar~mer►t of L~E~or r~~~-,Respflnsibi{ities ~Nage and Hour Division Er 4.\

(~~m~ly and Medical Le~~e Act) 4._, ~-~ ~;,~,;;, .;,:.'OMB CornroJ 24umber: 7235-0DD3

.,:._.. .._ __:~___.. ._~.f.__.~..__~._.,~..,._........ Erpires:513]tl0]BIn general, to be eligible an employee must have N~orked Por an empIo}~er for ai least T2 monihs, meet the hours of service requirement in the 12months preceding the Jeave, and work at a site with at least 50 cmplayees within 75 miles. While use of this form by employers is opfianal, afully completed Form WH-38I provides employees with the inSomiarion required by 29 C.F.R. § 825.300(b), which must be provided withinfive business days ofthe employee notifying the employer of the need for FMLA lezve. 3'ari B provides employees with informationregarding their riglais and responsibilities for tatting FMLA leave, as regun•ed by 29 C.F.R § 825.30D(b), (c).

Part A. —NO'TiCE OF ~P,TGiB1LTT5'

TO:Emp]oyee

FROA~:Employer Representative

DATE:

On , yuu informed us thai ~~ou needed leave beginning on

The birth of a child, or placement of a child ~~ith you for adoption or #'oster care;

Yoga own serious health condition;

for.

Because you are needed to care for }~aur ~ spouse; child; parent due to his/{~er serious health condition.

Because of a qualifying exigency arising out of the fact that your____ sfiouse; son or daughter; parent is on coveredactive duty or call to covered active du#y status with the Armed Forces.

Because )eau are the ____ spouse; son br daughter;, _parent; next of kin of a covered servicemcmbor with aserious in}ury~ or illness,

This Notice is io inform you that yov:

Are eligible for FMLA leave {See Part B below for Rights and Responsibitiiies)

Are not eligible far FMLA Jeave, because only one reason need be ohecked, al#hough you may not be eligible for other reasonsj:

You have not met fhe MLA's 12-month length of service requirement. As ofthe ~r~t date of regnesfed leave, you willhave v~orked approximately manfhs towards this requirementYou have not me# the FMLA's hflurs of service requirement.You rho not work and/or report to a site with 50 or more employees within 75-miles.

Ifyou have any questions, contact

FMLA poster located in

[PART B-RIGFITS AND RESPO:~SIBXLTT'T~S F4Tt TAT~+ING F11'iLA T~A'~'Ej

or view the

As explained i~ Part A, you meet the eligibility requirements for taking FMLA lease and still have I'M:LA leave available in the app3icable32-month period. However, in order for us is determine w~hefher your abxence qualifies as HMLA leave, you mast retara theJ`ol3owing iniarroetion to us by (If a certification is requested, employers must allow at least ] 3tale»der days from receipt of this notice; additional time may be required in some circumstances.) If sufficient information is not provided ina timely manner, your )eav~ may be denied.

,,,~,,,, Sufficietri certi5cation to suppo~f your request for FMI:A leave. A certification form that sets forth the inf~miation necessary to support yowrequest_Is/ 3s not enclosed.

~,~,,,,,, SuKcient documentation to establish the rtquired relationship between yuu and your family member.

y Other information needed (such as documentation for military family leave):

No additional information regaestedRage I CON7`fNI7ED ON 7v'F.X7' PAGE Form WH-387 Revised February 2013

61

Ifyour leave does qualify as FD~I..4 leave you will have the following responsibilities whi3e on FMI.A leave (only checked 6larilcs apply):

Cantsct at to make .arrangements to continue to make your shareof the premium payments on y our health insurance to maintain ,health bencfiis while you are on leave. You have a minnnum 30-day (or. indicateJon,er period_ if applicable} grace period in which to make premium payments, If payment is not made timely; your group health insurance may becancelled, provided we notify you in writing.at ]east I S days before the date that your h'eelth coverage will lapse, or, ai our option, we may pay yourshare of the premiums during FMLA ]eave. and recover these payments from you upon your retuzn to work.

'1'ou wi11 be required to use your available paid sick, vacation, and/or other leave dwittg yourFMLA absence. 'Thismeans that you v~~ill receive your paid leave and the leave will also be considered protected FMLA leave and cAunied againstyour FMLA leaveealtitlement.

~,,, Duo to your status within the company, you.are considered a "key employee" .as defined in the FMI.A. Asa "key employee," restoration tocm~ployment may be denied following k'MLA leave on t1~e Bounds that such restoration will cause substantial and grievous economic injwy to us.We have% have not detetmizaed that restoring yvu to emgloyment.at the concietsinn of FMLA leave will cause substantial and grievouseconomic hazm to us.

_,___ While on leave you will be required to furnish ds with periodic reports of yo u status and intent to return to work every(Indicate interval ofperiodic reports as anpranriate for the aarticulaz leave sibuarion~.

Tf the circumstances of your leave change, and you are able to return to work earlier than the date indicated on the lids form, you w~iq be requiredto nofify ns at least two workdays prior to the date you infead:to report for work.

If.~~oar leave does .gnalif}~ as ~.MI.A leave you ~R13 have the following tights vrhile on.FMLA leave:

• 1'ou have a right under the FivILA. for up to 12 weeks of unpaid leave in.a l2-monthperiod calculated as:

.the calendar year (January —December).

a fused leave year based on

the 12-moirth period measured farv~ard from 3hq.date.ofyour first FMI:A leave usage

a "rolling" 13=month period measured baekward from the date of any FML:A .leave usage;

• You have.:a right under:the 'MLA for up to 26 weeks of unpaid leave in a single 12-riiontti periodto care For a.covere8 servicemembcr with a serious

~injuzy or illness. This single l2-month period commenced on

• Your healkh benefits must be maintained during oay period of unpaid.leave under the same conditions as ifyou confmued to'work. .You must be reinstated to rho same or an equivalent job with the same pay, benefits, and terms and conditions of employmem on, yow velum SromFMLA-protected l eave. {If your leave: extends beyond the end of your FMLA erititlemtnt, you do not.have reteam rights, uader FMLA:)Ifyou do not retwn to'work following F?vILA leave for. a reason other Shan.: 1) the corrtinuation, recurrence, or onset of a serious health condition whichwould entifle you to FMLA leave;.2) the.confinuation;recurrence, or onset ofa covered servicemember's serious injury or illness which woiald.entitle you to FMLA Leave; or 3) other circinnstances beyond your control, you may berequired to reimburse us for ovr. share of l~alth insurance premiums.paid on your behalf.dvring your FMLA 3eave;

• Ifwe have noT.inforaned you atio~~ethat you must use accrued ~sid leave while taking yow unpaid FMLA leave enti#tement; you:have;the right to havesick, vacation, and/or otherleave run concutTently with.your.unpaid leave entitlement, piovided you meet any applicable requirements

of the leave policy. Applicable conditions related to the substitution of.paid leave are referenced or set forth below. If you do not meet the requirementsfortakingpaid leave, you reinain.entitled to take unpaid FN1LA leave::

Foi"a copy.of conditions;applicab3e to sick/vacafion/other leave usage please refer to availableat:

;' Applicable conditions for<use of paid leave:

Onct we obfyin.tLe information from yon•as specified above, we will.inform you, .within 5 business days, whether your leave will be.designated a$TMLA leave and count towards„yoar FMLA leave entitlement Ifyan have.any questions, please do not hesitate;o~contsct:

at

PAPERWORK ItEDUCTT01~' ACT NOTIGE AND PUBLIC BURDEN STATEMENT ~~It is mandatory for employers to provide employers with notice of their eligibility for FMI.A protection and their rights ant~responsibiliiies. 29 U:S.C. § 2617; 29

'. C.F.R.'g 825300(tf); (c). Lt is mandatory for employers to retarn.a copy of this disclosure in their records for three years. 24 U:S.C. ~ 2b1b; 29 C,~ R. § 825.500.Persons are not required to respond co this collection of infoa~nation unless it displays a currently valid OMB control number. The Departmerrt of Labor estimates that $u~7t take an avuage of ! 0 minutes inr sespondents to complete this.cflllection of information, including the time foe reviewing insimciions, seareYiing testing datasources, gathering and maintaining the data needed, and completiag and reviewing the collection of information. If you have any comments.regarding this burden:estimate or.atry mher.aspect of ilus collection infozmation, including saggestions'for reducing this bwden, send them to the.Administraior, Wage and Hour Aivision,iJ.S. Department of Labor, Room- S 3502, 200 Constitutson Ave., NUJ, VJasl~uigton,.DC 20210, DO NOT SENA ~$E COMPLETED FORM TO THE WA CEAND HOUR DIi~LSTflI\.Page 2 Form ~~-381 Revised February 2D13

62

.Appendix ~I

Certification of Hea!#h Care Provider for U.S. Qepartment of Labor r~:,~:Family lViember's Serious Heath Condition wage and Hour Division ~~`-~-

(Family and Medical Leave Act) ~.~:,

I~0 NUT 5E?~ll CO1~lPLL•T~ll i~t.)RN, 7'0'fHL D~YARTML`?~T (~F LABOR; RETl71tN TO THEPA'£I~NI'. ~~✓B Control Nvmber: 1235-ODD3Exnires 5/3]JZ078

S~t'T`.IflR' I:: i~'o~` ('omx~ietion b~~~he-E~PLO.'~'ERi~'~TSTfiUCT1C}I~tS ~o the EA~PLQYER: The Family and Medical Leave Act (FI+~fLA) provides that an emp3oyerma5~ require an employes seeking ~MI,A protections because of a need for leaue to care for a covered familymember with a serious heatTh condition to submit a medics! certification issued by the health care provider of thecovered family member. Please complete Section 1 before diving this form to your ernp3oyee. Your response isvoluntary. L~rhite you are not required to use this fflrm, you ma}~ not ask the emplos~ee to prflvide more infozmationthan ailou>ed under the FMLA regulations, 29 C.F.R. §§ 825.30b-825.308. Employes must generally maintainrecords and d4c~rnsn#s retating to medical ~erti~cations, rQcertifrcations, or medical histories of employees' familymembers, created for 1~'MLA purposes zs confidential medica3 records in separate.~iles/records from the usualpersonnel files and in accordance with 29 C.F.R. § l b30. I4(c){I ), if the Americans with Disabilities Ac#applies.and in accordance with 29 C.P.R. § 1fi359, if The Crenetic Inforruation Nondiscrimina#tan Act app}ies.

Employer name and contact:

S~C~ 1{~N,'~~~'~F`or=,C~~tii~%~ef~on~y f~e~~k~1%t,~;la~~~~.f:~'STRUCTIQNS ~o the EA~IPL+DY~E: PJease complete Section II before giving this farm io your familymember ar his/her medical provider. The FMLA permits an employer to require that you submit a timely,complete, and sufficient medical ce~ti~cat~on to support a r~uest for FMLA leave to Gaze for a covered familymemi~er with a serious health condition, If requested by your employer, your response is required to obtain atretain the benefit of FMLA protections. 29 U.S.C. ~§ 2b13, 261.4(c)(3). failure to provide a complete andsufficient medical certif cation may result in a denial of your FMLA request. 29 C,F.1Z,. § 825.3 ] 3. Your employermust ~,'ve you at least 15 calendar days to retwn this form to your emplflyer. 29 C.FR § 825.305.

Your name:First I~7~iddie Last

Name of family member for whom you wilt provide care:

Relationslup of family member to you:First Ivliddle Last

Tf family member is your son or daughter, date of birth:

Describe care you ra~il3 provide to your fvnily membex and estimate leave headed to provide care:

Employee Signature Date

.Wage 3 CONT1NUEll UN N~CT PAGE ~'ozm WH-380.F Revised May 2035

63

SECTI~I~T III , ;For Completion by_ lie ~ICA;LTH CARE P3~OXTlIl;E1INSTRUCT~t~NS to the HEA.L1'H CARE PROVIDER: The employee listed .above k~as requested leave undertl~e FMLA to care for your patient, Answez, fully and completely, all applicable parts below. Several quesfionsseek a response as to the frequency or duration of a condition, treatment, etc. Your answer should be your bestestimate based upon your medical knowledge, experience, and examination of the patient. Be as specific as youcan; ternns such as "lifetime," "unlmown," or ".indeterminate" may not be sufficient to determine FMLAcoverage. Limit your xesponses:to the condition for which the patient needs leave. Da not provide informarionabout genetic tests, as defined in 29 C.F.R. § 1fi3.5.~(#~, or genetic services, as defused iz~ 29 C.F:R. § 1b35.3(e).Page 3 provides space for additional information, should you weed it. Please be sure to sign the form on the last

Pate•

Provider'sx~ame and business address:

Type of practice /Medical specialty:

Telephone: ( ~ Fax:f 3

~'A~tT,A MED~CA~, F,,ACTS .

1..Approximate date condition commenced:

Probable:duration of condition: -

W~s:the.gatient.admitted for a#~ overnight stay zn a hospital, hospice, or residential medical care .facility?_No .;Yes. If so, dates of admission:

-

Dates) you Treated the patien# for condition; _ -

Was medication, other than over-the-counter medication,_ prescribed? ,No Yes.

VJill,.the patient .need to have treatment visits at Ieast twice Viper gear due to the condition? ,_No Yes

Was the pa€ient referied to oflxer_~ieaith care providers) for evaluation or treatment (e:g_, physacal.:xherapist)?No , Yes. If so, state the nature of suc~i treatments .and expected iiuration oftreatment: .

:,2. Is tks medical condition pregnancy ~No . ',Yes. If so, e~pectad deii~ery date.

3. Describe other relevant medical facts, if any,:Telated to.the.condition for which th~:patient needs care (such-medical fac#smay include. sS~nptoms, diagnosis, or any .regimen:of..continuing treat~r~.ent such:as:the use :ofspecialized equipment):

Estimate the beginning and ending dates for the period of incapacity:.

During this tizxte, will the patient need care? _ No _Yes.

Explain the care needed by the pafiient and why such care is medically necessary:

5. Will file patient require follow-up treatments, including any time for recovery? No , Yes.

Estimate treatment schedule, if any, including the dates of any scheduled appointments and the time required fareach appointment, including any recovery period:

Explain the cane needed by the patient; and wh~~ such care is medically necessary:

5. Will the patient require care an an intermittent or reduced schedule basis, including any time for recol~ery?No Yes.

Estimate the hours the patient needs care on an intermittent basis, if an3~:

hours) per day; days per week from

E~:plain the care needed by the patient, and why such care is medicably necessa~j;~

Page 3 COldTtN[ TEA ON ?3EXT PAGE

through.

Form WH-384-F Revised May 2015

65

4. Will the patient be incapacitated for a single continuous period of time, including any time for treatment andrecovery? No Yes.

7, Vl~ill the condition cause episodic flare-ups periodically preventing the patient from participating in normal dailyactivities? No Yes.

Based upon the patient's medical history and your knowledge of the medical condition, estimate fhe frequency offlare-ups and the duration of related incapacity that the patient may have over the next 6 months e(~,., 1 episodeevery 3 months lasting 1-2 days):

Frequency: times per weeks) months)

Duration: hours or i day(s) per episode

Does the patient need care dwing these flare-ups? No Yes.

E~cplain~fhe caze needed by the patient, and why such care is medically necessary:

t~.,DDI'TI~)~TAL INF-~&IVIx~,T10I~„1D,ENTIF'Y.~QUESTION.NUIvfBER _~~ YO~~ ~1DDI~'IO,I~ALA~'SWEi~;

Signature of L~ealtb~ Care Provider Date

PAPERWORK REDUC'~'IO1V ACT NOTICE AND PUBLIC BURDEN STATEMENT

3f submitted, it is mandatory for employers to retain a copy of this disclosure in their xecards for three years. 29 U.S.C. ~ 2616;29 C.F.R § 825.500. Persons are not required to respond to this collection of information unless it displays a currently vaUd OMBcontrol number. ?'he Department of Labor estimates that it will take an average of 20 minutes for respondents to complete thiscollection of information, including the time foz reviewing instructions, searching eacisting data sources, gathering and maintaining thedata needed, and completing and reviewing the collection of information. If you have an}~ comments regarding tivs burden estimateor any other aspect of this collection inforraarion, including suggestions for reducing this bwden, send them to the Administrator,Wage and Hour Division, U.S. Deparlmem of Labor, Room S-3502, 200 Constitution Ave., I1W, Washingtoq DC 20210.DO NOT SEI~'D COMPLETED FORM TO THE DE~ARTMEA'T OF LABOR; RETURN TO THE PAT~A'1'.

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Form WH-380-T Revised May 2015