carmel's new contract

5/19/2018 Carmel's new contract

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CONTRACT

Between

The Board of School Trustees

of Carmel Clay Schools

and the

Carmel Clay Education Association

July 1, 2014

to

June 30, 2015


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Table of Contents

Article 1: Contract Procedures ...................................................................................... 2

Article 2: Paid Leave for Association Business ........................................................... 2

Article 3: Grievance Procedure ..................................................................................... 2

Article 4: Alternative Contracts ..................................................................................... 4

Article 5: Academic/Experience Credit ....................................................................... 6

Article 6: Compensation ................................................................................................. 7

Article 7: Summer School ............................................................................................. 10

Article 8: Voluntary Tax Deferred Retirement Savings Plans ................................ 10

Article 9: Group Insurance Program .......................................................................... 10

Article 10: Paid Leave Days ......................................................................................... 16

Article 11: Carmel Clay Retirement Program ............................................................ 21

Article 12: Early Retirement Incentive/VEBA Trust Account ................................ 26

Article 13: Effective Date and Term of Agreement ................................................... 29

APPENDIX A - Teacher Salary Schedule for 2014-2015 ........................................... 30

APPENDIX B - ECA Schedules .................................................................................... 32


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COLLECTIVELY BARGAINED AGREEMENT

Introductory Information

A. Parties to Agreement

This Contract is entered into this 1stday of July, 2014, by andbetween the Board of School Trustees of Carmel Clay Schoolsof Hamilton County, Indiana, hereinafter called the "Board",and the Carmel Clay Education Association, an affiliate of theIndiana State Teachers' Association and the NationalEducation Association, hereinafter called the "Association". Asused in this Contract, School Corporationmeans the CarmelClay Schools, and Administration means the Superintendent

or a designee.

B. Recognition

In consideration of the mutual covenants hereinaftercontained, the parties hereto agree as follows:

For the terms of this Contract, the Association is recognized bythe Board as the exclusive representative as defined by

Indiana Code 20-29-2-9, of a bargaining unit consisting of thefollowing school employees of the Board.

INCLUDED: All certificated employees, as defined in IndianaCode 20-29-2-4, of Carmel Clay Schools of Hamilton County,Indiana (hereinafter called "teachers" and long termsubstitute teachers) other than those excluded below:

EXCLUDED:

Superintendent, assistant superintendents, directors andsupervisors with corporation-wide responsibilities

Confidential employees, and employees performing securitywork within meaning of Indiana Code 20-29-2-8


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Principals, assistant principals, administrative assistants,athletic directors, director of student activities, anddepartment chairs, all of whom have the responsibility forevaluating teachers

Casual and short term substitute teachers.

Article 1: Contract Procedures

This contract shall constitute the full and completecommitments between both parties and may be altered,changed, added to, deleted from, or modified only through thevoluntary mutual consent of the parties in a written and

signed agreement.

Article 2: Paid Leave for Association Business

The Association President, or his/her designee, shall beentitled to five (5) days each year for Association businesswithout loss of compensation. An additional three (3) days willbe made available for purposes of lobbying with the IndianaGeneral Assembly. The Association may request that the

Superintendent grant additional paid days for Associationbusiness, and the Superintendent, in his discretion, may grantor deny any such request. The Association may be billed bythe Board for the cost incurred for substitute teachers.

Article 3: Grievance Procedure

1.A grievance is a claim by one teacher of a violation of anArticle in this contract.

2.

Days shall be defined as calendar days

except duringthe summer recess when days shall be defined as weekdays when the Educational Services Center (ESC) officesare open for business.


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3.Nothing in this Contract shall limit the right of anyteacher having a grievance from discussing the matterinformally with any appropriate Administrator.

4.

A teacher who files a grievance may, upon request, havea representative present with them when the teacher filesthe grievance and at any meetings held to address thegrievance.

5.

The process for addressing a grievance is as follows:

Step 1:

(a)Within twenty-five (25) days of the time thegrievant first knew, or should have known, of theact or condition upon which the grievance isbased, a written copy of the grievance shall bedelivered to the Superintendents Office.

(b)Within ten (10) days after receiving the grievance,the Superintendent/designee will determine if ameeting with the grievant is necessary and, if so,will schedule a meeting to occur within seven (7)

additional days or as soon thereafter as isconvenient for the parties.

(c)

The Superintendent/designee will reply to thegrievant within ten (10) days after the meeting isheld or, if no meeting is held, within ten (10) daysafter the grievance is filed.

(d)The Superintendents designee (if one is used)

shall send his/her decision to the Superintendentat the time it is presented to the grievant and theAssociation. If the grievance is denied by thedesignee, but is found by the Superintendent tobe in violation of the terms of this Contract,he/she shall notify the grievant and theAssociation within five (5) days of his/her receipt


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of the designees decision that the designeesdecision has been overruled.

Step 2:

If the teacher is not satisfied with the Superintendent/Designee's response, then the teacher has seven (7) daysafter the date of the Superintendents response, or seven(7) days after the expiration of the Superintendents five(5) day consideration period, whichever is less, to appealthe grievance to the Board of Education by providingwritten notice to the President of the Board and a copy tothe Superintendent. The Board of Education willdetermine what, if any, process, timing, andcommunication will occur in response to the grievance.

6. If the teacher does not file or appeal the grievance withinthe time periods set forth above, then the grievance willbe null and void and cannot be pursued any further. Ifthe Superintendent/designee fails to comply with any ofthe time periods above, then the grievance shall bedeemed to be denied when said time period expires, andthe teacher will have ten (10) days to appeal the

grievance to Step 2.

7. The decision of the Board does not preclude a breach ofcontract lawsuit.

Article 4: Alternative Contracts

A. Part-time and Reduced Contracts

1. If a teacher is employed on a part-time basis on a regularteacher contract, all pay, including eligible insurance benefits,and all paid leave days, shall be pro-rated in accordance withthe amount of time the teacher works as compared to a Full-Time Equivalent (FTE). Other part-time teachers are noteligible to participate in insurance benefits.


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2. Travel time will be applicable on days the teacher isrequired to travel between schools.

3. Teaching duties that equate to more than 80% of a full

time contract will be made full-time and the teacher will begiven a full-time 100% contract.

B. Job Sharing

1. If a teacher is employed on a job share, all pay, includingeligible benefits, and all paid days shall be prorated.

2. Job share teachers shall move on the salary schedule thesame as full-time teachers, except, as stated above, salary willbe prorated. Upon return to full-time employment, they shallreceive full salary credit for each year of job share teaching inwhich they received an effective or highly effective evaluation,as if they had been employed full time.

C. Long Term Substitute Teachers

1. A LTS Teacher will receive the going rate for substituteteachers in this Corporation for the first fifteen workdays of

their initial employment as a LTS Teacher.

2. After his/her first fifteen work days as a LTS, he/sheshall, for so long as he/she remains a LTS Teacher, receive aregular teachers salary based on the negotiated teacherssalary model as provided for in Appendix A of this Contract.The District has the right to determine the initial placement ofthe LTS Teacher on the salary model.

3. Individuals who have served or are serving as LTSTeachers, upon subsequently receiving and accepting Regularor Temporary Teachers Contracts, not associated with fillingin for a leave of absence teacher, shall be granted full credit forall time served as an LTS teacher, if they receive an effective orhighly effective evaluation.


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4. LTS Teachers are not eligible for the group insuranceprograms (Article 9), retirement programs (Article 11), or EarlyRetirement/VEBA Trust Account (Article 12).

D. Home Instruction or Instruction in Hospitals and/orInstitutions

A teacher employed to provide home instruction or instructionin hospitals and/or institutions shall be paid at his/her hourlyrate.

Article 5: Academic/Experience Credit

A)Academic Credit1.

The Director of Human Resources must be notified inwriting of additional college or university course hoursby August 1 or December 1 of each calendar year.Movement on the salary table due to additionalacademic credit or degrees will take effect at thebeginning of the semester following notification ifotherwise permitted by law.

2.An official transcript of additional course hours and

degrees must be filed with the Director of HumanResources by October 1, following the August 1notification, and February 1, following the December 1notification.

3.

Credit for additional hours of education, e.g., BA+15,BA+30, MA+15, MA+30, is subject to either a, or b,below.

Graduate hours relevant to education or the subjectmatter related to the given teachers Indiana teachinglicense may be used until, if ever, a post-graduatedegree toward which they were earned is secured bythe teacher and further provided that they were notearned by the teacher to secure his/her first Indianateachers license.


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B) Teaching Experience Credit

Teachers on reduced or alternative contracts shall have

the number of teaching days accumulate. In the year inwhich the teachers accumulated service reaches 120days or more, the teacher will be credited with anadditional year of service.

Article 6: Compensation

A)General Provisions Applicable to 2014-2015

1. The Board shall pay the teachers 3%contribution to the Indiana State TeachersRetirement Fund.

2. The teachers daily rate shall bedetermined by dividing the teachers contract salaryby the number of contracted days.

3. The teachers hourly rate shall bedetermined by dividing the teachers daily rate bysix (6).

4. Teachers on part-time regular teacher

contracts shall have their pay and benefits pro-rated according to the terms listed in Article 4(Alternative Contracts).

5. The District will pay for criminal historychecks it requires of teachers during theiremployment. If the District required a teacher toget a criminal history check during his/heremployment and the District did not pay for it, thenthe District will reimburse the teacher for the cost of

the criminal history check.6. Teachers working approved extendedcontract days shall receive their daily rate for theadditional days worked.

7. Teachers selected by the District and whovoluntarily perform additional approved servicesoutside regular school hours shall be compensated


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at the teachers hourly rate. These additionalservices include home bound instruction, creditrecovery, remediation, curriculum projects,translation services, testing for gifted/talented,

kindergarten screening, and preparation forleadership or professional development.8. Teachers selected by the District who

voluntarily agree to work in the Early Bird Program,which occurs outside of the regular school day,shall be compensated at 1/6thof the teachers basesalary.

9. Those teachers hired on or beforeDecember 31, 2013, whose compensation wouldhave been adjusted pursuant to Article XIV SectionB(6) of the 2008-2012 contract between the parties,shall advance on the salary schedule in accord withthis Article plus one additional lettered step forevery three years of employment here in which theteacher earns an effective or highly effectiveevaluation until he/she reaches the highestplacement on the salary schedule his/her actualyears of effective or highly effective experience wouldwarrant (assuming all years of experience before

2012-2013 were effective or highly effective), or untilemployment is severed, whichever comes earlier.

B) 2014-2015 Compensation

1.Compensation shall be based on the Salary Schedule(Appendix A) and Extracurricular Payment Schedule(Appendix B). However, any and all compensationincreases contained in this Agreement are subject to the

statutory requirement that the teacher receive aneffective or highly effective evaluation. If that does notoccur, then the teacher is not eligible for any increase ofany type for the school year following the school year towhich the evaluation applied.

2.All teachers will receive a stipend equal to .25% of theteachers base salary. In addition, all teachers who were


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at the top of the Salary Schedule for the 2013-2014school year shall receive an additional stipend of 1% ofthe teachers base salary.

3.

The amount of any increase or stipend a teacher is noteligible to receive due to his/her evaluation will be addedto the bonus pool in Section 4 below.

4.Performance Grant Distribution: Distribution of the2014 State performance grant stipend funds will be on acorporation-wide basis. However, if a regulatory agencyor other legal authority issues a mandate to distribute ona building-specific or other basis or threatens actionagainst school corporations distributing the grant on acorporation-wide basis, the parties agree thatdistribution will be made on or converted to a building-by-building or other required basis. The grant will bedistributed equally among eligible teachers who receivedan effective or highly effective rating during the 2013-2014 school year (each teacher will receive the samedollar amount). Taxes and wage-related benefits forperformance grant funds will be paid from the grantitself. Only teachers employed with Carmel Clay both

during the 2013-2014 school year and at the time of thegrant distribution will be eligible, with the exception ofteachers who retired at the end of the 2013-2014 schoolyear, who will also be eligible.

a.

To the extent a second factor is needed to complywith the law, the School Corporation will use theacademic needs of the students, weighted at 10%and give all eligible teachers with an Effective or

Highly Effective rating equal credit.

5.Salary Increase Attributable To Additional Degrees --Pursuant to I.C. 20-28-9-1, teachers will receive thesame compensation adjustment as would have occurredunder the July 1, 2008June 30, 2012 collectivebargaining agreement for attaining additional degrees for


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which the teacher had started course work before July 1,2011, and completed course work before September 2,2014.

C) National Board Certification Stipend

A teacher who has achieved National Board Certification bythe National Board for Professional Teaching Standards shallbe paid an additional $1,500 stipend per year.

D) Newly Hired Teachers

The School Corporation, in its discretion, may determine theplacement on the salary schedule (Appendix A) for a newlyhired teacher. Subsequent adjustments to salary for newlyhired teachers shall be governed by this Agreement orsuccessor agreements.

Article 7: Summer School

Teachers on summer teaching employment (Summer School)shall be paid their hourly rate.

Article 8: Voluntary Tax Deferred Retirement SavingsPlans

The District will provide a voluntary tax deferred retirementsavings plan in which teachers may participate. The partiesare reviewing the investment options available with theintent to offer a menu of designated mutual funds and awindow that would permit employees to access and investin other mutual funds as well.

Article 9: Group Insurance Program

A. Except as specifically set forth in this Agreement, theSchool Corporation has the right, in its discretion, tochange, modify or alter any aspects of the insuranceprograms contained in this Agreement, including without


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limitation, carriers, eligibility requirements, plan design,premium, open enrollment and open transfer periods.However, there must be mutual agreement between theBoard and the Association to change or modify the Prime

Health Plan.

B. Group Hospital, Medical, Dental, and Vision Insurance

1.The Board shall pay the amounts below for insurancecoverage for the Prime, Standard, or the HighDeductible/Health Savings Plan (HSA) as selected by theteacher for hospital, medical, dental, and visioninsurance coverage:

Single Plan An amount equal to 80% ofStandard Plan

Employee/child(ren) An amount equal to 65% ofStandard Plan

Employee/spouse An amount equal to 65% ofStandard Plan

Family An amount equal to 65% ofStandard Plan

*Married (2 Board Employees) An amount equal to 72% of

Standard Family Plan

*Applies only if husband and wife are employed by CarmelClay Schools and both are eligible for benefits and theyselect a Family Plan

2.Teachers may enroll in the medical, dental and visionplan or change their enrollment status within thirty-one(31) days prior to retirement with the change to beeffective on the date of retirement. Teachers with a part-time or alternative contract who subsequently accept afull-time contract will be eligible to enroll or change theirstatus in medical, dental and vision plans within 31days after accepting the full-time contract.

3.Teachers may enroll in the medical, dental and visionplan or change their enrollment status within thirty-one


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(31) days following any qualifying event as generallydefined by the majority insurance vendors doingbusiness in the State of Indiana.

4.

If the Prime plan falls below 20% participation of theactive teachers who participate in the districts healthinsurance under all plan options for two (2) consecutiveyears, then the plan will be discontinued at thebeginning of the next calendar year. If a plan iseliminated, teachers on that plan will be given at leastthirty (30) days to transfer to any of the other existingplans.

5. Maintenance prescription drugs must be obtained bymail order or from the CCS Wellness Center. On a trialbasis for 2015, this provision will not be enforced. Theparties will evaluate the cost of not enforcing thisprovision and, if there is mutual agreement, then it willbe eliminated from future contracts. If there is notmutual agreement to eliminate it, then it will come backinto full force and effect starting January 1, 2016.

6.The lifetime maximum for the orthodontia benefit shall

be $5,000 for services that begin on or after November 1,2014. The orthodontia benefit shall not have an agelimitation.

7.

Effective January 1, 2014, preventative and diagnosticdental services will no longer accrue to the calendar yearmaximum benefit. Additionally, up to $700 of unusedprevious calendar year benefit may be transferred intothe next calendar years benefit. In order to receive this

rollover benefit, a routine service must be received in theprior calendar year. The maximum benefit in anycalendar year will never exceed $1,900.

8. Effective November 1, 2014, the vision plan design willbe modified to the VSP plan design available as ofSeptember 30, 2014, to all other employees in the


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District. Effective January 1, 2015, vision benefits willbe on a calendar year basis.

C. Income Protection (LTD)

1. The Board shall pay all but $1.00 per year for eachteacher covered by the group insurance carrier forIncome Protection Insurance coverage pursuant to thegroup insurance policy purchased for teachers by theBoard. Such coverage shall include:

a.

a maximum three (3) month waiting period,

b.at least 66 2/3% of salary to a maximum of $45,000

up to age 65 for disability due to illness or life ifdisability is due to accident,

c.

no coordination with ISTRF,

d.a cost of living adjustment for both full and partialdisability,

e.

the minimum requirement for active employment

which shall be no more than 17.5 hours per week,and

f. a waiver of premium clause.

2. The premium amount may not be received in lieu ofenrollment in the group income protection insuranceplan.

D.

Group Life Insurance

1.

Fifty thousand dollars ($50,000) Term Group LifeInsurance will be provided for each teacher employed bythe Board.


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2.The Board shall pay all but $1.00 per year of thepremium for such group insurance.

3.

Accidental death and/or dismemberment apply in

double the face amount.

4. At age 65, the face value of basic coverage begins toreduce.

5.

The premium amount may not be received in lieu ofenrollment in the group life insurance plan.

E. Short Term Disability (STD) Program

The Board shall make available to the teacher a short-termdisability program as follows:

1. After a seven (7) calendar day elimination period, ateacher may apply for STD.

2. The teacher will receive 60% of base pay from STD forqualifying leaves up to a maximum benefit of $45,000on an annualized basis.

3. To supplement the STD benefits, a teacher who qualifiesfor STD may use one (1) of his/her available personalillness or personal business days per five (5) days onSTD to receive an additional 20% of base salary (for atotal of 80% of base salary) or two (2) such days per five(5) days on STD to receive an additional 40% of basesalary (total of 100% of base salary).

4. The Board shall pay all but $1.00 per year of the costfor the STD Program.

5. CCS will continue to pay the employer's contributiontoward insured benefit premiums during the STDperiod.


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6. The District will return to each teacher who was amember of the Catastrophic Leave Bank (CLB) the onesick day he/she donated to join the CLB. If any teacherdonated more than one day through a general

assessment made of all teachers, then he/she mayrequest that the Administration return that day(s) aswell. This provision does not apply to days a teachercontributed to the CLB to repay the CLB for CLB daysthe teacher used.

7. All remaining days from the CLB will be distributedequally to all teachers who were members of the CLBduring the 2012-2013 school year and who remainemployed as a teacher in the District on the date ofdistribution. The days will be rounded to the nearestwhole day.

F.Section 125

1.The benefits provided to teachers by Section 125 of theRevenue Act of 1978 shall be made available to anyteacher so requesting.

2.

The monies set aside for Section 125 benefits willinclude medical, dental and vision non-reimbursedmedical expenses, and any premium payment that theteacher pays for the aforementioned insurance, anddependent care.

3.The teacher will pay cost of the plan.

4. Such monies will be deducted from either nineteen (19)

or twenty-four (24) pays in equal amounts.

5.The plan will be available to those teachers who arereceiving monthly payments from the Early RetirementIncentive Program if they so desire.


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6.The plan shall provide for individual counseling of theteachers.

7.

The Administrator of the plan shall have a letter of

approval on file from the Internal Revenue Service.

Article 10: Paid Leave Days

A. Personal Illness Leave Days1. Ten (10) personal illness leave days will be granted thefirst year of employment with CCS. Eight (8) personalillness days will be granted each year thereafter.

2. Unused personal illness leave shall accumulate. Anyaccumulated days of personal illness leave may be used insubsequent years.

3. Personal illness or sick days accumulated in the lastIndiana school district in which the teacher taught shall betransferable to CCS at the rate of three (3) days per schoolyear of service with CCS beginning with the second schoolyear of employment.

4. The Superintendent or designee may require a teacherwho is on personal illness leave for more than three (3) daysto provide proof of the need for the leave from a healthcareprovider, including but not limited to the nature of theillness and certification of the teachers ability,or inability,to return to work.

5. Personal illness leave days may be taken in half daysegments. One-half (1/2) day shall be deducted when a

teacher is absent four hours or less.

6. A maximum of ten (10) family illness days may be usedannually out of accumulated personal illness leave days. Inthe case of a catastrophic illness of a family member, ateacher may apply to use any portion of the remainder ofhis/her accumulated leave. The request must be made in


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writing to the Director of Human Resources. The lettermust include the relationship and name of the relative.

(Those considered immediate family would be: mother, father,

brother, sister, wife, husband, children, grandchildren, or anyrelative living in the household of the teacher. The above leaveshall also be granted for mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, aunt, uncle,and grandparents in the event of illness surgery, or accident.The Superintendent may require proof of the illness, surgery,or an accident for in-laws, aunts, uncles, or grandparentswhen he/she feels the teacherhas misused the leave.)

B. Personal Business

1. Each teacher shall be entitled to four (4) days for thetransaction of personal business, civic affairs, and/orfamily illness during each school year of employmentwithout loss of compensation for such absence. Noreason need be given other than personal business forthe use of these days and neither the form nor anAdministrator may request further reason.

2. If by the end of the school year a teacher has not usedany of the personal business days available to him/herthat year, one (1) of those days shall carry forward givingthe teacher a maximum of five (5) personal business dayswhich can be used during the following school year. Inthe event of retirement before usage, the carry over dayswill count as personal illness leave days. Any additionalunused days will be added to the accumulation ofpersonal illness leave at the end of each school year.

3. Personal business leave days may be taken in half (1/2)day increments.

4. If a teacher uses a personal business leave day on theday before Thanksgiving Day, the teacher will be chargedfor two (2) personal business leave days.


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5. If a teacher wants to use three (3) or more personalbusiness leave days consecutively, then the teacher mustenter it into the AESOP system at least two (2) weeks

before the first day of the absence.

6. Under unusual circumstances, the Superintendent mayin a particular instance extend the maximum allowanceof personal business days.

C. Professional Leave DaysA teacher may request leave for professional day(s) toattend education conferences and/or educationalworkshops, or to visit other schools. If a request for aprofessional day is made, on the proper form, the Boardmay, at its option, approve or deny the request.

D. Bereavement Leave1. For a death in the immediate family, a teacher may

utilize no more than five (5) contract days which do notneed to be taken consecutively. Full compensation shallbe granted for bereavement leave days. Immediate familyis interpreted as spouse, child, parent, brother, sister,

grandparent, grandchild, and each similar relationshipestablished by marriage or any person who at the time ofdeath had established the teachers home as his/herpermanent residence. If more than one (1) death shouldoccur at the same time in the immediate family, moredays may be granted by the Superintendent.

2. In the case of death of any uncle, aunt, first cousin,niece, nephew, or close friend, a teacher is entitled to one

day of absence on the day of the funeral without loss ofcompensation.

3. In the case of a co-worker or student, arrangements toattend services will be determined by the buildingprincipal in consultation with the School Corporation andwith input from staff.


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E. Executor/Executrix LeaveIn the event that a teacher is named Executor/Executrixof an estate, the teacher may utilize up to four (4) paid

leave days within twelve months following the death.

F. Maternity Leave1. A teacher who is pregnant and is determined by her

doctor to be temporarily disabled, is entitled to apply forShort-Term Disability benefits and, as in othercircumstances in which Short-Term Disability benefitsapply, may use one-half of a personal illness leave dayper day of STD leave to supplement the STD benefit.

2. While any portion of leave taken by a teacher because oftemporary disability caused by pregnancy may becharged to her available leave days in half-dayincrements, a teacher will be required to provide proof ofthis disability after six (6) weeks following the birth of herchild

3. In the case of a medical emergency caused by pregnancy,the teacher shall be granted a leave immediately upon

her request.

4. The teacher will provide certification of the emergency byan attending physician upon request from theSuperintendent or designee.

G. Adoption LeaveWhen a teacher adopts a child, before or after theadoption s/he may utilize up to thirty (30) of his/her

leave days for adoption-related activities. Two marriedemployees of the Board will be limited to a total of forty(40) leave days per couple.

H. Legal Circumstances Leave1. Court leave with pay shall be granted to teachers for the

time necessary to make subpoenaed appearance(s) in any


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court proceeding resulting from activities relating to theteachers employment with the School Corporation.

2. A teacher may serve as a member of a jury in response to

a summons for jury duty. A teacher so serving shall payall jury earnings to the School Corporation within ten(10) days of being paid for jury service. Parking fees,room, meals and any school-approved mileage may bededucted from these earnings upon the filing of a signedstatement of actual expense.

3. A teacher subpoenaed to give testimony before a judicialor governmental administrative tribunal (except to givetestimony for an alleged personal violation of the law orwhen named a party to a lawsuit neither of which isrelated to the teachers professional responsibilities) shallreceive compensation as in Section H(2) above uponshowing evidence of performance.

I. Other Leave Circumstances1. Absence of a teacher due to injury and/or disability

resulting from an assault and/or battery by an individualshall not be charged against the teachers leave if the

teacher was properly discharging his/her duties for theSchool Corporation at the time of the assault and/orbattery, or if the assault and or battery was a result ofthe victims status as a teacher. During the period ofabsence, the teachers salary and benefits shall continuein full to a maximum of ninety (90) days withoutreduction in accumulated personal leave days. IfWorkers Compensation benefits are paid during the 90day period, the teacher shall return that portion of the

benefits allotted for salary.

2. A teacher who is absent from work due to an illness orinjury which is covered by Workers Compensation shallreceive full compensation and benefits for a maximum of90 days without reduction in accumulated personal leavedays. As the teacher begins receiving Workers


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Compensation, the teacher shall return that portion ofthe benefits allotted for salary.

Article 11: Carmel Clay Retirement Program

A.

Buy Out of Retirement Compensation

1.

This Section A applies only to teachers employed or on anapproved leave in the 2002/2003 school year, and only toteachers who will be at least fifty-four years old and willattain their earliest retirement date with unreducedbenefits under ISTRF on or before June 30, 2018.Teachers must submit a letter of resignation to theSuperintendent or his/her designee, not later than 60

calendar days prior to the date of retirement. TheSuperintendent may waive this requirement.

2.The present value of each eligible teachers retirementcompensation as of June 30, 2003 was calculated usingassumptions set forth below based on (i) actual sick leaveas of June 30, 2003 plus projected sick leave to earliestretirement date, and in no event more than 130 days;(ii) projected years of service with Carmel Clay Schools at

earliest retirement date; (iii) earliest retirement will beafter meeting all of the following (a) completion of 15 ormore years of ISTRF service; (b) employment in acertificated position with Carmel Clay Schools for thecomplete 10 consecutive years preceding retirement; and(c) eligible for ISTRF retirement, which is the earlier of atleast age 65 plus at least 10 years of service, at least 60plus at least 15 years of service, or at least age 55 withage plus years of service equal to at least 85. This

notwithstanding, a teacher whose buyout percentage foraccumulated sick leave would have increased under theprior plan by June 30, 2004, did receive additionalbuyout funds to account for the higher percentage ofaccumulated sick leave, if the teacher was still employedby the Board as a teacher through the 2003-2004.


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3.The present value amount was deposited into a 401(a)plan account for the given teacher. Calculations todetermine the present value amount assumed (a) that thesick leave days were bought out at the given teachers per

diem rate at retirement reflective of 3% annual growth insalary; (b) that the account earned an annual rate ofreturn of 7%; (c) that the value did not include theequivalent of the employers FICA contribution but didinclude the equivalent of the employees FICAcontribution as each would have applied if the value werenot paid into a tax deferred plan account; and (d) that thevalue did not include the equivalent of the employersand employees ISTRF contributions as each would haveapplied if the value were not paid into a tax deferred planaccount; and (e) such other terms as the parties mightsubsequently agree in writing were to apply.

4.Heretofore, all teachers who were affected by the buyoutshallretain accumulated sick leave in excess of thenumber of days bought out, if any, and all teachers willcontinue to accrue sick leave in accordance with sickleave provisions in this Contract. Only in the event ateacher exhausts all of his/her accumulated sick leave

and personal leave and needs additional sick leave, willhe/she be able to use his/her bought out sick leave days.

5.The given teachers 401(a) account shall vest once theteacher has met all of the following: (a) completion of 15or more years of ISTRF service, (b) employment at CarmelClay Schools in a certificated position for the complete 10consecutive years preceding retirement, and (c)attainment of age 50. A teachers bought out sick leave

days will be restored in the event the teacher separatesfrom employment prior to meeting all the vestingrequirements and, thus, forfeits his/her claim to his/her401(a) account.

In lieu of all of the above, within 60 days following thisSection A taking effect, a teacher was entitled to elect in


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writing to the Superintendent to be considered eligible for thebenefits of Section B, below.

6.

The Corporations buy out of sick leave and other benefits

related to this Section A took place on December 31,2003.

7.

Funds related to this Section A that are subsequentlyforfeited by non-vested teachers who separate fromemployment with this Corporation shall be used toreduce future employer contribution.

B.

Supplemental Contributions, Part 1

1.

This Section B applies only to teachers not included inSection A, above, employed or on approved leave ofabsence in the 2002-2003 school year and who willattain their earliest retirement date under TRF afterJune 30, 2018 but before July 1, 2023. Teachers mustsubmit a letter of resignation to the Superintendent orhis/her designee, not later than 60 calendar days prior tothe date of retirement. The Superintendent may waivethis requirement.

2.

For each year subsequently worked at Carmel ClaySchools, each teacher covered under this Section willreceive a contribution equal to 2% of his/her annualcompensation into a 401(a) plan account for that teacher.Contributions shall be made within two weeks of the endof each payroll period. For this purpose, annualcompensation will be the sum of the teachers salaryschedule pay plus any Extra Curricular pay the teacher

received(s) in the year of contribution.

3.

This account will vest after the teacher has beenemployed at Carmel Clay Schools for no less than 10years following the 2002-2003 school year.


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C. Supplemental Contributions, Part 2

1.This Section C applies only to teachers who attain theirearliest retirement date with unreduced benefits under

ISTRF after June 30, 2023 and in any event, have a hiredate that falls after the 2002-2003 school year. Teachermust submit a letter of resignation to the Superintendentor his/her designee, not later than 60 calendar days priorto the date of retirement. The Superintendent may waivethis requirement.

2.For each year subsequently worked at Carmel ClaySchools, each teacher covered under this Section C willreceive a contribution equal to 1% of his/her annualcompensation into a 401(a) plan account for that teacher.Contributions shall be made within two weeks of the endof each payroll period. For this purpose, annualcompensation will be the sum of the teachers salaryschedule pay plus any Extra Curricular pay the teacherreceived(s) in the year of contribution.

3.

This account will vest after the teacher has beenemployed at Carmel Clay Schools for no less than 10

years following the 2002-2003 school year.

In the event of the death or total disability of any teacher,his/her retirement account shall be considered vested and itwill be provided to the teachers designated beneficiary as filedwith the Indiana State Teachers Retirement Fund or to theteachers estate should there be no beneficiary.

D.457 PlanCarmel Clay Schools shall providea salary

reduction 457(b) deferred compensation plan for any and allinterested teachers.

E.

Any retired teacher of Carmel Clay Schools may elect tocontinue the District-approved Health and Dental (for thosefamily members covered at the time of retirement) and LifeInsurance Plans, to the extent allowable under the


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applicable insurance contract, by paying the total premiumprovided the following requirements are met:

1.

Any retired teacher approved for continuance in the

District-approved Insurance Plans shall submit properadditional payment annually or semi-annually, 10working days in advance of the premium date, to thepayroll division. Without said payment, timely filed,the privilege will be lost.

2. Within 90 days after the teachers retirement date, theteacher must file a written request with the employerfor group insurance.

3.

The teacher must be at least 50 years of age and musthave acquired 15 or more years of experience and havebeen employed by Carmel Clay Schools for thecomplete preceding 10 consecutive years, asrecognized by the Indiana State Teachers RetirementFund Board, at the time of his/her retirement.

4.The health insurance privilege ends when the teacherbecomes eligible for Medicare. If a retired teachers

spouse or estate pays the amount the retired teacherwould have been required to pay for coverage for thosefamily members covered at the time of retirement,eligibility to continue insurance under this section isnot affected by the death of the retired teacher. Forthose family members covered at the time ofretirement, eligibility continues under COBRAregulations, which are in effect on the date thiscontract is implemented, namely:

a.

until the spouse becomes eligible for Medicarecoverage,

b. until 3 years after the date of the teachers death,

c. until the date of the spouses remarriage, or untileligible for other insurance coverage, and/or


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d. until the date a covered dependent reaches the ageof majority.

F. In the event of disability necessitating retirement, the

teacher shall be eligible to participate in the District-approvedHealth Insurance Plan providing the following conditions havebeen met:

1.The teacher must be at least 50 years of age and musthave acquired 15 or more years of experience and havebeen employed by Carmel Clay Schools for thecomplete preceding 10 consecutive years, asrecognized by the Indiana StateTeachers RetirementFund Board, at the time of his/her retirement.

2. A physician agreeable to the Board must verify thedisability.

3.

This privilege stops at the time the teacher firstbecomes eligible for Medicare. (The teacher must applyfor Medicare at the earliest eligibility date fordisabilities.)

Article 12: Early Retirement Incentive/VEBA TrustAccount

A. Teacher Early Retirement Incentive Plan

1. EligibilityTo be eligible for the Early RetirementIncentive Plan, a teacher:

a. must have been employed with the Carmel Clay

Schools as a certificated employee during the 2002-2003 school year;

b.

must be projected, as of March 1, 2003, to reachthe TRF Rule of 85 by no later than June 30, 2023;


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c. subsequently must have been employed by CarmelClay Schools for the complete 10 consecutive schoolyears immediately preceding the effective date ofhis/her retirement;

d. who has the necessary years of service, may receivethe Teacher Early Retirement Incentive Plan as earlyas the beginning of the contracted school year(July 1June 30) during which he/she will meetthe corresponding age eligibility requirement for theIndiana State Teachers Retirement Fund Rule of85;

e. must retire within five years after becoming eligiblefor retirementunder the Indiana State TeachersRetirement Fund Rule of 85; and

f. must submit a letter of resignation to theSuperintendent or his/her designee, not later than60 calendar days prior to the date of retirement.The Superintendent may waive this requirement.

2. BenefitA teacher meeting the eligibility requirements

set forth in Section 1, above, shall be entitled toremain on the Carmel Clay Schools Health, Vision,and Dental Insurance Plan until he/she is eligible forMedicare benefits or until the death of the teacher.

a.

The Board shall pay 100 percent (100%) of thepremiums to maintain coverage (i.e., single orfamily) the teacher had at the time of retirement.

b.

The insurance benefit ends upon death of theteacher, or when the teacher becomes eligible forMedicare. However, a retired teachers spouse orestate may continue participation in theCorporations insurance plan(s) subject to thefollowing:


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(1)until the spouse becomes eligible for Medicarebenefits,

(2)until covered dependents reach the age of

majority,

(3)the spouse pays 102% of the premium(s),

(4)in the event the spouse was a Carmel ClaySchools teacher who qualified for the TeacherEarly Retirement Incentive Plan, the Board willpay 100% of the premium until he/she is eligiblefor Medicare benefits or until the death of theteacher.

3. Employees who choose to retire under this TeacherEarly Retirement Incentive Plan will be fully vestedwith these benefits regardless of any future contractnegotiations.

B. VEBA Trust Account

1. By no later than August 1, 2003, the Carmel Clay

Schools may establish an aggregate VEBA (VoluntaryEmployees Beneficiary Association) trust account inorder to provide partial or total funding for ParagraphA, (2), above.

2. By no later than August 1, 2003, the Carmel ClaySchools shall establish individual VEBA TrustAccounts for all teachers presently or subsequentlyemployed in certificated positions and who are not

eligible for the benefits provided in Paragraph A (2),above

a.The Carmel Clay Schools shall deposit an amountequal to 1% of each of these teachers respectivegross pay into the given teachers Trust Accountwithin two weeks of the end of each pay period. For


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APPENDIX A - Teacher Salary Schedule for2014-2015

1 2 3 4 5 6 7

B.S. B.S.+15 B.S.+30 M.S. M.S.+15 M.S.+30 E.D.

A 35,718 36,640 37,565 38,487 40,158 41,820 43,484

B

37,193 38,243 39,293 40,342 42,008 43,672 45,336C

38,675 39,848 41,019 42,192 43,855 45,521 47,189

D 40,158 41,452 42,745 44,042 45,705 47,371 49,037

E 41,637 43,056 44,474 45,892 47,560 49,223 50,890

F 43,118 44,658 46,203 47,740 49,405 51,075 52,736

G 44,594 46,261 47,925 49,592 51,260 52,922 54,591

H 46,075 47,867 49,653 51,443 53,107 54,776 56,439

I 47,560 49,472 51,384 53,298 54,957 56,628 58,290

J 49,037 51,075 53,110 55,142 56,811 58,474 60,140

K 50,516 52,678 54,835 56,998 58,660 60,327 61,990

L

51,998 54,284 56,563 58,845 60,508 62,176 63,846M

53,477 55,885 58,291 60,698 62,362 64,028 65,691

N 54,957 57,486 60,016 62,543 64,212 65,879 67,544

O 56,439 59,093 61,746 64,396 66,062 67,725 69,393

P 57,920 60,698 63,472 66,250 67,912 69,580 71,244

Q 59,399 62,298 65,197 68,093 69,765 71,427 73,097

R 60,883 63,905 66,926 69,947 71,612 73,280 74,941

S 62,362 65,505 68,651 71,797 73,464 75,129 76,796

* This model and all compensation under this Agreement must be implementedconsistent with all applicable legal requirements, including identification and

weighting of the statutory factors.

* Salary increases on this salary schedule shall be determined by placing (a) 67%

weight on evaluation and (b) 33% weight on each teachers academic credentials.

Each teacher who is rated by the District as effective or highly effective for the2013-2014 school year shall move one step vertically as compared to the teachers

position on the 2013-2014 salary schedule (e.g.,a teacher in Cell A-1 on the 2013-

2014 schedule who is otherwise eligible will be placed in Cell B-1 of this scheduleunless he/she also is eligible for movement to the right based on additionaleducational credits).

Teachers who do not receive an effective or highly effective rating for the 2013-2014

school year will not move on the salary table or receive any compensation increasefor the 2014-2015 school year.

* If a teacher moves from left to right, the teacher will receive the maximum increasepermitted by law. If that is less than the total amount attributable to the movement

from left to right, then the teacher will receive the remaining amount as soon as

lawfully permitted. However, pursuant to I.C. 20-28-9-1, teachers will receive the


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full compensation adjustment for attaining additional degrees for which the teacher

had started course work before July 1, 2011, and completed course work by

September 2, 2014, and notified the District of the additional degree by August 1,2014 (to receive the full amount) or November 1, 2014 (to receive half the amount)

without being subject to the limitations of these provisions.

* The District has the discretion to place a newly hired teacher or LTS at the level itdeems appropriate. After this initial placement, the persons future compensation will

be determined in accordance with this Agreement.


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APPENDIX B - ECA Schedules

Index Based on Beginning Teachers Salary (BS/A)

Level Step 1 Step 2 Step 3 Step 4 Step 5

10 10.00% 11.25% 12.50% 13.75% 15.00%

9 9.00% 10.13% 11.25% 12.38% 13.50%

8 8.00% 9.00% 10.00% 11.00% 12.00%

7 7.00% 7.88% 8.75% 9.63% 10.50%

6 6.00% 6.75% 7.50% 8.25% 9.00%

5 5.00% 5.63% 6.25% 6.88% 7.50%

4 4.00% 4.50% 5.00% 5.50% 6.00%

3 3.00% 3.38% 3.75% 4.13% 4.50%

2 2.00% 2.25% 2.50% 2.75% 3.00%

1 1.00% 1.13% 1.25% 1.38% 1.50%


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Organizational Positions

Level 10 (none) Level 3Elementary Language Arts Lead Teacher

Level 9 (none) Elementary Technology Coordinator

Level 8 Level 2High School Technology Coordinator Elementary Mathematics Lead Teacher

Summer TV Elementary Science Lead Teacher

Summer Radio Elementary Social Studies Lead Teacher

Freshman Center House Leader

Level 7(none)

Middle School Connections LeaderRemediation CoordinatorMiddle School Electronic Gradebook

Coordinator/Webmaster

Level 6Middle School Technology Coordinator

Level 1Level 5

High School Assistant Auditorium DirectorElementary Electronic Gradebook

Coordinator/Webmaster

High School Planetarium Director

Middle School Auditorium Director

Level 4High School Bus Supervision

Middle School Bus Supervision


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Co-Curricular Positions

Level 10 (none) Level 3High School Spring Musical/Music Director

High School Spring Musical/Orchestra Conductor

Level 9 (none) High School Drama, Fall Production

High School Drama, Winter Production

High School Assistant Honor Society Sponsor

Level 8 High School Assistant Thespian SponsorHigh School Band Director

High School Choir Director

High School Orchestra Director

High School TV Director High School Prom Sponsor & Class Fundraiser Sponsor

HS Radio Director High School Key Club

High School Lifelines

Level 7 (none) High School Academic Competition Sponsor (DECA,Science Olympiad, Academic

Superbowl, Mock Trial, Economics Club)*

Level 6 Middle School Musical/Drama ProductionHigh School Head Debate

High School Head Speech Level 2High School Assistant Band Director High School Assistant RadioHigh School Assistant Choir Director High School Assistant TV

High School Assistant Orchestra High School Principal's AssignmentsHigh School Spring Musical Producer High School Assistant Academic

High School Spring Musical Technical Director Competition Sponsor

High School Newspaper High School Assistant Key ClubHigh School YearbookHigh School TechHounds Sponsor High School Class Sponsor

Middle School Principal's Assignments

Level 5 Middle School Assistant ProductionHigh School Dance Team (fall) Middle School BandHigh School Dance Team (winter) Middle School Academic Competition Sponsor

High School Student Congress Middle School Choir

Middle School Orchestra

Level 4 Elementary Principals' Assignments

High School Thespian Sponsor Elementary Choir

High School Assistant Debate Elementary Student Broadcast

High School Assistant Speech Sponsor Level 1High School Honor Society Sponsor Middle School Student Government

High School Assistant Student Congress Elementary Academic Competition Sponsor

High School Assistant TechHounds Sponsor Elementary Student Government


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Athletic Positions

Level 10 Level 5

High School Head Baseball High School Head Intramurals

High School Head Cross Country

High School Head Fall/Competition Cheerleading 9th Grade Assistant Baseball

High School Head Golf 9th Grade Assistant Basketball

9th Grade Assistant Football

High School Head Soccer 9th Grade Assistant Softball

High School Head Softball Middle School Head Baseball

High School Head Swimming Middle School Head Basketball

High School Head Tennis Middle School Head Cross Country

High School Head Track Middle School Head Football

High School Head Volleyball Middle School Head Softball

High School Head Wrestling Middle School Head Tennis

Middle School Head Track

Level 9 Middle School Head VolleyballHigh School Assistant Football Middle School Head WrestlingHigh School Assistant Basketball High School Assistant Cheerleading

Level 4Level 8 (none) High School Assistant Intramurals

Level 7 (none) Middle School Assistant BaseballMiddle School Assistant Basketball

Level 6 Middle School Assistant Cross Country

High School Assistant Baseball Middle School Assistant Football

High School Assistant Cross Country Middle School Assistant Softball

High School Assistant Golf Middle School Assistant TennisMiddle School Assistant Track

High School Assistant Soccer Middle School Assistant Wrestling

High School Assistant Softball

High School Assistant Swimming Level 3High School Assistant Tennis

High School Assistant Track

High School Assistant Volleyball Middle School Fall Cheerleading

High School Assistant Wrestling Middle School Winter Cheerleading

9th Grade Head Baseball Middle School Intramurals

9th Grade Head Basketball

9th Grade Head Football Level 29th Grade Head Soccer Middle School Assistant Cheerleading9th Grade Head Softball (winter only)

9th Grade Head Tennis Middle School Assistant Intramurals

9th Grade Head Volleyball

High School Head Winter Cheerleading Level 1 (none)

carmel's new contract

Documents

carmels new contract

carmel clay retirement

contract procedures

agreementthis contract

nationaleducation association

association business

thefollowing school

school corporationmeans