THE SNAKE RIVER EDUCATION ASSOCIATION AND
THE SNAKE RIVER SCHOOL DISTRICT 52 BOARD OF TRUSTEES
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TABLE OF CONTENTS
I. RECOGNITION AND SCOPE OF NEGOTIATIONS 3
II. ASSOCIATION RIGHTS 3
III. GRIEVANCE PROCEDURE 4
IV. LEAVES 9
V. WORK DAY 16
VI. SCHOOL YEAR 16
VII. INSURANCE 17
VIII ADVANCEMENT TO INTERIM STEPS ON SALARY SCHEDULE 19
IX. SALARY SCHEDULE 20
X. EXTRACURRICULAR ACTIVITIES SALARY SCHEDULE 21
XI. EVALUATIONS 24
XII. SAVINGS CLAUSE 24
XIII. DURATION 25
XIV. ACCEPTANCE 25
RECOGNITION and SCOPE OF NEGOTIATIONS
The Board recognizes the Association has proved itself for the 2020-2021 contract to be the exclusive representative of all professional certificated employees of School District 52, except as follows: Superintendent, Principals and Director of Federal Programs.
ARTICLE II ASSOCIATION RIGHTS
[see also Board Policy #2330 – Board Relationship with SREA]
The policy of the Board will be that of cooperation with the Snake River Education Association and others to assure that the best interests of students in the school district may be served.
1. NOTICE OF SCHOOL BOARD MEETINGS
The President of the Association or the President's designee shall be given advance notice of all regular and special meetings of the Board.
2. SCHOOL BOARD PACKETS
A copy of the Board Packet will be sent to the President of the Association at least 2 days prior to any regular or special meetings of the board.
3. SCHOOL BOARD MINUTES
A copy of all Board minutes shall be made available to the President of the Association as soon as they have been prepared and approved.
4. PERTINENT INFORMATION
The Board shall, upon written request, furnish annual financial reports, audits, and all other public information, which will assist the Association in developing programs on behalf of the teachers and their pupils.
5. ASSOCIATION BUSINESS
Representatives of the Association and its affiliates will be permitted to transact official Association business on school property, provided that this shall not disrupt normal school operations. Designated representatives of the Association shall be notified of telephone calls and other communications concerning Association business.
6. ASSOCIATION USE OF SCHOOL COMMUNICATION SYSTEMS Representatives of the Association shall have the right to post notices of activities and matters of Association concern on teacher bulletin boards. Representatives of the Association may use the in-district mail service, e-mail and teacher mail boxes for expeditious communication to members of the bargaining unit.
7. ASSOCIATION USE OF BUILDINGS
The Association and its representatives shall have the right to use school buildings for meetings with prior approval of the building principal or superintendent.
8. ASSOCIATION USE OF SCHOOL EQUIPMENT
The Association shall, with prior approval of the building principal, have the right to use school facilities and equipment when such equipment is not otherwise in use. The Association shall pay for the reasonable cost of all materials and supplies incident to such use.
9. NEW PERSONNEL
Names of newly hired teachers shall be provided to the Association.
10. ASSOCIATION RELEASED TIME
The Association shall be granted released time without loss of pay or benefits for up to twelve (12) days per school year to perform Association business. These days may be taken in one-half day increments. The Superintendent or his designee shall be given at least twenty-four (24) hour prior notification. The Association shall pay for the cost of the substitute if one is hired. All requests for Association Released Time shall be approved through the SREA President or Executive Board.
11. RIGHTS UNDER THE CONSTITUTION
The Association hereby retains and reserves unto itself all powers, rights, authority, duties and responsibilities conferred upon and vested by the Laws and the Constitution of the State of Idaho and the United States.
GRIEVANCE PROCEDURE [see also Board Policy #7160 Grievance Process Certificated]
The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to claim(s) arising from a violation, misapplication, or misinterpretation of school board policies, administrative directives, and the Idaho State Code of Ethics, and to establish an orderly succession of procedures wherein these solutions may be pursued. No employees, including probationary employees, may use the grievance procedure in any way to appeal:
a. A suspension or termination of employment;
b. A non-renewal of a contract and/or a non-reappointment;
c. The professional judgments and conclusions of the supervisor in conducting a performance evaluation; and/or
d. The procedures and decisions made pursuant to this Policy.
2.1 A "grievant" may be an employee, group of employees, or the Association.
2.2 A grievance shall mean a complaint by an employee or the Association that there has been a violation, misinterpretation, or a misapplication of district policy or any provision of the Negotiated Agreement excluding discrimination or harassment prohibited by and addressed in Policy 7435.
2.3 The term "days" when used in this procedure shall mean working school days.
2.4 A "Party in Interest" is the person or persons making the claim and any person who might be required to take action or against whom action might be taken in order to resolve the claim.
3.1 Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum and every effort will be made to expedite the process. The time limits specified may, however, be extended by mutual agreement between the parties involved.
3.2 The Grievant may request a representative of the Association to be present at all proceedings required to process the grievance after the "statement of grievance" has been filed.
3.3 When grievance hearings are scheduled during regular school hours, the grievant and, if requested, a representative of the Association shall be released from the regular assignments without loss of pay or payroll benefits.
3.4 At the request of the grievant where a "statement of grievance" has been filed with the district, the district shall forward to the Association President or designee a copy of the "statement of grievance" within five (5) days after receiving it.
3.5 The district shall notify the Association President or designee of all resolution or dispositions of grievances filed with the district.
3.6 Grievances where the Association is not a party to the proceedings at the request of a grievant, the Association retains the right to file a grievance on the same issue starting at Level Three.
4. INITIATION AND PROCESSING
4.1 Level One-Informal Conference
4.1.1 The parties in interest agree that it is usually most desirable for the grievant and his/her immediate administrator to resolve problems through free and informal communications. Every effort will be made to resolve the grievance in an informal manner.
4.1.2 Within eight (8) days of the time a grievant becomes aware that a grievance has occurred, the grievant will present the grievance to his/her immediate administrator during a time when he/she is not responsible for student supervision with the objective of resolving the matter informally.
4.1.3 Within four (4) days after receipt of the grievance, the immediate administrator shall give his/her answer orally to the grievant along with a summary of the conversation in writing held between the two parties.
4.2 Level Two-Filing a Written Grievance
4.2.1 Within four (4) days after the informal conference described in level One, if no satisfactory disposition is made, the employee may file a written grievance with the supervisor. The written grievance shall set forth specifically the event(s) upon which the grievance is based, citing the Policy and/or Directive alleged to be violated, the date the alleged infraction took place, and grounds upon which the grievance is made. The employee must sign and date the grievance.
4.2.2 Within four (4) days after receiving the written grievance, the administrator shall schedule another meeting with the employee.
4.2.3 The parties in interest shall be present for the meeting and shall have the right to include in any presentation such witnesses as they deem necessary to develop the facts pertinent to the grievance.
4.2.4 The administrator shall provide the grievant with a written answer to the grievance within eight (8) days after the meeting. Such answer shall include the reason upon which the decision is based.
4.3 Level Three-Review by Superintendent
4.3.1 If the grievant or the Association is dissatisfied with the disposition of the grievance at Level Two, or if no decision has been rendered within eight (8) days after the presentation of the grievance, the grievant may file the "Statement of Grievance" with the Superintendent or his official designee, with copies sent to the grievant's immediate administrator.
4.3.2 The Superintendent or his designee shall arrange for a hearing with the grievant within four (4) days of receipt of the grievance.
4.3.3 The parties in interest shall have the right to include in the presentation such witnesses as they deem necessary to develop the facts pertinent to the grievance.
4.3.4 Upon conclusion of the hearing, the Superintendent or his designee will have eight (8) days to provide a written decision, together with the reasons for the decision, to the grievant.
4.4 Level Four-Appeal to the Board
4.4.1 If the grievant or the Association is not satisfied with the decision rendered at Level Three, or if no decision has been made within eight (8) days after the meeting at Level Three, the grievant may request a review of the grievance by a hearing panel. Within twelve (12) working days of an appeal, the board of trustees shall convene a panel consisting of three (3) persons; one (1) designated by the board of trustees, one (1) designated by the employee, and one (1) agreed upon by the two (2) appointed members for the purpose of reviewing the appeal. Within eight (8) working days following completion of the review, the panel shall submit its decision in writing to the employee, the superintendent, the association, and the board of trustees. The panel's decision shall be the final resolution of the grievance unless the board of trustees overturns the panel's decision at the next regular public meeting of the board of trustees.
4.4.2 The parties in interest shall have the right to include in the presentation such witnesses as they deem necessary to develop the facts pertinent to the grievance.
4.4.3 The costs for the services of the hearing panel, including per diem expenses, shall be paid for as follows: School District Number 52 shall pay for the expenses of the panel member they appoint, the Association shall pay for the expenses of the panel member they appoint, and the expenses of the third member of the panel shall be shared equally by the School District and the Association.
5. SUPPLEMENTAL PROVISIONS
5.1 The failure of a grievant to proceed from one level of the grievance procedure to the next level within the time limits as set forth herein, shall be deemed to be an acceptance of the decision previously rendered and concerning the particular grievance except as provided in paragraph 3.6.
5.2 The failure of an administrator to communicate his decision to the party within the specified time limit shall permit the party to proceed to the next level in the grievance procedure.
5.3 Neither the Board nor any member of the administration shall take reprisals affecting the employment status of any party in interest.
5.4 Any party in interest agrees to furnish to all parties in interest the information necessary to process any grievance thus providing full disclosure to all parties involved.
5.5 All documents, communications and records dealing with grievances shall be filed in a separate grievance file at the District Office and will not be kept in the district personnel file of any of the participants.
5.6 Utilization of this Grievance Procedure is not intended to deprive an individual of seeking redress through the courts, if they so desire.
5.7 The provisions of the Uniform Arbitration Act (Chapter 9 Title 7, Idaho Code) apply to this agreement.
5.8 When the grievant is an employee who reports directly to the Superintendent, the grievance shall be filed with the Board Chair. The Chair should request appropriate District personnel to being the investigation/resolution process set forth in Section Four (4).
5.9 When the accused is the Superintendent, the grievant shall file the complaint in writing with the Board Chair, who shall take prompt action as specified below:
5.9.1 First, the Chair shall notify the accused of the complaint.
5.9.2 Second, the Chair shall notify the Board of the complaint. The Board shall determine if the complaint appears to merit formal investigation.
5.9.3 If the Board deems the complaint to merit formal investigation, the Board shall set the parameters for the investigation. The investigation should seek the accused /employee’s response as well as the statements of the grievant and witnesses.
5.9.4 If a preliminary investigation is begun, the written complaint and documents relating to the investigation are confidential until the investigation is either concluded or ceases to be active.
5.9.5 To conduct the investigation, the Board may consider:
A. Retaining outside special counsel (which should be an attorney or law firm that is not currently retained by the Board and has not handled any matters for or against the Board within the past five years);
B. Requesting the personnel-investigation department of another Idaho school district to conduct the inquiry;
C. Contracting the DOE Office of Inspector General; or
D. If applicable, referring the matter to the State Attorney’s Office, the Commission on Ethics, or other applicable state agency.
5.9.6 The Board and the employee should receive the final investigative report at the same time.
5.9.7 Upon receiving the report, the Board shall determine whether any action is required. The accused/employee and/or the employee’s representative shall have a right to address the Board at the meeting where the decision will be made.
5.9.8 Consistent with the employment contract, if informal action such as a reprimand is deemed necessary, such action may be reflected in the employee’s evaluation and personnel file.
In accordance with the employment contract, if formal action such as demotion, suspension, or termination is deemed necessary, the employee shall receive appropriate notice and opportunity for a hearing.
NOTICE OF GRIEVANCE
SUBMISSION OF EMPLOYEE
Date of Appointment:
Date Grievance Initially Submitted:
Dates and Brief Details of Previous Meetings:
Main Grounds to the Grievance:
A. SICK LEAVE
ARTICLE IV LEAVES
1. Sick leave shall be granted at the rate of eleven (11) days per year for personnel under a 157 working day contract. Unused sick leave may be accumulated to an unlimited amount.
2. Basis for Sick Leave
2.1 Illness of the teacher.
2.2 Illness of members of the teacher's family. (Family shall consist of husband, wife, child, mother, father, sister, brother, mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, grandmother, grandfather, grand-child, uncle, aunt, niece, nephew, first cousin, or any resident living in the same household).
3. Basis for Bereavement Leave
3.1 Up to two (2) days bereavement leave per incident shall be available to certificated employees for the purpose of attending funerals of members of the employee's immediate family, i.e., spouse, parents, spouse's parents, children, step-children, brother or sister, brother-in-law, sister-in-law, son-in-law, daughter-in-law, grand-parents, spouse's grandparents, or grandchildren. Additional bereavement leave chargeable to sick leave may be taken.
3.2 Time for attending the funeral of a close friend, associate or relative may be allowed at the discretion of the Superintendent or his designee. Days used for this purpose shall be deducted from the employee's sick leave entitlement.
4. SICK LEAVE BANK
4.1 The Sick Leave Bank is established for the purpose of alleviating the hardship caused by absence from work necessitated by extended or recurring illness extending beyond the employee’s current and accumulated sick and personal leave. The Sick Leave Bank shall operate under the following rules:
4.1.1 SREA shall maintain a Sick Leave Bank Committee, whose membership shall consist of two (2) members of the sick leave bank appointed by the SREA and one (1) person representing the Snake River School District. Committee members shall serve on a rotating three-year term. The Chairperson of the Sick Leave Bank Committee will be selected by the committee annually and notification will be given to the Snake River Education Association president and the district superintendent. The Sick Leave Bank Committee shall develop and distribute rules and procedures for the orderly administration of the bank not inconsistent with the terms of this agreement. The committee’s decisions will be made by a majority vote. The committee shall be responsible for reporting to the District's accounting office the names of contributors and the number of days contributed. It shall report all days granted by the bank and all other information necessary for the employee's records. The Sick Leave Bank chairperson may call monthly meetings when deemed necessary.
4. SICK LEAVE BANK (cont.)
4.1.2 To be a member of the bank, an employee must contribute at least one
(1) full day of his/her personal sick leave to the bank on or before October 10 of each year until the member is vested. Sick leave days thus contributed shall be deducted from the individual's sick leave entitlement. Days that are given to the sick leave bank cannot be taken back. The contributed sick leave days shall form a fund of sick leave days that will be available to all eligible participating employees upon recommendation of the Sick Leave Bank Committee. Additional assessments may be made of members should the Sick Leave Bank reserve drop below 200 days. Members who will not be employed by the district the following year may contribute additional days to the bank by notifying the district superintendent and the chairperson of the Sick Leave Bank Committee.
4.1.3 The Snake River Sick Leave Bank Committee shall create a membership category called Vested Member. Vested Members of the Snake River Sick Leave Bank shall be members who have contributed six days to the Sick Leave Bank. A Vested Member of the Snake River Sick Leave Bank shall not have to contribute additional days to the Sick Leave Bank unless there is a general assessment of all members to maintain an adequate number of days in the bank.
4.1.4 Applications for use of the Sick Leave Bank shall be made to the chairperson of the Sick Leave Bank Committee. (See attached application.)
4.1.5 In order for an employee to be eligible to apply for sick leave benefits from the Sick Leave Bank, the employee must first: (1) be a contributor to the bank; (2) have been absent from work due to extended or recurring illness, an accident, or the major illness or major injury of an immediate family member (family member is defined as: spouse, child, mother, father, mother-in-law, father-in-law, or member of the employee’s household); (3) used all his/her accumulated sick leave and personal leave days; and, (4) must have had reduction in salary in the amount of 2 days of substitute teacher pay, due to the current illness, per request.
4.1.6 The Sick Leave Bank Committee shall make grants by committee action.
4.1.7 The Sick Leave Bank Committee may, at its discretion, (1) require a statement from the grantee's physician; and, (2) obtain any additional information from any other individual on prior use of personal sick leave days.
4.1.8 The maximum number of days that can be granted to any individual in any contract year by the Sick Leave Bank Committee will be left up to the discretion of the Sick Leave Bank Committee. In no case will the granting of leave cause an employee to receive more than his/her annual salary for that year. If an employee does not use all of the days granted by the bank, the unused sick leave days shall be returned to the bank.
4.1.9 The number of sick leave days granted shall not exceed the number of days absent from work due to illness or accident. Whenever an employee has been absent for a continuous illness lasting ten (10) working days beyond his/her accumulated sick leave, the committee may allow retroactive coverage for the two (2) days when the employee’s salary was reduced by the cost of the substitute.
4. SICK LEAVE BANK (cont.)
4.1.10 An employee using the Sick Leave Bank shall apply for any appropriate disability benefits he/she may be entitled to. (After 30 consecutive days, teachers are eligible to apply for the disability insurance of the district.)
4.2 If, at the end of the regular school year, a physician certifies that the employee will be unable to return to work the following fall, the employee may request and be granted a year's extended leave of absence. An extension of a one-year leave of absence will be granted if requested by the teacher and a physician certifying the teacher will be unable to return to work the next year. A teacher must make the decision for a one-year extension by the time stated in the law for the return of signed contracts.
4.3 At this point the Board may replace the teacher with a temporary employee or may have the option to issue a new contract if the one-year leave of absence is not requested.
4.4 The guidelines for extended leaves of absence (Section D) shall apply to this leave.
SNAKE RIVER EMPLOYEES SICK LEAVE BANK REQUEST FORM
Date Requested by
Date Sick Leave expires and personal days are used Reason for request:
List days and reasons for current year’s absences.
Physician’s Name: Phone #:
Attach any information that your doctor has supplied or any other information you feel is pertinent to this request.
B. PERSONAL LEAVE
1. This leave shall be granted, upon request, in no less than one-half day increments to conduct personal business that cannot be taken care of during normal off duty time.
2. It shall be granted at the rate of three (3) days per school year with a five (5) day maximum accumulation and five (5) day maximum use in any one year. Up to one (1) additional day may be taken with the employee paying the daily substitute rate for that additional day taken.
3. A teacher shall be able to advance two of the five (5) unused accumulated personal leave days to the following year. As an incentive not to use this leave, the teacher shall be paid for the unused portion up to three days at the normal cost of providing a substitute teacher.
C. REQUEST FOR LEAVE FORM (Next Page)
D. EMERGENCY LEAVE
Emergency leave requested in writing may be granted with the approval of the superintendent or his designee. A person receiving approved emergency leave will be charged the cost of a substitute through the regular payroll deduction procedures of the district.
E. EXTENDED LEAVES OF ABSENCE
1. Guidelines for extended leaves of absence. Leaves of absence listed shall begranted. They shall also:
1.1 Be applied for in writing
1.2 Be granted in writing
1.3 Provide for no loss in accumulated benefits
1.4 Upon return from a leave of absence, allow the teacher to be assigned to the same position, if available, or if not available, to at least an equivalent position.
1.5 Allow a teacher to participate in group insurance while on leave with the teacher paying the premiums.
1.6 Any teacher who is elected as a full-time officer within the IEA or NEA shall be granted a leave of absence without pay while serving in that office; provided that they have completed at least four (4) continuous years of service in the Snake River School District.
2. MILITARY LEAVE
Military leave will be granted, without pay, to any teacher who is inducted or enlists in active military services in time of war or other emergency declared by the proper authority of the State or of the United States. Upon return from such leave, a teacher will be placed on the salary schedule at the level which he/she would have achieved if he/she had not taken such leave. Military leave is for one (1) year at a time and the teacher must renew his/her leave each year thereafter for the duration of the period of such war or other emergency. A military leave of up to ten (10) school days in any calendar year without loss of fringe benefits will be granted to any teacher who is a member of the National Guard or any component of the military forces of the State or Reserve forces of the United States and who is engaged with such organization or components in training or active services ordered or authorized by proper authority pursuant to law.
3. CHILD REARING
Teachers shall be granted a leave for child rearing purposes of up to one (1) year without pay or increment. This includes both adoption and birth. Upon written request, such leave may be extended up to one (1) year without pay or increment.
4. CARING FOR SICK MEMBER OF FAMILY
A leave of absence of up to one (1) year, without pay or increment, will be granted for the purpose of caring for a sick member of the employee's immediate family and such leave may be extended for one (1) year. Immediate family is defined as parents, spouse, and children. The board will also review special circumstances involving caring for family members not in immediate family.
5. CANDIDATE FOR PUBLIC OFFICE
A teacher has the right to become a candidate for public office and to serve in such elective office unless there is a specific legal prohibition. Regular appointed teachers who have completed at least four (4) continuous years of service in the Snake River School District will be granted a leave of absence without pay in order to run for, or serve in, public office.
6. PROFESSIONAL STUDY
Regular appointed teachers who have completed at least four (4) continuous years of service in the Snake River School District shall be granted upon request, leave for professional study of up to one (1) year without pay or increment.
ARTICLE V WORK DAY
[see also Board Policy # 7380 Working Hours]
1. The Board policy is a 9 hour 15 minute work day in each building which shall include a 30 minute lunch period.
2. Additionally, teachers will also be required to spend a minimum of 12 additional hours in parent/teacher conferences and back-to-school events as applicable at their building.
ARTICLE VI SCHOOL YEAR
[see also Board Policy # 7380 Working Hours]
The school year shall be 157 days with pay, including 142 classroom days, seven (7) paid holidays, and eight (8) work days
The work days shall be used as follows:
1. One day at the discretion of the District
2. One day for teacher preparation
3. One day at the end of the school year for closing out school
4. Five (5) full Fridays
5. In addition, elementary teachers (K-6) will be provided three prep days during the school year.
Teachers with schedule conflicts between the completion of summer school and the work days prior to the beginning of school shall not receive salary deductions if they get prior approval of the Principal and Superintendent and if the work days missed are made up so that the teacher will have worked a full 157 days.
ARTICLE - VII INSURANCE
1. Health Insurance: The Board agrees to offer, pursuant to the terms set out below, the Blue Cross Statewide Schools PPO plan which includes the following medical benefits:
1.1 Major medical deductible of $2,000; $4,000 combined family deductible with qualifying Healthy Measures participation;
1.2 In-network co-payment rate of $30 per visit for office visits;
1.3 80% Blue Cross of Idaho payment for most other in-network covered services;
1.4 Drug Benefits:
1.4.1 Retail: $250 brand name deductible, then $10/$30/$50 co-pay
1.4.2 Mail Order: Matches retail
1.5 An employee may choose to participate in the Blue Cross Economy Plan as an alternate to the medical benefits outlined above.
1.6 Employee Vision Insurance
2. Other Insurance: The district also agrees to provide to each teacher the following:
2.1 $50,000 Group Life Insurance
2.2 $2,500 dependent Life insurance
2.3 Employee Dental Coverage (Delta Dental PPO or Williamette Dental)
2.4 Employee Disability Coverage (Standard Insurance of Portland)
3. District Contributions: The district shall contribute towards the insurance premiums in 1 and 2 above as follows:
3.1 The district shall contribute $675.00 per month toward the health premiums for full-time employees. Individual employees shall pay any excess of health premiums through payroll deductions. The contribution shall be prorated for part-time employees working 20 hours or more per week.
3.2 If the Williamette Dental option is chosen, the District will contribute the amount equal to the Delta Dental individual premium.
4. Employee Contributions: An employee wishing to include family under the purchased insurance program may do so under the district cafeteria plan. Additional life insurance or disability benefits for the employee or employee’s family may be purchased through the district’s provider or through other approved providers.
5. Duration of coverage: Insurance coverage for employees will start on September 1 of each year or on the first day of the month immediately following commencement of employment in the case of employees hired after September 1. The plan contract year is September 1 to August 31. If an employee resigns or is terminated during the school year, his or her insurance coverage will cease at the end of the month in which their employment ceased. If the school year is completed, insurance coverage will terminate August 31 of the new school year.
6. Participation in Section 125 Plan: Certificated employees may participate in the District Section 125 Flexible Benefit Plan.
7. No individual changes in allocation of benefits or deduction to such plan may be made after September 30 of any year, with the exception of marital or family status changes.
8. Joint Committee: The joint insurance committee shall review and make recommendations to the negotiation
s team for the insurance program for the succeeding school year. The recommendations shall be made within 90 days of the first meeting of the committee unless an extension of time is mutually agreed upon. Any recommendation by the committee must represent a consensus of the committee.
ADVANCEMENT TO INTERIM STEPS ON SALARY SCHEDULE
All certificated employees of School District 52 will be advanced to the appropriate interim step on the salary schedule upon satisfactory completion of requirements as outlined below:
Advancement Beyond the B.A. Degree:
1. The credit hours claimed beyond the degree must have been earned after the degree was granted and after initial certification. Exceptions may be made for those with relevant master’s degrees at the discretion of the Superintendent.
2. All credit hours must be verified by an official transcript from an institution of higher education accredited by the state board of education or a regional accrediting association.
3. The credits earned beyond the degree may be either undergraduate hours or graduate hours and be in a relevant pedagogy or content area.
4. There will be no change in training status for salary purposes after contracts are issued unless the teacher certifies at that time (in writing) that he/she plans to have sufficient college credit to advance in training.
5. Credits must be earned before September 1. Transcripts must be received on or before September 10.
6. Any extension of the one hundred and fifty-seven (157) day contract shall provide that teachers so assigned shall have their salaries augmented for each day by adding 1/157 to their salary, with the exception of special workshops where per diem allowance is granted.
7. All years of service shall be determined in accordance with Idaho Code 33-1004b.
8. Advancement from step to step on the Resident Professional section of the Salary Schedule will align with Idaho Code. Advancement from step to step on the Professional section of the Salary Schedule will occur provided the employee has received an overall “proficient” on their evaluation.
9. Final approval must be granted by the Superintendent.
10. Any compensation plan of the District for its bargaining unit employees will be incorporated into and become a part of this agreement.
SNAKE RIVER SCHOOL DISTRICT ARTICLE IX.
TEACHERS SALARY SCHEDULE
In alignment with the Governor’s recommendations, there will be no vertical movement on the salary schedule for the 2020-2021 school year with the following adjustments and accommodations:
a. Minimum salary at the RP1 level will be raised next year to the $40,000 amount commensurate with Idaho Code.
b. RP3 Level teacher placement in the Career Ladder will still receive their professional P1 endorsement if merited.
c. The longevity amount at the top step will be preserved.
b. Horizontal movement will be allowed and accommodated provided the District receives proper official transcript information by September 10th, per district policy #7320.
*Step 10: Teachers on Step 9 during the 2018-19 school year and moving to Step 10 will be held harmless from the salary schedule change and will be paid at the Step 10 rate on the 2018-19 Salary Schedule. (BA+24 column will be paid $58,976 and MA column will be paid $61,070.)
**Longevity Stipend: Individuals already on Step 10 and meeting the eligibility requirements during the 2018-2019 school year will receive the longevity stipend in addition to their 2018-2019 Step 10 salary.
EXTRACURRICULAR ACTIVITIES AND SPECIAL ASSIGNMENT CONTRACTS SALARY SCHEDULE
Extracurricular stipends will be paid at the following rates:
High School $ Amount
Athletic Director $4,300
Boys' Basketball $3,800
Girls' Basketball $3.800
Cross Country $3,300
Assistant Coaches & 9th Grade Coaches
Boys' Basketball $2,800
Girls' Basketball $2,800
Cross Country $2,500
Junior High School
8th Grade Coaches
7th Grade Coaches
Jr. High $1,100
Middle School $1,100
Grade Level Leader - Elementary $1,100
Kindergarten duties $ 800
First grade duties $ 400
Secondary Core Subject Team Leaders:
Language Arts $1,100
Social Studies $1,100
Summer Credit Recovery – Jr. High $2,600
Gifted/Talented Teacher $ 900
Intramurals - Middle School $1,600
Senior Project Advisor $2,050
Student Government - High School $2,300
Student Government - Jr. High $1,500
Pep Band - High School $1,500
Band Concerts - High School $1,500
Marching Band $1,500
Assistant Marching Band $1,500
Color Guard Coach $1,500
Strings Orchestra $2,300
Jazz Band $1,500
Choral Music High School $2,300
All School Musical - High School $2,300
All School Musical - Assistant High School $ 700
Auditorium Technician $1,100
Computer Coordinator - High School #1 $1,000
Computer Coordinator – High School #2 $1,000
Computer Coordinator K-8 $1,000
College & Career Advisor
Speech/Debate Coach – High School
Assistant Speech/Debate Coach – High School
Drama Coach - High School
Cheerleader Coach - High School
Assistant Cheerleader Coach – High School
Dance Coach – High School
Assistant Dance Coach – High School
Dance Coach – Junior High
Cheerleader Coach - Junior High
Annual - High School
Annual - Junior High School
School Newspaper Advisor - High School
Jr. High Activities Coordinator
Summer Ag Program
Summer Weight Room Supervisor
After-School Revenue Producing Activities
(Or in exchange for early release)
(Or in exchange for early release)
When assigned by a principal or immediate
supervisor to perform supervisory
compensation will be made in accordance with the hourly rate established in the extra- curricular salary schedule. Staff may be expected to perform additional supervisory duties which are one-time in nature or of a short-term duration, such as field trips, club-sponsored activities, or events. Such duties shall not be included in the extra-curricular salary schedule, and the employee will not be compensated for any additional time required to attend these events.
ARTICLE XI. EVALUATIONS
The Xxxxxxxxx Xxxxxxxxx Model will be the tool used by the District to evaluate Teachers.
The District will provide an administrator evaluation survey tool that is mutually agreed upon by both the SREA and the District.
ARTICLE XII. SAVINGS CLAUSE
All items in this agreement are presumed to be legal and valid. In the event that any provision of this agreement is or shall at any time be held contrary to the law by a court of competent jurisdiction, the Board and Association shall enter into negotiations within fifteen (15) days to agree on a successor clause for the invalidated article. The balance of this Agreement shall not be affected by any such ruling and shall remain in full force and effect.
This agreement shall not be modified in whole or in part except by an amendment in writing duly agreed to and executed by both parties.
ARTICLE XIII. DURATION
This agreement shall be effective July 1, 2020 through June 30, 2021.
Any individual contract between the Board and an individual employee in the bargaining unit, heretofore and hereafter executed, shall be subject to and consistent with the terms and conditions of this agreement. If an individual contract contains language or terms inconsistent with this agreement, then this agreement shall be controlling.
ARTICLE XIV. ACCEPTANCE
This Agreement is signed on this 4th day of June , 2020 , for
implementation on _July 1, 2020 . This agreement shall be binding
on the parties hereto.
Xxxx Xxxxxx Chairman of the Board of Trustees Snake River School District 52
Xxx Xxxxxx President of the
Snake River Education Association