Clinton BOE Administrators Contract 2005-2009

AGREEMENT, made between the BOARD OF EDUCATION OF THE TOWN OF CLINTON ("Board") and THE CLINTON ADMINISTRATORS' ASSOCIATION ("C.A.A.").

ARTICLE I

RECOGNITION

The Board of Education recognizes the Clinton Administrators Association (“C.A.A.” or “Association”) as the exclusive bargaining agent for those certified professional employees of the Clinton School District who are employed in positions requiring an intermediate administrator or supervisory certificate, or the equivalent thereof, and who are not excluded from the purview of Connecticut General Statutes Sections 10-153a to 10-153g, inclusive.

ARTICLE II

INSURANCE COVERAGE

A. Health Insurance. The Board shall offer the following options for health insurance coverage for eligible employees and their eligible dependents:

1. (a) Blue Care Option I, with a $1,500 annual maximum

for prescriptions and prescription co-payments as follows:

Up to thirty (30) day supply: $10 for generic, $15 for listed brand name and $25 for non-formulary brand name drugs;
Effective July 1, 2006: such modifications in co-payments as established for the Plan’s group;
Ninety (90) day supply by mail order: one of the applicable co-payments above.

(b) The Administrator shall pay the following portion of the cost for an eligible employee and eligible dependents for enrollment in this health insurance coverage option.

2005-06	2006-07	2007-08	2008-09
12%	13%	14%	15%

2. (a) Century Preferred Plan, with a $1,500 annual maximum for

prescriptions and prescription co-payments as follows:

Up to thirty (30) day supply: $10 for generic, $15 for listed brand name and $25 for non-formulary brand name drugs;
Effective July 1, 2006: such modifications in co-payments as established for the Plan’s group;
Ninety (90) day supply by mail order: one of the applicable co-payments above.

(c) The Administrator shall pay the following portion of the cost for an eligible employee and eligible dependents for enrollment in this health insurance coverage option:

2005-06	2006-07	2007-08	2008-09
15%	15.5%	15.5%	16%

3. An Administrator who enrolls in one of the above medical plans shall also be enrolled in the Dental Care Plan – full service with dependent rider. The Administrator shall pay the following portion of the cost for the eligible employee and eligible dependents for enrollment in the dental plan.

2005-06	2006-07	2007-08	2008-09
15%	15.5%	15.5%	16%

The health insurance benefits of this Article are voluntary on the employee’s part. Employees who work less than thirty (30) hours per week are not entitled to participate in the health and life insurance plans of this Article.

B. Life Insurance and Disability Insurance. The Board shall pay ninety percent (90%) of the cost for the following insurance coverage for eligible employees:

1. Group life insurance -- coverage equal to twice the administrator’s annual salary as of July 1 of the applicable contract year.

2. Group disability insurance with a one hundred eighty (180) day waiting period. Maximum monthly benefit of five thousand dollars ($5,000) payable for a five year maximum due to disability or lifetime due to accident, all subject to terms and conditions of insurance carrier. The amount of any sick pay which would otherwise be payable by the Board pursuant to Article V hereof shall be reduced by the amount of any disability insurance payments made to such disabled administrator for the period during which such disability insurance payments accrue.

C. Retiree Insurance. Any administrator who, upon retirement from the Clinton School System, receives actual payment for current Teacher Retirement Benefits immediately after retirement (as defined in C.G.S. Section 10-183f(a), (b), (c) or Section 10-183aa will be permitted to participate in all group insurance plans available to active administrators, except disability insurance, at his own cost. The maximum life insurance coverage available will be an amount equal to no more than fifty percent (50%) of the administrators' pre-retirement life insurance, which shall be reduced to a maximum of five thousand dollars ($5,000) at age 65. Participation in all health insurance plans, except Major Medical insurance, shall terminate at age 65.

D. Change of Carriers. Nothing herein shall be interpreted to prevent the Board from obtaining equivalent coverage from alternative insurance carriers, so long as there is no interruption in coverage. The C.A.A. may reject any proposed change in insurance carriers on the basis of non-equivalent coverage within thirty (30) days from notice of such proposed change.

E. Section 125 and FSA Plans. All contributions by bargaining unit employees to health insurance premiums as set forth above shall be subject to a Section 125 IRS Plan with features of both a premium only plan (POP) and a flexible spending account (FSA). The dollar limits for the FSA medical reimbursement account shall be $260 minimum and $3,000 maximum. The dollar limits for the Dependent Care Reimbursement account shall be $260 minimum and $5,000 maximum.

F. Annuity Plan. The Board of Education shall contribute the following amounts in each year of the contract to an annuity plan of the administrator’s choice:

2005-06	2006-07	2007-08	2008-09
3,000	3,500	3,800	4,300

An administrator shall be eligible for the annuity in July of the contract year provided the administrator has at least six (6) months of service on July 1.

ARTICLE III

CENTRAL CALLING SYSTEM

The Board of Education shall maintain a central calling system for substitutes.

ARTICLE IV

SEVERANCE PAY

A. Any administrator who, upon retirement from the Clinton School System, receives payment for current Teacher Retirement benefits (other than disability benefits) immediately after retirement (as defined in Connecticut General Statutes Sections 10-183f(a) or (b)) will be paid his total accumulated sick leave at the rate of $65 per day, up to a maximum of two hundred (200) days. This amount shall be over and above any regular compensation due the administrator.

Only an administrator appointed to an administrative position prior to July 1, 1999 is eligible for the payment provided by this Section.

B. An administrator who is eligible for severance benefits in accordance with Section A above shall receive payment as follows:

If the administrator has provided written notification of retirement to the Superintendent's office at least seven (7) months in advance, the administrator shall have the option, at his or her discretion, to receive the payment in a lump sum at the time of retirement, or in a lump sum payable in January of the following calendar year.

If the administrator has not provided such advance notice, the Board shall have the option to make a lump sum payment at the time of the administrator’s retirement or July of the following fiscal year.

Notwithstanding the above, an administrator who retires due to illness or disability shall have the option, at his or her discretion, to receive the payment in a lump sum at the time of retirement, or in a lump sum payable in January of the following calendar year.

ARTICLE V

LEAVE

A. Personal Leave - Four (4) days for personal and/or legal reasons as approved by the Superintendent.

B. Funeral Leave - Five (5) days per year for death in the immediate family.

C. Additional personal leave or funeral leave days may be granted at the discretion of the Superintendent after explanation by the administrator of the need.

D. Sick Leave - Twenty (20) days annually cumulative to 240 days, (two hundred (200) days for ten month administrators), subject to reduction for disability insurance benefits, as provided in Article II hereof. Administrators shall be notified by January 1 of their accumulated sick leave.

ARTICLE VI

VACATION DAYS AND HOLIDAYS

A. Vacation Days

Annual Vacation

Administrators shall receive the following vacation benefits:

1. Each twelve month administrator appointed to an administrative position prior to July 1, 1999 shall receive thirty (30) vacation days per fiscal year.

2. Each twelve-month administrator appointed to an administrative position on or after July 1, 1999 shall receive vacation days as follows:

a) during the first through the third years of service as an administrator, twenty -five (25) vacation days;

b) during the fourth and subsequent years of service as an administrator, thirty (30) vacation days.

3. Each ten month administrator shall receive seven (7) vacation days per calendar year. Vacation days are to be mutually agreed to with the Superintendent.

If any administrator is called back to work on a vacation day, he shall be compensated with actual time or money.

Vacation Carryover

1. The following shall apply to twelve month administrators appointed to an administrative position prior to July 1, 1999:

a. An administrator who is unable to use all of his/her annual vacation due to the demands of the position may request approval of the Superintendent to carry over up to ten (10) days vacation into the next fiscal year.

b. At no time shall the administrator have a vacation balance in excess of forty (40) vacation days, except as provided in c.

c. An administrator who, as of June 30, 1999, had excess vacation carryover shall work with the Superintendent on a plan to reduce carryover to not more than ten (10) days over a period of time which will not disrupt school district business.

2. The following shall apply to twelve-month administrators appointed to an administrative position on or after prior to July 1, 1999:

b. At no time shall the administrator have a vacation balance in excess of his/her annual vacation entitlement plus ten (10) vacation days carried over. For example, an administrator who receives twenty-five (25) vacation days may not have more than thirty-five (35) days accumulated at any time.

Payment for Unused Vacation

1. The Board, at its option, may elect to compensate an administrator appointed prior to July 1, 1999 for all or a portion of that administrator's excess vacation carryover.

2. Upon termination of employment, an administrator shall be paid for unused vacation, including carryover for which there was written approval given by the Superintendent. If an administrator leaves during the fiscal year, payment for the current year's vacation will be based on the proportion of the year worked.

B. Holidays

The following shall be designated as paid holidays for administrators:

Independence Day New Year's Day

Labor Day Martin Luther King, Jr. Day

Columbus Day Veteran's Day

President's Day Thanksgiving

Good Friday (Thursday & Friday)

Memorial Day Christmas Day

In addition to the foregoing, each administrator may designate one additional floating holiday, except that both administrators in any building may not choose the same day.

ARTICLE VII

PROFESSIONAL DUES AND AGENCY FEES

A. Professional Organization Dues. The Board of Education will pay membership dues for up to three (3) of the following professional organizations for each administrator. Membership in the professional organizations will be on a voluntary basis with each administrator:

1. Elementary and Middle School Principals Association of Connecticut (EMSPAC)

2. National Association of Elementary School Principals (NAESP)

3. Association of Supervision of Curriculum Development (ASCD)

4. National Association of Second School Principals (NASSP)

5. Connecticut Council for Exceptional Children (CEC)

6. Connecticut Association for Pupil Personnel Administrators (CAPPA)

7. Connecticut Association of Supervisors of Instruction of Special Education (CASISE)

B. Association Dues and Service Fees.

1. All administrators employed by the Clinton Board of Education shall, as a condition of continued employment, join the Association or pay a service fee to the Association. Said service fee shall be equal to the proportion of Association dues uniformly required of members to underwrite the costs of collective bargaining, contract administration, and grievance adjustment.

2. Within thirty (30) days after employment or the execution of this Agreement, whichever is later, all members of the bargaining unit shall have the opportunity to join the Association and execute an authorization permitting the deduction of union dues and assessments. Any member of the bargaining unit who has not joined the Association during such period, or having joined, has not remained a member shall immediately execute an authorization permitting deduction of a service fee which shall be no greater than the proportion of union dues uniformly required of members to underwrite the costs of collective bargaining, contract administration and grievance adjustment. The Association shall be required to notify the school Board sufficiently in advance of issuance of the first employee paychecks of the amount of such service fee. It is understood that the payment of such sums shall not constitute an agreement to become a member of the Association. The Board shall deduct the service fee from the salary of non-members of the Association bi-weekly and remit the same to the Association Treasurer.

3. In the event that a member of the bargaining unit fails to join the Association or execute an authorization for deduction of the service fee, the Superintendent or the Business Administrator shall notify the Association in writing with a copy to the employee. The Association shall then take the following steps:

a. Send written notice to the employee, copy to the Superintendent, that he/she has not fulfilled the union security obligation required by this Agreement, and giving the employee a period of 30 days within which to comply.

b. If the employee fails to comply, the Association may request, in writing with a copy to the employee, that the Superintendent institute termination or non-renewal proceedings.

4. Within ninety (90) days of a request for termination or non-renewal by the Association, the Superintendent shall initiate termination or non-renewal proceedings if the administrator has failed to comply with his/her obligations under this Agreement.

5. As a condition of the effectiveness of this Article, the Association agrees to indemnify and save the Board harmless against any and all claims demands, costs, suits or other forms of liability and all court or administrative agency costs that may arise out of, or by reason of, action taken by the Board for the purpose of complying with the Article.

ARTICLE VIII

TEXTBOOK REIMBURSEMENT

Administrators with standard certification will be reimbursed for graduate textbooks turned into the professional library.

ARTICLE IX

GRIEVANCE PROCEDURE

A. Purpose

1. The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to problems which may arise under the specific provisions of this Agreement.

2. Nothing herein contained shall be construed as limiting the right of any member of the unit to discuss informally a concern or problem with any appropriate member of the administration.

B. Definitions

1. A "grievance" shall be defined as a complaint by an administrator or a group of administrators that there has been a violation or misinterpretation of a specific provision or provisions of this Agreement to the detriment of the administrator or administrators concerned.

2. The term "administrators" as used in this grievance procedure shall mean any certificated employee within the bargaining unit covered by this Agreement.

3. A "grievant" shall mean a person or persons making the complaint, or the Association. If the Association files the grievance, it shall identify the administrators it claims are affected.

4. The term "days" shall be defined as days when school is in session.

C. Procedure

Since it is important that grievances or disputes be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement. In the event a grievance is filed on or after June 1, the time limits set forth herein shall be reduced so that the grievance procedure may be exhausted prior to the end of the school term or as soon thereafter as is practicable.

All parties involved at each level shall be present at each succeeding step in the grievance procedure.

1. LEVEL ONE - C.A.A. President

Individual administrator discusses case he believes he has at this level.

2. LEVEL TWO - Superintendent

To whom case is presented in writing by the C.A.A. President when they feel the individual has a grievance. Within ten (10) days after receipt of the written grievance by the Superintendent, the Superintendent shall meet with the aggrieved person in an effort to resolve it.

3. LEVEL THREE - Board of Education

In the event that the aggrieved member of the unit is not satisfied with the disposition of [his] grievance at Level Two, or in the event no decision has been rendered within ten (10) school days after he has first met with the Superintendent, he may file a written grievance, indicating such dissatisfaction, with the President of the C.A.A. within fifteen (15) school days after he has first met with the Superintendent, whichever is sooner. Within five (5) school days after receiving the written grievance, the President of the C.A.A. shall refer it to the Board. Within ten (10) school days after receiving the written grievance, a committee of the Board shall meet with the aggrieved member of the unit for the purpose of resolving the grievance. However, the ultimate decision on the grievance at Level Three shall be rendered by the full Board.

4. LEVEL FOUR - Impartial Arbitration

a. In the event that the aggrieved member of the unit is not satisfied with the disposition of his grievance at Level Three, or in the event no decision has been rendered within ten (10) school days after he has first met with the Board Committee, whichever is sooner, present a request in writing to the President of the C.A.A. or the Board to submit his grievance to arbitration within fifteen (15) school days after receipt of a request by the aggrieved person.

b. One p