Hillsborough Classroom Teachers Association and School Board of

HILLSBOROUGH CLASSROOM TEACHERS ASSOCIATION

and

SCHOOL BOARD OF HILLSBOROUGH COUNTY

CONTRACT

WHEREAS, both of the parties to this Agreement are desirous of reaching

an amicable understanding with respect to the employer-employee

relationship which exists between them and to enter into an agreement

covering wages, hours, and terms and conditions of employment; and

WHEREAS, it is intended that the following Agreement shall be an

implementation of the provisions of FS 447.100, consistent with the

constitutional authority and responsibility of the School Board of

Hillsborough County and the statutes of the State of Florida and the

amendments thereto and insofar as applicable, the Administrative rules of

the Department of Education 6A and amendments thereof,

NOW THEREFORE, it is mutually agreed as follows:

1 NEGOTIATIONS PROCEDURE

1.1

Parties To The Agreement

1.1.1 This agreement is made and entered into pursuant to the

provisions of negotiation statutes governing public school

teachers, FS 447.100, by and between the School Board of

Hillsborough County herein referred to as the Board, and the

Hillsborough Classroom Teachers Association, herein referred

to as the Association.

1.1.2 The School Board/Association contract shall be the document,

which governs wages and hours, terms and conditions of

employment for employees in the unit. Any policy, procedure,

guideline or administrative directive in conflict with said

contract shall be considered null and void. Faculty handbooks,

county-wide publications and other guides shall conform to the

provisions of the contract.

1.2

Responsibilities Of The Parties

1.2.1 Upon conclusion of negotiations, the respective parties shall

implement the ratification process as outlined under the

applicable provisions of PERC Rule Chapter 38D-20.

1.2.2 In the event of a declaration of impasse, all applicable

provisions of FS 447 and PERC Rule Chapter 38D-19 shall be

implemented.

1.3

Recognition

1.3.1 The School Board of Hillsborough County (hereinafter referred

to as the Board) hereby recognizes the Hillsborough Classroom

Teachers Association (hereinafter referred to as the

Association) and agrees that the Association shall be the

exclusive bargaining agent for classroom teachers, guidance

counselors, pupil personnel (exceptional child, social workers),

curriculum coordinators, team leaders, department heads,

vocational teachers, occupational specialists, media specialists,

teachers of the homebound, teachers of the migrants, case

workers, diagnosticians, psychologists, ROTC instructors,

hereafter referred to as teachers.

1.3.2 The appropriateness of any new class or division of employees

belonging to the bargaining unit shall be determined jointly by

the Board and the Association. If agreement is not possible, the

matter shall be referred to the Public Employees Relations

Commission.

1.4

Exclusivity

1.4.1 Organization rights pursuant to the provisions of Chapter

447.09 are granted to the certified exclusive bargaining agent,

the Hillsborough Classroom Teachers Association, and such

rights shall not be granted to any other association, union or

employee organization.

2 WORK YEAR AND HOURS

2.1

Work Year

2.1.1 The work year shall be 199 days for ten month teachers, 206

days for ten and one-half month teachers, 216 days for eleven

month teachers, and 253 days for twelve month teachers as

determined by the School Board Calendar.

2.1.2 Teachers assigned to new positions during the regular school

year may be required to attend additional inservice orientation

sessions. Sessions shall be conducted within the regular

workday.

2.1.3 Teachers shall not be required to attend any meetings away

from the school center on the Teacher Workday as designated

by the official school calendar. This day is specifically set

aside to enable teachers to work on classroom duties.

2.1.4 New or vacant positions contracted for eleven or twelve months

shall be advertised on the district’s web site.

2.1.5 Teachers shall be afforded professional discretion regarding the

use of Professional Study Day. Each teacher shall have the

option to select from in-service meetings within his/her present

area of assignment/certification.

2.1.6 School Social Workers and Student Services Personnel shall be

provided specialized in-service training on any designated

Professional Study Day.

2.1.7 In addition to regular Pre-K training and in-service, Pre-K

teachers shall be afforded the same opportunities as regular

classroom teachers to attend in-service training on Professional

Study Day.

2.1.8 Teachers shall be granted the right to utilize flexible working

hours on non-student days, other than Professional Study Day,

with the approval of the site administrator.

2.1.9 The District shall establish two early release days. These days

will be assigned to the last day of the third nine weeks, and the

last day of the school year. Early release days shall be

designated as teacher work time. The scheduling of early

release days may be changed upon consultation agreement

between the School District of Hillsborough County and the

Hillsborough Classroom Teachers Association.

2.2

Vacations For Twelve-Month Teachers

2.2.1 All twelve-month teachers with up to five years continuous

service will be entitled to thirteen days annual vacation;

teachers with five to ten years continuous service shall be

eligible for 16.25 days vacation annually; teachers who have

ten or more years of continuous service shall be eligible for

19.5 days vacation annually. Vacation leave is cumulative, not

to exceed eighty (80) days. Accrued vacation will be paid out

at the time of termination in accordance with normal payroll

schedules and subject to the payout limitations under state

statutes.

2.2.2 Employee vacation requests shall be granted whenever

possible. Vacations shall normally be taken during the summer

months and on non-student days during the regular school year.

2.3

Holidays

2.3.1 The school holidays and the school year shall be determined by

the Board when it adopts the annual school calendar and shall

be named in the calendar. If emergency holidays are granted,

the time missed must be made up by reduction of time

designated as “vacation” on the annual calendar.

2.3.2 The Board shall grant to all teachers working less than twelve

months six paid holidays each school year.

2.3.3 Teachers must be working or be on paid leave or illness beyond

accrued sick leave for less than thirty (30) working days to

receive paid holidays. Teachers cannot begin employment nor

return from extended leave on a paid holiday. If teachers resign

(except for retirement) on a non-work day, the effective date of

resignation will be at the end of their last work day.

2.4

Duty Hours

2.4.1 The duty day for teachers shall be eight hours

The normal hourly duty day for eight hour teachers shall be

followed during pre-planning, post-planning and teacher

workday. On the fall Professional Study Day and conference

nights, the length of day for eight hour teachers shall be six

hours, including one hour for lunch.

2.4.2 Compensation on the basic salary schedule shall be based on

eight hours of scheduled time. The Association and Board

agree to develop criteria for the payment of supplemental

salaries for teachers over and above the amount reflected in the

contracted, basic salary schedule.

2.4.3 Teaching time in secondary schools shall be a maximum of 300

minutes per day. This should include classes in not more than

two subject areas nor more than three teacher preparations

except in cases where unusual circumstances require exception.

Such exceptions must be approved by the appropriate assistant

superintendent after the Association has been advised of the

unusual circumstance.

2.4.4 An accounting procedure related to teachers reporting for work

shall be developed and implemented by Department Heads,

Team Leaders or Grade Chairmen working in conjunction with

their teachers. Such procedure shall be submitted to the

building administrator for approval prior to implementation, but

will not be used for payroll calculations.

2.5

Teaching An Additional Period For Compensation

2.5.1 Current teachers may be employed, on a voluntary basis, to

teach an additional period when the need exists.

2.5.2 When the need exists teachers presently employed full-time

may be employed for an additional period provided that their

regular day is extended by the equivalent of one period.

2.5.3 Each school shall secure a list of all teachers in the school who

desire to teach an extra paid period.

2.5.4 When a department needs an additional class taught, certified

teachers outside of the department may teach the additional

class only if no one in the department is available.

2.5.5 Teachers teaching an additional period shall be compensated

for an extra hour per day based on their regular hourly rate.

2.5.6 Teachers teaching an additional period shall receive pay while

on professional duty elsewhere.

2.6

Length Of Day For Administrative Resource Teachers

2.6.1 District Administrative Resource Teachers are to be on duty for

eight hours and forty-five minutes daily, including lunch.

School-based Administrative Resource Teachers are to be on

duty eight hours, including lunch.

2.7

Planning And Lunch Periods

2.7.1 Teachers shall have planning time during which they will not

be responsible for students, attendance at faculty meetings, or

be assigned to other duties except for emergencies. The school

office shall maintain a duty roster available for teacher

examination, to ascertain the equity of emergency assignments.

2.7.2 Secondary teachers (6-12) in schools with planning periods of

55 minutes or less shall have no duty assignments during their

planning period.

Secondary teachers (6-12) in schools with planning periods of

at least 60 minutes shall have a scheduled planning period of at

least one full period during half the school year. During one

half of the school year, their planning period may be shortened

to forty-five consecutive minutes in order to complete duty

assignments, as may be necessary to ensure student safety.

Such duty assignments shall be posted. (Exceptions may be

necessary during lunch period supervision if other alternatives

have been exhausted.)

In secondary schools (6-12) where the schedule permits a 50

minute lunch period, teachers may be assigned a maximum of

15 minutes duty for student supervision for half the school year

during lunch or a comparable duty assignment within the regular

teacher day except those times set aside specifically for teacher

planning. (See contract section 2.7.1, 2.7.3)

2.7.3 Secondary teachers in schools with seven student instructional

periods shall have a scheduled planning period of at least one

full period per day.

2.7.4 Planning time for Middle school teachers, working on teams,

shall normally be scheduled to accommodate team planning.

2.7.5 Elementary teachers, K-5, shall be provided with a weekly

minimum of two and one-half hours of planning time within the

student day (equivalent to thirty minutes per day). Elementary

teachers’ planning time shall take place before or after the

student day and during the day when students are with special

services teachers or in the case of kindergarten teachers when

an aide is present.

2.7.6 Whenever possible, elementary teachers shall not be required to

teach more than three hours without a break.

2.7.7 It is normal for teachers to be in their work area during their

planning period. However, they shall not be restricted to their

room or work area during the entire planning period.

2.7.8 Each teacher shall be provided a minimum of thirty minutes for

a duty-free lunch period.

2.7.9 In addition to the time specified for planning and lunch,

Department Heads shall be provided with a minimum of one

full period per day of non-student contact time.

2.7.10 Secondary homeroom assignments shall be distributed fairly.

2.7.11 Teachers shall not be assigned office duties except as voluntary

duty or in case of emergency.

2.8

Schedule Notification

2.8.1 Teachers shall be notified of their tentative program schedule,

including planning period (senior high), or grade level

assignment for the ensuing year prior to the initial spring

transfer period. In addition, they will be notified of any

changes in their tentative program, schedule, or grade level

assignment for the ensuing year, including the schools to which

they will be assigned, as soon as practicable. No teacher shall

be transferred from a non-classroom position requiring specific

certification or license to a classroom without the consent of the

teacher.

2.8.2 Teacher schedules shall be made without regard to age, race,

creed, color, national origin, gender, marital status, or

membership in any teacher organization. Qualifications and

experience levels of teachers will be given consideration in

terms of school, schedule, program, or grade level assignment.

Normally, no more than four (4) consecutive classes shall be

assigned to special services teachers.

2.8.3 A faculty shall be given at least three days’ notice before a

change is made in a school’s class or bell schedule except in

emergency cases. A change in a school’s class or bell schedule

shall accommodate a teacher’s right to have duty-free lunch and

guaranteed planning during the normal student day. Any

exceptions shall be submitted to the appropriate Area Director

for approval who shall then notify the Association.

2.9

Student Services

2.9.1 Student Services personnel shall normally be assigned to no

more than three school sites.

2.9.2 Student Services personnel shall not be subject to quotas

regarding assessments or reports.

2.9.3 Student Services personnel shall be offered extended year and

day contracts and supplemented services contracts appropriate

to the district needs prior to the district contracting out.

2.10

Schedules For Multi-School Teachers And Certificated

Support Personnel

2.10.1 In arranging schedules for personnel who are assigned to more

than one school, an effort shall be made to limit the amount of

interschool travel. Such personnel shall be notified of any

change in their schedules by June 1st of each year. Any

exception to this must be approved by the appropriate Assistant

Superintendent. Personnel shall have their schedules arranged

so that on paydays they are assigned to their respective home

schools.

2.10.2 Teachers with multi-school assignments shall be assigned extra

duties as would be appropriate to any other faculty member on

a pro-rata basis.

2.10.3 A multi-school teacher or certificated support personnel’s

geographical area of assignment shall be considered permanent

for a school year. Personnel may be transferred

administratively as contained in Section 11.3. If a program is

to be increased or decreased during the year, geographical area

changes may be made.

2.10.4 When a teaching vacancy exists for a cluster assignment,

personnel within the department may apply for a transfer to

such vacancy.

2.11

Job Sharing

2.11.1 Purpose Of The Program

The Hillsborough County Job Sharing Program is intended to

assist in recruiting and maintaining qualified teachers in the

district.

2.11.2 Eligibility Criteria

A. A teacher returning from maternity, adoption, family care,

or medical leave.

B. A teacher anticipating retirement within one year of the

year for which he/she applies for consideration for this

program.

C. A teacher seeking certification in a critical shortage area.

D. A retiree from Hillsborough County Schools who has

satisfied the statutory time limitations necessary for full

employment.

E. A teacher desiring a temporary half-time position for

maternity, adoption, family care, personal, or medical

reasons.

2.11.3 Conditions of Employment for Job Sharing Candidates

The conditions of employment for participation in the Job

Sharing Program shall be as follows:

A. The period of assignment shall be half of the scheduled

hours per day for an aggregate of half of the work week.

Any deviation from this schedule must be approved in

advance by the Division of Human Resources.

B. The schedule of duties and assignment shall be made at the

building level by the principal, consistent with the

certification and experience of the teacher.

C. A job sharing participant shall be eligible to work a

minimum of 4 hours or three (3) periods of instruction.

D. The teacher must be fully certificated to teach in the area in

which he/she is to be considered for placement.

E. A candidate must indicate his/her interest in participation

in the program by July 15 of the fiscal year for

consideration. Application shall be made on forms

available through the Division of Human Resources.

F. A teacher may participate in the Job Sharing Program upon

recommendation of the principal. The teacher must

reapply and be approved by the Board each year.

G. Teachers on job share will not be granted long-term leaves,

except for unforeseen medical emergencies.

H. Job share teachers would substitute for absent partner

when possible and receive a half day of substitute pay for

the additional service.

I. The job sharing applicants are responsible for finding their

own partners. If either partner leaves the job share, then

the job share is dissolved and the remaining partner must

assume full responsibility of that position.

J. In the event of retirement or death of a job share

participant, the terminal pay shall be computed as a full

share equivalent.

K. The school that loses a job share partner will hold that

teacher’s position for two years. At the inception of a

third year of job share, that partner shall be placed in the

district level pool for placement upon return to full-time.

2.11.4 Computation of Salary for Job Sharing Participants

The period of service for purposes of this program shall be 199

days. Payment and benefits for this period of employment shall

be computed as follows:

A. Payment shall equal 50 percent of the individual’s salary

based on degree and experience for 188 days and 100

percent of the individual’s salary for 11 non-pupil days.

B. In addition to the above salary amounts, the teacher shall

also receive:

1. Sick leave computed at the rate of one-half day per

month for each month worked.

2. Five (5) half-days of personal leave charged to

accumulated sick leave per year.

C. One job share teacher may elect Board-provided single

employee coverage, subject to the Board’s cap on

contributions, while the other job share teacher must elect

to forego Board-provided single employee medical

coverage. (Note: An employee who is not eligible for

Board-provided single employee medical coverage is also

not eligible for dependent medical coverage.) Applicants

may choose to split the cost of the Board-sponsored single

employee premium. If this option is elected, the premium

for each job share teacher shall be one-half of the job share

teacher’s single employee medical coverage. This option

may not be changed during the school year.

D. Non-optional employee benefits (Social Security,

Medicare, Retirement, workers’ compensation,

unemployment compensation and life insurance) shall be

based upon the reduced salary. Negotiated time off

benefits (sick leave, vacation, paid holidays) will accrue

on a pro rata (50 percent) basis, based upon the reduced

salary.

E. Assignments will constitute, for salary purposes, more than

one-half of the school year thus entitling the teacher to one

year of service on the salary schedule (it should be noted

that years of service in this program shall not satisfy the

three year requirements for tenure).

2.11.5

Notification of Applicants

Upon receipt of the names of those selected, each teacher will

be assigned and given a notice of employment outlining the

period of service and the salary as defined above.

2.12

School Choice

2.12.1 Teachers shall be permitted to enroll or transfer their children,

or children for whom they are legally responsible, in a school

of their choice, space permitting. This will not exempt them

from existing eligibility requirements. Teachers may enroll

their children in the school in which they teach in any program

which does not require special application process. Teachers’

children will be given priority status for all programs in the

teacher’s school that do require a special application process.

2.13

Dress Code

2.13.1 The School Board and the Association agree that although there

is no official dress code for teachers, teachers are to be

professional in their dress and personal grooming.

3 TEACHER RIGHTS AND RESPONSIBILITIES

3.1

Accountability

3.1.1 School Improvement Plan waivers shall be considered part and

parcel to the collective bargaining agreement.

3.1.2 Faculties shall be afforded maximum flexibility for purposes of

implementation.

3.1.3 All SAC waiver proposals at a site shall be approved by secret

ballot vote and monitored by a CTA Association

Representative.

3.2 Lesson Plans

3.2.1 The principal or his designee may request teachers to submit a

copy of their lesson plans or outlines used for the teaching

week at the end of the last day of that teaching week. The

principal may request the copies at the end of a particular unit.

Teachers shall use the county elementary lesson plan or

secondary lesson plan outline format. The teacher’s plans are

to be used as a guide in order to fulfill the county’s

instructional objectives and to assist the teacher in conducting a

planned instructional program. Current lesson plans shall be

available in the classroom for inspection at all times. Teachers

shall not be routinely required to submit a copy of their lesson

plans or outlines to the site administrator.

3.2.2 In the event a teacher is absent, it shall be the teacher’s

responsibility to have lesson plans at the school prior to the

start of the pupil day to cover the period of absence not to

exceed the balance of the week in which the absence occurred.

3.2.3 If the principal or his designee, through documented classroom

observation, determines that a teacher is having difficulty with

classroom instruction or is not meeting instructional objectives,

the principal, as part of a professional improvement program,

shall hold a conference with the teacher having difficulty. The

principal, as part of this professional improvement program,

may require lesson plans to be turned in at the start of each

week during this period by written memo stating deficiencies

and suggestions for improvement.

3.2.4 Unit members assigned to assist in the development of

Individual Educational Plans (IEP’s) shall be released from

other non-classroom assignments for that purpose.

3.2.5 Unit members whose duties would be impacted by an

Individual Educational Plan shall be provided with opportunity

to serve on the team responsible for developing, reviewing,

and/or revising such program.

3.3

Parent Conference Day

3.3.1 Parent conferences shall be scheduled after school and at night.

This time shall not exceed five hours and shall be in lieu of

work time on the scheduled parent conference day. The school

parent conference day will be a paid holiday if parent

conferences are held as scheduled in this item.

3.3.2 If a teacher cannot comply with the afternoon or evening

schedule for parent conferences, the teacher shall inform the

administrator, and notify the parents of his/her students. The

teacher and the administrator will attempt to identify an

alternative time for the scheduling of these conferences which

is mutually agreeable to both parties. In the event a mutually

agreeable time is not available, the teacher shall report to work

on the day that is designated as parent conference day on the

Payroll Schedule.

3.3.3 Schools shall not schedule conference nights or open house on

the second Thursday of any month except in a case of

emergency. The exception must be approved by the Assistant

Superintendent for Administration.

3.4

Duties For Student Safety and Class Coverage

3.4.1 The principal or his designee may assign duties necessary for

the safety of students, within or beyond the workday. These

duties shall be distributed equitably and posted.

3.4.2 Direction of vehicular traffic shall be voluntary.

3.4.3 Every effort will be made to secure a substitute teacher for one

who is absent. When a substitute teacher is not available for an

absent teacher, resource teachers may be assigned to cover for

the absent teacher, other non-classroom instructional personnel

may be assigned to cover for the absent teacher or a content

appropriate teacher may be assigned to absorb students into

his/her classroom to cover for the absent teacher. A rotation

schedule of all teachers on the faculty will be developed and

distributed to implement this plan. Except in an emergency, no

resource or non-classroom personnel shall be assigned to

substitute more than once a week. Resource and non-classroom

personnel assigned to substitute shall earn 2 hours

compensatory time for each day assigned, up to 8 hours per

month.

3.4.4 Elementary and Secondary teachers who absorb students from

an absent teacher’s class will be granted compensatory time.

Elementary teachers who absorb students for a full day from an

absent teacher’s class will be granted two hours of

compensatory time. Secondary teachers who absorb students

for one period are granted one hour of compensatory time.

Secondary teachers who absorb students for more than one

period will receive a maximum of two hours. Compensatory

time shall be taken as described in 3.5.1 with the exception that

time may be used on faculty meeting day if no pre-notified

faculty meeting is scheduled.

3.4.5 In an event that it is necessary to assign a teacher substitute

duties during their planning period, the teacher may choose to

be compensated either by compensatory time or a rate of pay to

be negotiated. The rate of pay shall be no less than the highest

hourly rate for a substitute teacher. These involuntary

assignments shall be made on a rotating basis to include all

instructional faculties. Schools may elect to rotate within

departments except in those departments with fewer than 10

members. Small departments shall be joined together for

purposes of involuntary substitute assignments. When no

substitute is available for special services teachers (i.e., music,

P.E. art), elementary teachers losing planning time within the

day shall be compensated for the amount of planning time lost.

3.5

Compensatory Time

3.5.1 Administrators shall grant compensatory time for duties

assigned beyond the normal work day, and the compensatory

time need not be used immediately. Teachers shall notify the

site office in advance of utilization of said compensatory time.

However, such compensatory time shall not encroach upon

instructional time. When the request for utilization interferes or

conflicts with a planned activity, the administrator shall have

the right of approval.

3.5.2 Contractually approved compensatory time shall be granted for

duties for student safety and class coverage as described in

section 3.4 and for voluntary participation in a school’s open

house as described in section 3.6.

3.5.3 Accumulated compensatory time shall carry over from year to

year at the school where earned. Contractually approved

compensatory time shall transfer with the individual to any

position covered under the teacher contract at any work site.

3.6

Voluntary Activities

3.6.1 Activities beyond the workday such as club sponsorships,

private parent organization meetings, dances, and athletic

events shall be voluntary on the part of the teacher.

3.6.2 Faculty attendance at each school’s annual open house is

voluntary; however the parties recognize the importance of this

activity to the school community. Therefore, teachers who

attend open house will be granted two hours of compensatory

time.

3.6.3 Participation on school-based committees shall be voluntary

when possible. If involuntary committee assignments become

necessary, those assignments shall be equitably distributed.

Committee meetings should occur on regularly assigned

meeting dates when possible.

3.7

Faculty Meetings And Professional Development

3.7.1 Faculty meetings and inservice education programs shall be no

longer than a total of twenty-five (25) minutes per week beyond

the normal workday, except for school accreditation. No more

than one faculty meeting per week shall occur on time beyond

the normal workday.

3.7.2 Except for Tuesdays, all elementary teachers shall have a

scheduled block of at least thirty five (35) minutes planning

period per day before or after the student day in addition to the

guaranteed planning time afforded all teachers by moving to an

eight hour work day.

3.7.3 Tuesdays may be used for necessary school related meetings,

including but not limited to, principal called faculty, building

committee, and grade level meetings. This day may be extended

by 25 minutes beyond the work day and is set aside specifically

for all necessary meetings to help insure guaranteed personal

planning time for teachers on the remaining days of the work

week. This language is not intended to prohibit teachers from

collaborating with colleagues on an informal basis. In addition

to the Tuesday meetings, the principal shall have the right to call

one additional faculty / grade level meeting per month for any

given teacher. On election days in Hillsborough County, no

faculty or other school related meetings shall be held beyond the

normal workday.

3.7.4 Teachers shall normally be provided with a minimum of one

workday advance notice for all after school meetings provided

for in Section 3.7.1. and 3.7.3.

3.7.5 A teacher shall be exempt from inservice participation if he/she

is able to show proof of recent satisfactory training in the area

the inservice is to cover.

3.7.6 If the principal or his designee, through documented classroom

observations, determines that a teacher is having difficulty with

classroom instruction or management, an individual teacher

may be required to participate in an inservice program not

conducted for the general faculty.

3.7.7 Afternoon faculty and inservice meetings shall begin within ten

(10) minutes after student dismissal.

3.7.8 Half-day teachers and teachers whose normal workday ends

before the majority of the faculty shall not be routinely required

to stay or return after their regular workday for faculty

meetings.

3.7.9 Teachers shall not be required to attend meetings away from

the school center during pre- and post-planning with the

exception of the designated Professional Study/Training Days

which occur during pre-planning. These days are specifically

set aside to enable teachers to work on classroom duties and

functions. Teachers shall be guaranteed time equivalent to 3

work days (21 hours excluding lunch) during pre-planning to

work in their rooms or other areas as needed to prepare for the

instructional year. Teachers shall be notified two days in

advance of any tentatively scheduled in-school meetings. Such

meetings shall be kept to a minimum.

3.7.10 There shall be a written evaluation of all workshops and/or

inservice programs at the end of such programs by teachers

attending. A summary of such evaluation shall be forwarded to

the appropriate General Director and available to the

Association.

3.7.11 Staff at MSC schools shall be offered inservice opportunities

equivalent to those offered to staff on traditional calendars

including the summer inservice institutes.

3.8

Supplementary Materials

3.8.1 Teachers shall have the right to exercise their professional

option in the utilization of Board approved materials available

within their respective disciplines to supplement state and

county adopted texts and programs.

3.8.2 Teachers are to adhere to curriculum guidelines and the county

3.9

Special Service Classes

3.9.1 The regular teacher at the elementary level will not be required

to remain with the students during the instructional time

provided by the special service teacher.

3.9.2 Elementary classroom teachers may teach physical education

outside the classroom on a voluntary basis.

3.10

Student Direction And Evaluation

3.10.1 Teachers will have the specific responsibility to direct and

evaluate the learning experience of students according to

county prescribed courses of study. Teachers shall not be

required to administer make-up work for credit for students

who have unexcused absences.

3.11

Privacy Of Discussion

3.11.1 When individual problems occur between administrators and

teachers, discussions relating to these problems shall be dealt

with in private.

Teachers shall not be publicly reprimanded.

3.12

School Property

3.12.1 Teachers shall be accountable, but not financially responsible

for school property lost, stolen or damaged on school premises

when school policy and procedures have been followed.

3.13

Report Cards And Student Records

3.13.1 Teachers shall be required to issue grades to students who enter

after the start of a grading period according to the following

procedures:

A. A student entering a school with transfer grades shall have

the transfer grades averaged with work completed in the

class to arrive at a report card grade.

B. A student arriving at a school without transfer grades shall

have the grading procedures specified at the entry

interview. These procedures shall be forwarded in writing

to the receiving teachers with the student’s schedule.

3.13.2 Elementary teachers shall not be required to review or check

student cumulative folders of students for which the teacher

will have no instructional responsibility.

3.14

Grading Materials

3.14.1 Teachers shall be given all automated grading materials prior to

the morning of the day the grading period ends. Teachers shall

be given at least four (4) full workdays to complete the

automated grading materials after the day the grading period

ends. Grades, report cards and/or data processing materials

shall be submitted to their school office on the morning of the

fifth workday, except when that day coincides with the fall

Professional Study Day, and then it shall be the morning of the

sixth workday. Grades, report cards and/or data processing

materials for the final grading period shall be submitted by

noon on the last workday for teachers.

3.14.2 Teachers may be required to provide parents with interim

grades (progress reports) or scholarship warnings according to

specific SAC waivers or county procedures.

3.15

Student Schedule Changes

3.15.1 Schedule changes for students shall not be routinely approved.

All recommended schedule changes shall be reviewed by the

affected teacher(s), counselor(s), and administrator to determine

the validity of such proposed changes.

3.16

Student Placement

3.16.1 The referring teacher shall be invited to participate in any

conference involving a change in elementary student placement

within the school. Normally, such conferences shall be

scheduled to begin within the teacher workday.

3.16.2 Least Restrictive Environment (LRE) students shall be

equitably distributed whenever possible.

3.16.3 Advanced notification shall take place prior to implementation

of a least restrictive environment program. Appropriate in-

service training shall begin as soon as possible.

3.16.4 Teacher input shall be considered prior to an administrative

decision to retain or not retain a student.

3.16.5 New students enrolling in a school shall normally be assigned

to the teacher(s) with the lowest student class load.

3.16.6 The District shall not assign an individual with exceptional

needs to an exceptional education class until previous

placement has been verified.

3.17

Field Trips

3.17.1 All field trips must be approved by the building principal prior

to any arrangements being made.

3.17.2 In order to keep maximum supervision and instruction in the

schools, only the sponsoring teacher(s) whose class is attending

a field trip may accompany his/her students. Teachers

unrelated to the field trip shall not go along on said trip as

chaperons, and the sponsoring teacher is responsible for making

arrangements for necessary chaperons among parents of the

students who are involved on a one adult to fifteen students

ratio. Classes missed by the sponsoring teacher(s) will be

assigned by the administrative staff to other teachers with three

days’ advance notice.

3.17.3 Transportation and entrance fees will be collected and receipted

by the teacher scheduling the field trip.

3.17.4 Substitutes shall be provided for teacher sponsors who take

field trips of a day or more duration when the field trips are on

the school system approved list or are a scheduled activity by

Florida High School Activities Association.

3.17.5 An approved field trip list will be maintained by the appropriate

General Director.

3.17.6 Teachers shall be granted compensatory time when duty-free

lunch is missed because of a district or school required field

trip.

3.17.7 Any student who has documented unsatisfactory behavior may

be excluded by a teacher on a field trip. Teachers shall consult

with the site administrator in advance of the field trip if a

student is recommended for exclusion.

3.18

Collection Of Money

3.18.1 Teachers shall not be required to promote, merchandise or

collect money for any activity which is profit motivated on

behalf of the school. Teachers shall collect fee money during

School opening registration and field trips as mentioned in

3.17.3.

3.18.2 Teachers shall not be required to collect lunchroom money.

3.18.3 Contributions to any charity, project or function shall be

voluntary. Solicitation activities shall be kept to a minimum.

3.19

Student Interns And Observers

3.19.1 Interns shall be assigned within the General Administrative

Areas of the county to approximate the proportion that exists

between the numbers of teachers in those areas.

3.19.2 Student interns shall be assigned to non-probationary teachers

except for special programs approved in advance by the

appropriate Assistant Superintendent. A copy of the form

submitted requesting exceptions shall be filed with the

appropriate Assistant Superintendent and be available to the

Association.

3.19.3 Assignment of pre-teacher students to directing teachers shall

be conducted in a fair and equitable manner which is mutually

satisfactory to the principal and to the directing teacher.

3.19.4 In working with pre-teacher students, it is understood by the

school system and the teaching profession that the rights of the

system and the teachers shall be considered in the placement of

such students for the purpose of interning or observing.

3.20

Teacher Aides

3.20.1 Teacher aides will be under the direction of the principal or

his/her designee. Aides assigned to teachers are to be utilized

and supervised by the teacher to whom the aide is assigned.

Aides are not to be routinely used to perform services for the

school’s administrative office.

3.20.2 Substitute aides shall be provided when the aide under contract

is absent in the early childhood program provided federal funds

are available.

3.20.3 When a kindergarten aide is absent, the administrator shall

institute an emergency plan to assist the kindergarten teacher,

in carrying out the curriculum, providing for the safety of

students and providing the teacher with planning and lunch

time as specified in Section 2.7.

3.20.4 Anytime an aide is reassigned to duties other than the

supervising teacher, said teacher shall be informed of the

reassignment, length of time and reason.

3.21

Athletic Pep Rallies

3.21.1 Athletic pep rallies in secondary schools shall be held at the end

of the student day. (Participation in state playoffs may be an

exception.)

3.22

Student Health Exams

3.22.1 Teachers shall not be required to weigh or measure children,

give eye examinations or perform any other student health

checks or exams.

3.23

Acting Principal

3.23.1 If a classroom teacher is placed in charge of a building during

the absence of the administrator from the building, the teacher

will remain in the classroom unless an emergency requires him

to go to the office. The special area teacher will temporarily

take the teacher’s place in the classroom until the teacher is

able to return if at all possible. However, if the principal is

expected to be absent for five days or longer, a substitute shall

be hired to teach the classes of the Acting Principal.

3.23.2 It is recommended that when possible a teacher who is

requested to substitute for an administrator in his absence hold

certification in administration, education leadership, and/or

supervision and that the teacher shall have shown an interest

and willingness to accept the responsibility.

3.23.3 The acting principal shall have the authority to make decisions

in dealing with problems which might occur during the absence

of the school administrator.

3.24

Transportation

3.24.1 All personnel who are required to travel in the discharge of

their duties shall be responsible for securing transportation.

3.24.2 Teachers who transport students as an extension of their normal

work activities shall, pursuant to accepted Board policy, be

covered by the Board’s liability insurance policy.

3.24.3 Teachers authorized for reimbursement by the Finance

Department for in-county travel as part of their regular duty

shall be paid mileage at the rate approved by the School Board.

3.25

Acceptance Of Gifts

3.25.1 Teachers shall not personally profit as a direct result of any

company or individual engaged in business with the School

Board.

4 STUDENT MANAGEMENT AND PROTECTION OF

TEACHERS

4.1

Legal Aid And Liability Insurance

4.1.1 The Board will retain independent legal counsel for any teacher

sued in court wherein such conduct was reasonable in carrying

out his duties in accordance with the policy of the Board, the

rules and regulations of the State Department of Education, and

the laws of the State of Florida.

4.1.2 The Board shall maintain a liability policy for teachers while

carrying out their duties and responsibilities with the exclusion

of corporal punishment.

4.2

Teacher Physical Assault

4.2.1 Any teacher who has suffered an assault in connection with

his/her employment shall immediately make a written report,

within seventy-two hours, of the circumstances thereof to

his/her administrator in triplicate on the appropriate form. The

administrator must verify the facts connected with the assault

including names of those involved and submit the original

report of assault to the Assistant Superintendent for

Administration and Operations, and send a copy of the report to

Risk Management within seventy-two hours of the event being

reported. A copy of the assault report shall be retained by the

principal, and a copy furnished the individual assaulted.

4.2.2 In addition, a teacher who has suffered an assault may be

requested to submit supplemental written reports.

4.2.3 School Security shall investigate any reported teacher assault

and make a full report, within three workdays to the Office of

Risk Management. Such reports shall be available to the

Association and the individual who suffered the assault.

4.2.4 A student accused of assault and/or battery upon a school

employee shall be immediately removed from the classroom

setting and placed in an alternative school setting pending

disposition of the allegation.

4.2.5 Confirmation of assault and/or battery upon a school employee

shall result in said student being expelled and placed in an

alternative school setting for at least one year.

4.3

Safety Of Students And Teachers

4.3.1 Teachers shall not be required to serve as security personnel

during a period of civil disobedience, bomb threats, or assaults

on students or teachers by trespassers. Teachers will make a

reasonable effort to see that their students are protected while

under their supervision. A teacher shall perform a visual

inspection of his or her classroom for suspicious objects as a

result of a bomb threat. Teachers may volunteer to serve on

search teams after appropriate training.

4.3.2 Each teacher at any school shall assume such authority for the

reasonable control of pupils as may be assigned to him/her by

the administrator and shall keep good order in the classroom

and in other places in which he/she is assigned to be in charge

of students.

4.3.3 The school administrator shall ensure the safety of the students

and faculty.

4.3.4 Corporal punishment shall be administered only by the

principal of the school or a person within the school designated

by the principal (example: Assistant Principal for Student

Affairs).

4.3.5 A teacher may send a student to the office to maintain effective

discipline in the classroom. The teacher shall provide the

administration with all necessary information concerning the

student’s behavior and previous action taken by the teacher.

Student referral forms shall include space where a teacher can

provide input and/or submit recommendations regarding

disciplinary action.

4.3.6 The principal or the principal's designee shall consider the

recommendation for discipline made by a teacher, or another

member of the instructional staff, when making a decision

regarding student referral for discipline. Disciplinary action for

student misbehavior shall be consistent county wide in

accordance with the Code of Student Conduct as described in

the Student Handbook.

4.3.7 Teachers shall normally receive a written report on the county

referral form of action taken within three (3) workdays after a

student is referred to the administration for disciplinary action.

If the report is not issued, the responsible administrator shall

inform the teacher as to the reason(s) why.

4.3.8 A teacher may have a student removed from class who has been

documented by the teacher to have repeatedly interfered with

the teacher's ability to teach, or may immediately remove a

student whose behavior the teacher determines is so unruly,

disruptive, or abusive that it seriously interferes with the

teacher's ability to communicate effectively or with the ability

of the student's classmates to learn.

4.3.9 The principal may not return the student to that teacher's class

without the teacher's consent unless the Placement Review

Committee determines that such placement is the best or only

available alternative.

4.3.10 The teacher and the Placement Review Committee must render

decisions within five (5) workdays of the removal of the

student from the classroom.

4.3.11 The Placement Review Committee membership must include at

least one teacher selected by the faculty, one teacher selected

by the teacher who has removed the student, and one school

staff member selected by the principal. The teacher who

withheld consent to readmitting the student may not serve on

the committee.

4.3.12 A continuous record of student discipline cases shall be

maintained in a place available for staff use.

4.3.13 Teachers shall be informed, when the district is informed, of

any student in his/her classroom involved in serious types of

offenses. This information is of a confidential nature, protected

by State and Federal acts insuring privacy, and shall be used

only on a "need to know” basis.

4.3.14 Once the student day has begun, no visitors to the school,

including parents, may enter the classroom unannounced.

Parents wishing to observe during the instructional day must

obtain permission from the teacher and the administration in

advance, and make arrangements for a specific time and date.

Interruptions to the instructional day shall be kept to a

minimum. District level Board employees shall notify the

teacher and administration in advance of an official observation

or a classroom visit.

5 TECHNOLOGY

5.1

Status

5.1.1 The School Board will provide to the Association information

about the Administration’s technology strategies and specific

technological initiatives.

5.1.2 The Association will have the opportunity to provide input

during the development of new technologies and application.

5.1.3 The District shall provide C.T.A. with a conference on the

I.D.E.A.S. system for whatever period of time the District

sponsors the I.D.E.A.S. system.

5.1.4 The C.T.A. conference shall be specifically designated for

Association communications, professional issues, legislative

issues, announcements, member inquiries, and other related

Association concerns.

5.1.5 The C.T.A. shall not utilize its designated window for the

purpose of political endorsements or solicitation.

6 COMMITTEES

6.1 Forms Management Committee

6.1.1 A county-wide standing committee shall be established to

review forms that originate from any office within the school

system to be completed by other divisions, other departments,

principals, teachers, students or parents. The Association shall

name 50 percent of the committee members.

6.1.2 The goal of this committee shall be to recommend the reduction

of as much paperwork as possible.

6.1.3 Teachers shall not be required to fill out forms, checklists, or

data gathering and other documents that do not have an official

School Board number on them. FS 1001.42 (22) requires each

district school board to reduce paperwork and data collection

and reporting requirements.

6.2

Test Committee

6.2.1 A county-wide test writing committee shall be appointed

whenever the school system anticipates developing or revising

a student test for any specific subject area, program, or grade

level.

6.2.2 At least fifty percent of each committee shall be classroom

teachers appointed by the Association.

6.3

Instructional Materials

6.3.1 A county-wide textbook selection committee shall be appointed

whenever a textbook adoption is due or contemplated in any

specific subject area, program or grade level.

6.3.2 A majority of each committee shall be classroom teachers

appointed by the Association.

6.3.3 The committee shall review all available texts in the specific

area in question and submit at least two books for final

selection by all involved teachers.

6.3.4 These two textbooks shall be available in the appropriate work

location in sufficient numbers to allow for teacher review at

least three weeks prior to a county-wide vote.

6.3.5 Teachers shall select one textbook for county-wide adoption by

secret ballot.

6.3.6 Department heads or team leaders shall be responsible for

tabulating votes at each work location and immediately

notifying the chairman of the appropriate county-wide selection

committee.

6.3.7 This vote shall determine the book to be purchased in any level

or subject area until the next review.

6.3.8 Individual school or department vote on textbook selection

shall be available to the Association on request.

6.4

Calendar Committee

6.4.1 The Assistant Superintendent for Administration shall appoint

a committee annually to prepare school calendars for all school

centers to be recommended to the Board. The committee will

include four teacher representatives selected by the

Association.

6.5

Ad Hoc Committees

6.5.1 County-wide committees established by the Board or

Administration having a direct impact on teachers shall include

teacher representatives appointed by the Association.

6.5.2 A committee consisting of representation from the Association

and the Curriculum and Instruction Division will be established

to determine best practices for class size and teaching

assignments for Elementary P.E., Music and Art. The

committee will also determine best practices regarding

alternative teaching models and co-teaching models.

6.5.3 The Board and the Association agree to establish a committee

review alternative salary plans for consideration. This

committee will report to the Superintendent and the Board on

the viability of such plans in lieu of the current step plan.

6.6 Faculty Steering Committee

6.6.1 The faculty at each work location shall elect a faculty steering

committee that includes teacher representation elected from

each department or grade level, and special services areas. The

principal shall have the authority to appoint additional at large

members. CTA will have a permanent teacher member

representative position on the steering committee. The

committee representative will be selected annually by CTA

members at each site.

6.6.2 The purpose of this committee is to act in an advisory capacity

to the building administrator. The committee shall meet on a

monthly basis to provide faculty input in developing an

administration-faculty team approach to solving problems,

making improvements, and arriving at decisions in areas

affecting the general faculty and/or student body. Minutes

from all Steering Committee meetings shall be published and

distributed.

6.6.3 The principal shall, upon request, provide the Steering

Committee or any individual faculty or staff member with a

printed accounting of the school’s internal accounts.

6.6.4 The faculty steering committee, in addition to its general

advisory function, shall have the specific responsibilities to

assist the building administrator in the following areas:

A. School Budget

The Steering Committee shall assist the principal in

preparing and reviewing the school’s county budget. This

budget shall provide a breakdown of the projected

allocation of funds by departments or grade levels for the

school and be distributed and discussed with the faculty

during pre-planning. Any changes in the budget shall

require review of the Steering Committee, and such

changes will be distributed to the teachers affected.

B. Faculty Account

Each school shall establish a faculty account for monies

generated by the faculty at each school (i.e. vending

machine profits, etc.). The funds in this account may be

used individually and/or collectively by the school’s

personnel. Approval of the Steering Committee shall be

necessary before these funds are expended.

C. Textbook Utilization

The Steering Committee shall have the responsibility to

assist the principal in implementing county guidelines

regarding textbook utilization in the school.

D. Forms Review

The Steering Committee shall have the responsibility to

review the use of any individual school form to insure

compliance with contract section 6.1.3.

6.7

Assessment Team

6.7.1 The district shall maintain trained school assessment teams with

broad-based teacher representation. The association shall

appoint the teacher members.

6.8

School Community Professional Development Committee

6.8.1 The School District shall create the Staff Development

Coordinating Committee for purposes of implementing Florida

Statutes 1012.98.

6.8.2 Teacher Committee appointees representing regular K-12 grade

levels and subject areas shall be appointed by the C.T.A.

6.8.3 The term of office for each Teacher Committee member shall

be for two years. Committee members may serve two

consecutive terms.

7 FACILITIES

7.1

Facilities

7.1.1 Each school will have the following facilities:

A. Space in each adequately furnished classroom in which

teachers may store instructional materials and supplies.

Itinerant teachers shall be provided space for the storage of

their records and materials at each school.

B. An individual work space.

C. Well-lighted and clean teacher restrooms.

D. A workroom for teachers containing equipment and

supplies to aid in the preparation of instructional materials.

E. A furnished room to be used as a faculty lounge. Such

room will be in addition to the aforementioned teacher

workroom.

F. Telephone service available to teachers to conduct school

business which permits privacy of conversation.

G. Space in the parking lot at each school will be reserved for

teacher parking.

H. Every effort should be made to provide Student Services

Personnel a private area (sufficient to accommodate

individual/group counseling), locked file cabinet and

telephone.

I. It shall be the District’s objective to provide teachers

technological tools fundamental to meeting the needs of

the classroom.

J. A teacher required to utilize a classroom assigned to

another teacher during a class period shall be given

uninterrupted use of that classroom unless prior agreement

to allow access is reached.

7.1.2 Consideration shall be given to safety and security of teachers’

cars when assigning teacher parking areas.

7.1.3 Teachers shall be provided with dining space and facilities

apart from students. In those schools where lack of space

prohibits a separate dining room, an area within the student

lunchroom will be established by use of available visual

barriers, such as bookcases, etc. This will not prevent a teacher

from dining with his/her students or at another area (classrooms

excluded) in the school if he/she desires to do so.

7.1.4 By the last day of pre-planning, furniture and equipment shall

have been placed in the teacher’s assigned class or station.

7.1.5 Supplies and their distribution shall be handled through a

central location and invoices shall be available to teachers upon

request.

7.1.6 A teacher’s right to privacy of his/her mail shall be maintained.

7.1.7 Teachers placing a written order or request for supplies,

equipment or materials with their principal or immediate

supervisor, shall receive a written response to the disposition of

the request within two weeks.

Teacher initiated requests for repairs shall be responded to in a

timely manner. Work orders not completed within two weeks

of the date of origin shall be investigated and responded to by

the employee’s site manager.

7.1.8 Faculty lounges and restrooms shall be off limits to students.

7.1.9 Teachers shall have the right to confiscate cell phones and other

electronic devices used by students in class in violation of

Board policy. Teachers will not be held financially liable for

theft or loss of confiscated items when following school

policy.

8 COMPLAINTS

8.1

Complaints

8.1.1 Whenever a complaint is registered against a teacher without

first going to the teacher involved, it shall be Board policy to

notify the teacher immediately of the complaint. The following

information shall be provided to the teacher:

A. Name of complainant;

B. Description of allegation;

C. Remedy requested, if any.

The administrator may offer the aggrieved his assistance in

arranging a conference at a date and time acceptable to all

parties.

8.1.2 If the conference does not resolve the problem, the

administrator or his representatives may then become the third

party to the conference.

8.2

Administrative Review

8.2.1 The Association may request an administrative review with the

appropriate Assistant Superintendent through the General

Director of Employee Relations when the Association has a

concern which it feels affects the welfare of the teachers and/or

the system; the use of this procedure does not negate the use of

other remedies in the contract. The time lines contained in the

grievance procedure shall be suspended when administrative

review is used to attempt to solve a problem.

8.3

Sexual Harassment

8.3.1 The School Board will not tolerate sexual harassment at any of

its sites or activities. Sexual harassment is defined as any

physical, verbal and/or graphic sexual advance, request for

sexual favors, and other sexually-oriented conduct, which is

offensive or objectionable to the recipient.

8.3.2 Personnel, at all levels, are responsible for taking corrective

action to prevent harassment at any of the School Board’s sites

or activities.

8.3.3 An individual has the legal right at any time to raise the issue of

sexual harassment with appropriate site and/or district

personnel without fear of reprisal.

8.3.4 Allegations of sexual harassment will be promptly investigated,

giving due regard to the need for confidentiality.

8.3.5 Information relative to the prevention and correction of sexual

harassment will be provided in writing to personnel and

students.

8.3.6 Proven allegations of sexual harassment can have serious

consequences for the party deemed guilty, including but not

limited to the following:

A. If the party deemed guilty is a student, the range of

punishment could include verbal and written reprimand,

in-school or out-of-school suspension, change of

placement, and/or expulsion.

B. If the party deemed guilty is a School Board employee, the

range of punishment could include written reprimand,

suspension without pay, and/or termination.

C. If the party deemed guilty is neither a student nor a School

Board employee, appropriate steps will be taken, which

could include limiting the access of this party to School

Board property and any other action deemed necessary.

9 ASSOCIATION RIGHTS

9.1

Exclusivity Of Association Rights

9.1.1 All rights granted in this section (Section 9, Association Rights)

shall apply only to the Hillsborough Classroom Teachers

Association as the exclusive bargaining agent for teachers.

Any such rights or privileges shall not be granted to any other

teacher association, union, group or individual.

9.2

Association Meetings

9.2.1 The Association’s building unit shall be permitted the use of

school buildings without cost for the purpose of conducting

professional meetings. The Association may use school

buildings for the purpose of holding professional meetings

provided that the Association bears the cost of paying

personnel for services rendered.

9.2.2 The Association shall be allowed a maximum of one meeting

per month during the workday as long as the meeting does not

interfere with student contact time. Double session schools

shall be allowed one meeting per session. Such meetings shall

not exceed 60 minutes during the workday. The building unit

shall be allowed one additional meeting during both pre- and

post-planning, neither of which shall exceed 60 minutes. The

building representative shall clear the scheduling of such

meetings with the building administrator.

9.3

Bulletin Board Space

9.3.1 The Association shall be provided with bulletin board space in

each school building for the purpose of posting notices and

other related items. Site selection within teacher access areas

shall be the prerogative of the Association Representative.

9.4

School Mail

9.4.1 The Association shall be provided with school mail service.

The Association will have the right to place Association

materials in teachers’ mail boxes. Copies of all generally

distributed materials placed in teachers’ boxes shall normally

be furnished to the principal.

9.4.2 Association materials sent through school mail or U.S. mail

shall be distributed in the same manner as any other piece of

mail.

9.4.3 Qualified student assistants who have been trained may have

access to school mailboxes with adult direction and

supervision.

9.5

Material Distribution

9.5.1 Authorized representatives of the Association will assume

responsibility for posting or distributing material for the

Association.

9.6

Association Announcements

9.6.1 The Association building representative shall have the right to

announce the time, place, and subject of the Association

meetings via available media resources and at meetings.

9.7

Education Practices Commission

9.7.1 The Board shall notify the Association when a teacher’s name

has been submitted to the Education Practices Commission.

9.8 Association Leave

9.8.1 A maximum of two teachers, during any school year, shall be

allowed to take one full year of professional leave to work for

the Association on a full-time basis. Said leave shall be

renewable. Any person who requests a third year of

professional leave will be assigned to the county pool for

placement. Teachers granted such leave shall remain on the

District’s payroll. The Association shall reimburse the District

for all such payroll costs.

9.9

Payroll Deduction

9.9.1 The Board agrees to deduct from teachers’ salaries an amount

to cover dues for the Association, as the teachers individually

and voluntarily authorize the Board to deduct and to transmit

the amount so authorized to the office of the Association.

Teachers may individually and voluntarily authorize the Board

and the Association to discontinue such deductions with a thirty

day notice.

9.9.2 The Board agrees to provide one payroll deduction per teacher

per pay period for the Association’s economic services

program. The Association agrees to bear the cost that the

establishment and maintenance of the program would entail.

The Association will make available those same insurance

products to any Board employees who request them of the

Association.

9.10

Secret Ballot Votes

9.10.1 When a secret ballot vote on school-wide issues occurs, a duly-

elected Classroom Teachers Association site representative will

observe the ballot count for that site.

9.11

School Board Meetings

9.11.1 The Superintendent shall notify the Association of the date,

place, and hour of all Board meetings and provide the

Association with a complete agenda and supporting data on the

Friday morning prior to all regular meetings. The Association

shall be notified of any incomplete or further anticipated

agenda items. Any materials absent from the package shall be

provided to the Association upon release to the School Board.

9.11.2 Completed committee reports sent to the Board shall be

available to the Association. The Association shall have the

right to present its position on said reports prior to the Board’s

action.

9.12

Classroom Teachers Association President

9.12.1 The President of the Association, who is also an employee of

the Board, shall be given full-time duty by the Board different

from his/her normal classroom duties and from his/her normal

location of duty. This duty shall be for the purpose of

performing other educational and related services and for

attending meetings related to said services. This duty shall be

considered by the Board as being equal to classroom teacher

duties.

9.12.2 The individual performing this duty shall continue to be a

continuous employee of the Board for all purposes and shall not

be considered as being on leave when performing this duty.

This duty assignment shall be a regularly established position

of the Board and shall have continuous existence. The

employee shall be compensated at the employee’s same rate of

pay as if he/she was performing full-time classroom teaching.

The Association shall inform the Board of the date of the

President’s term of office.

9.13

Conventions

9.13.1 The Board shall grant the Association members professional

leave for the purpose of attending the Association’s FEA

convention in accordance with the following:

A. Thirty association members, with a limit of two per site,

shall receive two days professional leave for the purpose

of attending the FEA convention.

B. Other delegates of the Association shall be selected on the

basis of one delegate for every twenty-five Association

members and shall receive one day professional leave for

the purpose of attending the FEA convention.

C. The Association shall provide a list of delegates to the

Division of Human Resources no later than one week prior

to the professional leave dates.

D. Substitutes shall be provided for convention delegates as

requested by the Association. The Association shall

reimburse the Board for the substitute teachers’ salary.

9.13.2 The Classroom Teachers Association may designate up to five

association members to receive a Leave of Absence in order to

serve as official delegates to the NEA convention in July.

These association members will be allowed a maximum of five

days unpaid leave from the extended year program or 12-month

position. The Association may request additional delegates

which must be approved by the Superintendent.

9.14

Legislative/Professional Days

9.14.1 The Association may request leave for members to engage in

legislative or professional activity up to the cumulative

Association total of sixty (60) days per year. Such leave shall

be granted by the Board and said members will be considered

to be on paid professional leave. The Association will pay

substitute costs. The Association may request additional days

which must be approved by the Superintendent.

9.15

Bargaining Team

9.15.1 Substitutes shall be provided for all members of the

Association’s bargaining team when bargaining sessions occur

during the school day.

9.16

Membership Solicitation

9.16.1 The Association shall have the right to form, organize and

solicit membership as the exclusive bargaining agent certified

to represent all employees within the bargaining unit at any

duty-free time during the school day provided solicitation does

not interfere with the official duties of employees and the

operation of schools. The Association representative shall

notify the building administrator when reporting to a work site.

10 SENIORITY

10.1

General Procedures

10.1.1 Seniority shall accrue county-wide for each year of continuous

service in Hillsborough County. Continuous service being

defined as the original most recent date of employment to the

present with no break in service.

10.1.2 Seniority shall accrue to all full-time teachers. A teacher

contracted for more than 199 days of service shall not accrue

extra time for seniority.

10.1.3 In the event of a tie in the beginning employment dates,

seniority shall accrue from the date recorded by the placement

supervisor on the Personnel Transaction Authorization form.

10.1.4 The teacher with the most seniority shall have first option to

stay in a position or transfer, with such option extended to all

teachers on a diminishing basis until one elects to transfer or

until such time as the teacher with the least amount of seniority

is required to transfer.

10.1.5 Teachers who have been notified in writing that dismissal

proceedings are contemplated or teachers on fourth year

probation, may not volunteer but shall be transferred if their

seniority requires it.

10.1.6 When a specific issue must be resolved involving teachers with

equal seniority, it will be resolved by an objective lottery in the

presence of the affected parties.

10.1.7 Authorized leaves do not constitute a break in service.

11 TRANSFERS

11.1

General Principles

11.1.1 A transfer is a change in teaching position from one school to

another. A permanent teacher may transfer to a permanent or

temporary position without changing his contract status.

11.1.2 A transfer request may be initiated by a teacher.

11.1.3 Teachers who have been notified in writing that dismissal

proceedings are contemplated, or teachers on fourth year

probation, may not volunteer but shall be transferred if their

seniority requires it. A transfer will not be granted if the

teacher does not qualify for the existing vacancy. Unless a pool

exists, principals, when filling vacancies, shall reassign

teachers currently out-of-field, unless hired out-of-field, before

considering transfers or new applicants.

11.1.4 Except when a freeze is in effect, teachers are eligible to

transfer at any time during the school year to accept a higher

paying position, to accept a position in a newly created

program, or to accept a position in an existing program when

such program is expanded during the school year. Teachers

may also transfer in-field from an out-of-field assignment,

unless hired out-of-field on an “agreement to earn.” A

qualified replacement should be secured before the transfer is

made; however, no transfer will be delayed more than two

weeks.

11.2

Teacher Transfers

11.2.1 The transfer period shall commence following spring unit

allocation. After unit allocation, hiring of new applicants

cannot take place until the placement of teachers from the pool.

11.2.2 An initial transfer period of at least three weeks in the spring

prior to the end of the regular school year will be established

after units have been allocated in the spring and administrators

have listed their staffing needs with the Division of Human

Resources.

11.2.3 Teachers who are placed in the pool due to unit loss will be

eligible for transfer as all other teachers.

11.2.4 Teachers are eligible to transfer to any vacancy for which they

are certified; however, certification areas in which vacancies

are needed for the pool will be identified and transfers in these

areas may only be made by teachers with the same assignment.

After spring transfer period, transfers will not be allowed to fill

a vacancy in an area where a pool still exists.

11.2.5 Teachers remaining in the unit loss pool after the initial transfer

period will be placed according to Sections 11.4 and 10 (Unit

Loss Transfers and Seniority). This meeting will occur during

post-planning.

11.2.6 Hiring of new applicants and re-opening of the transfer period

will begin in a specific certification area when there are no

teachers remaining in the pool in that area and the freeze is

lifted.

11.2.7 The transfer period will continue until two weeks prior to the

first day of preplanning for teachers. During this second

transfer period, teachers will be able to transfer to any area for

which they are certified if there is not a pool in that area.

11.2.8 Seniority shall be the governing factor when determining

teachers to transfer during the spring for fall placement.

11.2.9 A teacher shall be granted only one transfer during the transfer

period. Placement from a pool is not considered a transfer.

11.2.10 Administrators shall notify the Supervisors of Teacher

Placement of all vacancies as soon as they are known. A

vacancy does not exist until a resignation or leave is signed and

submitted.

11.2.11 The Division of Human Resources shall provide a list of

vacancies at the beginning of the transfer period and vacancy

information shall be provided daily on the District’s web site.

11.2.12 The Division of Human Resources shall establish the beginning

date for the hiring of new teachers after all pools have met.

The Division of Human Resources will provide vacancy

information on the School District of Hillsborough County’s

web site.

11.2.13 Applicants who have interviewed for a position shall be

notified in a timely manner after the decision is made.

11.2.14 Complaints related to the teacher transfer process should be

directed to the Chief Officer for Human Resources. The

teacher will be notified of the result.

11.2.15 Teachers shall be assisted at their new sites in making a smooth

transition into their new positions.

11.2.16 Teachers shall be notified of implementation of a MSC

(Modified School Calendar) at their school for the following

year by March 1 of the current year. If the teacher does not

desire to be assigned to a school on a MSC Program, that

teacher shall notify the principal in writing by April 1 that

he/she is opting out of the MSC Program.

11.2.17 All advertised/listed vacancies assigned to a school on a MSC

shall be noted as such. Before a teacher accepts transfer, the

teacher will be notified of any impact on the annual salary if

transfer occurs.

11.3

Administrative Transfer

11.3.1 The Superintendent or his designee shall investigate any written

request for an administrative transfer. This investigation shall

determine the need for further action.

11.3.2 If appropriate, a hearing will be held involving the teacher,

principal, Association, and the Assistant Superintendent for the

Division of Human Resources.

11.3.3 Following the hearing, the Assistant Superintendent for the

Division of Human Resources will make recommendations to

the Superintendent.

11.3.4 The Superintendent shall then act upon the recommendation.

Should a transfer be indicated, the teacher shall be placed in a

vacancy that is in the best interest of the individual and the

system.

11.4

Unit Loss Transfer

11.4.1 Unit loss will be used for transferring teachers when a school

must lose teachers due to a loss of students or a change in the

unit allocation formula.

11.4.2 When transfers are necessary due to a unit loss, teachers to be

transferred will be determined by the seniority policy.

Administrators will determine the subject area (specific subject

and certification/license in Industrial Education and Health

Sciences) where a unit must be lost according to student

enrollment. The composite unit allocation form indicating

course counts will be available to the Association.

11.4.3 In determining unit loss, the length of the teacher’s contract

will not be a factor in identifying the person to be transferred.

However, seniority shall be the governing factor when an

in-school change of assignment results in loss of pay.

11.4.4 The teacher with the most seniority shall have first option to

stay in a position or transfer, with such option extended to all

teachers on a diminishing basis until one elects to transfer or

until such time as the teacher with the least amount of seniority

is required to transfer.

11.4.5 Teachers who have been notified in writing that dismissal

proceedings are contemplated or teachers on fourth year

probation, may not volunteer but shall be transferred if their

seniority requires it.

11.4.6 When unit loss occurs, the following procedures will be used:

A. Seniority will be used to determine which teachers will

transfer during the spring for fall placement.

B. Reassignments may not be made prior to identifying

teachers for the pool.

C. Administrators will identify and notify all teachers in a

subject area that will experience a unit loss. Teachers in

descending order of seniority may volunteer to have their

names submitted for pool placement. If there are no

volunteers in the identified area, the least senior person(s)

will be placed in the pool.

D. The teachers in the pool will be listed by subject areas

according to their seniority in the Hillsborough County

School System.

E. For the purposes of unit loss, elementary teachers shall be

divided into (1) pre-kindergarten, (2) kindergarten, (3)

grades one through five including Title I, PEP, Migrant

Language Arts, Computer, and ESOL (4) Autistic, (5)

Strings (Music) (6) Reading Coach or other screened

positions, (7) Special certification areas. Special

certification areas shall be considered separate subject

areas.

F. Vacancies by certification area (Math, English, Elementary,

etc.) will be available in the Division of Human Resources

to each teacher who is required to transfer one working

day prior to the day such teacher will choose an assignment

from the available vacancies. The teacher with the

most seniority will be given his choice of vacancies in

the certification area from which he or she was

displaced. Using seniority, teachers will be given a

choice until all are placed or until all vacancies are

filled.

G. The teacher in the pool with the most seniority will be

given the refusal of each vacancy occurring until he is

placed. The teacher in the pool with the least seniority

will be assigned to any vacancy occurring if all teachers

with more seniority have refused the position. Teachers

not assigned will remain in the pool and be placed in any

second pool for which they are certified. Teachers placed

in a second pool may volunteer for a vacancy after all

teachers remaining in the first pool have refused it. If

there are no volunteers, teachers in the first pool must be

assigned. The Division of Human Resources will work

with teachers remaining in the pool to find the best

assignment possible for the welfare of the teacher and the

school system until appropriate vacancies occur. This

assignment shall be based on the following:

1. Current assignment and level

2. Current assignment (1-12)

3. Certification and previous assignment

4. Other certification

The teacher shall have the option of staying in this area

and taking courses necessary for certification or accepting

the first vacancy in the area from which he/she was

displaced. (A teacher shall not give up his right to move

in field if he rejects a temporary appointment after the

beginning of the school year.)

If a teacher voluntarily transfers to another position for

which he/she is eligible, the teacher automatically gives up

his/her right to remain in the pool. Teachers will retain

pool rights for a period not to exceed two years.

H. Teachers selecting positions from the pool shall be assured

the subject area selected.

I. Vacancies for Magnet school positions will be listed

during the transfer period, but only current magnet school

teachers may select these vacancies in the county pool

process.

J. Out-of-field teachers in a carry-over pool may be required

to return to their area of previous assignment if a vacancy

occurs prior to the freeze on teacher transfers before the

start of the new year for which they were pool placed. In

the event this occurs, consideration shall be given to travel

distances and employees shall not be compelled to travel

distances in excess of 10 miles one way.

11.4.7 Teachers in a temporary assignment will not be considered for

transfer. The seniority of a teacher who is on leave and has a

vested interest in the position will be used to determine the unit

to transfer. A teacher contracted for a Group I or II supplement

will not normally be transferred due to unit loss, except in the

event that the required number of teachers needed to transfer

exceeds the number of non Group I or II supplemented

teachers. Then, based on seniority, all Group II supplemented

teachers shall first be subjected to unit loss with Group I

supplemented teachers following if necessary. In the event a

teacher with seniority is forced to transfer because of a

supplemented teacher, reassignment to a vacant classroom

position in the subject area disciplines in another area of

certification within the same school shall be granted for either

the affected senior teacher or the supplemented teacher unless a

carry-over pool exists in that subject area. The principal will

determine the teacher to be reassigned if both teachers are

qualified for reassignment.

11.4.8 A permanent teacher who was designated as a unit loss on the

spring pool list and who has transferred to another school either

by voluntary transfer or pool placement shall be permitted to

transfer back to his / her former school under the following

conditions:

A. A vacancy exists in the subject area where the unit was

lost.

B. A carry over pool does not exist.

C. The principal and the teacher agree.

D. The teacher is eligible to transfer until the freeze is placed

for fall unit adjustment.

11.4.9 Secondary or elementary teachers not certified in exceptional

child shall be placed at special education centers if there are no

other positions available at regular school centers. A freeze

will be maintained and the teacher assigned to a special

education center will be transferred when a vacancy occurs.

The teacher shall be allowed to remain at the special education

center when a vacancy occurs if the principal of the special

education center and the teacher agree.

11.4.10 Secondary music or physical education teachers shall be placed

at the elementary level only if there are no other positions

available at the secondary level. A freeze will be maintained

and teachers assigned to elementary music or physical

education from a secondary pool will be transferred as

unearmarked vacancies occur at the secondary level. The

teacher can remain at the elementary position if the teacher and

the principal agree. This procedure shall also apply to

elementary music or physical education teachers assigned to

secondary.

11.4.11 For the purpose of unit loss in the content area, middle schools

shall be divided into (1) grade six and (2) grades seven and

eight.

11.5

New School Or Consolidation Transfers

11.5.1 The seniority and unit loss policy will be used for transfer of

teachers when a new school is formed or when boundary

changes are made, or when schools are consolidated.

11.5.2 Units shall be allocated or reallocated to the affected school(s).

Group I supplemented positions for new schools / consolidated

assignments will be reserved prior to pool placement.

11.5.3 All vacancies at the receiving school(s), including additional

units and vacancies resulting from resignation, leaves or

temporary appointments, are identified and frozen.

11.5.4 Only the surplus teachers at the sending school(s) in each

department can be reassigned to the receiving school(s) and

teachers leaving will be identified according to the unit loss and

the seniority policy.

11.5.5 Prior to the spring transfer period, teachers will be given a list

of vacancies at the receiving school(s), by departments. Each

teacher, on a seniority basis, will have a choice of accepting a

vacancy according to their current teaching assignment (See

11.4.6 D) at the receiving school(s) in the certification area

from which he/she was displaced or being placed in the county

pool.

11.5.6 Any teacher who cannot be assigned to the receiving school(s)

will be placed in the county pool.

11.5.7 Teachers who have been assigned to the receiving school(s) or

county pool are eligible to transfer during the transfer period.

11.6

Family Transfer

11.6.1 No teacher shall be appointed or reappointed to a school in

which his/her father, mother, brother, sister, husband, wife, son,

daughter or in-law is employed as an administrator. A teacher

and an administrator marrying during the school year shall be

allowed to finish that year at the same school.

11.7 Energy Transfers

11.7.1 Voluntary energy transfers may occur any time during the year

except during a freeze and during the period prior to spring

pool placement. To be eligible for an energy transfer, an

employee must have completed one year or the equivalent of

continuous permanent employment at the school from which

he/she is transferring.

11.7.2 In order to qualify for an energy transfer a teacher must travel a

minimum of 20 miles or more per day (round trip) or 100 miles

per week round trip. The transfer must result in a reduction in

the number of miles traveled by the teacher.

11.7.3 Acceptance of said transfer shall be voluntary on the part of the

teacher and the administrator at the receiving work site. In an

energy transfer where two teachers exchange positions, both

teachers and administrators in the affected work sites must

voluntarily agree to the exchange.

11.7.4 This same procedure shall apply to itinerant personnel.

12 LEAVES

12.1

Absence From Duty (Illness Or Personal Leave)

12.1.1 A teacher who will be absent from duty shall notify the

District’s Substitute Employee Management System (SEMS),

as early as possible, preferably the night before the absence and

not later than one hour prior to the teacher’s reporting time on

the morning of the absence.

12.1.2 If a teacher notifies the District’s Substitute Employee

Management System (SEMS) later than one hour prior to the

teacher’s reporting time on the morning of the absence, they

will also notify the administration or designee.

12.1.3 All absences from duty must be excused. Teachers who are

willfully absent from duty without leave or misrepresent the

cause of absence, shall forfeit compensation for the time of

such absence, and their contract shall be subject to cancellation

by the Board.

12.2

Sick Leave Bank

12.2.1 Establishment

A. The Sick Leave Bank shall be established and deemed to

be in operation when one thousand (1,000) sick leave days

have been deposited in the Bank.

B. The sick leave bank shall be administered through the

office of the Chief Officer for Human Resources.

12.2.2 Membership

A. Any employee may apply for membership to the Sick

Leave Bank who is actively on duty and has at least eleven

(11) days of accrued sick leave as of October 1, the date of

effective enrollment. Those persons wishing to become

members of the Sick Leave Bank shall do so by

voluntarily applying for membership and contributing one

(1) accrued sick leave day to the bank during the time

determined and published by the Sick Leave Bank

Committee.

B. Membership in the Sick Leave Bank shall be continuous

from initial enrollment until an individual member has

drawn all Sick Leave Bank Committee approved days for

original illness (not to exceed 100 days) or has resigned

from the school system.

C. Membership may not be reinstated by a former member

returning used days to the bank.

D. Membership shall be qualified by the following conditions:

1. Each July the Sick Leave Bank Committee shall

determine if the bank balance will be drawn to below

500 days during the coming year. If after evaluating

the rate of usage and the projected new enrollments,

the committee concludes that the 500 day balance will

occur during the next school year, each member will

be notified that they will be required to contribute one

additional sick leave day on the last pay date in

September in order to continue members. Members

not having one additional sick leave day accrued to

their benefit shall not be eligible to continue

membership. Such members shall again be eligible

when they meet the criteria in 12.2.2 A.

2. In the event a member draws from the bank, that

individual’s membership shall be suspended for all

subsequent illness and benefits not arising directly out

of the original illness or injury. Such individuals may

reinstate their membership by meeting the

qualifications in 12.2.2 A.

3. Members of the bank may only contribute days as

authorized above and any sick leave days donated to

the bank shall be deemed used sick leave by the

participating employee and shall not be returned to

the employee except as a benefit of membership in

the bank.

12.2.3 Benefits

A. Eligibility for payment from the sick leave bank shall be

determined by the Sick Leave Bank Committee based

upon the following:

1. Sick Leave Bank members are not eligible for

benefits for a pre-existing condition until after

January 1, one year following the effective date of

enrollment.

2. The member must have applied for an extended leave

of absence from employment because of their own

personal catastrophic illness or accident (excluding

Workers’ Compensation cases).

3. Sick Leave Bank benefits are not payable for benefits

coverable by Workers’ Compensation benefits.

4. The member must have exhausted all accumulated

sick leave and have missed ten (10) consecutive

workdays without pay.

5. The member must make application to the Sick Leave

Bank Committee by submitting certificates from two

doctors attesting to the member’s extended illness or

accident. The Sick Leave Bank Committee will

provide the necessary forms and determine the

required information.

6. Upon approval by the Sick Leave Bank Committee of

each application, members will be allowed to draw up

to a maximum of one hundred (100) paid sick leave

days from the bank. Payment of benefits for these

approved 100 days does not have to be continuous for

the same illness. However, each request must be

accompanied by a new application and the criteria in

l, 2, and 3 above must be met.

7. All cases shall be reviewed when the 50th day of

benefits is reached. The committee may request

additional medical certification.

B. Utilization of paid sick leave will be determined based

upon the following:

1. The Sick Leave Bank days, for payment purposes, are

only effective on the days which are normally paid

days for each particular job classification.

2. Members of the Sick Leave Bank who are drawing

benefits are not eligible for sick leave or vacation

accrual. Paid holidays occurring during the approved

benefit period will be paid as a benefit of the Sick

Leave Bank.

3. During the duration of the coverage by the Sick Leave

Bank days, the recipient is responsible for submitting

updated medical statements from both physicians at

the end of each month or as otherwise advised by the

committee’s chairperson. This should be forwarded

to the attention of the Chairperson of the Sick Leave

Bank Committee.

4. When the physician(s) releases the member for return

to duty, the member is required immediately to advise

the chairperson of the Sick Leave Bank Committee of

this change in status. A member who fails to advise

the Chairperson of the release from a physician to

return to work shall forfeit their rights to all sick leave

bank benefits paid after the release and shall be

personally liable for restitution to the bank of all

funds received.

12.2.4 Administration

A. The Sick Leave Bank shall be administered by the Sick

Leave Bank Committee under the direction of the Chief

Officer for Human Resources.

B. The Sick Leave Bank Committee shall be the final

authority on all disputes concerning membership

applications, benefit applications and on other matters that

may come before the committee.

C. The Sick Leave Bank Committee shall be a committee

consisting of:

1. Three representatives appointed by CTA

2. Four representatives appointed by the

Superintendent.

D. The chairperson shall have no voting power except in a tie

breaking situation.

E. Enrollment forms and applications for benefits may be

obtained from the Non-Instructional Personnel Office.

F. Specific rules for the implementation of this bank may be

developed by the Sick Leave Bank Committee.

G. Sick Leave Bank members shall be given an annual report

of usage. The report shall include the number of

applications submitted, approved, rejected, the number of

days utilized, and the number of days remaining in the

Bank.

H. The membership eligibility and benefits (100 days) of the

Sick Leave Bank may be changed when two-thirds of the

Sick Leave Bank Committee recommends to the Sick

Leave Bank membership such a change.

This change shall be approved by a majority vote of the

voting members of the Sick Leave Bank.

12.2.5 The Sick Leave Bank Committee shall function as follows:

A. The Chairperson shall be responsible for conducting the

meetings, corresponding with all applicants and attending

to all other business of the committee.

B. The Chairperson shall select the Vice-Chairperson. The

Vice-Chairperson shall be responsible for conducting the

annual enrollment and to act in the chairperson capacity in

the absence of the chairperson.

C. Quorum shall consist of three members plus the

chairperson or vice-chairperson.

12.3

Illness Leave (Sick Leave)

12.3.1 A teacher who is unable to perform his school duties because of

his illness or because of the illness or death of his father,

mother, brother, sister, husband, wife, child, father-in-law,

son-in-law, daughter-in-law, mother-in-law, stepfather,

stepmother, brother-in-law, stepbrother, half brother,

sister-in-law, stepsister, half sister, stepchild, uncle, aunt, niece,

nephew, grandparents, grandchild, or members of his own

household (a person residing in the house wherein the member

resides, or in another house upon the same premises) is entitled

to four days of sick leave as of the first day of employment of

each contract year and shall thereafter earn one day of sick

leave for each month of employment, not to exceed more than

one day times the number of months employed for that year,

which shall be credited to the member at the end of that month,

and which shall not be used prior to the time it is earned and

credited to the member.. Such sick leave shall be cumulative

from year to year; provided there shall be no limit on the

number of days of sick leave a member of the instructional staff

may accrue; and provided, further, that at least one-half of this

cumulative leave must be established within the district

granting such leave.

12.3.2 All claims for sick leave must be approved by the principal who

shall make the report to the payroll section with a payroll

voucher, and by such person as is designated by the

Superintendent for this purpose. All such claims shall be

substantiated by filling of the appropriate form immediately

upon return of the teacher to duty or during the course of his

illness, as may be needed. The Superintendent is authorized to

require a certificate of illness from a licensed physician or from

the County Health Officer if such is deemed necessary. Full

compensation shall be made for the time missed for justifiable

absence in accordance with the Florida School Laws.

12.3.3 Teachers who remain on duty one-half school day are to be

reported to the Payroll Office on the attendance report as being

on duty one-half day. Time less than one-half day not on duty

should be recorded by the school office. Teachers who remain

on duty longer than one-half day of a school day but less than a

full day (eight hours) are to be reported as being on duty a full

day. Time less than a full day not on duty should be recorded

by the school office. When a teacher’s non-duty (leave) time

recorded in the school office accumulates to one-half school

day, the time is to be reported as personal or sick leave,

indicating dates actual leaves occurred, to the Payroll Office.

The payroll for that period would be adjusted to reflect the

one-half day accumulated personal or sick leave.

12.3.4 A teacher may requisition his former employing Florida school

district to transfer his accrued sick leave to the Hillsborough

County School District. The Hillsborough County School

District shall add to the teacher’s sick leave account the

transferred sick leave days at a rate as earned according to the

law, provided that at least one-half of this accumulative leave

must be established within the district granting such leave.

12.3.5 When sick leave is to be used continuously just prior to and

continuously with a resignation or long-term leave without pay,

the teacher shall notify the principal of his/her intention to do

so. The teacher will be replaced by a temporary teacher at once

during the period of time in which the teacher collects sick

leave. Such an extended use of sick leave shall require

verification from a medical doctor of the illness or condition

requiring the absence.

12.3.6 Teachers who are employed for a normal extended year

program shall earn one additional day of sick leave. Teachers

who are employed for one MSC Intersession shall earn one-half

day of sick leave. Teachers who are employed for two or more

MSC Intersessions shall earn one additional day of sick leave.

12.4

Employment While On Leave

12.4.1 Teachers may be employed while on personal leave from the

school system for a maximum of one school year. Upon

expiration of the leave, the teacher will return to the county

placement pool for reassignment. For all personal leaves

unrelated to employment elsewhere, the teacher shall be

returned to the school and subject area where he or she

previously served. Leave forms shall indicate conditions for

returning to same position or the county pool.

12.5

Short Term Leaves - General Provisions

12.5.1 Short term leaves (leaves for a maximum of thirty calendar

days) are granted for short periods of time when a teacher is

absent from his assigned post. These leaves will not break

continuity of service. The Superintendent shall have authority

to approve (or to delegate responsibility for approving) all short

term leaves.

12.5.2 With the exception of Personal Leave with Pay and

Professional Duty Within the County Leave, and Professional

Duty Out-of-County, all other leave requests must be submitted

on Request for Leave of Absence form and received in the

Division of Human Resources three workdays prior to the

effective date of leave.

12.5.3 Teachers receiving compensation from a source other than the

School Board for participating in an activity during normal

duty hours must take personal leave. If the purpose of the

compensation to participants is to reimburse these individuals

for activities required beyond the normal work day, a Request

for Leave of Absence form must be submitted and the

professional duty leave may be approved with documentation

verifying the reason for compensation.

12.6

Personal Leave With Pay

12.6.1 Six (6) days per school year for personal leave may be charged

to sick leave. The regular Request for Leave of Absence form

will not be necessary but the administrator or designee shall be

notified in person or by phone prior to the teacher taking leave.

This notification does not imply a need for approval.

Immediately following the absence, a sick leave form shall be

submitted stating that the absence was for “personal reasons.”

(See Section 12.1)

12.7

Professional Duty Within The County

12.7.1 Professional duty within the county is not considered a leave of

absence. It is approval granted by the appropriate building

administrator for a teacher to be temporarily absent from his

regular duties and place of employment for the purpose of

performing other educational services in-county. No leave

form shall be required for individuals performing professional

duty within the county or on a Board approved field trip in or

out of county. (When compensation is anticipated, see 12.5.3)

12.7.2 Any use of a substitute for a teacher who is on inter-school

visitation must have prior written approval of the General Area

Director or the General Director of Human Resources.

12.8

Professional Duty Out-Of-County

12.8.1 The request of an individual for Professional Duty outside of

Hillsborough County must be submitted on an Out-of-County

Travel Authorization and Reimbursement Claim form to the

appropriate administrator for approval at least ten working days

prior to the effective date of leave. When no reimbursement is

requested or when internal account funds are used, the

Out-of-County Travel Authorization and Reimbursement Claim

form must be received in the Division of Human Resources at

least three workdays prior to the effective date of leave.

Approval for use of a substitute and/or travel must be made by

the appropriate Assistant Superintendent. However, such leave

shall be granted when the teacher can demonstrate that he or

she is an officer or board member of the state or national

curriculum or subject area group which is sponsoring the event

for which the leave is sought. In order to qualify, the teacher’s

present assignment must be in that curriculum or subject area

group. (When compensation is anticipated, see 12.5.3)

12.9

Professional Duty - Out-Of-County - Student Day

(Group)

12.9.1 When a subject area group of teachers (social studies,

counselors, etc.) desire to attend a conference, convention,

workshop, etc., they will present a request for approval of the

trip to the appropriate General Director who is responsible for

their program at least three weeks in advance of the trip.

12.9.2 The appropriate General Director will present the request to the

Superintendent and his staff for approval at the next staff

meeting.

12.9.3 A maximum of ten percent of the total group shall be given

approved leave to represent their group. (The appropriate

Assistant Superintendent may waive the 10% limitation). Such

leave must be submitted on the Out-of-County Travel

Authorization and Reimbursement Claim form to the

appropriate administrator at least ten working days prior to the

first day of absence. When no reimbursement is requested or

when internal account funds are used, the Out-of-County

Travel Authorization and Reimbursement Claim form must be

received in the Division of Human Resources at least three

workdays prior to the effective date of leave.

12.9.4 Participants representing any group shall be selected on an

equitable basis by the group (rotation, election, etc.).

12.9.5 Officers or board members of the group shall not be counted in

the ten percent maximum allowable for any group participating

in a meeting, but would be considered as participants above the

maximum upon demonstrating their status to the Division of

Human Resources.

12.10

Professional Duty - Out-Of-County - Non-Student Day

Group)

12.10.1 If a subject area group of teachers desires to attend a county

approved conference, convention, workshop, etc., approved by

the Superintendent and staff on a day students are not in school,

no maximum shall be set and leaves will be granted to all

teachers who submit the Out-of-County Travel Authorization

and Reimbursement Claim form to the appropriate

administrator at least ten working days prior to the first day of

absence. When no reimbursement is requested or when internal

account funds are used, the Out-of-County Travel

Authorization and Reimbursement Claim form must be

received in the Division of Human Resources at least three

workdays prior to the effective date of leave. A request for the

approval of the trip shall be submitted to the appropriate

Assistant Superintendent at least three weeks prior to the date

of the anticipated absence. On parent conference days, it shall

be the teacher’s responsibility to notify the parents of their

students of their anticipated absence for professional

development. Teachers will make other arrangements with

parents for conferences.

12.11

Illness And Accident In Line Of Duty

12.11.1 Any employee shall be entitled to illness or accident

in-line-of-duty leave when he is absent from his duties because

of a personal injury received in the discharge of duty or

because of certain infectious or contagious childhood diseases

contracted in school work.

12.11.2 The principal/designee or administrator in charge, upon

notification by an employee of an on-the-job injury, shall

complete in detail a “Notice of Injury” report and forward it in

the next school mail to the Risk Management and Safety

Office.

12.11.3 If medical treatment is necessary due to an on-the-job injury,

the injured person shall be given a completed “Referral for

Medical Treatment” form which will enable the employee to

report to a doctor or hospital. The bottom portion of this form

should be completed by medical personnel and returned to the

teacher’s work site for submittal to the Risk Management and

Safety Office. Except for emergencies, an employee needing

care from a doctor must use only doctors listed on the Risk

Management and Safety Office’s “List of Approved Doctors.”

An employee may not change doctors without the Risk

Management and Safety Office’s approval.

12.11.4 The employee shall receive normal pay for the day of the

injury. Upon recommendation of the Risk Management and

Safety Office, the School Board will also pay normal salary to

an employee who is injured on the job or has certain job related

illnesses for the first ten working days following such illness or

injury. The maximum amount of paid days shall be ten days

per injury with a maximum of ten days per year (July 1 - June

30). The employee must use the regular leave form to request

paid days and submit to the teacher’s work site for submittal to

the Risk Management and Safety Office for approval. The Risk

Management and Safety Office will approve payment of the

first paid day after an injury without proof of medical

treatment.

Approval of more than this first day will not be granted unless

medical proof is attached indicating the employee is unable to

work due to the injury. An employee who is given paid days

will be reported in Code B of the payroll.

12.11.5 After the ten day period, the injured employee has a choice of

receiving Workers’ Compensation benefits only, or

supplementing Workers’ Compensation benefits by utilizing a

portion of a sick day to provide full salary equivalent. The

combined benefits of both Workers’ Compensation and paid

days sometimes result in overpayments to an employee which

must be returned.

An employee on Workers’ Compensation is assured a return to

the same position, if the return occurs during the same or the

next fiscal year. If the Workers’ Compensation extends into the

third fiscal year, the employee will be assigned by the method

of pool placement.

12.11.6 If a doctor recommends an employee for light duty

(limited/restricted duty), the employee must be able to fulfill

his work responsibilities. The work location supervisor must

allow the employee to return to work and insure that the

employee does not exceed the doctor’s limitations for up to ten

working days. If these ten working days expire and the

employee is still unable to return to full unlimited duty, the

employee must obtain another doctor’s statement requesting up

to ten additional days of limited duty. At the completion of this

second ten days of limited duty, the employee must return to

full duty or be placed on temporary total disability until able to

return to unrestricted duty. Light duty status is only available

for approved Workers’ compensation claimants, not for

individuals returning from personal illness or injury.

12.11.7 In addition to all Workers’ Compensation benefits, employees

shall also be entitled to illness in-line-of-duty leave when they

are absent from duties because of certain illnesses contracted at

work. This policy is intended to deal with such uncommon

diseases or infestations as infectious hepatitis, meningitis and

scarlet fever and the illnesses normally related to childhood

diseases such as mumps, measles, chicken pox, head lice, pink

eye, scabies or impetigo. This does not include the normal

adult illnesses such as the common cold, influenza, etc.

(Children found to contain these illnesses or infestations shall

be immediately, except in emergency, excluded from the

classroom and shall not be allowed to return to school until

such time as the condition no longer exists.) This extended

benefit is not covered under the Workers’ Compensation Law,

therefore employees must seek medical care on their own

(without a medical referral form) and present their bills to the

principal/supervisor. To receive benefits, the

principal/supervisor must send a memo to the Risk

Management and Safety Office stating that the employee was

personally exposed to a specific illness. Medical bills and leave

of absence forms should be attached. The Risk Management

and Safety Office may specify maximum benefits for certain

illnesses.

12.11.8 When a health hazard exists at a work location that necessitates

preventive action or treatment, such as taking shots, to protect

employees, the School Board shall make arrangements through

the Health Department or other agency for such preventive

action or treatment at no cost to employees.

12.12

Jury Duty Or Court Witness

12.12.1 A teacher called for jury duty shall be considered on temporary

duty elsewhere and shall receive pay for his/her time on jury

duty. A copy of the court order must be attached to the Request

for Leave form.

12.12.2 A teacher subpoenaed as a witness for a situation related to

his/her employment as a School Board employee shall be

considered on temporary duty elsewhere and shall receive pay

for his/her time while answering the subpoena. A copy of the

subpoena must be attached to the Request for Leave form.

12.13

Military Leave - Reserve Active Training

12.13.1 Teachers who are members of state and national reserve units

shall be entitled to paid leave of absence, up to seventeen work

days in any fiscal year, when they are on active duty for

training purposes. Reservists must plan their tour of duty

during vacation when possible. Request for excused absence

and a copy of the official orders must be submitted in advance.

12.14

Military Leave - Reserve Called To Active Military Service

12.14.1 Teachers who are members of State and National Reserve

Units, who are called to active military service, shall be entitled

to a leave of absence. Requests for Military Leave must be

accompanied by a copy of the official orders.

12.14.2 The work days within the first thirty calendar days of any such

leave shall be with full pay. Teachers shall retain rights to their

assignment until the end of the current school year. Teachers

returning from Military Leave will be credited with one (or a

partial) year’s experience for determining salary benefits,

rights, and privileges for each year (or partial) year on leave.

Upon expiration of the leave, a reservist shall be returned to the

school and subject area (See Section 11.4.7.E) where he/she

previously served.

12.14.3 Reservists must present themselves for duty within 31 days

upon release and must make themselves available to report to

work no later than 90 days from the date of discharge from

active service. Failure on the part of the reservists to return to

work after 90 days will be considered as a break in service.

The returning reservist must provide the appropriate discharge

documents (DD 214) indicating an honorable discharge.

Failure on the part of the teacher to submit this verification will

invalidate the leave of absence and constitute a break in service.

Circumstances surrounding a dishonorable discharge will be

considered on an individual basis.

12.15

Military Leave - Voluntary Service

12.15.1 Teachers who volunteer for military service in the Armed

Forces of the United States or the State of Florida are eligible

for military leave without pay. Orders for induction must be

submitted with the Request for Leave Form. A maximum of

four years’ leave may be granted unless a state of emergency

exists.

12.15.2 Teachers granted a military leave must, upon their release,

present themselves for duty within 31 days and must make

themselves available to report to work no later than 90 days

from the date of discharge from active service. Returning

teachers must submit a copy of his/her honorable discharge

papers from the service. Failure on the part of the teacher to

submit this verification will invalidate the leave of absence and

constitute a break in service. Circumstances surrounding a

dishonorable discharge will be considered on an individual

basis.

12.15.3 Teachers returning from Voluntary military service shall be

credited with one (or partial) year’s experience for determining

salary benefits, rights and privileges for each (or partial) year

on leave. Upon expiration of the leave, a teacher shall be

returned to the school and subject area (See Section 11.4.7.E.)

where he/she previously served.

12.16

Military Leave - State Or National Emergency

12.16.1 Teachers who volunteer or are drafted for military service in a

time of declared national or state emergency are eligible for

military leave without pay. Requests for military leave must be

accompanied by a copy of the official orders. A maximum of

four years of leave may be granted unless the declared state of

emergency continues to exist.

12.16.2 Teachers granted military leave must, upon their release,

present themselves for duty within 31 days and must make

themselves available to report to work no later than 90 days

from the date of discharge from active service. Returning

teachers must submit a coy of their honorable discharge papers

from the service. Failure on the part of the teacher to submit

this verification will invalidate the leave of absence and

constitute a break in service. Circumstances surrounding a

dishonorable discharge will be considered on an individual

basis.

12.16.3 Teachers returning from military leave shall be credited with

one (or partial) year’s experience for determining salary

benefits, rights and privileges for each (or partial) year on

leave. Upon expiration of the leave, a teacher shall be returned

to the school and subject area (See Section 11.4.7.E) where

he/she previously served.

12.17

Study And Workshop Leave

12.17.1 Study leave for ten months teaching personnel during post

and/or pre-planning college study may be granted for

attendance at summer sessions of colleges and universities in an

area related to education. Reasonable time allowance for travel

may be granted provided it does not interfere with the

applicant’s teaching duties. Applicants must submit their

requests on the Request for Leave of Absence form and attach a

copy of the college brochures showing the summer session

dates.

12.17.2 A transcript of the courses taken or the degree earned is to be

submitted to the Division of Human Resources following the

summer leave. All personnel on this type of leave shall receive

salary as though they were on duty in the school.

12.17.3 Teachers may secure professional leave with pay for the time

spent at a state workshop if they attend at the request of the

State Department of Education. The college credits earned in

either case must be recorded with the Division of Human

Resources.

12.17.4 The Board may grant teachers contracted for twelve months of

employment three weeks’ professional leave with compensation

during any school year when school is not in session, provided

that such leave shall be cumulative for not more than two years

and that a maximum of six weeks be allowed each individual

during each five-year period. Such leave shall be for

professional study in an area related to education.

12.18 Personal Leave (Short Term) Without Pay

12.18.1 A teacher may be granted temporary personal leave (maximum

of thirty days) without pay, when extenuating circumstances

dictate, when approved by the appropriate administrator. This

leave cannot be extended, but a new leave request can be made

if the situation warrants it. Personal leave without salary may

be granted only when there is not a leave policy to cover the

particular circumstance. However, personal leave without

salary may be granted when an employee is receiving

compensation from another source.

12.19

Extended Leaves - General Provisions

12.19.1 Extended leaves (leaves for more than thirty calendar days) are

granted for one school year, the remainder of a school year; for

a definite period of time within the school year. A Request for

Leave of Absence form must be submitted to the Division of

Human Resources twenty days before the effective date of the

leave, except in cases of emergency.

12.19.2 When any extended leave begins during the second semester,

the teacher on such leave shall be eligible to apply for another

extended leave for all of the next school year.

12.19.3 Leaves ending within the school year may be extended through

the end of that school year. New leaves may be granted at the

discretion of the Board. Any request for leave of absence must

be signed by the teacher’s principal or immediate supervisor

and submitted to the Division of Human Resources. All

extended leaves must be approved by the Board.

12.19.4 Retirement funds may not be withdrawn while on leave.

Teachers desiring retirement credit for an “eligible leave of

absence,” must notify the Retirement Division through

application. This application can only be completed after the

Board has approved the leave and should be processed prior to

commencement of the leave.

12.19.5 Upon expiration of the leave, a teacher shall be returned to the

school and subject area (see Section 11.4.6 D) where he/she

previously served. After a teacher absence of two (2)

continuous combined leaves, a teacher will return to the county

placement pool for reassignment.

12.19.6 A temporary appointment will be made to fill the position

vacated by a teacher on leave. Temporary appointments will

ordinarily be made for an entire school year, or should a leave

be granted for less than a school year, for the duration of the

leave.

12.19.7 With the exception of documented health or maternity leave, a

teacher may be eligible for two (2) leaves within a five (5) year

period. Non-tenured teachers’ entitlement to health and family

care leaves shall be limited to that provided under the Family

Medical Leave Act (FMLA).

12.20

Health Leave

12.20.1 A teacher may be granted a health leave without pay. A

physician’s certificate must be submitted with the Request for

Leave of Absence form. A physician’s certificate must also be

submitted to certify that the teacher is ready to return to work.

A second health leave may be requested. Health leave shall be

limited to two continuous leaves for the same illness. When the

initial health leave begins during the second semester, three

continuous leaves for the same illness may be granted. (See

12.19.7).

12.20.2 Teachers will be placed on health leave when accrued sick

leave is exhausted and thirty-one (31) days beyond accrued sick

leave have expired. The health leave shall be for a specific

period of time based on a doctor’s certificate or for a thirty-one

(31) day period, if the doctor is unable to certify a return date.

Teachers may return after the thirty-one (31) day period with

one week’s notice and a physician statement that the teacher is

able to return to work. If the teacher is unable to return after

the thirty-one day period, he/she will be placed on leave for the

remainder of the year.

12.21

Professional Leave

12.21.1 Professional leave without pay shall be granted for professional

study at a college or university in an area related to education.

The teacher must be a full-time student or receiving a degree,

hold a professional certificate and hold tenure in Hillsborough

County. Additional leaves may be requested; however, a

maximum of three consecutive professional leaves or a

maximum of two non-consecutive leaves in a five year period

may be granted. Any teacher granted a professional leave

must, upon return, or prior to requesting additional leave,

submit a transcript or record from a college or university

showing a degree or satisfactory credit earned (a grade of “C”

or higher must be earned in order to gain salary credit) as a

full-time student at the college or university. Failure on the

part of the teacher to submit evidence will invalidate the leave

of absence and constitute a break in service.

12.21.2 Professional leave without pay shall be granted for:

A. Service in the Peace Corps

B. Teaching experience in a foreign country

C. Study or work related to a state or national scholarship or

grant

12.21.3 A teacher returning from professional leave, will be credited

with a year’s experience for determining salary benefits, rights,

and privileges for each year on leave.

12.21.4 Teachers on professional leave should not expect reassignment

prior to the expiration of their leave.

A teacher on professional leave must maintain a valid teaching

certificate.

12.22

Personal Leave (Extended) Without Pay

12.22.1 A teacher may be granted personal leave without pay upon

earning tenure in Hillsborough County. An additional personal

leave may be granted after each three complete years of

teaching experience in the Hillsborough County School

System. When the initial personal leave begins during the

second semester, a second continuous personal leave may be

granted for all of the next school year.

12.23

Maternity, Paternity, Adoption And Family Care Leave

12.23.1 Teachers who have knowledge of a maternity, paternity,

adoption or family related circumstance which will require their

absence from school shall inform the principal.

12.23.2 Teachers must inform the principal of the anticipated date that

their absence will begin and the anticipated date of return.

12.23.3 Teachers may use either paid or unpaid sick leave anytime

before the child’s birth or adoption. A maximum of twelve

weeks unpaid leave may be taken after the child’s birth or

adoption for normal recuperation. At the end of the twelve

week period, the teacher must go on an approved leave or

return to work.

12.23.4 A leave for maternity, paternity, adoption, or family care may

be granted for any period of more than thirty (30) days as per

12.19.1. Only one maternity, paternity, or adoption leave may

be granted for a single child. Family care leave shall be limited

to two continuous leaves for the same circumstance. Leaves

should be requested twenty (20) days prior to the beginning

date of the leave.

12.24

Return To Position After Extended Leave

12.24.1 A teacher granted an extended leave of absence during the

school term may not expect reassignment until the end of the

leave. The teacher must notify the Division of Human

Resources and his/her principal by April 1 of his/her intention

to return. The Division of Human Resources will mail a

reminder regarding this deadline at least two weeks prior to

April 1.

12.24.2 Upon expiration of the leave, a teacher shall be returned to the

school and subject area (see Section 11.4.6 D) where he/she

previously served.

12.24.3 If the teacher fails to notify the Division of Human Resources

by April 1, he/she will be placed in a county pool. The teacher

will be notified of their assignment to the county pool, and the

teacher must respond in person or by proxy to make a selection

of assignment at the county pool. Failure to respond to the

county pool placement will result in termination. The teacher

may appeal this termination if extenuating circumstances exist.

The teacher will be eligible to reapply for employment

immediately if they so desire.

12.24.4 When conditions change for which a teacher takes leave, he/she

may transfer from leave to a temporary or permanent vacancy.

If the transfer is a temporary one, the position from which

he/she is on leave will be reserved for him/her. If the transfer is

a permanent one, either to a permanent vacancy or to a

temporary, regular contract appointment in a vacancy replacing

a teacher on leave, the vacancy in the school from which he/she

took leave will no longer be reserved.

13 INSURANCE AND INJURY BENEFITS

13.1

Insurance Solicitation

13.1.1 Because of the individual responsibility and competitive nature

of insurance selection, no solicitation of any type (in person, by

hand-out, by mail, etc.) will be allowed on School Board

property by any representative of an insurance company,

insurance agency, or any organization which makes insurance

of any type available, except as approved by the Board or

offered as a member benefit by CTA.

13.2

Health And Life Insurance Coverage

13.2.1 The School Board agrees to pay the premium for the employee

for a comprehensive medical insurance program.

13.2.2 The employee may insure his/her dependents with the School

Board’s comprehensive medical insurance program, provided

that he/she pays the additional premium and provided they are

enrolled within the first thirty days of employment or within the

first thirty days of a change in dependent coverage. Evidence

of insurability will be required during other times.

13.2.3 The School Board agrees to pay the premium for employee

coverage for term life insurance. The employee shall designate

a beneficiary for the payment of such coverage.

13.2.4 Teachers on leave or on retirement may continue insurance

coverage by paying the total premium on a monthly basis to the

school system.

13.2.5 The Board shall continue to provide the employee’s health and

life insurance when the employee is granted any extended

health or maternity leave. However, this obligation shall not

extend past the end of the fiscal year in which the health leave

was initially granted. Illness beyond accrued sick leave shall

not be classified as a health leave.

13.2.6 Enrollment periods for health and other insurance shall include

professional assistance during extended hours to the extent

possible.

13.3

Pre-Tax Benefit Program

13.3.1 The Board shall make available to employees a pre-tax benefit

program that will allow employees to purchase insurance and

other benefits through pre-tax payroll deduction.

13.4

Tax Sheltered Programs

13.4.1 The Board will identify the companies authorized to sell

programs to teachers so long as they qualify and operate under

the adopted policies and procedures.

13.4.2 Any amendment to employee contracts for annuity purposes

shall be made in the period from August 18 through March 31

of any given year.

13.5

Income Protection And Cancer Insurance

13.5.1 The Board will continue the income protection and cancer plans

which have been available with the teacher bearing the

expense, as long as the two companies continue to allow

reasonable group rates, have enrolled a reasonable number of

employees which justifies the cost of the deduction, does not

place an undue burden on Hillsborough County Public Schools

resources, and abide by item 13.1 (Insurance Solicitation) of

this contract.

13.6

Personal Injury Benefits Resulting From Assaults/Batteries

13.6.1 Whenever a teacher is temporarily absent from school and

temporarily unable to perform his duties as a result of an

assault/battery incurred in the scope and course of his

employment and not the result of his own negligence, he will

be paid his full salary less the amount of any workers’

compensation payment or award made for temporary disability

due to said assault/battery for the actual period of such

temporary absence, as verified by a doctor, for a total period of

up to 12 months from the date of such assault/battery. Such

pay shall not exceed the amount an employee is entitled to

receive under his contract. Absences directly attributable to an

assault/battery will not be charged to sick leave. See Section

15.2 for additional requirements.

13.6.2 The Board shall have the right to have the teacher examined by

a physician designated by the Board to assist it in determining

the length of time during which the teacher is temporarily

unable to perform his duties, and that the disability is

attributable to the injury involved. In the event there is an

adjudication of the period of temporary disability in the

appropriate workers’ compensation proceeding, the Board may

adopt such adjudication.

13.7

Reimbursement For Personal Property Losses Due To

Assaults/Batteries

13.7.1 Whenever a teacher’s personal property is soiled, damaged, or

destroyed by students or non-students as a result of personal

physical assaults, and when such losses occur in the

performance of his school duty and if recovery by the Board is

not possible through legal means, the teacher may obtain

reimbursement by submitting a memo to the Risk Management

Department explaining the circumstances. An additional memo

from the principal recommending reimbursement is also

required. Estimates for damages must be attached to the claim.

All such assaults must be reported in accordance with the

teacher assault policy (Section 4.2).

13.8

Workers’ Compensation Benefits (Also See Section 12.11)

13.8.1 If payment of salaries by the Board and payment of workers’

compensation benefits results in double payment for any period

of service, such overpayment shall be returned to the Board.

Board payments will cover up to the first ten workdays of

absence for each approved injury or illness with a maximum of

ten such paid days each fiscal year. To receive more than one

paid day for an on-the-job injury, an employee must submit a

written excuse from work from a doctor or a medical facility.

After the employee goes off the payroll of the Board, the

compensation insurance shall be paid to the employee.

13.9

Notice Of Injury Report

13.9.1 All employees shall report on-the-job injuries to their

supervisor immediately. A Notice of Injury report shall be

completed in detail by the administrator or supervisor and

forwarded to the Supervisor of Risk Management and Safety in

the next school mail.

13.9.2 If medical treatment is required, the injured employee shall be

given a “Referral for Medical Treatment” form which will

enable him/her to report to a doctor or hospital for treatment

under Workers’ Compensation benefits. The supervisor shall

complete the top half of the form. The injured employee is

responsible for insuring that the bottom half of the “Referral for

Medical Treatment” form is completed by the doctor or hospital

at the time of treatment and is forwarded to Risk Management

and Safety in the next school mail. This form is proof of

medical treatment and/or excuse from work by a doctor.

Workers’ Compensation benefits will be delayed until this

proof is received by Risk Management and Safety.

An employee needing care from a doctor will be assigned such

medical care as per Statute 440.13.

If an in-the-line-of-duty injury results in an employee missing

work after the day of injury, the work location shall call Risk

Management and Safety by phone and inform them of the date

the employee returns to work.

14 RESIGNATION / RETIREMENT

14.1

Resignation

14.1.1 A teacher who wishes to secure a legal release from his contract

shall submit his resignation to the Board on a form adopted for

the purpose. The Board will expect the teacher concerned to

fulfill the contract until such time as a certified replacement has

been secured or for a period not to exceed two weeks.

14.2

Retirement

14.2.1 A teacher planning to retire shall submit his resignation to the

Personnel and Human Resources Office at the time he submits

to the Retirement System his application for retirement

benefits. It is financially advantageous for all who plan to

retire to submit resignations and retirement records before the

last day of the month preceding that in which they will work

their last day.

14.3

Early Retirement Plan

14.3.1 The School Board shall provide an early retirement plan for

teachers hired before July 1,2007 with twenty-five or more

years of creditable service but less than twenty-eight years of

service and who have reached age 55 but are less than age 60

and have applied for retirement under the Florida Retirement

System no later than June 30, 2008. Teachers who become

eligible for the plan after June 30, 2008, but before July 1,

2010, may petition a District/CTA committee to request

entrance into the plan for an effective date no later than July 1,

2010. The Chief Officer of Human Resources and the

Classroom Teachers Association will select the employees who

will serve on this committee. The early retirement plan shall

provide for no more than the total difference in retirement

income between the retirement benefit based on average

monthly compensation and creditable service as of the

member’s early retirement date and the early retirement

benefits.

14.3.2 The early retirement plan document shall govern eligibility and

benefits.

14.4

Terminal Pay

14.4.1 In order to encourage and reward teachers who exercise

particular care in the maintenance of their personal health and

job attendance, the Board will provide terminal pay to teachers

upon termination of employment at retirement or to their

beneficiaries if service is terminated by death. All terminal pay

shall be paid in the month following retirement, but not more

than two pay cycles following the employee’s last duty check.

The only exception to this procedure will be December retirees.

December retirees may request that terminal pay be paid in the

month of December for tax purposes. To allow sufficient

processing time for a December payment, a written request

must be given to the Payroll Department no later than

December 1. Terminal pay shall be:

A. During the first three (3) years of service with the School

Board, an employee will be paid 35 percent of his/her