Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
i
BOARD OF EDUCATION
OF THE
DEER PARK COMMUNITY CITY SCHOOL DISTRICT
PROPOSALS TO
DEER PARK EDUCATION ASSOCIATION
April 4, 2017
EFFECTIVE:
July 1, 2017 – June 30, 2020
11-10-2017
0934-01
17-CON-01-0934
K36107
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
ii
TABLE OF CONTENTS
PREAMBLE ................................................................................................................................ 4
ARTICLE I - RECOGNITION ...................................................................................................... 4
1.01 GENERAL PROVISION ..................................................................................................................... 4
1.02 BARGAINING UNIT ........................................................................................................................... 4
ARTICLE II - RIGHTS OF THE BOARD AND RESPONSIBILITIES OF THE ASSOCIATION AND
EMPLOYEES ............................................................................................................................. 4
ARTICLE III - GRIEVANCE PROCEDURE ................................................................................. 5
3.01 DEFINITIONS ..................................................................................................................................... 5
3.02 RIGHTS OF THE GRIEVANT AND THE ASSOCIATION ................................................................. 5
3.03 GRIEVANCE PROCEDURE STEPS ................................................................................................. 5
3.04 EXHAUSTION OF GRIEVANCE PROCEDURE ............................................................................... 7
ARTICLE IV - ASSOCIATION RIGHTS ...................................................................................... 7
4.01 USE OF SCHOOL BUILDINGS AND TELEPHONES ...................................................................... 7
4.02 DISSEMINATION OF ASSOCIATION INFORMATION .................................................................... 7
4.03 PAYROLL DUES DEDUCTIONS ...................................................................................................... 8
4.04 BOARD MEETING INFORMATION .................................................................................................. 8
4.05 EMPLOYEE PARTICIPATION IN GRIEVANCE HEARINGS/CONFERENCES ............................. 8
4.06 BARGAINING UNIT LISTS ................................................................................................................ 9
4.07 ASSOCIATION ACCESS .................................................................................................................. 9
4.08 ASSOCIATION LEAVE ..................................................................................................................... 9
ARTICLE V - EMPLOYMENT PRACTICES ............................................................................... 9
5.01 CONTRACTS ..................................................................................................................................... 9
5.02 ASSIGNMENTS WITHIN BUILDINGS ............................................................................................ 12
5.03 JOB VACANCIES AND NEW JOB OPENINGS ............................................................................. 12
5.04 EMPLOYEE TRANSFERS .............................................................................................................. 13
5.05 EMPLOYEE EVALUATIONS .......................................................................................................... 13
5.06 PERSONNEL FILES ...................................................................................................................... 155
5.07 REDUCTION IN FORCE .................................................................................................................. 15
5.08 RIGHT TO PRIVACY ........................................................................................................................ 18
5.09 DISCIPLINARY ACTION ................................................................................................................. 18
5.10 CONTRACT NONRENEWAL .......................................................................................................... 18
5.11 TERMINATION ................................................................................................................................. 18
5.12 COMPLAINT PROCEDURE ............................................................................................................ 18
ARTICLE VI - LEAVES............................................................................................................. 19
6.01 PAID PERSONAL BUSINESS LEAVE ........................................................................................... 19
6.02 PAID SICK LEAVE ........................................................................................................................... 20
6.03 PAID JURY DUTY LEAVE ............................................................................................................... 21
6.04 PAID ASSAULT LEAVE .................................................................................................................. 21
6.05 PAID PROFESSIONAL LEAVE ...................................................................................................... 22
6.06 CREDIT FOR TIME SPENT ON PAID LEAVE(S) ........................................................................... 22
6.07 UNPAID CHILD CARE LEAVE ........................................................................................................ 22
6.08 UNPAID ADOPTION LEAVE ........................................................................................................... 22
6.09 UNPAID MILITARY DUTY LEAVE .................................................................................................. 23
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
iii
6.10 UNPAID SABBATICAL LEAVE ...................................................................................................... 23
6.11 UNPAID MEDICAL LEAVE ............................................................................................................. 23
6.12 CREDIT FOR TIME SPENT ON UNPAID LEAVE(S) ...................................................................... 23
6.13 RIGHTS UPON RETURNING FROM LEAVE ................................................................................. 24
ARTICLE VII - COMPENSATION AND FRINGE BENEFITS.................................................... 24
7.01 ANNUAL SALARY NOTICES ......................................................................................................... 24
7.02 REGULAR AND SUPPLEMENTAL LIMITED CONTRACT PAY................................................... 24
7.03 PLACEMENT ON SALARY SCHEDULE ........................................................................................ 24
7.04 EXTENDED SERVICE PAY ............................................................................................................. 25
7.05 INTERNAL SUBSTITUTION ........................................................................................................... 25
7.06 PAY PERIODS ................................................................................................................................. 25
7.07 SEVERANCE PAY ........................................................................................................................... 26
7.08 BOARD PICK-UP OF EMPLOYEE CONTRIBUTIONS TO STATE TEACHERS
RETIREMENT SYSTEM .................................................................................................................. 26
7.09 TRAVEL EXPENSE REIMBURSEMENT ........................................................................................ 27
7.10 INTERNAL REVENUE SERVICE 125 PLAN .................................................................................. 27
7.11 ELECTRONIC FUNDS TRANSFER ................................................................................................ 27
7.12 PROFESSIONAL GROWTH FUND ................................................................................................ 27
ARTICLE VIII - INSURANCES ................................................................................................. 28
8.01 HOSPITAL-SURGICAL-PRESCRIPTION INSURANCE ............................................................... 28
8.02 DENTAL INSURANCE .................................................................................................................... 29
8.03 TERM LIFE INSURANCE ................................................................................................................ 29
8.04 CONDITIONS OF INSURANCE PLAN COVERAGE ..................................................................... 29
ARTICLE IX - WORKING CONDITIONS .................................................................................. 29
9.01 WORKDAYS IN CONTRACT YEAR ............................................................................................... 30
9.02 WORKDAY AND WORK WEEK ..................................................................................................... 30
9.03 CONDITIONS OF WORK ................................................................................................................. 31
9.04 JOB DESCRIPTIONS ...................................................................................................................... 32
9.05 STUDENT TEACHERS .................................................................................................................... 32
9.06 CURRICULUM DEVELOPMENT AND TEXTBOOK SELECTION ................................................ 32
9.07 LOCAL PROFESSIONAL DEVELOPMENT BOARD .................................................................... 32
9.08 IN-SERVICE...................................................................................................................................... 32
9.09 EMPLOYMENT OF RETIRED TEACHERS .................................................................................... 33
ARTICLE X - CONCLUSION .................................................................................................... 33
10.01 DURATION ....................................................................................................................................... 33
10.02 COMPLETE AGREEMENT ............................................................................................................. 33
10.03 SEVERABILITY ............................................................................................................................... 34
APPENDIX "A" - SUPPLEMENTAL CONTRACTS SALARY SCHEDULE 2017-2020 ........... 36
APPENDIX "B" - OBSERVATION COMMUNIQUE .................................................................. 51
APPENDIX "B-1" CERTIFICATED PERSONNEL/EVALUATION .......................................... 512
APPENDIX "C1-C3" - TEACHERS SALARY SCHEDULE 2017-2020 SCHOOL
YEARS………………..……… ................................................................................................... 58
APPENDIX "D" - GRIEVANCE FORM ..................................................................................... 64
APPENDIX "E" - PROFESSIONAL GROWTH FUND APPLICATION FOR COLLEGE CREDIT .. 65
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
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PREAMBLE
This Collective Bargaining Agreement (hereinafter referred to as "Agreement") is made and entered into by
and between the Deer Park Education Association, an affiliate of the Ohio Education Association and the
National Education Association (hereinafter all jointly referred to as the "Association") and the Board of
Education of the Deer Park Community City School District (hereinafter referred to as the "Board").
ARTICLE I - RECOGNITION
1.01 GENERAL PROVISION
The Board recognizes the Association as the sole and exclusive bargaining agent for all
employees employed by the Board within the collective bargaining unit as defined in Section 1.02
below.
1.02 BARGAINING UNIT
The term "employee" as used in this Agreement shall mean and include only those persons
included within the collective bargaining unit, as defined in this Section 1.02. The collective
bargaining unit shall include all full-time and part-time classroom teachers (K-12, Special,
Vocational) who are duly certified to teach in accordance with Ohio law and who are employed
under individual contracts as teachers by the Board, including department heads, tutors, speech
and hearing therapists, nurses, guidance counselors and librarians, but excluding the
Superintendent of Schools, assistant superintendents, principals, school psychologist and all
other personnel excepted from the definition of "public employee" in Section 4117.01 of the Ohio
Revised Code, including all supervisors, management level employees and temporary, casual,
substitute and summer employees, student employees, employees employed only in the non-
public schools in the District, student teachers, all certified or non-certified education aides or
para-professional employees, summer school, adult education and after hours and community
school teachers or instructors, and excluding all non-certified employees and all other employees
not specifically included in the bargaining unit described above.
ARTICLE II - RIGHTS OF THE BOARD AND RESPONSIBILITIES OF THE ASSOCIATION
AND EMPLOYEES
2.01 The Board is the legally constituted body responsible for the management, direction and control
of all of the public schools and employees and other personnel employed in the Deer Park
Community City School District and for the determination of all resolutions, policies, practices,
procedures, rules and regulations governing any and all aspects of the Deer Park Community
City School District, and it is recognized that the Board must operate in accordance with all
provisions of Federal and Ohio law and the rules and regulations promulgated by the Department
of Education or other authorities in accordance with Federal or Ohio law.
2.02 The Association recognizes, without limitation, that all rights, powers, functions, responsibilities
and authority of the Board existing before the execution of this Agreement, including those set
forth in Section 2.01 above and in Ohio Revised Code section 4117.08 (C) (1), (2), (3), (4), (5),
(6), (7), (8) and (9), are retained by the Board, and that those rights, powers, functions,
responsibilities and authority, and the use of judgment and discretion therewith, shall belong
solely and exclusively to the Board during the term of this Agreement, except as may be
expressly and specifically modified by the terms of this Agreement.
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
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ARTICLE III - GRIEVANCE PROCEDURE
3.01 DEFINITIONS
3.0101 Grievance
A "grievance" is defined as any dispute by an employee, group of employees, and/or
the interpretation, application, or alleged violation of the express terms of this
Agreement.
3.0102 Day
As used in this Article shall mean calendar day.
3.0103 Time Limitations
A. Any grievance which has not been presented in the Grievance Procedure within
the time limits for presentation of grievances, and any grievance which is not
appealed to the next step of the Grievance Procedure within the applicable time
limits specified herein, shall be considered as settled and shall not be subject to
further discussion or appeal.
B. All steps and time limits specified in this Article are mandatory and the steps
may be waived and the time limits extended or reduced only by written mutual
agreement of the Association and the Superintendent or designee.
3.02 RIGHTS OF THE GRIEVANT AND THE ASSOCIATION
3.0201 Employees and groups of employees have the right to present grievances and have
them adjusted without the intervention of the Association, as long as the adjustment
is not inconsistent with the terms of this Agreement, and as long as the Association
has the opportunity to be present at the adjustment, as provided in Ohio Revised Code
section 4117.03 (A) (5).
3.0202 An employee, group of employees, and/or the Association who has a grievance shall
have the right to have a representative present at all grievance hearings at any step
of the grievance procedure.
3.0203 If in the judgment of the Association a grievance affects a group of employees, the
Association may submit and process such grievance on behalf of said employees. In
this instance the grievance shall be initiated at the Second Step.
3.0204 No reprisal of any kind shall be taken by or against any participant in the Grievance
Procedure by reason of such participation.
3.0205 The party requesting a stenographic record shall pay for the total cost thereof unless
the other party agrees to share the cost.
3.03 GRIEVANCE PROCEDURE STEPS
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
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Every attempt will be made to solve problems at the lowest possible level. The grievant(s) and/or
the Association may approach the administrator immediately concerned and discuss the matter
in an informal manner.
3.0301 First Step
A. Should an employee, group of employees, and/or the Association claim a
grievance, the grievance shall be filed within twenty-five (25) days after the event
has occurred giving rise to the grievance. The grievance must be submitted in
writing on a form as set forth herein, as Appendix "F", signed and dated, and
presented to the building principal or designee directly involved who has
authority in the matter. The grievance shall state:
(1) the alleged cause of the grievance, including date, time and place;
(2) provision or provisions of this Agreement about which there is a dispute
relating to its interpretation, application or alleged violation; and
(3) the remedy requested.
B. In the event an action giving rise to a grievance occurs after the end of the school
year and prior to the start of the next school year, the time for filing a grievance
shall start with the first workday of the next school year. If both parties agree
the issue/grievance may be addressed during the school break.
C. The building principal or designee directly involved shall hold a hearing with the
grievant or a representative of a group of grievants and the Association
representative to investigate and discuss the grievance within eight (8) days
after the grievance is presented to the building principal or designee. The
building principal or designee shall give a written answer to the grievant or the
representative of a group of grievants and to the Association, within ten (10)
calendar days after the hearing.
3.0302 Second Step
A. If the grievant is not settled in the first step, the written grievance may be
presented by the grievant, a representative of a group of grievants and/or the
Association to the Superintendent of the Board or designee within ten (10) days
after receipt of the first step answer.
B. Within eight (8) days after receipt of the written grievance the Superintendent or
designee shall hold a hearing with the grievant or representative of a group of
grievants and the Association representative to investigate and discuss the
grievance. Within ten (10) days after the close of the hearing, the
Superintendent or designee shall give the grievant or the representative of a
group of grievants and the Association, a written answer to the grievance.
3.0303 Third Step
A. If the grievance is not settled at the second step, within thirty (30) days of the
decision at Step Two, the Association may appeal the grievance to an arbitrator
by giving written notice to the Superintendent and the American Arbitration
Association of the Association’s desire to do so. The parties agree that the
process for arbitration shall be under the rules of the American Arbitration
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
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Association Expedited Labor Arbitration rules.
B. The decision of the arbitrator shall be final and binding on the Board, the
grievant(s), and the Association. The arbitrator shall expressly confine
him/herself to the precise issue(s) submitted for arbitration and shall have no
authority to determine any other issue(s) not so submitted to him/her. The
arbitrator shall have no power to add to, subtract from, or change, modify or
amend any of the terms and provisions of this Agreement, or any other written
agreements between the Board and Association, and no arbitrator shall have
any authority to hear or determine a dispute involving the exercise of a Board
right which is within the exclusive authority of the Board as set forth in any Article
of this agreement. Additionally, the arbitrator shall not have jurisdiction to hear
any claims that have not been raised, in writing, at least three (3) days prior to
the date of the hearing.
C. The costs for arbitration shall be paid by the losing party.
3.04 EXHAUSTION OF GRIEVANCE PROCEDURE
No employee covered by this Agreement or the Association may invoke any other legal
proceeding or bring any lawsuit against the Board, without first having exhausted the remedies
available to him/her or the Association, as set forth in this Article. This provision shall apply only
in regard to any matter which is grievable under this Article.
ARTICLE IV - ASSOCIATION RIGHTS
4.01 USE OF SCHOOL BUILDINGS AND TELEPHONES
4.0101 The Association shall have the right to use the Board's school buildings for daytime
meetings, Monday through Friday, during employee non-working time, at reasonable
times and places, not in conflict with other scheduled functions, with the prior approval
of the Board's Superintendent or designee (including Building Principal), provided that
use of the school building shall not result in any additional custodial, maintenance or
repair cost to the Board, and provided that such use shall be limited to Association
meetings not to exceed two (2) hours on any one (1) day.
4.0102 A telephone shall be provided by the Board in each school building's teacher
workroom for the use of employees during non-working time, lunch time or their
preparation period. During the course of the workday, all emergency telephone calls
for employees will be immediately referred to the called employee.
4.02 DISSEMINATION OF ASSOCIATION INFORMATION
4.0201 The Association may distribute materials to Association members via the school mail
4.0202 Any materials distributed to employees by means of the employee's school mailboxes
or email must identify the name of the organization producing the materials.
4.0203 The Board shall provide the Association with bulletin board space in the employee
workroom or lounge in each school building for the purpose of posting Association
information to members or employees.
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
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4.0204 No political announcements will be posted on bulletin boards or distributed to
employees via the school mail. The word "political" as used in this Agreement refers
to public section candidate or issue endorsements and anything critical of the Board
or its employees or personnel, but does not include Association politics.
4.03 PAYROLL DUES DEDUCTIONS
4.0301 Association initiation fees, membership dues (United Teaching Profession dues) and
assessments will be withheld by the Board from the paychecks of all Association
members who have voluntarily given the Board a written, signed authorization to
deduct Association initiation fees, periodic membership dues and assessments from
their paychecks, and to remit such deductions to the Association. It shall be the sole
responsibility of the Association and/or its members to provide the Board Treasurer
with all written, signed employee authorizations. The deduction and remission of such
sums to the Association shall be at no cost to the Association or Association members.
It will be the responsibility of the Association to furnish the Board Treasurer, in writing,
with the current amount of Association initiation fees, period membership dues and
assessments to be withheld from the check of each employee. Association initiation
fees, period membership dues and assessments will be deducted beginning with the
first paycheck issued in September of each year and beginning with the first paycheck
issued each month thereafter through June of the following year. Deduction
authorization cards may be submitted to the Board Treasurer at any time during the
year, and shall be effective with the first deduction following a two (2) week period for
processing each authorization. An employee may revoke a written authorization for
deduction of Association initiation fees, period membership dues and assessments at
any time and for any reason by giving written revocation notice to the Board Treasurer.
If an employee revokes a written authorization, the Board Treasurer shall provide the
Association with notice of revocation within one (1) week after receipt of the notice of
revocation. The Board Treasurer shall remit deductions to the Association within one
(1) week of the actual deductions from the employee's paycheck. The Treasurer shall
also submit a list of Association members for whom deductions were made and the
amount deducted for each member.
4.0302 The Association agrees to indemnify and hold the Board harmless against any and all
claims or liabilities that may arise out of or are in any way related to the deduction of
Association initiation fees, period membership dues or assessments.
4.04 BOARD MEETING INFORMATION
Without additional or specific request of the Association, the Board shall provide the local
Association President and the Association Faculty Representative in each school building with a
copy of the notice of all Board meetings at the same approximate time as the Board members
receive such notice, a copy of the agenda of regular and special Board meetings, the Board
minutes of previous regular and special Board meetings and such other documents distributed
with the agenda and minutes, as determined by the Board, except those documents identified by
the Board or the Superintendent or his/her designee as confidential documents, at the same
approximate time said documents are provided to the Board members.
4.05 EMPLOYEE PARTICIPATION IN GRIEVANCE HEARINGS/CONFERENCES
4.0501 Whenever the Board or its designee(s) and the Association mutually schedule
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
9
employees to participate in grievance hearings or other meetings or conferences
during the workday, the scheduled employees shall suffer no loss in pay.
4.0502 If a member of the bargaining unit's attendance at a grievance or impasse hearing is
necessary in order for the Association to present its case, the employee shall not
suffer any loss of pay.
4.0503 If the hearing is an impasse hearing, the total number of members of the bargaining
unit that shall be released shall not exceed three (3).
4.06 BARGAINING UNIT LISTS
The Board shall provide the Association with a list of all employee names and addresses between
September 15 and October 1 of each school year. The Board shall provide the Association with
a copy of a seniority list, showing name of employee and most recent date of hire, by area of
certification, by April 15 of each school year. The Board shall provide the Association with the
names and addresses of newly-hired employees within five (5) days after date of hire.
4.07 ASSOCIATION ACCESS
The Association's representatives, agents and/or officers shall have the right to confer with
employees during the non-working time of those employees taking part in the conference,
provided that officers, non-employee representatives and/or agents shall give notice of their
presence in a school building to the building principal or designee prior to the conference. Non-
working time includes employee lunch periods, but does not include employee preparation
periods or time.
4.08 ASSOCIATION LEAVE
The Association shall be provided with a collective total of five (5) release days per school year
to conduct Association business and/or for the purpose of attending Association conferences and
conventions. Said days may be utilized by the representatives of the Association provided the
Association pays to the Board the cost of the substitute teacher's salary for each day utilized.
ARTICLE V - EMPLOYMENT PRACTICES
5.01 CONTRACTS
5.0101 Limited Contracts
A. Every individual employed by the Board shall be issued a contract. If the
contract is a limited contract, it shall be either for one (1) or up to five (5) years
in length.
B. All individual employee limited contracts shall be subject to all the terms and
conditions of this Agreement.
C. All individual employee limited contracts shall be in writing and signed by the
individual employee, the Board Treasurer and the Board President.
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
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5.0102 Continuing Contracts
A. An individual employee's continuing contract is an agreement between an
individual employee and the Board for employment on a continuous basis until
the employee resigns, elects to retire, or until the continuing contract is
terminated or suspended as provided for in this Agreement or as provided for
by any applicable law.
B. Continuing contract eligibility shall be governed by Ohio Revised Code sections
3319.08 and 3319.111.
C. A school year for payment on the salary schedule and in contract status shall
consist of a minimum of one hundred twenty (120) days at a minimum of three
(3) hours and forty-five (45) minutes of teaching per day.
D. The Board will consider employees who are eligible for continuing contracts at
the Board's May meeting upon recommendation of the Superintendent or
designee. The responsibility for requesting the Superintendent or designee and
the Board to consider an employee for a continuing contract shall be the sole
responsibility of the requesting employee. Employees who desire to apply for a
continuing contract must inform the Superintendent or designee in writing of
their intent by October 1 of any year. The employee must furnish appropriate
certification/licensure, and educational documentation by April 30 for the Board's
May meeting. The employee will be formally evaluated by the administrator.
The employee may, prior to the May board meeting, withdraw his/her request
for continuing contract.
After having completed the evaluations of the teacher, if the Superintendent
believes that the teacher is in need of further professional development based
upon the teacher’s performance evaluations or other documented
performance issues, the Superintendent may recommend the issuance of a
one year extended limited contract to the teacher. If the Superintendent
intends to recommend an extended limited contract, the Superintendent must
advise the teacher, in writing, of the reasons for the recommendation and shall
meet with the teacher upon the teacher’s request. Should the teacher be
employed under an extended limited contract pursuant to this Section, and the
teacher is re-employed upon the conclusion of the extended limited contract,
it must be under a continuing contract.
The granting of continuing contracts shall be governed by Ohio Revised Code
section 3319.11. The requirements of this section are intended to and shall
supersede the continuing contract requirements of Ohio Revised Code section
3319.11.
E. All individual employee continuing contracts shall be subject to all terms and
conditions of this Agreement.
F. All individual employee continuing contracts shall be in writing and signed by the
individual employee, the Board Treasurer and the Board President.
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
11
5.0103 Supplemental Contracts
A. A supplemental limited individual employment contract is a form of limited
contract between an employee and the Board whereby the employee agrees to
perform a particular duty or duties, which are in addition to an employee's normal
or regular duties, in exchange for a specified amount of compensation. An
individual employee supplemental limited contract may or may not supplement
either an individual employee limited or an individual employee continuing
contract. Supplemental contracts shall be awarded in accordance with Ohio
Revised Code section 3313.53.
B. Individual employee supplemental limited contracts are for a specified length of
time not to exceed two (2) school years.
C. All individual employee supplemental limited contracts shall be in writing and
signed by the individual employee, the Board Treasurer and the Board
President.
D. Individual supplemental limited contracts shall be subject to Sections 5.09 and
7.02 of this Agreement.
E. Nothing contained in this Agreement shall be construed to prohibit the Board
from creating individual employee limited supplemental contract positions which
did not exist in the past, provided that the salary or hourly rate for such positions
shall first be subject to collective bargaining with the Association. If agreement
on such salary or hourly rates is not reached, the affected employee may be
employed under the individual employee limited supplemental contract at a
salary or hourly rate established by the Board and such salary or hourly rate
shall be open to further collective bargaining with the Association at the
termination of this Agreement.
F. Supplemental salaries or hourly rates shall be paid to all employees employed
under individual employee supplemental limited contracts, including those
contracts covering curriculum development duties, textbook selection duties and
extracurricular duties.
G. Employees who hold a supplemental contract shall be paid for such duty at the
salary or hourly rate set forth on the supplemental salary schedule attached
hereto as "Appendix "A". Supplemental contract compensation for all
employees will be paid through a separate check to be direct deposited into a
previously designated account. This compensation will be paid after completion
of supplemental duties and only on the following dates: November 30th, March
31st, and June 30th. When one of the above dates falls on a Saturday or
Sunday, payment will be made on the last working day for the Board Treasurer's
office preceding that date. Full payment of salary is conditional upon full
performance of services.
H. The Association agrees that the Board has the right to create new positions for
supplemental duties which have not existed in the past.
5.0104 The district will adhere to the State Teacher licensing system.
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
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5.02 ASSIGNMENTS WITHIN BUILDINGS
5.0201 Prior to May 15 of each year, each building principal will meet with each affected
employee who is then in his/her building to discuss any proposed changes in grade
level and/or subject matter assignments within that building for the following year.
5.0202 The term "assignments" as used in this Section 5.02 does not include transfers to
other school buildings or new job openings or job vacancies.
5.0203 A tentative written notice of change in grade level and/or subject matter assignment
for the following school year will be given to each affected employee by the
Superintendent or designee prior to the last day of the current school year or as soon
thereafter as reasonably possible.
5.0204 Any changes in the tentative written notice of change in grade level and/or subject
matter assignment which becomes necessary after the tentative written notice of
change is given to the employee, shall be explained to and discussed with the
employee as soon as reasonably possible prior to the change in such assignment.
5.0205 It is expressly understood that all decisions pertaining to grade level and/or subject
matter assignment shall remain within the sole and exclusive final discretion of the
Superintendent or designee and shall not be subject to the grievance procedure of
this Agreement.
5.0206 If a change in grade level and/or subject matter assignment occurs during the school
year or within one (1) day of the beginning of the school year, the employee being
changed shall be granted one (1) day off with pay to adjust, plan and/or procure the
necessary educational needs for performing the new assignment. One (1) additional
day may be given at the Superintendent’s discretion.
5.0207 Traveling teachers shall be given a minimum of twenty (20) minutes traveling time
beginning when the previous class ends in one building up to when the next class
begins in the other building. In the event an emergency arises which requires the
traveling teacher to have additional time to get to the next duty station, the traveling
teacher shall notify the appropriate building principal so that he/she can take steps to
provide proper classroom coverage.
5.03 JOB VACANCIES AND NEW JOB OPENINGS
5.0301 The Superintendent shall prepare a list of all new job openings and/or job vacancies
which the Board desires to fill on a permanent basis as soon as such openings and/or
vacancies become officially known to the Superintendent. Vacancies occurring after
the first day of school, if posted, will be filled for the following school year. The list shall
include only those job openings and/or job vacancies which are within the collective
bargaining unit as defined in Section 1.02 of this Agreement. A copy of this list shall
be distributed to all employees at his/her district email address by the Superintendent
or designee and the list shall include a description of the new or vacant positions
available, the requirements for each position, the deadline for application to each
position and the effective starting date of each position. It is specifically understood
that the determination that a position is not to be filled after becoming vacant is not
subject to the reduction in force provisions of this Agreement.
Deer Park Education Association and Deer Park Board of Education
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Effective July 1, 2017 to June 30, 2020
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5.0302 Any qualified employee, properly certified, who wishes to be considered for any job
opening or job vacancy must apply in writing at the Superintendent's office before the
deadline for application expires. Current employees must submit an updated resume.
The Superintendent shall issue a written confirmation to each employee who files a
letter of interest acknowledging receipt of that letter. The district will interview any
current employee who sends a letter of interest in a position that has been posted.
5.0303 Qualified persons not employed as employees under this Agreement, who are
properly certified, may also apply and be considered for any job opening or vacancies
under this Section 5.03 and all employee and non-employee applicants shall be given
equal consideration by the Board or its designee.
5.0304 If none of the applicants for the new job opening or job vacancy are found to be
sufficiently qualified by the Board or its designee, then the Board or its designee may
continue to seek applicants in any manner it deems advisable. All new job openings
and job vacancies shall be filled only on the basis of who is best qualified (including
certification), within the reasonable opinion of the Board or its designee, to meet all of
the requirements of the job opening or vacancy.
5.0305 By December 31, employees may submit a letter of interest and updated resume for
a new or changed assignment for the following school year. The Board may interview
these employees prior to a position being posted.
5.04 EMPLOYEE TRANSFERS
5.0401 A transfer is a change in an employee's building. All transfers, whether involuntary or
voluntary, not involving the filling of permanent new job openings or permanent job
vacancies as provided for in Section 5.03 above, shall be discussed no later than ten
(10) calendar days prior to the effective change at a conference to be held between
the employee, the building principal or his/her designee. The reason(s) for a transfer
shall be discussed at the conference and given to the employee in writing upon
request.
5.0402 The Board shall provide training, formal or informal mentoring and/or staff
development for any teacher in a new assignment.
5.0403 The Association recognizes the Superintendent’s authority to assign or transfer as
provided in accordance with Ohio Revised Code section 3319.01.
5.05 EMPLOYEE EVALUATIONS
All bargaining unit members meeting the statutory definition of teacher or school counselor
pursuant to the Ohio Revised Code shall be evaluated in accordance with the Board adopted
evaluation policies for those positions and any memoranda of understanding entered into by the
parties.
Bargaining unit members who do not meet the statutory definition of teacher shall be evaluated
according to this Article and any memorandum supplementing this Article.
It is agreed that any complaints regarding violations of either this Article or the Board adopted
evaluation policy shall be subject solely to the grievance procedure contained in this Agreement
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Effective July 1, 2017 to June 30, 2020
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and shall supersede and replace conflicting provisions of any evaluation requirements of Ohio
Revised Code section 3319.11 with which this provision is in conflict.
5.0501 A. The Deer Park Board agrees that one of the goals of evaluation is to assess
areas of strengths and weaknesses of an employee's work performance and to
make specific recommendations to assist the employee in correcting
weaknesses. In addition, it is recognized that the employee has a responsibility
to correct identified weaknesses.
B. “Days” for the purposes of this section shall be “calendar days.”
5.0502 Observations of an employee shall be conducted by a certificated administrator.
5.0503 Job deficiencies observed outside of the regular evaluation process shall be brought
to the employee's attention by the administrator when he/she considers it to be a
problem.
5.0504 Procedure for Usage of the Evaluation Instrument
A. The evaluation instrument follows a checklist format. Supportive
documentation is required of the evaluator in defense of a check in the needs
improvement/ineffective category. This documentation will include diagnosis
and a suggested prescription. Evaluators are encouraged to document
specific strengths with supportive comments in the effective category.
B. The instrument will be reviewed in a conference with the teacher. The teacher
and evaluator will both have the opportunity to sign the evaluation at this time.
The signature of the teacher verifies only that he/she has received a copy of
the evaluation instrument. This signature does not indicate agreement or
disagreement on the part of the teacher.
C. An evaluation will consist of a minimum of two (2) classroom observations of
at least thirty (30) minutes per observation. The first observation shall occur
no later than December 15
th
, the second observation shall be completed no
later than March 15
th
and the third observation, if necessary, no later than
May 1
st
. A pre-observation conference shall be held at least one (1) work
day before the first formal observation. A post observation conference will
be held within five (5) work days after each formal observation unless
mutually waived by the administrator and teacher. A copy of the post
observation conference form shall be provided within seven (7) work days of
the conference. The evaluation shall be shared with the teacher by May 10.
The teacher has a right to request that an additional observation be made.
5.0505 Performance Evaluation Summary Forms
The evaluator must complete this form prior to the evaluation conference. These
forms are designed to consider the teacher's effectiveness in all areas of their
professional responsibilities. The evaluations should be documented by observation
report forms and other appropriate data. (Appendix "B, B-1").
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Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
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5.06 PERSONNEL FILES
5.0601 A personnel file for each employee will be maintained in the Board's District office.
5.0602 Personnel files will contain job applications and references, records, and information
relative to compensation, certifications, license, evaluations, and such other
information as may be considered pertinent by the Board, Superintendent or their
designees.
5.0603 Access to personnel files will be in accordance with the Ohio Revised Code as related
to access of public records. A bargaining unit member will be made aware of any
individual requesting access to their personnel records. All information contained in
personnel files may be used at any step of the grievance procedure of this Agreement
or in any court or administrative proceeding to which the Board or its designees are
parties.
5.0604 Each employee will have the right, upon reasonable advanced request to the
Superintendent or designee, to review the contents of his/her own personnel file, in
the presence of the Superintendent or designee,. All employee requests to review
personnel files and the review of the files shall be during the employee's non-working
time.
5.0605 Any employee may make written objections to any information contained in his/her
personnel file. Any written objection must be signed by the employee and will become
part of said employee's personnel file. Information in the personnel file may be
removed upon mutual agreement of the employee and the administrator making the
entry or the Superintendent.
5.0606 Anonymous letters or materials shall not be placed in the employee's personnel file,
nor shall they be made a matter of record.
5.07 REDUCTION IN FORCE
5.0701 General Procedures
A. If it becomes necessary for the Board to reduce the number of employees due
to declining enrollment, discontinuance or reduction of a program or teaching
area, return to duty of employee(s) on leave, consolidation of the school district
with one or more other districts, or financial reasons, the procedures set forth in
this Section shall govern the reduction in force. The Board shall determine in
which types of employee certification the reduction in force shall occur and the
number of employees to be reduced in each type of certification.
B. When there is a reduction in force, every effort will be made to reduce the
number of active working employees within the certification types to be reduced
through attrition as the result of resignations and retirements. If further
reductions in the number of active employees within certification types are
required, the Board, on the Superintendent's recommendation, will suspend the
limited contracts without pay of those limited contract employees then actively
working within the certification types to be reduced.
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Effective July 1, 2017 to June 30, 2020
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C. In making any such reduction, the school board shall proceed to suspend
contracts in accordance with the recommendation of the superintendent of
schools who shall, within each teaching field affected, give preference to
teachers on continuing contracts over teachers on limited contracts. The board
shall not give preference to any teacher based on seniority, except when making
a decision between teachers who have comparable evaluations. Employees on
paid or unpaid leave of absence at the time of a reduction in force, who would
have been suspended without pay had they been actively employed, shall be
considered as suspended without pay and not on a paid or unpaid leave of
absence.
5.0702 Seniority
A. Seniority is defined as the length of continuous full-time service of each
employee from date of most recent hire by the Board while under certification
within the District. All part-time employees under certification shall accrue pro-
rated seniority on the basis of their part-time service within the District.
B. Persons who are certificated and who are employed by the Board outside the
bargaining unit shall have seniority from their most recent date of hire by the
Board for purposes of this Section 5.07, in the event they are transferred by the
Board for purposes of this Section unit and shall be listed on the appropriate
certification seniority lists for purposes of this Section 5.07 and shall have all
rights provided to employees by this Section 5.07.
C. Employees who resign or otherwise terminate employment with the Board for
reasons other than retirement and who are then reemployed by the Board shall
begin accumulating seniority only from the time of their most recent date of hire.
D. In the case of identical seniority, the effective date of employment with the Board
as indicated by the official Board hiring date will be used to resolve ties, except
when documentation is available to indicate an employment commitment was
made and a person was not recommended for hire at the next Board meeting
due to scheduling or clerical problems. If official Board hiring dates are identical,
the date of receipt of the formal job application from the employee will be used
to determine seniority. If the formal job application date is more than three
hundred sixty-five (365) days prior to the date the Board hired the employee, no
more than three hundred sixty-five (365) days will be counted for purposes of
calculating seniority based on the formal job application date. Should all of the
foregoing dates be identical, the employee with the most total service in
education in the District shall be the employee with the most seniority. For
purposes of the preceding sentence only, substitute teaching will be considered
as service in education in the District. Should seniority dates still be identical,
total service in education inside and outside the District shall be used to
determine seniority.
E. The Board shall compile and distribute a seniority list to all employees for each
certification type by April 15 of each school year. The names of employees who
are certificated for several certification types will appear on each such seniority
list. Each list will show whether or not the employee is actively working in the
certification type for that school year. It is each employee's individual
responsibility to notify the Board by October 15 of each school year of the types
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Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
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of certifications held and any changes in certification which the employee wants
reflected on the current year's seniority list.
5.0703 Notification of Suspension
Employees who are to be suspended without pay under this Article as well as the
Association President will be notified of the suspensions by certified mail or hand
delivery not later than forty-five (45) calendar days prior to the effective date of the
suspension.
5.0704 Displacement Rights
An employee notified of the suspension of his/her contract without pay under this
Section 5.07 while actively working within a particular certification type, may
immediately displace another employee actively working in another certification type,
provided the displacing employee is properly certified to replace this displaced
employee. Seniority shall not be the basis of displacement except between teachers
with comparable evaluations.
5.0705 Recall Rights
A. A recall list of suspended employees will be maintained according to certification
types on file in the Board's office. When there is a job vacancy or new job
opening to be filled, as determined by the Board within its sole and exclusive
discretion, suspended employees who are certified to perform the work in that
position will be recalled in reverse order of reduction. Seniority shall not be the
basis of recall except between teachers with comparable evaluations. Job
vacancies and new job openings shall not be filled under Section 5.03 (Job
Vacancies and New Job Openings) of this Agreement until after the procedures
of this Section 5.0705(A) have first been exhausted. Recall rights will be only in
those types of certifications for which the employee is duly certified as shown by
the recall lists established under the procedures set forth in this Section 5.07.
Notification of recall will be given by certified mail to the employee at the last
address furnished to the Board or in person by hand delivery, except in those
cases of emergency when a telephone call will be necessary, for example, in
late August, after the opening of school, or in the event of an unexpected sudden
vacancy.
B. An employee who fails to respond to a written recall notice within ten (10)
calendar days after sending the notice of recall or within twenty-four (24) hours
after sending a telephone notice of recall will be deemed to have refused the
position offered in the recall notice.
C. an employee's name will remain on a recall list(s) for twenty-four (24) months
after the effective date of a suspension unless the employee: (1) waives
seniority recall rights in writing; (2) retires, resigns or otherwise terminates
employment; (3) fails to accept recall to a position in the certification type for
which the employee is certified; (4) after acceptance of recall, fails to report to
work on the date specified in the recall notice, unless the employee is disabled
and promptly notifies the Superintendent or designee of the disability. An
employee who has secured employment elsewhere will be allowed a
reasonable amount of time before being required to report to work provided the
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Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
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employee secures written agreement to that amount of time from the
Superintendent or designee.
D. After an employee has been suspended for twenty-four (24) months, the
employee's name will be removed from all recall lists and the employee shall not
be eligible for recall lists and the employee shall not be eligible for recall and
shall be terminated from employment and the employee's employment contracts
shall be terminated and the employee shall have no rights under this Agreement.
E. Retirees will have no recall rights.
5.0706 An employee who is suspended will not be eligible for any paid or unpaid leaves of
absence. The effective date of a suspension is the last day of work. A suspended
employee may continue Board sponsored insurance benefits, excluding retirement
benefits, through COBRA.
5.0707 After recall from suspension, an employee will receive only accumulated sick leave
accrued up to the date of suspension. Upon recall from suspension, an employee will
be placed on the salary schedule in accordance with experience and training, but a
recalled employee will not receive salary increment credit for any time while on
suspension. Suspension time will not count toward the requirements for continuing
contract tenure or years of continuous service for any seniority or service purposes
under this Agreement, but, suspension time will be considered a termination of
employment except as otherwise provided herein.
5.08 RIGHT TO PRIVACY
The Board and its representatives will not intentionally divulge employees' home addresses and
telephone numbers to persons other than employees and representatives of the Board.
5.09 DISCIPLINARY ACTION
All Board disciplinary action against employees shall be for just cause and the reasons set forth
in Ohio Revised Code section 3319.16 except as otherwise provided for in this Agreement.
Employees may also be subject to discipline for violation of the Educator Code of Conduct
enacted by the Ohio Department of Education.
5.10 CONTRACT NONRENEWAL
An employee whose contract has been non-renewed may utilize the provisions of Ohio Revised
Code section 3319.11 when appealing the non-renewal of his/her contracts. It is understood that
this provision does not apply to supplemental contracts.
5.11 TERMINATION
The contract of an employee shall be terminated in accordance with Ohio Revised Code sections
3319.16 and 3319.161.
5.12 COMPLAINT PROCEDURE
5.1201 The principal shall meet with an employee about any complaint the administrator
intends to investigate and/or which could lead to some disciplinary action being taken.
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Effective July 1, 2017 to June 30, 2020
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No complaint shall lead to disciplinary action until the teacher has had the opportunity
to meet with the principal or Superintendent to present his/her response to the
complaint.
5.1202 The administration shall not withhold the identity of any complainant in the event the
employee requests the complainant's name.
5.1203 Any individual wishing to make a complaint will be advised to initiate the complaint
with the appropriate building administrator. If either the teacher or complainant are
not satisfied with the result, either may meet with the Superintendent to seek a
resolution of the problem.
5.1204 Anonymous complaints shall not be placed in a personnel file or made a matter of
record or used as part of any evaluation unless disciplinary action is taken as a result
of the allegations contained in the letter.
5.1205 This provision shall not apply to allegations of suspected child abuse, child neglect
or criminal activity which shall be reported as required by law.
ARTICLE VI - LEAVES
6.01 PAID PERSONAL BUSINESS LEAVE
6.0101 Each employee may receive up to three (3) paid personal business leave days during
each school year. Paid personal business leave may be used only for the observance
of religious holidays, which require total abstinence from work by the employee, or for
personal business that cannot be conducted in a time other than on a workday and
during work hours. Half days must be used when the necessary business does not
require a full day's absence. An application for paid personal business leave shall be
made electronically, through the employee's building principal or designee, to the
Superintendent or designee at least three (3) workdays in advance of the leave day(s)/
The requirement of advance application shall be waived by the Superintendent or
designee because of emergency conditions which prevent the making of advance
application. The granting of all paid personal business leave shall be after
recommendation or non-recommendation of the employee's building principal or
designee and final approval or disapproval shall be within the reasonable opinion of
the Superintendent or designee and all recommendations and approvals must be
made in writing. When seeking approval for a personal day before or after a
holiday/break the employee must provide written explanation of the need for the
personal day in conjunction with the application.
6.0102 An employee's use of paid personal business leave for reasons other than those
specified in this Section 6.0101 shall constitute just cause for disciplinary action by
the Board.
6.0103 If an employee uses paid personal business leave for a court appearance for which
the employee receives fees from the court and/or travel expenses, the employee shall
be entitled to retain the fees and/or travel expenses received from the court, in addition
to pay from the Board for their personal business leave.
6.0104 Any personal leave days that are not used in a school year shall be converted to sick
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Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
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leave days or paid at a rate of one hundred dollars ($100.00) per full day to be
declared in writing by June 15 with payment to be made no later than August 15.
6.02 PAID SICK LEAVE
6.0201 Paid sick leave of one and one-fourth (1¼) days per full month of employment with
the Board, effective on the last day of each month, shall accumulate, up to fifteen (15)
days a year from September 1 through August 31, for all employees. A day of paid
sick leave shall equal the number of hours worked per day at the time of accumulation.
All unused days of accumulated paid sick leave shall be added monthly to an
employee's sick leave reserve.
6.0202 Accumulated sick leave may be used when approved by the Superintendent or
designee, for paid absence from work due to the employee's illness, injury, pregnancy,
exposure to contagious disease which could be communicated to others, or for illness,
injury or death of a near relative of the employee. Near relatives shall include only the
employee's father, mother, brother, sister, daughter, son, step-children, grandparents,
grandchildren, spouse, partner, father-in-law or mother-in-law.
6.0203 In order to receive paid sick leave, an employee must submit an application for paid
sick leave electronically. All applications must be approved in writing by the
Superintendent or designee. Fractional sick leave days must be used when the
absence does not require a full day's absence. If an employee has missed more than
five (5) consecutive days, or if there is a pattern of absences which would suggest
that sick leave is being misused, the employee may be required to provide a medical
certification from a licensed physician to use further sick leave.
6.0204 An employee's use of paid sick leave for reasons other than those specified in this
Section 6.02 shall constitute just cause for disciplinary action by the Board.
6.0205 An employee who is hired by the Board and who has previously been employed by a
public agency of the State of Ohio shall be credited with the unused balance of his/her
accumulated paid sick leave not to exceed two hundred seventy (270) days upon
receipt of proper verification of such unused balance by the Board.
6.0206 Each new employee who is hired by the Board and who does not qualify for any
accumulated paid sick leave under Section 6.0205 of this Agreement, shall be
advanced five (5) days of paid sick leave at date of hire, but each such employee shall
not accumulate any additional paid sick leave during the first four (4) months of
employment with the Board
6.0207 A. A “Sick Leave Bank” shall be established for use by bargaining unit members
who wish to participate.
B. A new member of the bank cannot be assessed a second day within a
twelve-month period.
C. Each participant shall contribute one (1) day each time the “Bank” reaches
twenty-five percent (25%) of the number in membership. Said contribution
shall be made on the first day of employment of the fiscal year following the
depletion occurrence.
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Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
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D. New employees may join during the first three months of their employment.
Any employee who does not join during their first period of eligibility must
wait until the Bank is required to assess additional days.
E. Sick days donated to the “Bank” will not be returned.
F. After an employee’s accumulated sick leave has been exhausted, and any
other special leave has also been exhausted, the employee shall be eligible
to draw from the bank only for approved absences of ten (10) continuous
days or more.
G. Any employee withdrawing sick leave days from the “Bank” shall not be
required to replace those days except as a regular contributing member of
the “Bank.”
H. The Sick Leave Bank Committee shall consist of three (3) persons selected
by D.P.E.A.
I. Guidelines are approved by the Board and Association and available upon
request from the Association.
J. The Association shall provide a report to the Superintendent at the beginning
of each year detailing enrollment in the SLB and a report at the end of the
year detailing usage.
6.0208 Paid Adoption Leave – An employee would be eligible to use personal accumulated
sick leave for up to two (2) consecutive weeks for the initial adoption of a child.
6.03 PAID JURY DUTY LEAVE
6.0301 When an employee is called for jury duty service, the employee shall give the
Superintendent or designee as much advance written notice of the call to jury service
as possible and the employee will be released from duty for each day of required jury
duty service. An employee must return to work while on jury service if the employee
is released from any day(s) of jury service by the court.
6.0302 The Board will pay an employee absent from work due to jury service the employee's
normal pay for each day of required jury duty service and the employee may retain all
jury duty fees paid by the court to the employee, including paid travel expenses, in
addition to the pay received from the Board for jury duty service.
6.04 PAID ASSAULT LEAVE
6.0401 An employee who is physically disabled as a result of a physical assault on him/her
while in the performance of his/her duties shall be entitled to assault leave.
6.0402 When such assault results in the absence from duty, such absence shall not result in
a loss of pay and shall not be chargeable to sick leave, up to a maximum of fifteen
(15) workdays per employee per year.
6.0403 Medical verification will be furnished if a doctor was consulted and/or the leave is for
more than ten (10) days.
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Effective July 1, 2017 to June 30, 2020
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6.05 PAID PROFESSIONAL LEAVE
6.0501 Paid professional leave may be approved by the Superintendent or designee and the
requesting employee's building principal, for purposes of attending professional
meetings or workshops, visits to other schools, or other educational experiences
approved by the Superintendent or designee. Employees desiring paid professional
leave must submit a written request at least one (1) full week in advance of the leave,
and all paid professional leave must be approved in advance by the Superintendent
or designee.
6.0502 Paid professional leave will not exceed more than the number of days approved by
the Superintendent or designee. Paid professional leave will not be approved for any
time during the first three (3) weeks of any school year. The Superintendent or
designee will attempt to equally distribute paid professional leave among all
employees taking into consideration the need of the District's schools.
6.0503 The Board will pay each employee on paid professional leave for all reasonable
expenses incurred during the leave. Every effort will be made by the employee to
provide an estimate of the reasonable expenses to the Board prior to commencement
of the leave.
6.06 CREDIT FOR TIME SPENT ON PAID LEAVE(S)
Employees will be credited with time spent on paid leave(s) of absence for purposes of salary
step increases on the salary schedule and for seniority, paid personal business leave and paid
sick leave accumulation and Board paid insurance premium cost purposes only.
6.07 UNPAID CHILD CARE LEAVE
6.0701 Unpaid child care leave is defined as a leave of absence from work commencing at a
time immediately following childbirth, that the employee is physically able to work, but
voluntarily wishes to attend to the rearing of his/her newborn child. Employees
desiring unpaid child care leave must submit a request in writing within at least (30)
calendar days prior to the effective date of the leave, and all unpaid child care leave
must be approved in writing in advance by the Board after the recommendation of
approval by the Superintendent or designee.
6.0702 Unpaid child care leave may be for the remainder of the semester or school year for
which it is requested and the request shall specify which of these options the
employee has selected.
6.0703 The leave will run concurrently with FMLA.
6.0704 The employee shall notify the Board no later than seven (7) days prior to the expiration
of the leave if the employee intends to return to work at the conclusion of the leave.
Failure to do so shall be deemed an irrevocable resignation and the Board may accept
that resignation.
6.08 UNPAID ADOPTION LEAVE
6.0801 Unpaid adoption leave is defined as a leave of absence from work commencing at a
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Effective July 1, 2017 to June 30, 2020
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time, immediately following adoption of a child, that the employee is physically able to
work, but voluntarily wishes to attend to the rearing of his/her newly adopted child.
Employees desiring adoption leave must submit a request in writing as soon as their
date of custody has been determined and all unpaid adoption leave must be approved
in writing in advance by the Board after the recommendation of approval by the
Superintendent or designee.
6.0802 Unpaid adoption leave may be for the remainder of the semester or school year for
which it is requested and the request shall specify which of these options the
employee has selected.
6.09 UNPAID MILITARY DUTY LEAVE
Military duty leave of absence shall be governed by applicable state and federal law. An
employee desiring a leave of absence for unpaid military duty shall apply for a leave in writing as
far in advance of the military duty as feasible.
6.10 UNPAID SABBATICAL LEAVE
Any employee who has completed at least five (5) full calendar years of service as an employee
of the Board may be granted a one (1) school year unpaid sabbatical leave of absence for
educational advancement (such as, exchange program, travel, study, employment outside
education, American schools abroad or research). Employees desiring unpaid sabbatical leave
must submit a written request within at least sixty (60) calendar days prior to the effective date of
the leave, and all unpaid sabbatical leave must be approved in writing in advance by the Board
after recommendation of approval by the Superintendent or designee.
6.11 UNPAID MEDICAL LEAVE
6.1101 Employees who have exhausted all accumulated paid sick leave as provided for in
Section 6.0201 herein and who desire to be absent from work due to the employee's
illness, injury, pregnancy or exposure to contagious disease, must submit a written
request for unpaid medical leave as soon as possible, and all unpaid medical leave
must be approved in writing by the Board after the recommendation of approval by
the Superintendent or designee.
6.1102 Unpaid medical leave will not exceed more than one hundred eighty (180) calendar
days at any one time.
6.1103 The leave will run concurrently with FMLA.
6.1104 The employee shall notify the Board no later than seven (7) days prior to the expiration
of the leave if the employee intends to return to work at the conclusion of the leave.
Failure to do so shall be deemed an irrevocable resignation and the Board may accept
that resignation.
6.12 CREDIT FOR TIME SPENT ON UNPAID LEAVE(S)
6.1201 With the exception of unpaid medical leave days, employees will be credited with time
spent on unpaid leave(s) of absence for purposes of salary step increases on the
salary schedule and for seniority.
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Effective July 1, 2017 to June 30, 2020
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6.1202 The Board shall not be obligated to pay any insurance premium costs on behalf of the
employees on unpaid leave(s) except to the extent that the Family Medical Leave Act
is applicable. An employee granted an unpaid leave may elect to continue Board
sponsored insurance benefits during the leave by employee payment of the entire
premium costs of such insurance for the period of the leave.
6.13 RIGHTS UPON RETURNING FROM LEAVE
Employees shall be entitled to reinstatement to active employment by the Board at the conclusion
of any approved paid or unpaid leave of absence, specified in Article VI of this Agreement, except
that employees may not be reinstated to any supplemental duty contract employment in effect at
the time any unpaid leave was granted. Employees may be denied reinstatement to active
employment by the Board in the event of a reduction in force, in accordance with this Agreement,
during the period of any approved leave of absence. Reinstatement to active employment by the
Board at the conclusion of any approved unpaid leave shall be to any available job position for
which the employee is properly certified, and reinstatement to active employment by the Board
at the conclusion of any approved paid leave shall be to the same building and teaching job held
immediately prior to the commencement of the leave.
ARTICLE VII - COMPENSATION AND FRINGE BENEFITS
7.01 ANNUAL SALARY NOTICES
Notwithstanding any provision of the Ohio Revised Code to the contrary, it is agreed that the
Board need not issue annual salary notices to any employees covered by this Agreement at any
time.
7.02 REGULAR AND SUPPLEMENTAL LIMITED CONTRACT PAY
7.0201 Effective with each employee's first workday of the 2017-2018, 2018-2019 and 2019-
2020 school years, the Board shall implement the salary schedules attached hereto
and designated Appendix "E1, E2 and E3, respectively". Steps previously frozen shall
not be recovered or awarded.
7.03 PLACEMENT ON SALARY SCHEDULE
7.0301 Each newly-hired employee shall be given experience credit for purposes of
placement on the base salary schedule for:
A. Up to ten (10) years teaching experience in public or chartered non-public
elementary and secondary schools in Ohio or other states of the United States;
or
B. Up to five (5) years active military service experience with the Armed Forces of
the United States; or
C. A combination of both (A) and (B), but not to exceed ten (10) years of experience
credit for placement on the salary schedule (Appendix "E").
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
25
D. In order for teaching experience to be approved for salary schedule purposes,
the employee must give proof of having been under contract for a regular school
year and of having taught for a minimum of one hundred twenty (120) days per
year, at a minimum of three (3) hours and forty-five (45) minutes per day, while
under contract. A year of military service experience is defined as twelve (12)
months of such service or a major fraction thereof.
7.0302 For proper placement on the base salary schedule, any employee having been
employed shall furnish an official transcript of credits, a valid teaching certificate, and
if teaching experience is to be granted, documents providing such experience, and if
Armed Forces experience credit is to be granted, a copy of the proper discharge or
separation documents, to the Board Treasurer no later than September 15 of any
school year. Upon submission of such information to the Board Treasurer, the
employee shall immediately be moved to the proper placement on the salary
schedule, retroactive to the beginning of the current school year, provided the
documentation meets with the approval of the Board Treasurer. Failure of an
employee to provide proper certification in a timely manner will result in the
withholding of pay and may result in immediate discharge of the employee which shall
be a discharge for just cause, as provided for in this Agreement.
7.0303 Employees who claim educational credits toward lateral movement on their respective
salary schedule must first have the educational credits approved in advance by the
Superintendent or designee.
7.04 EXTENDED SERVICE PAY
7.0401 Employees selected by the Board for extended service work in excess of one hundred
eighty-four (184) days during an individual employee's limited or continuous contract
year, shall be paid as part of their individual limited or continuous contract, in the
amount of two and one-half percent (2.5%) of the individual employee's base salary
as set forth in this Agreement, for each full work week of employment as defined in
this Agreement, in excess of said one hundred eighty-four (184) days. Work of less
than a full work week shall be paid on a proportional basis.
7.0402 Extended service pay shall be based on the base salary schedule in effect when the
work is performed.
7.05 INTERNAL SUBSTITUTION
7.0501 In the event substitutes are not available, employees may be assigned to serve as
period substitutes during their scheduled preparation periods or during other times
that the building principal or designee desires to make such a substitute assignment.
7.0502 If a teacher is required to give up a planning period as the result of such an agreement
or is required to accept into his/her classroom students of an absent teacher, then, in
that event, the teacher so assigned shall be paid whereby 1-30 minutes equals one-
half (½) of the hourly sub rate and 31-60 equals the full hourly rate of twelve dollars
($12.00) per hour.
7.06 PAY PERIODS
Employees will be paid two (2) times a month, twenty-four (24) installments. The following
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
26
conditions and restrictions will apply.
7.0601 Pay dates will be on the fifteenth (15th) and last day of the month, except:
7.0602 When one of these days falls on Saturday or Sunday, payment will be made on the
preceding Friday. .
7.0603 When one of these days falls on a holiday, payment will be made on the last preceding
workday for the Treasurer's office.
7.0604 New District hires will have the option to receive a 25
th
pay in the last pay in August in
lieu of 24 pays. The additional pay will be one half of the first pay that is due on the
first pay in September.
7.07 SEVERANCE PAY
7.0701 The Board will issue a severance payment for accrued unused sick leave to eligible
employees upon their retirement in accordance with this Section 7.07. To be eligible
for this severance payment, an employee must have five (5) or more years of active
employment with the Board, must terminate his/her active employment with the Board
and must qualify for retirement under the State Teachers Retirement System on the
date of separation from employment.
7.0702 Severance pay will be paid at the daily rate of pay for one-fourth (1/4) of the
employee's accrued unused sick leave days. For purposes of this severance pay, the
daily rate of pay shall be the annual contract base salary amount of the employee's
limited or continuous individual employee contract in effect on the last day of active
employment prior to retirement divided by one hundred eighty-four (184) days.
Payment will be made only once to any employee and shall eliminate all accrued
unused sick leave, except for those employees who are eligible for and elect to
participate in any Board approved retirement pay or policy. Payment of severance
pay shall be made within thirty (30) calendar days after the last day of active
employment.
7.08 BOARD PICK-UP OF EMPLOYEE CONTRIBUTIONS TO STATE TEACHERS RETIREMENT
SYSTEM
7.0801 For tax sheltering purposes only, the Board shall, effective with the signing of this
Agreement by both parties, designate and consider (i.e. "pick-up"), each employee's
mandatory contribution to the State Teachers Retirement System (STRS), as deferred
salary paid by the Board. The amount of an employee's income reported by the Board
as subject to Federal and Ohio income tax, shall be the employee's total gross income
reduced by the amount of the employee's mandatory contribution to the STRS. No
employee's total earnings paid by the Board shall be increased by application of this
Section 7.08, nor shall the Board's contribution to the STRS or the Internal Revenue
Service and Ohio taxing authorities.
7.0802 The Board shall have the right to immediately and unilaterally discontinue all of its
obligations under this Section 7.10, if so ordered by the STRS and/or the Internal
Revenue Service or Ohio taxing authorities, notwithstanding any provision contained
in this Agreement to the contrary. Rule 77-464 and 81-36 of the Internal Revenue
Service and Opinion 82-097 of the Ohio Attorney General and rules of the STRS, and
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
27
such rules as the aforementioned agencies, including Ohio taxing authorities, may
subsequently issue are applicable to the Board notwithstanding any provisions set
forth in this Section 7.10.
7.0803 The "pick-up" amount shall be included in the employee's annual base salary for the
purposes of computing weekly rates of pay, daily rates of pay, hourly rates of pay and
for determining pay or salary due to absence or for any other purpose under this
Agreement.
7.09 TRAVEL EXPENSE REIMBURSEMENT
7.0901 In arranging schedules for employees who are assigned to more than one (1) school,
an effort will be made to limit the amount of interschool travel. Such employees will
be notified of any changes in their schedule as soon as practicable.
7.0902 Any employee who does travel and is assigned to two (2) or more buildings per day
shall be reimbursed for travel expenses between those buildings at the current Internal
Revenue Service mileage rate.
7.0903 Travel expenses shall be paid upon submission of mileage to the Board Treasurer.
Requests must be submitted within thirty (30) calendar days of the date of the
expense.
7.10 INTERNAL REVENUE SERVICE 125 PLAN
7.1001 Employees will be eligible to participate in the plan provided by the Board operating
within the guidelines of the Internal Revenue Service 125 Plan. Tax-free
reimbursement for qualified expenses related to employee premiums for medical and
dental insurance shall be part of the Plan. Additionally, the plan shall include a
Flexible Spending Account (FSA) that shall allow eligible employees to use pre-tax
dollars to pay child and elder dependent care expenses and un-reimbursed medical,
dental, and/or prescription drug bills. This Plan will be available to employees as long
as it is made available by the IRS or until such time as it is negotiated to be removed
from the Agreement.
7.1002 All employees shall be given the opportunity to participate in the Plan according to
dates established in the plan documents.
7.1003 The Board will be responsible for the payment of any membership fee assessed for
the administration of the plan, if one is assessed.
7.11 ELECTRONIC FUNDS TRANSFER
All employees' salaries shall be paid by electronic funds transfer (direct deposit) to a bank or
savings and loan institution of the employee's choosing each pay date. If the pay date is not a
regularly scheduled workday, direct deposit shall be made in accordance with Section 7.06.
7.12 PROFESSIONAL GROWTH FUND
7.1201 In order to qualify for this educational growth payment, an employee must
teach in the Deer Park Community City Schools the year following the expenditure for
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
28
professional growth. To clarify, if the employee makes expenditures during the
previous school year, he/she will be paid the educational growth payment during the
following school year, no later than October 1, if he/she is still teaching in the Deer
Park Community City Schools.
7.1202 An employee may apply for reimbursement for approved courses for graduate college
credit if they have an Individual Professional Development Plan that has been
approved by the LPDB. Course of study selected is subject to prior approval of the
Superintendent or designee. Prior to beginning coursework the employee shall
submit the form electronically and a copy of the registration form to the Superintendent
or designee to obtain approval.
7.1203 The year for disbursement purposes is defined as July 1 through June 30. The
classes for any coursework must have started on or before June 30 in order for the
employee to receive reimbursement by October 1.
7.1204 The reimbursement will never exceed the actual cost of the course to the employee.
The reimbursement rate will be one-hundred dollars [$100.00] per graduate
semester hour, up to six graduate semester hours or equivalent quarter hours per
fiscal year.
7.1205 A one-time payment of three hundred dollars ($300.00) will be granted to employees
at the end of the school year in which they initially obtain or renew Master Teacher
status. Within the year an employee is applying for Master Teacher, the employee
may opt for one (1) professional day to finalize the Master Teacher status and two
hundred dollars ($200.00) upon approval for the Master Teacher status in lieu of the
three hundred dollars ($300.00). National Board Certified teachers will be granted a
one-time payment of three hundred dollars ($300.00) at the end of the school year in
which they initially obtain or renew their National Board Certified Teacher status.
ARTICLE VIII - INSURANCES
8.01 HOSPITAL-SURGICAL-PRESCRIPTION INSURANCE
8.0101 For the life of this Agreement, the Board shall purchase hospital/surgical/major
medical / prescription insurance from a carrier licensed by the State of Ohio for
members of the bargaining unit. If the current provider, the Greater Cincinnati
Insurance Consortium fails or becomes unable to provide coverage, then the parties
will renegotiate health, hospitalization and major medical coverages within ten (10)
calendar days of the request to do so.
8.0102 The Board shall contribute an amount equal to ninety percent (90%) of the single
premium if a single plan is selected or ninety percent (90%) of the family premium if a
family plan is selected.
8.0103 The Board shall pay a proportional share of the premium cost set forth above for
employees working more than thirty hours (30) but less than full-time through
authorized payroll deductions. The proportional share shall be based on the fractional
amount of the normal work week a part time employee works as defined in this
Agreement.
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
29
8.02 DENTAL INSURANCE
8.0201 The Board shall implement a dental plan with the maximum benefit each calendar
year for Class I, II and III services.
8.0202 The Board shall pay eighty-five percent (85%) of the premium costs under the dental
insurance plan for each full time employee who desires that insurance and such full-
time employees shall pay fifteen percent (15%) of such premium costs, through
authorized payroll deductions.
8.0203 The Board shall pay a proportional share of such premium costs for part -time
employees and part-time employees shall pay a proportional share of the premium
costs through authorized payroll deductions. The proportional share shall be based
on the fractional amount of the normal work week a part-time employee works as
defined in this Agreement.
8.03 TERM LIFE INSURANCE
8.0301 The Board shall provide a group term life insurance policy covering each full-time
employee covered by this Agreement in an amount equal to his/her annual base gross
salary, excluding salaries paid under supplemental limited contracts and/or salaries
paid for extended service. Part-time employees shall be provided with a group term
life insurance policy providing a minimum benefit of fifteen thousand dollars
($15,000.00), but part-time employees whose gross salary, as defined herein, is less
than fifteen thousand dollars ($15,000.00) shall pay a proportional share of the total
premium costs for such insurance coverage, through authorized payroll deductions.
The proportional share shall be based on the fractional amount of the normal work
week a part-time employee works as defined in this Agreement.
8.0302 Members of the bargaining unit may purchase additional term life insurance coverage
on themselves at the rate which it is offered by a vendor approved by the district for
additional protection.
8.04 CONDITIONS OF INSURANCE PLAN COVERAGE
8.0401 The Board's obligation under this Article shall cease on the effective date an employee
resigns or retires, or the effective date an employee's contract and employment are
suspended or terminated, or the effective date an employee goes on a leave of
absence without pay, except such employees may continue insurance plan coverage
under those conditions set forth in Ohio Revised Code section 3319.202 by paying all
premium costs to the Board for such plan coverage in a timely manner as determined
by the Board Treasurer.
8.0402 An employee's eligibility and his/her dependent's eligibility for insurance coverage and
benefits under this Article VIII shall be governed by the terms, conditions, and
exclusions contained in the respective insurance plan policies, and if benefits are
denied to any employee, his/her dependents, or their heirs, executors or assigns by
any insurance carrier, the Board shall not be liable in any way.
ARTICLE IX - WORKING CONDITIONS
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
30
9.01 WORKDAYS IN CONTRACT YEAR
9.0101 The number of workdays in an employee's individual contract year, for those
employees scheduled to work on every workday, excluding extended service
workdays, shall be one hundred eighty-four (184) workdays, of which at least one
hundred and seventy-one (171) work days shall be pupil contact days. There shall
be one-half (½) day for teachers to do records, without students, at the end of each
quarter.
9.0102 All scheduled workdays shall be during the work week of Monday through Friday,
exclusive of scheduled holidays, except that workdays may be scheduled by the
Superintendent or designee, with Association agreement, on Saturday and non-
Sunday holidays in the event of unanticipated extenuating circumstances.
9.0103 If school is closed, teachers will not be required to report and the school closing will
not result in a loss of pay. Days in excess of the five (5) closure days will be made
up according to the adopted school calendar. Teachers are not entitled to additional
compensation for the make-up days if they were previously paid for the day and were
not required to work.
9.0104 An employee who is on paid leave when schools are officially closed by the
Superintendent or designee due to severe weather or other emergency conditions
shall receive the same pay as the employee would have received if the schools had
not been closed on such days and no deduction from days of accumulated sick leave
or paid personal business leave days shall be made for such closed days.
9.0105 The Superintendent or designee shall furnish the Association with a proposed school
calendar at least four (4) weeks in advance of adoption of the calendar by the Board.
At least two (2) weeks in advance of adoption of the school calendar, representatives
of the Association shall meet with the Superintendent or designee to discuss
Association recommendations for the school calendar. Final decisions in regard to
the school calendar shall be within the sole and exclusive discretion of the Board.
9.02 WORKDAY AND WORK WEEK
9.0201 The start of and end of the workday for employees may vary from building to building
and within buildings. The length of each full-time employee's normal workday shall
not exceed seven (7) hours and thirty-five (35) minutes, which shall include a one-half
(1/2) hour uninterrupted lunch period. The length of each full-time employee's normal
work week shall not exceed thirty-seven (37) hours and fifty-five (55) minutes, which
shall include a daily one-half (1/2) hour uninterrupted lunch period.
9.0202 After an employee reports to work at the start of the workday, an employee shall not
leave that employee's school building before the end of the workday without the
specific authorization of the employee's building principal or designee, except
employees may leave the school building during their lunch periods after giving notice
of leaving to their building principal or designee. Employees may leave their
respective school building no earlier than fifteen (15) minutes after student classes
are dismissed, except as otherwise scheduled by the building's principal or designee.
9.0203 The starting and dismissal times for students and the normal length of the workday
for employees may be changed by the Superintendent or designee in the event of
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
31
unanticipated extenuating circumstances, such as natural disasters.
9.0204 A reasonable number of in-service and/or faculty meetings may be scheduled with the
Superintendent, principal or designee before or after the normal workday, but such
meetings shall not exceed sixteen (16) hours per school year. A reasonable number
of conferences with parents of students and school open houses for parents
sponsored by the Board or the PTA, of reasonable length, may be scheduled and
employees may be compelled to attend such conferences and open houses before or
after the normal workday.
9.0205 All full-time employees at the secondary level (grades 7-12) except guidance
counselors and librarians shall be provided with at least one (1) preparation period
per workday equal in length to one (1) regular class period as scheduled that day,
except when unusual circumstances necessitate not scheduling a preparation period
for a particular day. All employees must use the preparation period to prepare for
their classroom teaching time, record-keeping time, or for telephone conferences or
meetings with parents of students, grading students' performance, completing the
employee's self-evaluation form, or other such school-related work as may be
approved by the employee's principal or designee.
9.0206 All employees who work full-time at the elementary level (grades K-6), except
guidance counselors and librarians, shall be provided with at least two hundred (200)
minutes of preparation time each work week, which shall not include the minutes the
employees must be in their respective school buildings before students are to start
school and after students are dismissed for the day, except when unusual
circumstances necessitate not scheduling that day's preparation time. All employees
must use the preparation period to prepare for their classroom teaching time, record-
keeping time, or for telephone conferences or meetings with parents of students,
grading students' performance, completing the employee's self-evaluation form, or
other such school-related work as agreed upon by the employee and his/her principal.
9.0207 Employee conferences with parents and students shall be scheduled at reasonable
times and places.
9.0208 Students will be supervised at assemblies by those teachers who are scheduled to
instruct or supervise the students during the time of the day in which the assembly
takes place.
9.03 CONDITIONS OF WORK
9.0301 Employees will be provided access to their respective students’ emergency medical
forms on file in each building principal's office electronically.
9.0302 If possible, each employee shall be given advance notification of the use of the
employee's school room or materials by any outside sources.
9.0303 Teachers will have access to an area to conduct confidential business.
9.0304 Whenever employees are used in monitoring situations, the building principal or
designee will attempt to do so on a fair and equitable basis among those employees
available for monitoring.
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
32
9.0305 Students shall be placed appropriately and in accordance with the IEP and Federal
Law and guidelines. A regular academic classroom teacher who instructs the
student may be required to be a part of the IEP meeting.
9.0306 The Board shall provide employees with a safe and healthy place to work in
accordance with applicable laws.
9.0307 Prior to the inclusion of a special needs student into any classroom of teacher, the
teacher shall be provided the necessary resources as determined by the student's
IEP.
9.0308 Employees of the bargaining unit shall not be required to perform invasive medical
procedures.
9.0309 Employees may within the scope of their employment, use and apply reasonable force
and restraint to quell a disturbance threatening physical injury to others, to obtain
possession of weapons or other dangerous objects upon or within the control of the
student, in self-defense, or for the protection of persons or property.
9.0310 All buildings, facilities and vehicles of the Board shall be smoke-free.
9.04 JOB DESCRIPTIONS
Job descriptions shall be developed for each position held by an employee in the bargaining unit
as soon as reasonably possible. The Superintendent and designee shall have the sole and
exclusive discretion to determine the contents of each job description, but only after consultation
with representatives of the Association. Employees shall be given copies of job descriptions
which apply to their job performance.
9.05 STUDENT TEACHERS
No employee shall be assigned a student teacher without his/her prior consent. No employee
shall receive a negative job performance evaluation because of his/her refusal to accept a student
teacher.
9.06 CURRICULUM DEVELOPMENT AND TEXTBOOK SELECTION
9.0601 Except for curriculum leaders who are required to attend District Curriculum
Committee meetings, no employees shall be required to serve on any curriculum
development or textbook selection committees.
9.0602 New textbooks and/or curriculum shall become effective only after employees who
will be working with the new textbooks and/or curriculum have received in-service
training in the use of the new textbooks and/or curriculum.
9.07 LOCAL PROFESSIONAL DEVELOPMENT BOARD
The guidelines of the Local Professional Development and Master Teacher Board shall be
followed in accordance with the State guidelines including the State’s Teacher licensing system.
9.08 IN-SERVICE
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
33
The District commits to carefully selecting relevant in-service programs to make best use of District
resources and best meet the individual needs of staff, further their professional growth, and
accomplish District goals. The Association encourages employees to participate in an appropriate
and professional manner. The effectiveness of in-service programming will be measured by the
participants’ written, relevant feedback after each in-service with secondary feedback two months
later to gauge whether the learning has been implemented. At the conclusion of each academic
year, employees will submit in writing their suggestions for desirable in-service programs for the
following year.
9.09 EMPLOYMENT OF RETIRED TEACHERS
A. The Board is authorized to fill any bargaining unit vacancy with a retired teacher subject to
the provisions of Section 5.03 and this section.
B. A rehired retired teacher shall be negotiated with the Board/designee but not to exceed
eight (8) years of experience credit on the salary schedule if he/she has eight (8) or more
years of experience with credit for his/her training on the salary schedule. For each year of
additional year of employment as a rehired retired teacher, the rehired retired teacher shall
advance an additional year of service on the salary schedule.
C. A rehired retired teacher will be awarded a one-year limited teaching contract which shall
automatically expire at the end of its term, and will not become eligible for a continuing
contract during his/her period of reemployment.
D. A rehired retired teacher will not retain or accumulate seniority during his/her period of
reemployment.
E. These provisions will apply to all rehired retired teachers and expressly supersede all
relevant provisions of Sections 3317.13, 3319.08, 3319.11 and 3319.111 of the Ohio
Revised Code.
ARTICLE X - CONCLUSION
10.01 DURATION
This Agreement entered into on June 7, 2017 shall be in effect from July 1, 2017 through June
30, 2020.
10.02 COMPLETE AGREEMENT
10.0201 The Board and the Association agree that this instrument represents the entire
complete Agreement between the parties and supersedes any and all prior oral or
written agreements or understandings between the Board and the Association.
10.0202 All Board resolutions, policies, practices, procedures, rules or regulations and
employee wages, benefits or terms and conditions of employment which are contrary
to or inconsistent with the terms of this Agreement are superseded by this Agreement.
All Board resolutions, policies, practices, procedures, rules or regulations and
employee wages, benefits or terms and conditions of employment, which are not
contrary to or inconsistent with the terms of this Agreement, but which are not
expressly incorporated into this Agreement, shall continue in effect until changed or
discontinued by the Board within its sole and exclusive discretion.
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
34
10.0203 The Board will not, during the term of this Agreement, adopt or implement any wage,
salary or compensation related to benefits that is not contained within this Agreement
without first engaging in collective bargaining with the Association.
10.03 SEVERABILITY
If, during the life of this Agreement, there exists an applicable law or any applicable rule, regulation
or order issued by any governmental authority other than the Board, which shall render invalid or
restrain compliance with or enforcement of any provision of this Agreement, such provision shall
be immediately suspended, and be of no effect thereafter, so long as such law, rule, regulation,
or order shall remain in effect, and the parties shall meet within ten (10) calendar days to discuss
and re-negotiate only that provision rendered invalid or which cannot be complied with or
enforced. Such invalidation of a part or portion of this Agreement shall not invalidate any other
remaining portions of this Agreement, which shall continue in full force and effect.
Deer Park Education Association and Deer Park Board
of
Education
Collective Bargaining Agreement
Effective July
1,
2017
to
June
30,
2020
IN
WITNESS WHEREOF, the parties hereto by their duly authorized representatives, after adoption and
approval
of
this entire Agreement by the Board
%resolution,
pursuant to Ohio Revised Code section
4117.1
O(B),
have set their hands and seals
this~
day of
....Lne.
. , ,20 I
1·
BOARD OF EDUCATION OF THE
DEER PARK COMMUNITY CITY
SCHOOL DISTRICT
DEER PARK EDUCATION ASSOCIATION
AFFILIATED WITH THE OHIO
EDUCATION ASSOCIATION
AND THE
NATIONAL EDUCATION ASSOCIATION
B~
Laura Buchanan, President
By
By
Cele~
Simonso
Ch~
Sean Maher, Member
By
-&~6
.
Kristen Breig,
M~r
35
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
36
APPENDIX “A1” 2017-18 SUPPLEMENTAL CONTRACTS SALARY SCHEDULE
DEER PARK CITY SCHOOL DISTRICT
Base:
$41,020.78
No. Of
2017-18
2017-18
Total
Position
Positions
% of Base
Rate
Cost
Football Varsity Coach
1
19.70%
$8,081
$8,081
Instrumental Music Director- H.S.
1
19.20%
$7,876
$7,876
Basketball Boys Varsity Coach
1
15.86%
$6,506
$6,506
Basketball Girls Varsity Coach
1
15.86%
$6,506
$6,506
Vocal Music Director-H.S.
1
14.86%
$6,096
$6,096
Parkers Head Director
1
9.41%
$3,860
$3,860
Drama Director
1
5.50%
$2,256
$2,256
Baseball Varsity Coach
1
12.37%
$5,074
$5,074
Football Varsity Asst. Coach
4
12.37%
$5,074
$20,297
Softball Varsity Coach
1
12.37%
$5,074
$5,074
Soccer Boys Varsity Coach
1
12.37%
$5,074
$5,074
Soccer Girls Varsity Coach
1
12.37%
$5,074
$5,074
Volleyball Varsity Coach
1
12.37%
$5,074
$5,074
Wrestling Varsity Coach
1
12.37%
$5,074
$5,074
Basketball Boys Reserve Coach
1
11.41%
$4,680
$4,680
Basketball Girls Reserve Coach
1
11.41%
$4,680
$4,680
Track Boys Varsity Coach
1
10.91%
$4,475
$4,475
Track Girls Varsity Coach
1
10.91%
$4,475
$4,475
Yearbook Advisor-H.S.
1
9.41%
$3,860
$3,860
Basketball Boys Varsity Asst. Coach
1
8.79%
$3,606
$3,606
Basketball Girls Varsity Asst. Coach
1
8.79%
$3,606
$3,606
Tennis Girls Coach
1
8.29%
$3,401
$3,401
Cheerleader Varsity Coach/ Basketball
1
7.29%
$2,990
$2,990
Cheerleader Varsity Coach/ Football
1
7.29%
$2,990
$2,990
Color Guard Coach
1
7.79%
$3,196
$3,196
Cross Country Coach
1
7.79%
$3,196
$3,196
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
37
Tennis Boys Coach
1
7.29%
$2,990
$2,990
Instrumental Music Asst. Director-H.S.
1
6.79%
$2,785
$2,785
Communiserve Advisor H.S.
1
6.79%
$2,785
$2,785
Football Asst. Coach(JV Freshman)
3
8.79%
$3,606
$10,817
Soccer Girls Asst. Coach
1
8.79%
$3,606
$3,606
Baseball Reserve Coach
1
7.79%
$3,196
$3,196
Softball Reserve Coach
1
7.79%
$3,196
$3,196
Soccer Boys Asst. Coach
1
7.29%
$2,990
$2,990
Bowling Head Coach
1
6.79%
$2,785
$2,785
Fine Arts Tech Director
1
6.79%
$2,785
$2,785
Instrumental Music
Extracurricular/Elem/JH
1
6.79%
$2,785
$2,785
Newspaper Advisor-H.S.
1
6.79%
$2,785
$2,785
Varsity Volleyball Asst Coach
1
6.79%
$2,785
$2,785
Wrestling Reserve Coach
1
6.79%
$2,785
$2,785
Baseball Varsity Asst. Coach
1
8.14%
$3,339
$3,339
Basketball Boys 7th Grade Coach
1
8.14%
$3,339
$3,339
Basketball Boys 8th Grade Coach
1
8.14%
$3,339
$3,339
Basketball Boys Freshman Coach
1
8.14%
$3,339
$3,339
Basketball Girls 7th Grade Coach
1
8.14%
$3,339
$3,339
Basketball Girls 8th Grade Coach
1
8.14%
$3,339
$3,339
Basketball Girls Freshman Coach
1
8.14%
$3,339
$3,339
Football Boys Asst. Coach (JH)
3
8.14%
$3,339
$10,017
Soccer Boys Reserve Coach
1
8.14%
$3,339
$3,339
Soccer Girls Reserve Coach
1
8.14%
$3,339
$3,339
Softball Varsity Asst. Coach
1
8.14%
$3,339
$3,339
Volleyball Reserve Coach
1
8.14%
$3,339
$3,339
Track Boys Junior High Coach
1
7.64%
$3,134
$3,134
Track Girls Junior High Coach
1
7.64%
$3,134
$3,134
Track Boys Asst. Coach
1
7.14%
$2,929
$2,929
Track Girls Asst. Coach
1
7.14%
$2,929
$2,929
Volleyball Junior High Coach
2
7.14%
$2,929
$5,858
Class Advisor/Juniors (including prom)
1
6.14%
$2,519
$2,519
Class Advisor/Seniors
1
6.14%
$2,519
$2,519
Cross Country Coach - JH Boys
1
6.14%
$2,519
$2,519
Cross Country Coach - JH Girls
1
6.14%
$2,519
$2,519
Bowling Assistant Coach
1
6.14%
$2,519
$2,519
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
38
Wrestling Junior High Coach
1
6.14%
$2,519
$2,519
Wrestling Varsity Asst. Coach
1
6.14%
$2,519
$2,519
Cheerleader Reserve Coach/ Basketball
1
5.50%
$2,256
$2,256
Cheerleader Reserve Coach/ Football
1
5.50%
$2,256
$2,256
Athletic Field Coordinator – Soccer &
Football
1
4.00%
$1,641
$1,641
Band Percussion Instructor(Drum guard)
1
4.00%
$1,641
$1,641
Basketball Site Manager-Boys/Girls
2
4.00%
$1,641
$3,282
Cheerleader Freshman Coach/ Football
1
4.00%
$1,641
$1,641
Cheerleader Freshmen Coach/ Basketball
1
4.00%
$1,641
$1,641
Cheerleader Jr. H.S. Coach/ Basketball
1
4.00%
$1,641
$1,641
Cheerleader Jr. H.S. Coach/ Football
1
4.00%
$1,641
$1,641
Chess Club – Jr./Sr. H.S.
1
4.00%
$1,641
$1,641
Color Guard H.S. Asst. Coach
1
4.00%
$1,641
$1,641
Dance Team Head Coach
1
4.00%
$1,641
$1,641
Local Prof. Development Board (LPDB)
5
4.00%
$1,641
$8,204
Soccer Site Manager-Boys
1
4.00%
$1,641
$1,641
Soccer Site Manager-Girls
1
4.00%
$1,641
$1,641
Volleyball Site Manager
1
4.00%
$1,641
$1,641
ABC Readers
1
2.80%
$1,149
$1,149
Band Winter Percussion Guard
2
2.80%
$1,149
$2,297
Builders Club/Junior High Key Club
1
2.80%
$1,149
$1,149
Chess Club – Amity
1
2.80%
$1,149
$1,149
Class Advisor/Freshman
1
2.80%
$1,149
$1,149
Class Advisor/Sophomore
1
2.80%
$1,149
$1,149
Club Sports Amity
1
2.80%
$1,149
$1,149
Dance Team Asst. Coach
1
2.80%
$1,149
$1,149
Football Site Manager-Grades 10-12
1
2.80%
$1,149
$1,149
Football Site Manager-Grades 7-9
1
2.80%
$1,149
$1,149
National Honor Society
1
2.80%
$1,149
$1,149
Student Council H.S.
1
2.80%
$1,149
$1,149
Vocal Music Elementary
1
2.80%
$1,149
$1,149
Yearbook Advisor - Jr. H.S.
1
2.80%
$1,149
$1,149
Art Club
1
2.60%
$1,067
$1,067
Technology Leadership Team
14
2.60%
$1,067
$14,932
Interalliance Club Advisor
1
2.60%
$1,067
$1,067
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
39
International Club
1
2.60%
$1,067
$1,067
Mentor Specialist
1
2.60%
$1,067
$1,067
Mentor Teacher (Entry Year)
5
2.60%
$1,067
$5,333
Mock Trial
1
2.60%
$1,067
$1,067
Photography Club
1
2.60%
$1,067
$1,067
Step-up
1
2.60%
$1,067
$1,067
Green Team
1
2.60%
$1,067
$1,067
Student Council Jr. H.S.
1
2.60%
$1,067
$1,067
Youth Service Club Amity
2
2.60%
$1,067
$2,133
Basketball Boys Summer Director
1
1.40%
$574
$574
Basketball Girls Summer Director
1
1.40%
$574
$574
Chess Club – Primary
1
1.40%
$574
$574
Conditioning Coach–Boys Fall
1
1.40%
$574
$574
Conditioning Coach–Boys Spring
1
1.40%
$574
$574
Conditioning Coach–Boys Summer
1
1.40%
$574
$574
Conditioning Coach–Boys Winter
1
1.40%
$574
$574
Conditioning Coach–Girls Fall
1
1.40%
$574
$574
Conditioning Coach–Girls Spring
1
1.40%
$574
$574
Conditioning Coach–Girls Summer
1
1.40%
$574
$574
Conditioning Coach–Girls Winter
1
1.40%
$574
$574
Band Auxiliary Units Instructor
7
1.00%
$410
$2,871
Parkers Choreographer
5
1.00%
$410
$2,051
Parkers Asst. Technical Director
1
1.00%
$410
$410
Part II - Academic Supplemental Contracts-Curriculum Leaders
English/Language Arts K-3
1
4.62%
$1,895
$1,895
English/Language Arts 4-6
1
4.62%
$1,895
$1,895
English/Language Arts 7-8
1
4.62%
$1,895
$1,895
English/Language Arts 9-12
1
4.62%
$1,895
$1,895
Mathematics K-3
1
4.62%
$1,895
$1,895
Mathematics 4-6
1
4.62%
$1,895
$1,895
Mathematics 7-8
1
4.62%
$1,895
$1,895
Mathematics 9-12
1
4.62%
$1,895
$1,895
Noncore K-12 (Business, Foreign
Language, Guidance, Industrial Tech,
Technology, Work and Family Life)
1
4.62%
$1,895
$1,895
Science K-3
1
4.62%
$1,895
$1,895
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
40
Science 4-6
1
4.62%
$1,895
$1,895
Science 7-8
1
4.62%
$1,895
$1,895
Science 9-12
1
4.62%
$1,895
$1,895
Social Studies K-3
1
4.62%
$1,895
$1,895
Social Studies 4-6
1
4.62%
$1,895
$1,895
Social Studies 7-8
1
4.62%
$1,895
$1,895
Social Studies 9-12
1
4.62%
$1,895
$1,895
Special Education K-6
1
4.62%
$1,895
$1,895
Special Education 7-12
1
4.62%
$1,895
$1,895
Guidance Counselor K-6
1
4.62%
$1,895
$1,895
Guidance Counselor 7-9
1
4.62%
$1,895
$1,895
Guidance Counselor 10-12
1
4.62%
$1,895
$1,895
Unified Arts K-12 (Art, Music, PE, Health)
1
4.62%
$1,895
$1,895
Academic Coaches
2 per
semester
4.62%
$1,895
$7,581
Part III - Hourly Supplementals
After-school Detention - Amity
0.06%
$23.02
$23.02
After-school Detention - Jr.-Sr. High
0.06%
$23.02
$23.02
After-school Tutors
0.06%
$23.02
$23.02
Home Instruction
0.06%
$23.02
$23.02
Homework Club
0.06%
$23.02
$23.02
Summer School
0.06%
$23.02
$23.02
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
41
APPENDIX “A2” 2018-19 SUPPLEMENTAL CONTRACTS SALARY SCHEDULE
DEER PARK CITY SCHOOL DISTRICT
Base:
$41,943.75
No. Of
2018-19
2018-19
Total
Position
Positions
% of Base
Rate
Cost
Football Varsity Coach
1
19.70%
$8,263
$8,263
Instrumental Music Director- H.S.
1
19.20%
$8,053
$8,053
Basketball Boys Varsity Coach
1
15.86%
$6,652
$6,652
Basketball Girls Varsity Coach
1
15.86%
$6,652
$6,652
Vocal Music Director-H.S.
1
14.86%
$6,233
$6,233
Parkers Head Director
1
9.41%
$3,947
$3,947
Drama Director
1
5.50%
$2,307
$2,307
Baseball Varsity Coach
1
12.37%
$5,188
$5,188
Football Varsity Asst. Coach
4
12.37%
$5,188
$20,754
Softball Varsity Coach
1
12.37%
$5,188
$5,188
Soccer Boys Varsity Coach
1
12.37%
$5,188
$5,188
Soccer Girls Varsity Coach
1
12.37%
$5,188
$5,188
Volleyball Varsity Coach
1
12.37%
$5,188
$5,188
Wrestling Varsity Coach
1
12.37%
$5,188
$5,188
Basketball Boys Reserve Coach
1
11.41%
$4,786
$4,786
Basketball Girls Reserve Coach
1
11.41%
$4,786
$4,786
Track Boys Varsity Coach
1
10.91%
$4,576
$4,576
Track Girls Varsity Coach
1
10.91%
$4,576
$4,576
Yearbook Advisor-H.S.
1
9.41%
$3,947
$3,947
Basketball Boys Varsity Asst. Coach
1
8.79%
$3,687
$3,687
Basketball Girls Varsity Asst. Coach
1
8.79%
$3,687
$3,687
Tennis Girls Coach
1
8.29%
$3,477
$3,477
Cheerleader Varsity Coach/ Basketball
1
7.29%
$3,058
$3,058
Cheerleader Varsity Coach/ Football
1
7.29%
$3,058
$3,058
Color Guard Coach
1
7.79%
$3,267
$3,267
Cross Country Coach
1
7.79%
$3,267
$3,267
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
42
Tennis Boys Coach
1
7.29%
$3,058
$3,058
Instrumental Music Asst. Director-H.S.
1
6.79%
$2,848
$2,848
Communiserve Advisor H.S.
1
6.79%
$2,848
$2,848
Football Asst. Coach(JV Freshman)
3
8.79%
$3,687
$11,061
Soccer Girls Asst. Coach
1
8.79%
$3,687
$3,687
Baseball Reserve Coach
1
7.79%
$3,267
$3,267
Softball Reserve Coach
1
7.79%
$3,267
$3,267
Soccer Boys Asst. Coach
1
7.29%
$3,058
$3,058
Bowling Head Coach
1
6.79%
$2,848
$2,848
Fine Arts Tech Director
1
6.79%
$2,848
$2,848
Instrumental Music
Extracurricular/Elem/JH
1
6.79%
$2,848
$2,848
Newspaper Advisor-H.S.
1
6.79%
$2,848
$2,848
Varsity Volleyball Asst Coach
1
6.79%
$2,848
$2,848
Wrestling Reserve Coach
1
6.79%
$2,848
$2,848
Baseball Varsity Asst. Coach
1
8.14%
$3,414
$3,414
Basketball Boys 7th Grade Coach
1
8.14%
$3,414
$3,414
Basketball Boys 8th Grade Coach
1
8.14%
$3,414
$3,414
Basketball Boys Freshman Coach
1
8.14%
$3,414
$3,414
Basketball Girls 7th Grade Coach
1
8.14%
$3,414
$3,414
Basketball Girls 8th Grade Coach
1
8.14%
$3,414
$3,414
Basketball Girls Freshman Coach
1
8.14%
$3,414
$3,414
Football Boys Asst. Coach (JH)
3
8.14%
$3,414
$10,243
Soccer Boys Reserve Coach
1
8.14%
$3,414
$3,414
Soccer Girls Reserve Coach
1
8.14%
$3,414
$3,414
Softball Varsity Asst. Coach
1
8.14%
$3,414
$3,414
Volleyball Reserve Coach
1
8.14%
$3,414
$3,414
Track Boys Junior High Coach
1
7.64%
$3,205
$3,205
Track Girls Junior High Coach
1
7.64%
$3,205
$3,205
Track Boys Asst. Coach
1
7.14%
$2,995
$2,995
Track Girls Asst. Coach
1
7.14%
$2,995
$2,995
Volleyball Junior High Coach
2
7.14%
$2,995
$5,990
Class Advisor/Juniors (including prom)
1
6.14%
$2,575
$2,575
Class Advisor/Seniors
1
6.14%
$2,575
$2,575
Cross Country Coach - JH Boys
1
6.14%
$2,575
$2,575
Cross Country Coach - JH Girls
1
6.14%
$2,575
$2,575
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
43
Bowling Assistant Coach
1
6.14%
$2,575
$2,575
Wrestling Junior High Coach
1
6.14%
$2,575
$2,575
Wrestling Varsity Asst. Coach
1
6.14%
$2,575
$2,575
Cheerleader Reserve Coach/ Basketball
1
5.50%
$2,307
$2,307
Cheerleader Reserve Coach/ Football
1
5.50%
$2,307
$2,307
Athletic Field Coordinator – Soccer &
Football
1
4.00%
$1,678
$1,678
Band Percussion Instructor(Drum guard)
1
4.00%
$1,678
$1,678
Basketball Site Manager-Boys/Girls
2
4.00%
$1,678
$3,356
Cheerleader Freshman Coach/ Football
1
4.00%
$1,678
$1,678
Cheerleader Freshmen Coach/ Basketball
1
4.00%
$1,678
$1,678
Cheerleader Jr. H.S. Coach/ Basketball
1
4.00%
$1,678
$1,678
Cheerleader Jr. H.S. Coach/ Football
1
4.00%
$1,678
$1,678
Chess Club – Jr./Sr. H.S.
1
4.00%
$1,678
$1,678
Color Guard H.S. Asst. Coach
1
4.00%
$1,678
$1,678
Dance Team Head Coach
1
4.00%
$1,678
$1,678
Local Prof. Development Board (LPDB)
5
4.00%
$1,678
$8,389
Soccer Site Manager-Boys
1
4.00%
$1,678
$1,678
Soccer Site Manager-Girls
1
4.00%
$1,678
$1,678
Volleyball Site Manager
1
4.00%
$1,678
$1,678
ABC Readers
1
2.80%
$1,174
$1,174
Band Winter Percussion Guard
2
2.80%
$1,174
$2,349
Builders Club/Junior High Key Club
1
2.80%
$1,174
$1,174
Chess Club – Amity
1
2.80%
$1,174
$1,174
Class Advisor/Freshman
1
2.80%
$1,174
$1,174
Class Advisor/Sophomore
1
2.80%
$1,174
$1,174
Club Sports Amity
1
2.80%
$1,174
$1,174
Dance Team Asst. Coach
1
2.80%
$1,174
$1,174
Football Site Manager-Grades 10-12
1
2.80%
$1,174
$1,174
Football Site Manager-Grades 7-9
1
2.80%
$1,174
$1,174
National Honor Society
1
2.80%
$1,174
$1,174
Student Council H.S.
1
2.80%
$1,174
$1,174
Vocal Music Elementary
1
2.80%
$1,174
$1,174
Yearbook Advisor - Jr. H.S.
1
2.80%
$1,174
$1,174
Art Club
1
2.60%
$1,091
$1,091
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
44
Technology Leadership Team
14
2.60%
$1,091
$15,268
Interalliance Club Advisor
1
2.60%
$1,091
$1,091
International Club
1
2.60%
$1,091
$1,091
Mentor Specialist
1
2.60%
$1,091
$1,091
Mentor Teacher (Entry Year)
5
2.60%
$1,091
$5,453
Mock Trial
1
2.60%
$1,091
$1,091
Photography Club
1
2.60%
$1,091
$1,091
Step-up
1
2.60%
$1,091
$1,091
Green Team
1
2.60%
$1,091
$1,091
Student Council Jr. H.S.
1
2.60%
$1,091
$1,091
Youth Service Club Amity
2
2.60%
$1,091
$2,181
Basketball Boys Summer Director
1
1.40%
$587
$587
Basketball Girls Summer Director
1
1.40%
$587
$587
Chess Club – Primary
1
1.40%
$587
$587
Conditioning Coach–Boys Fall
1
1.40%
$587
$587
Conditioning Coach–Boys Spring
1
1.40%
$587
$587
Conditioning Coach–Boys Summer
1
1.40%
$587
$587
Conditioning Coach–Boys Winter
1
1.40%
$587
$587
Conditioning Coach–Girls Fall
1
1.40%
$587
$587
Conditioning Coach–Girls Spring
1
1.40%
$587
$587
Conditioning Coach–Girls Summer
1
1.40%
$587
$587
Conditioning Coach–Girls Winter
1
1.40%
$587
$587
Band Auxiliary Units Instructor
7
1.00%
$419
$2,936
Parkers Choreographer
5
1.00%
$419
$2,097
Parkers Asst. Technical Director
1
1.00%
$419
$419
Part II - Academic Supplemental Contracts-Curriculum Leaders
English/Language Arts K-3
1
4.62%
$1,938
$1,938
English/Language Arts 4-6
1
4.62%
$1,938
$1,938
English/Language Arts 7-8
1
4.62%
$1,938
$1,938
English/Language Arts 9-12
1
4.62%
$1,938
$1,938
Mathematics K-3
1
4.62%
$1,938
$1,938
Mathematics 4-6
1
4.62%
$1,938
$1,938
Mathematics 7-8
1
4.62%
$1,938
$1,938
Mathematics 9-12
1
4.62%
$1,938
$1,938
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
45
Noncore K-12 (Business, Foreign
Language, Guidance, Industrial Tech,
Technology, Work and Family Life)
1
4.62%
$1,938
$1,938
Science K-3
1
4.62%
$1,938
$1,938
Science 4-6
1
4.62%
$1,938
$1,938
Science 7-8
1
4.62%
$1,938
$1,938
Science 9-12
1
4.62%
$1,938
$1,938
Social Studies K-3
1
4.62%
$1,938
$1,938
Social Studies 4-6
1
4.62%
$1,938
$1,938
Social Studies 7-8
1
4.62%
$1,938
$1,938
Social Studies 9-12
1
4.62%
$1,938
$1,938
Special Education K-6
1
4.62%
$1,938
$1,938
Special Education 7-12
1
4.62%
$1,938
$1,938
Guidance Counselor K-6
1
4.62%
$1,938
$1,938
Guidance Counselor 7-9
1
4.62%
$1,938
$1,938
Guidance Counselor 10-12
1
4.62%
$1,938
$1,938
Unified Arts K-12 (Art, Music, PE, Health)
1
4.62%
$1,938
$1,938
Academic Coaches
2 per
semester
4.62%
$1,938
$7,751
Part III - Hourly Supplementals
After-school Detention - Amity
0.06%
$23.54
$23.54
After-school Detention - Jr.-Sr. High
0.06%
$23.54
$23.54
After-school Tutors
0.06%
$23.54
$23.54
Home Instruction
0.06%
$23.54
$23.54
Homework Club
0.06%
$23.54
$23.54
Summer School
0.06%
$23.54
$23.54
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
46
APPENDIX “A3” 2019 - 20 SUPPLEMENTAL CONTRACTS SALARY SCHEDULE
DEER PARK CITY SCHOOL DISTRICT
Base:
$42,782.63
No. Of
2019-20
2019-20
Total
Position
Positions
% of
Base
Rate
Cost
Football Varsity Coach
1
19.70%
$8,428
$8,428
Instrumental Music Director- H.S.
1
19.20%
$8,214
$8,214
Basketball Boys Varsity Coach
1
15.86%
$6,785
$6,785
Basketball Girls Varsity Coach
1
15.86%
$6,785
$6,785
Vocal Music Director-H.S.
1
14.86%
$6,357
$6,357
Parkers Head Director
1
9.41%
$4,026
$4,026
Drama Director
1
5.50%
$2,353
$2,353
Baseball Varsity Coach
1
12.37%
$5,292
$5,292
Football Varsity Asst. Coach
4
12.37%
$5,292
$21,169
Softball Varsity Coach
1
12.37%
$5,292
$5,292
Soccer Boys Varsity Coach
1
12.37%
$5,292
$5,292
Soccer Girls Varsity Coach
1
12.37%
$5,292
$5,292
Volleyball Varsity Coach
1
12.37%
$5,292
$5,292
Wrestling Varsity Coach
1
12.37%
$5,292
$5,292
Basketball Boys Reserve Coach
1
11.41%
$4,881
$4,881
Basketball Girls Reserve Coach
1
11.41%
$4,881
$4,881
Track Boys Varsity Coach
1
10.91%
$4,668
$4,668
Track Girls Varsity Coach
1
10.91%
$4,668
$4,668
Yearbook Advisor-H.S.
1
9.41%
$4,026
$4,026
Basketball Boys Varsity Asst. Coach
1
8.79%
$3,761
$3,761
Basketball Girls Varsity Asst. Coach
1
8.79%
$3,761
$3,761
Tennis Girls Coach
1
8.29%
$3,547
$3,547
Cheerleader Varsity Coach/ Basketball
1
7.29%
$3,119
$3,119
Cheerleader Varsity Coach/ Football
1
7.29%
$3,119
$3,119
Color Guard Coach
1
7.79%
$3,333
$3,333
Cross Country Coach
1
7.79%
$3,333
$3,333
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
47
Tennis Boys Coach
1
7.29%
$3,119
$3,119
Instrumental Music Asst. Director-H.S.
1
6.79%
$2,905
$2,905
Communiserve Advisor H.S.
1
6.79%
$2,905
$2,905
Football Asst. Coach(JV Freshman)
3
8.79%
$3,761
$11,282
Soccer Girls Asst. Coach
1
8.79%
$3,761
$3,761
Baseball Reserve Coach
1
7.79%
$3,333
$3,333
Softball Reserve Coach
1
7.79%
$3,333
$3,333
Soccer Boys Asst. Coach
1
7.29%
$3,119
$3,119
Bowling Head Coach
1
6.79%
$2,905
$2,905
Fine Arts Tech Director
1
6.79%
$2,905
$2,905
Instrumental Music Extracurricular/Elem/JH
1
6.79%
$2,905
$2,905
Newspaper Advisor-H.S.
1
6.79%
$2,905
$2,905
Varsity Volleyball Asst Coach
1
6.79%
$2,905
$2,905
Wrestling Reserve Coach
1
6.79%
$2,905
$2,905
Baseball Varsity Asst. Coach
1
8.14%
$3,483
$3,483
Basketball Boys 7th Grade Coach
1
8.14%
$3,483
$3,483
Basketball Boys 8th Grade Coach
1
8.14%
$3,483
$3,483
Basketball Boys Freshman Coach
1
8.14%
$3,483
$3,483
Basketball Girls 7th Grade Coach
1
8.14%
$3,483
$3,483
Basketball Girls 8th Grade Coach
1
8.14%
$3,483
$3,483
Basketball Girls Freshman Coach
1
8.14%
$3,483
$3,483
Football Boys Asst. Coach (JH)
3
8.14%
$3,483
$10,448
Soccer Boys Reserve Coach
1
8.14%
$3,483
$3,483
Soccer Girls Reserve Coach
1
8.14%
$3,483
$3,483
Softball Varsity Asst. Coach
1
8.14%
$3,483
$3,483
Volleyball Reserve Coach
1
8.14%
$3,483
$3,483
Track Boys Junior High Coach
1
7.64%
$3,269
$3,269
Track Girls Junior High Coach
1
7.64%
$3,269
$3,269
Track Boys Asst. Coach
1
7.14%
$3,055
$3,055
Track Girls Asst. Coach
1
7.14%
$3,055
$3,055
Volleyball Junior High Coach
2
7.14%
$3,055
$6,109
Class Advisor/Juniors (including prom)
1
6.14%
$2,627
$2,627
Class Advisor/Seniors
1
6.14%
$2,627
$2,627
Cross Country Coach - JH Boys
1
6.14%
$2,627
$2,627
Cross Country Coach - JH Girls
1
6.14%
$2,627
$2,627
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
48
Bowling Assistant Coach
1
6.14%
$2,627
$2,627
Wrestling Junior High Coach
1
6.14%
$2,627
$2,627
Wrestling Varsity Asst. Coach
1
6.14%
$2,627
$2,627
Cheerleader Reserve Coach/ Basketball
1
5.50%
$2,353
$2,353
Cheerleader Reserve Coach/ Football
1
5.50%
$2,353
$2,353
Athletic Field Coordinator – Soccer & Football
1
4.00%
$1,711
$1,711
Band Percussion Instructor(Drum guard)
1
4.00%
$1,711
$1,711
Basketball Site Manager-Boys/Girls
2
4.00%
$1,711
$3,423
Cheerleader Freshman Coach/ Football
1
4.00%
$1,711
$1,711
Cheerleader Freshmen Coach/ Basketball
1
4.00%
$1,711
$1,711
Cheerleader Jr. H.S. Coach/ Basketball
1
4.00%
$1,711
$1,711
Cheerleader Jr. H.S. Coach/ Football
1
4.00%
$1,711
$1,711
Chess Club – Jr./Sr. H.S.
1
4.00%
$1,711
$1,711
Color Guard H.S. Asst. Coach
1
4.00%
$1,711
$1,711
Dance Team Head Coach
1
4.00%
$1,711
$1,711
Local Prof. Development Board (LPDB)
5
4.00%
$1,711
$8,557
Soccer Site Manager-Boys
1
4.00%
$1,711
$1,711
Soccer Site Manager-Girls
1
4.00%
$1,711
$1,711
Volleyball Site Manager
1
4.00%
$1,711
$1,711
ABC Readers
1
2.80%
$1,198
$1,198
Band Winter Percussion Guard
2
2.80%
$1,198
$2,396
Builders Club/Junior High Key Club
1
2.80%
$1,198
$1,198
Chess Club – Amity
1
2.80%
$1,198
$1,198
Class Advisor/Freshman
1
2.80%
$1,198
$1,198
Class Advisor/Sophomore
1
2.80%
$1,198
$1,198
Club Sports Amity
1
2.80%
$1,198
$1,198
Dance Team Asst. Coach
1
2.80%
$1,198
$1,198
Football Site Manager-Grades 10-12
1
2.80%
$1,198
$1,198
Football Site Manager-Grades 7-9
1
2.80%
$1,198
$1,198
National Honor Society
1
2.80%
$1,198
$1,198
Student Council H.S.
1
2.80%
$1,198
$1,198
Vocal Music Elementary
1
2.80%
$1,198
$1,198
Yearbook Advisor - Jr. H.S.
1
2.80%
$1,198
$1,198
Art Club
1
2.60%
$1,112
$1,112
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
49
Technology Leadership Team
14
2.60%
$1,112
$15,573
Interalliance Club Advisor
1
2.60%
$1,112
$1,112
International Club
1
2.60%
$1,112
$1,112
Mentor Specialist
1
2.60%
$1,112
$1,112
Mentor Teacher (Entry Year)
5
2.60%
$1,112
$5,562
Mock Trial
1
2.60%
$1,112
$1,112
Photography Club
1
2.60%
$1,112
$1,112
Step-up
1
2.60%
$1,112
$1,112
Green Team
1
2.60%
$1,112
$1,112
Student Council Jr. H.S.
1
2.60%
$1,112
$1,112
Youth Service Club Amity
2
2.60%
$1,112
$2,225
Basketball Boys Summer Director
1
1.40%
$599
$599
Basketball Girls Summer Director
1
1.40%
$599
$599
Chess Club – Primary
1
1.40%
$599
$599
Conditioning Coach–Boys Fall
1
1.40%
$599
$599
Conditioning Coach–Boys Spring
1
1.40%
$599
$599
Conditioning Coach–Boys Summer
1
1.40%
$599
$599
Conditioning Coach–Boys Winter
1
1.40%
$599
$599
Conditioning Coach–Girls Fall
1
1.40%
$599
$599
Conditioning Coach–Girls Spring
1
1.40%
$599
$599
Conditioning Coach–Girls Summer
1
1.40%
$599
$599
Conditioning Coach–Girls Winter
1
1.40%
$599
$599
Band Auxiliary Units Instructor
7
1.00%
$428
$2,995
Parkers Choreographer
5
1.00%
$428
$2,139
Parkers Asst. Technical Director
1
1.00%
$428
$428
Part II - Academic Supplemental Contracts-Curriculum Leaders
English/Language Arts K-3
1
4.62%
$1,977
$1,977
English/Language Arts 4-6
1
4.62%
$1,977
$1,977
English/Language Arts 7-8
1
4.62%
$1,977
$1,977
English/Language Arts 9-12
1
4.62%
$1,977
$1,977
Mathematics K-3
1
4.62%
$1,977
$1,977
Mathematics 4-6
1
4.62%
$1,977
$1,977
Mathematics 7-8
1
4.62%
$1,977
$1,977
Mathematics 9-12
1
4.62%
$1,977
$1,977
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
50
Noncore K-12 (Business, Foreign Language,
Guidance, Industrial Tech, Technology, Work and
Family Life)
1
4.62%
$1,977
$1,977
Science K-3
1
4.62%
$1,977
$1,977
Science 4-6
1
4.62%
$1,977
$1,977
Science 7-8
1
4.62%
$1,977
$1,977
Science 9-12
1
4.62%
$1,977
$1,977
Social Studies K-3
1
4.62%
$1,977
$1,977
Social Studies 4-6
1
4.62%
$1,977
$1,977
Social Studies 7-8
1
4.62%
$1,977
$1,977
Social Studies 9-12
1
4.62%
$1,977
$1,977
Special Education K-6
1
4.62%
$1,977
$1,977
Special Education 7-12
1
4.62%
$1,977
$1,977
Guidance Counselor K-6
1
4.62%
$1,977
$1,977
Guidance Counselor 7-9
1
4.62%
$1,977
$1,977
Guidance Counselor 10-12
1
4.62%
$1,977
$1,977
Unified Arts K-12 (Art, Music, PE, Health)
1
4.62%
$1,977
$1,977
Academic Coaches
2 per
semester
4.62%
$1,977
$7,906
Part III - Hourly Supplementals
After-school Detention - Amity
0.06%
$24.01
$24.01
After-school Detention - Jr.-Sr. High
0.06%
$24.01
$24.01
After-school Tutors
0.06%
$24.01
$24.01
Home Instruction
0.06%
$24.01
$24.01
Homework Club
0.06%
$24.01
$24.01
Summer School
0.06%
$24.01
$24.01
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
51
APPENDIX "B" - OBSERVATION COMMUNIQUE
DEER PARK CITY SCHOOLS
I. ACTIVITY:
II. STRENGTHS NOTED:
III. SUGGESTIONS/RECOMMENDATIONS/CONCERNS:
Subject Observed
Date Observed
Time Observed
Signature Teacher
Date
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
52
APPENDIX "B-1" CERTIFICATED PERSONNEL/EVALUATION
DEER PARK CITY SCHOOLS
Appraisee:
Ineffective/Unsatisfactory
Basic
Proficient
Distinguished
Not Observed
Not Applicable
Appraiser:
School Year:
Teaching Assignment:
Dates Observations Occurred:
I. PLANNING AND PREPARATION
A. Demonstrating Knowledge of Content and Pedagogy
Knowledge of Content
Knowledge of Pre-requisite Relationships
Knowledge of Content-Related Pedagogy
B. Demonstrating Knowledge of Students
Knowledge of Characteristics of Age Group
Knowledge of Students’ Varied Approaches to
Learning
Knowledge of Students’ Skills and Knowledge
Knowledge of Students’ Interests and Cultural
Heritage
C. Selecting Instructional Goals
Value
Clarity
Suitability for Diverse Students
Balance
D. Designing Coherent Instruction
Learning Activities
Instructional Materials and Resources
Instructional Groups
Lesson and Unit Structure
E. Assessing Student Learning
Congruence with Instructional Goals
Criteria and Standards
Use for Planning
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
53
COMMENTS:
Appraisee:
Ineffective/Unsatisfactory
Basic
Proficient
Distinguished
Not Observed
Not Applicable
Appraiser:
School Year:
Teaching Assignment:
II. CLASSROOM ENVIRONMENT
A. Creating an Environment of Respect and Rapport
Teacher Interaction with Students
Student Interaction
B. Establishing a Culture for Learning
Importance of the Content
Student Pride in Work
Expectations for Learning and Achievement
C. Managing Classroom Procedures
Management of Instructional Groups
Management of Transitions
Management of Materials and Supplies
Performance of Non-Instructional Duties
D. Managing Student Behavior
Expectations
Monitoring of Student Behavior
Response to Student Misbehavior
E. Organizing Physical Space
Safety and Arrangement of Furniture
Accessibility to Learning and Use of Physical
Resources
COMMENTS:
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
54
Appraisee:
Ineffective/Unsatisfactory
Basic
Proficient
Distinguished
Not Observed
Not Applicable
Appraiser:
School Year:
Teaching Assignment:
III. INSTRUCTION
A. Communicating Clearly and Accurately
Directions and Procedures
Oral and Written Language
B. Using Questioning and Discussion Techniques
Quality of Questions
Discussion Techniques
Student Participation
C. Engaging Students in Learning
Representation of Content
Activities and Assignments
Grouping of Students
Instructional Materials and Resources
Structure and Pacing
D. Providing Feedback to Students
Quality: Accurate, Substantive, Constructive, and
Specific
Timeliness
E. Demonstrating Flexibility and Responsiveness
Lesson Adjustment
Response to Students
Persistence
COMMENTS:
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
55
Appraisee:
Ineffective/Unsatisfactory
Basic
Proficient
Distinguished
Not Observed
Not Applicable
Appraiser:
School Year:
Teaching Assignment:
IV. PROFESSIONAL RESPONSIBILITIES
A. Reflecting on Teaching
Accuracy
Use in Future Teaching
B. Maintaining accurate records
Student Completion of Assignments
Student Progress in Learning
Non-Instructional Records
C. Communicating with Families
Information About the Instructional Program
Information About Individual Students
Engagement of Families in the Instructional Program
D. Contributing to the School and District
Relationships with Colleagues
Service to the School
Participation in School and District Projects
E. Growing and Developing Professionally
Enhancement of Content Knowledge and Pedagogical
Skill
Service to the Profession
F. Showing Professionalism
Service to Students
Advocacy
Decision Making
COMMENTS:
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
56
APPRAISER’S STATEMENT OF APPRAISEE’S OVERALL PERFORMANCE AND SPECIFIC
RECOMMENDATIONS FOR IMPROVEMENT
APPRAISEE’S STATEMENT OF OVERALL PERFORMANCE AND RESPONSE TO
RECOMMENDATIONS FOR IMPROVEMENT
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
57
TARGETS:
ACTION PLAN:
Signature: Date:
(Appraisee)
Signature: Date:
(Appraiser)
The signature of the teacher verifies only that he/she has received a copy of this evaluation instrument.
This signature does not indicate agreement or disagreement on the part of the teacher.
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
58
APPENDIX "C1" - TEACHERS SALARY SCHEDULE 2017-2018 (3.0% increase)
DEER PARK COMMUNITY CITY SCHOOLS
COLUMN A
COLUMN B
COLUMN C
COLUMN D1
COLUMN D2
COLUMN D3
YEARS
BACHELOR
BA DEGREE
MASTERS
MA DEGREE
MA DEGREE
MA DEGREE
DEGREE
+ 15 HRS*
DEGREE
+ 15 HRS
+ 30 HRS
+ 45 HRS
0
41,020.78
42,251.40
45,943.27
46,763.69
47,584.10
48,404.52
1
42,661.61
43,892.23
47,994.31
48,814.73
49,635.14
50,455.56
2
44,302.44
45,533.07
50,045.35
50,865.77
51,686.18
52,506.60
3
46,353.48
47,584.10
52,096.39
52,916.81
53,737.22
54,557.64
4
48,404.52
49,635.14
54,147.43
54,967.85
55,788.26
56,608.68
5
50,455.56
51,686.18
56,608.68
57,429.09
58,249.51
59,069.92
6
52,506.60
53,737.22
59,069.92
59,890.34
60,710.75
61,531.17
7
54,557.64
55,788.26
61,531.17
62,351.59
63,172.00
63,992.42
8
57,018.88
58,249.51
63,992.42
64,812.83
65,633.25
66,453.66
9
59,480.13
60,710.75
66,863.87
67,684.29
68,504.70
69,325.12
10
61,941.38
63,172.00
69,735.33
70,555.74
71,376.16
72,196.57
11
64,402.62
65,633.25
72,606.78
73,427.20
74,247.61
75,068.03
12
67,274.08
68,504.70
75,888.44
76,708.86
77,529.27
78,349.69
15
68,709.81
69,940.43
77,939.48
78,759.90
79,580.31
80,400.73
20
70,145.53
71,376.16
79,580.31
80,400.73
81,221.14
82,041.56
23
70,965.95
72,196.57
80,400.73
81,631.35
82,451.77
83,272.18
25
71,786.37
73,016.99
81,221.14
82,861.98
84,092.60
84,913.01
27
72,606.78
73,837.40
82,861.98
84,502.81
86,143.64
86,964.05
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
59
YEARS
INDEX
INDEX
INDEX
INDEX
INDEX
INDEX
0
1
1.03
1.12
1.14
1.16
1.18
1
1.04
1.07
1.17
1.19
1.21
1.23
2
1.08
1.11
1.22
1.24
1.26
1.28
3
1.13
1.16
1.27
1.29
1.31
1.33
4
1.18
1.21
1.32
1.34
1.36
1.38
5
1.23
1.26
1.38
1.4
1.42
1.44
6
1.28
1.31
1.44
1.46
1.48
1.5
7
1.33
1.36
1.5
1.52
1.54
1.56
8
1.39
1.42
1.56
1.58
1.6
1.62
9
1.45
1.48
1.63
1.65
1.67
1.69
10
1.51
1.54
1.7
1.72
1.74
1.76
11
1.57
1.6
1.77
1.79
1.81
1.83
12
1.64
1.67
1.85
1.87
1.89
1.91
15
1.675
1.705
1.9
1.92
1.94
1.96
20
1.71
1.74
1.94
1.96
1.98
2
23
1.73
1.76
1.96
1.99
2.01
2.03
25
1.75
1.78
1.98
2.02
2.05
2.07
27
1.77
1.8
2.02
2.06
2.1
2.12
* Hours here refer to semester hours and/or professional credit for work subsequent to
the date of the bachelor degree.
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
60
APPENDIX "C2" - TEACHERS SALARY SCHEDULE 2018-2019 (2.25% increase)
DEER PARK COMMUNITY CITY SCHOOLS
COLUMN A
COLUMN B
COLUMN C
COLUMN D1
COLUMN D2
COLUMN D3
YEARS
BACHELOR
BA DEGREE
MASTERS
MA DEGREE
MA DEGREE
MA DEGREE
DEGREE
+ 15 HRS*
DEGREE
+ 15 HRS
+ 30 HRS
+ 45 HRS
0
41,943.75
43,202.06
46,977.00
47,815.88
48,654.75
49,493.63
1
43,621.50
44,879.81
49,074.19
49,913.06
50,751.94
51,590.81
2
45,299.25
46,557.56
51,171.38
52,010.25
52,849.13
53,688.00
3
47,396.44
48,654.75
53,268.56
54,107.44
54,946.31
55,785.19
4
49,493.63
50,751.94
55,365.75
56,204.63
57,043.50
57,882.38
5
51,590.81
52,849.13
57,882.38
58,721.25
59,560.13
60,399.00
6
53,688.00
54,946.31
60,399.00
61,237.88
62,076.75
62,915.63
7
55,785.19
57,043.50
62,915.63
63,754.50
64,593.38
65,432.25
8
58,301.81
59,560.13
65,432.25
66,271.13
67,110.00
67,948.88
9
60,818.44
62,076.75
68,368.31
69,207.19
70,046.06
70,884.94
10
63,335.06
64,593.38
71,304.38
72,143.25
72,982.13
73,821.00
11
65,851.69
67,110.00
74,240.44
75,079.31
75,918.19
76,757.06
12
68,787.75
70,046.06
77,595.94
78,434.81
79,273.69
80,112.56
15
70,255.78
71,514.09
79,693.13
80,532.00
81,370.88
82,209.75
20
71,723.81
72,982.13
81,370.88
82,209.75
83,048.63
83,887.50
23
72,562.69
73,821.00
82,209.75
83,468.06
84,306.94
85,145.81
25
73,401.56
74,659.88
83,048.63
84,726.38
85,984.69
86,823.56
27
74,240.44
75,498.75
84,726.38
86,404.13
88,081.88
88,920.75
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
61
YEARS
INDEX
INDEX
INDEX
INDEX
INDEX
INDEX
0
1
1.03
1.12
1.14
1.16
1.18
1
1.04
1.07
1.17
1.19
1.21
1.23
2
1.08
1.11
1.22
1.24
1.26
1.28
3
1.13
1.16
1.27
1.29
1.31
1.33
4
1.18
1.21
1.32
1.34
1.36
1.38
5
1.23
1.26
1.38
1.4
1.42
1.44
6
1.28
1.31
1.44
1.46
1.48
1.5
7
1.33
1.36
1.5
1.52
1.54
1.56
8
1.39
1.42
1.56
1.58
1.6
1.62
9
1.45
1.48
1.63
1.65
1.67
1.69
10
1.51
1.54
1.7
1.72
1.74
1.76
11
1.57
1.6
1.77
1.79
1.81
1.83
12
1.64
1.67
1.85
1.87
1.89
1.91
15
1.675
1.705
1.9
1.92
1.94
1.96
20
1.71
1.74
1.94
1.96
1.98
2
23
1.73
1.76
1.96
1.99
2.01
2.03
25
1.75
1.78
1.98
2.02
2.05
2.07
27
1.77
1.8
2.02
2.06
2.1
2.12
* Hours here refer to semester hours and/or professional credit for work subsequent to the date of the bachelor degree.
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
62
APPENDIX "C3" - TEACHERS SALARY SCHEDULE 2019-2020 (2.0% increase)
DEER PARK COMMUNITY CITY SCHOOLS
COLUMN A
COLUMN B
COLUMN C
COLUMN D1
COLUMN D2
COLUMN D3
YEARS
BACHELOR
BA DEGREE
MASTERS
MA DEGREE
MA DEGREE
MA DEGREE
DEGREE
+ 15 HRS*
DEGREE
+ 15 HRS
+ 30 HRS
+ 45 HRS
0
42,782.63
44,066.11
47,916.55
48,772.20
49,627.85
50,483.50
1
44,493.94
45,777.41
50,055.68
50,911.33
51,766.98
52,622.63
2
46,205.24
47,488.72
52,194.81
53,050.46
53,906.11
54,761.77
3
48,344.37
49,627.85
54,333.94
55,189.59
56,045.25
56,900.90
4
50,483.50
51,766.98
56,473.07
57,328.72
58,184.38
59,040.03
5
52,622.63
53,906.11
59,040.03
59,895.68
60,751.33
61,606.99
6
54,761.77
56,045.25
61,606.99
62,462.64
63,318.29
64,173.95
7
56,900.90
58,184.38
64,173.95
65,029.60
65,885.25
66,740.90
8
59,467.86
60,751.33
66,740.90
67,596.56
68,452.21
69,307.86
9
62,034.81
63,318.29
69,735.69
70,591.34
71,446.99
72,302.64
10
64,601.77
65,885.25
72,730.47
73,586.12
74,441.78
75,297.43
11
67,168.73
68,452.21
75,725.26
76,580.91
77,436.56
78,292.21
12
70,163.51
71,446.99
79,147.87
80,003.52
80,859.17
81,714.82
15
71,660.91
72,944.38
81,287.00
82,142.65
82,998.30
83,853.95
20
73,158.30
74,441.78
82,998.30
83,853.95
84,709.61
85,565.26
23
74,013.95
75,297.43
83,853.95
85,137.43
85,993.09
86,848.74
25
74,869.60
76,153.08
84,709.61
86,420.91
87,704.39
88,560.04
27
75,725.26
77,008.73
86,420.91
88,132.22
89,843.52
90,699.18
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
63
YEARS
INDEX
INDEX
INDEX
INDEX
INDEX
INDEX
0
1
1.03
1.12
1.14
1.16
1.18
1
1.04
1.07
1.17
1.19
1.21
1.23
2
1.08
1.11
1.22
1.24
1.26
1.28
3
1.13
1.16
1.27
1.29
1.31
1.33
4
1.18
1.21
1.32
1.34
1.36
1.38
5
1.23
1.26
1.38
1.4
1.42
1.44
6
1.28
1.31
1.44
1.46
1.48
1.5
7
1.33
1.36
1.5
1.52
1.54
1.56
8
1.39
1.42
1.56
1.58
1.6
1.62
9
1.45
1.48
1.63
1.65
1.67
1.69
10
1.51
1.54
1.7
1.72
1.74
1.76
11
1.57
1.6
1.77
1.79
1.81
1.83
12
1.64
1.67
1.85
1.87
1.89
1.91
15
1.675
1.705
1.9
1.92
1.94
1.96
20
1.71
1.74
1.94
1.96
1.98
2
23
1.73
1.76
1.96
1.99
2.01
2.03
25
1.75
1.78
1.98
2.02
2.05
2.07
27
1.77
1.8
2.02
2.06
2.1
2.12
* Hours here refer to semester hours and/or professional credit for work subsequent to the date of the bachelor degree.
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
64
APPENDIX "D" - GRIEVANCE FORM
DEER PARK EDUCATION ASSOCIATION
Name of Grievant(s): ____________________________________________________________
Date: ________________________________________________________________________
Job Classification(s): ____________________________________________________________
Job Location: __________________________________________________________________
Name of Administrator/Supervisor: _________________________________________________
Date Event Occurred Giving Rise to Grievance: _______________________________________
Statement of Cause of Grievance (including date, time, place and all specific factual circumstances):
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
Provisions of Agreement Subject to Interpretation, Application or Alleged Violation: ___________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
Remedy Requested: ____________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________ ___________________________________
Date Received and Signature of Person Signature of Grievant(s)
Receiving Grievance Form
Deer Park Education Association and Deer Park Board of Education
Collective Bargaining Agreement
Effective July 1, 2017 to June 30, 2020
65
APPENDIX "E" - PROFESSIONAL GROWTH FUND APPLICATION FOR COLLEGE CREDIT
DEER PARK COMMUNITY CITY SCHOOLS
Name________________________________________________ Date ____________________
Building___________________________________________________
As provided in the teacher salary schedule, the Superintendent must approve all training taken beyond the
bachelor degree.
Please fill in form below and forward it to the Superintendent's Office before the course is started.
I am applying for:
A. _______ Tuition reimbursement for approved college credit.
Title of course(s):
__________________________________________________________ Course No. ________________
__________________________________________________________ Course No. _________________
University _____________________________________________________________________________
Date of first class ______________________________ Number of credits _________________
Semester or quarter ____________________________ Cost per credit ____________________
Total _______________________________
Prior to beginning coursework/workshop the employee shall submit this application and a copy of the
registration form to the Superintendent for approval. Signature acknowledges approval of coursework,
not amount to be reimbursed. Amount of reimbursement will be determined after the deadline (June
30th) and the eligible amount will be reimbursed to you by October 1st. This form must be submitted
prior to the class but no later than June 30th. Any class starting after June 30th will be reimbursed after
June 30th of the following year.
_____________________________________ ___________________________________________
Teacher's Signature Date Superintendent's Signature Date
