2021-2024 Contract | Scarsdale Teachers Association and

Scarsdale Teachers Association

and

Scarsdale Board of Education

2021-2024 Contract

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STA&SBE_2021Contract_CoversFinal_Layout 1 11/20/21 2:03 PM Page B

AGREEMENT

between

THE BOARD OF EDUCATION

SCARSDALE UNION FREE SCHOOL DISTRICT

Scarsdale, New York

And

SCARSDALE TEACHERS ASSOCIATION, INC.

for the period

JULY 1, 2021

through

JUNE 30, 2024

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Table of Contents

Article Title Page

Number

1 Recognition................................................................................. 1

2 Collective Negotiations .............................................................. 1

3 Association Dues Deductions ..................................................... 2

4 Association Facilities.................................................................. 2

5 Association President.................................................................. 3

6 Board’s Rules & Regulations...................................................... 3

7 Academic Freedom..................................................................... 3

8 Major Curriculum Changes ........................................................ 3

9 Professional Development Program ........................................... 4

10 Scarsdale Teachers Institute........................................................ 5

11 Teacher Salary Schedule............................................................. 7

12 Payroll Schedule ......................................................................... 8

13 Part-time Teachers ...................................................................... 8

14 Athletic Coaching Pay ................................................................ 8

15 Extra-Curricul

ar Assignment Pay ............................................... 13

16 Salary Differentials & Work Year for Certain Assignments ....... 13

17 Summer School Salary ............................................................... 17

18 Improvement of Instruction Program ......................................... 17

19 Termination Allowance............................................................... 17

20 Health & Life Insurance ............................................................. 17

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Article

Number Title Page

21 Benefit Fund ............................................................................... 19

22 Personal Property Loss or Damage............................................. 19

23 Sick Leave Bank ......................................................................... 19

24 Just Cause ................................................................................... 20

25 Posting & Notification of Openings ........................................... 21

26 Personnel Files............................................................................ 21

27 Absence & Leaves-Absence for Personal Illness ....................... 22

28 Absences & Leaves-Absence for Personal Purposes.................. 23

29 Leaves of Absence-Without Pay................................................. 24

30 Jury Duty .................................................................................... 24

31 Child-Care Leave........................................................................ 24

32 Calendar...................................................................................... 25

33 Grievance Procedure................................................................... 25

34 Chaperoning................................................................................ 29

35 Pro

fessional Performance Review.............................................. 29

36 Professional Standards................................................................ 31

37 Voluntary Reassignment & Involuntary Transfer ....................... 33

38 Parent-Teacher Conferences ....................................................... 33

39 Notification of Assignment......................................................... 33

40 Lunch Period and Lunch Period Supervision ............................. 33

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Article

Number Title Page

41 Elementary School Preparation Periods ..................................... 34

42 Mentor Teacher Program ............................................................ 34

43 School Nurses ............................................................................. 34

44 Occupational Therapists ............................................................. 37

45 Notice of Retirement................................................................... 38

46 Headings ..................................................................................... 38

47 Contract Implementation ............................................................ 38

48 Statutory Provision ..................................................................... 38

49 Duration of Agreement ............................................................... 38

Signatures of Contract Executors..................................................................... 38

Exhibit A1 Teacher Salary Schedule 2021-22............................................... 39

Exhibit A2 Salary Range Adjustment Model ................................................ 39

Exhibit B Pl

acement of Teachers & Allowance for Salary Credit .............. 40

Exhibit C Teacher’s Career Increment ........................................................ 42

Exhibit D Notification of Grievance ........................................................... 43

Exhibit E Stipend for Continuing Study through

Graduate Course Credit .............................................................. 43

AGREEMENT between the Board of Education of Scarsdale Union Free School

District (hereinafter referred to as the “Board”), and the Scarsdale Teachers

Association, Inc. (hereinafter referred to as the “Association”).

W I T N E S S E T H:

In consideration of the mutual covenants herein contained, the parties hereto

hereby agree as follows:

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Article 1-Recognition

The Board hereby recognizes the Association as the exclusive representative

for all professional employees of the Board, including all classroom teachers,

psychologists, librarians, special teachers, High School Deans, Middle School

House Counselors, department heads, District coordinators, teachers-in-charge,

elementary curriculum coordinators, part-time teachers, and summer sch

ool

teachers, as well as school nurses, occupational therapists, and physical therapists

but excluding certain personnel having supervisory duty, that is, the Superintendent,

Assistant Superintendents, Principals, Assistant Principals, and central staff

directors, employed by the Board, for the purpose of negotiating collectively in

the determination of, and administration of grievances arising under,

the terms

and conditions of employment as provided in the Public Employees' Fair

Employment Act. Unless otherwise indicated, the term "teacher" or "teachers"

when used in this Agreement shall refer to a member or members of the unit

herein defined.

Article 2-Collective Negotiations

A. The Board and the Association agree to negotiate in good faith in an effort to

reach Agreement in the determination of

, and administration of grievances arising

under the terms and conditions of employment (as defined in the Public Employees'

Fair Employment Act) of the teachers in the unit. All proposals for adoption in

the school year following the expiration of this Agreement shall be submitted in

writing by the Board or the Association to the other party by February 15, 2024,

and negotiations on such proposals sha

ll commence as soon thereafter as is

practicable.

B. During negotiations, the Board and Association shall present relevant data,

and exchange points of view. The Board shall, within reason, make available

records, data and information in its possession (including line budget items

where developed) which are directly pertinent to a topic under negotiation.

The Association shall also, within reason, ma

ke available records, data, and

information in its possession or which may be available through its state or

national affiliate and which are directly pertinent to a topic under negotiation.

In addition, the Board will provide the Association with copies of the School

District's annual audited financial report for the fiscal years 2021-22, 2022-23,

and 2023-24. Negotiated agreements shall be reduced to writing and be signed

by the Association and the Board. No agreements shall be signed until all

negotiations are completed on all topics being negotiated.

C. Release Time for Negotiations

1. If a negotiating session is held during part of a school day, Association

members directly engaged in negotiation discussions shall be released

without loss of pay from their normal duties at least fifteen (15) minutes

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prior to the beginning of the session. If it shall be necessary during the

school day for such Association members to meet and confer or engage in

activity to prepare for negotiations, not more than fifteen (15) days of

released time in the school year shall be permitted without loss of pay for

that purpose; provided, however, that the President of the Association

shall provide the Superintendent of S

chools, in writing, ordinarily three

(3) days in advance, with the name of each teacher and the date and hour

of requested release; and on grounds of educational hardship for the

students of each teacher, the Superintendent may direct that another date

be used. Days permitted under this provision shall not be charged to the

personal leave days provided in Article 28.

2. Except as provided in this paragraph C, no within-the-school-day activity

of the members of the Association negotiating team shall in any manner alter

or interfere with the normal instructional processes of any teacher.

Article 3-Association Dues Deductions

A. The Business Office of the District shall collect dues of members of the

Association, on behalf of the Association, by a system of authorized dues

deductions. Teachers, as

defined in Article 1 hereof, shall sign and file dues

deduction cards for this purpose with the Business Office, and thereafter, dues

deduction cards will remain effective until withdrawn by the teacher or until the

teacher's employment in the District terminates. On or before June 30th of each

year, and again on or before January 15th, the President of the Association shall

inform the Assistant Sup

erintendent for Business & Facilities in writing of the

exact amount of dues to be collected for each membership category. Deductions

reported by June 30th will be made in twenty (20) equal installments, beginning

on or about September 15th. Deductions reported by January 15th will be made

in ten (10) equal installments beginning February 15th.

B. Withdrawal of payroll deduction must be made in writi

ng and only in accordance

with the terms of membership set forth on the membership enrollment form that

has been individually signed and presented to the District. The District must

notify the Association President within three (3) business days of the receipt of

an employee’s request to withdraw from payroll deduction.

C. No other organization, entity or individual that would otherwise seek to

represent or advocate for professional employees as defined in Article 1 employees,

or otherwise discuss organizational or individual questions or issues pertaining

to union membership or terms and conditions of employment will be permitted

access to employees on the District’s property.

Article 4-Association Facilities

A. The Board shall assign space to the Association in Scarsdale High School to

be used as an office of the Association.

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B. The Board shall provide the following facilities to the Association: a private

telephone to be paid for by the Association, one bulletin board in each faculty

room at each school in the District, and a meeting room at each school when use of

the room is permitted by the Principal of the school. In addition, the Association is

to have use of teachers’ mailboxes and reasonable use of the mail servic

e of each

school.

Article 5-Association President

A. The President of the Association will be released from those pupil supervisory

duties specified in this Article to transact Association business, provided such

duties can be satisfactorily performed by the Principal assigning them to other

teachers without the necessity of the hiring of additional personnel. Such released

duties are: study hall, bus dut

y, playground supervision, cafeteria duty, recess

duty, homeroom duty, hall monitoring, and chaperoning.

B. The President shall have his or her teaching load reduced by 40%. His or her

schedule shall be so arranged as to leave each afternoon free from teaching and

supervisory duties.

Article 6-Board's Rules and Regulations

Copies of each amendment or new policy made to the Board's current Rules and

Regu

lations, during the life of this contract, will be made available as follows:

A. The Board of Education shall maintain official Policies, Rules and Regulations

on the District website, and

B. Within five (5) days of the Board's approval of each amendment or new policy,

the President of the Association shall be notified by email for distribution to

members of the Association.

Article 7-Academic Freed

The Board and the Association affirm that academic freedom has been and shall

continue to be guaranteed to all teachers in this District.

Article 8-Major Curriculum Changes

Curriculum development and changes will be carried out in a shared and collegial

manner by teachers and administrators with the Assistant Superintendent for

Instruction having primary responsibility for supporting and overseeing

curriculum projects and changes. Such curriculum projects and changes are

subject to the authority of the Board under statute.

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A. Elementary Schools: Curriculum at the elementary schools will be developed

through a District Committee(s). Each elementary school will be represented on

such a committee with the composition of the committee to be determined by the

Superintendent or his/her designee in consultation with the STA President. For

any changes that would affect the Middle School, a representative from the

related department of the Middle Sch

ool will be appointed by the Middle School

building unit.

B. Secondary Schools: Curriculum at the Middle School and High School will be

developed through individual departments, school wide committees, and individual

group initiative. When the secondary schools are involved in District curriculum

committees, each school will be represented by at least one teacher who is either

elected or appointed by the Association building unit in each school.

C. Support for New Curriculum:

The Assistant Superintendent for Instruction

and the STI Director will collaborate with each other, curriculum committees,

building departments, and the Principals in planning and carrying out staff

development necessary to prepare teachers to develop, use, and evaluate new

curriculum.

D. Nothing in this article precludes the faculty and Principal at individual schools

from proposing curriculum to meet

the unique building needs and interests.

Article 9-Professional Development Program

A. The Board will allocate the following amounts for such professional development

activities as may be recommended by a joint Administration/ Teacher Professional

Development Committee (consisting of four administrators appointed by the

Superintendent and four teachers appointed by the Association) and approved

by th

e Board: $144,000 in 2021-22, 2022-23, and 2023-24. Recipients of any

salary payments made pursuant to this provision from September 1st through the

end of the school year in June shall be paid at a daily rate prorated upon 80% of

their full salary during the then current school year. Recipients of any salary

payments made pursuant to this provision from the end of the school year in

June to September 1st of the following school year will be paid at a daily rate

prorated upon 80% of their full salary during the preceding school year.

B. If, for any reason, recipients return money to the District or do not use their

approved allocation, these funds shall be used to fund additional approved

activities in the same school year. If for any reason such funds are not used for

such purpose during the same school year, they shall be added to any funds

provided for such purpose in the Agreement for the ensuing year.

C. Professional Development Program funds not committed during the initial

March-April selection process shall become available for further applications in

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the same school year. If for any reason such funds are not used for such purpose

during the same school year, they shall be added to any funds provided for such

purpose in the Agreement for the ensuing school year. The Superintendent and

the Professional Development Committee shall establish new dates for accepting

and reviewing the new applications.

Article 10-Scarsdale Teachers Institute

A. The Boa

rd will approve a full-time leave with pay and with full benefits for a

teacher presently on staff who is designated by the Association to serve as Director

of the STI.

B. The Board will provide such suitable accommodation as may be available as

an office or headquarters for the Director's use without charge to the Association.

The Board shall not incur cost for any secretarial service for the Institut

C. The Board will provide such suitable accommodation as may be available for

use as an Institute Center for all staff members. The Center shall be used for some

course meetings and to house standing exhibits of particular interest to teachers,

such as environmental models and collections of children's books.

D. Under the Rules and Regulations of the Board for in-service courses, the

Association m

ay recommend to the Superintendent through the Accreditation

Committee, referred to in "F" below, that Institute courses be approved for

salary credit for staff members. Upon approval by the Board such courses may

carry one (1) to three (3) units of credit at the rate established on the current salary

schedule in the District. Class or lecture time, reading, and appropriate activities

for a course for

study credit will be patterned in a manner generally consistent

with university practices. Teachers at MA+75 or above who successfully complete

courses approved for credit will receive a stipend in the amount of $300. Also,

the Board may approve one (1) course per semester for payment of a stipend in

the amount of $300 to participating teachers rather than for salary credit.

Stipends which are paid sh

all not be deducted from the amount specified in

paragraph K below.

E. The option to offer a course without salary credit and without any form of

financial assistance from the Board shall remain with the Institute, and, if a course

is denied salary credit, the Institute may conduct it for such teachers as wish to

pursue the subject provided, however, that such a course not be conducted during

school hours except with the prior approval of the Board. The Board shall incur

no direct cost of instructor's salary, study credit or other related costs for such

non-approved courses. For any courses which it intends to give on school

grounds, the STI will apply to the Board for permission to use the buildings or

grounds in the manner established for all community groups.

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F. An Accreditation Committee shall be composed of three (3) teachers designated

by the Association and three (3) administrators designated by the Superintendent.

This committee shall review all Institute in-service course proposals to be

presented to the Superintendent. The Committee shall submit written descriptions

of recommended courses to the Superintendent no later than thirty (30) days

prior t

o the anticipated commencement of any course. Upon the recommendation

of the Superintendent, the Board shall determine whether or not it will approve

the course for salary credit and the Superintendent shall confirm the decision of

the Board within thirty days of receiving the original request. If the Board does

not approve a course, the Institute Director shall have the option of revising and

resubmitting the course for Board consideration.

G. Released time equivalent to three (3) school days shall be provided to each of

the three (3) teacher members of the Accreditation Committee for meetings to

review Institute courses. If additional time is required to complete its work, the

Committee shall schedule its meetings at such times as all members can reasonably

attend.

H. In order to obtain salary cr

edit for an approved course, a teacher will be

responsible for completing the course requirements. The Director of the Institute

will certify to the Superintendent that the teacher has met the requirements. In

addition, the teacher shall, within ninety days of completion of the course, file

with the Assistant Superintendent for Human Resources and Leadership

Development office a signed statement cer

tifying (1) that he or she has met all

the requirements for the course, (2) how he or she has met these requirements,

and (3) requesting salary credit.

I. The Association shall be responsible for the preparation of a yearly analysis

of the nature and degree of success of the Institute courses offered during the

school year. Such a report shall provide a description of each course offered

both for cre

dit and non-credit and an estimate of the course's quality and

effectiveness. The report shall also include registration lists of all teachers and

others who have enrolled in STI courses or other experiences during the program

year, a listing of all disbursements made from all funding received by the STI

during the program year, and a listing of all payments made to teachers during the

program year. The report shall be filed with the Board and the Superintendent by

August 31st immediately following the program year.

J. Annual Limits on Credit Accrual

1. Effective with the 2016-17 school year, salary study credits earned

by any teacher through the Institute shall not exceed eight (8) in any

one school year. Continuing payment for such credits shall conform to

the "study credit" policies of the Board of Education. K-12 teachers who

are not directly responsible for teaching fine arts courses may take six

(6) credits in the fine arts out of twenty-four (24) earned. However,

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this limitation shall not apply to courses that address the goals of the

district’s Strategic Plan as determined by the STI Accreditation

Committee. Any STI credits above the credit limit shall not be

accorded salary schedule credit but will receive a stipend in the

amount of $300.

2. Upon application and approval, the eight (8) credit maximum noted

above may be waived for STI courses where the STI

Accreditation

Committee determines that such courses meet District goals.

K. Board Contribution to STI:

1. The Board will allocate the following for salaries, reasonable travel

expenses, reasonable supplies and materials of instructors, and reasonable

cost of materials for course administration with respect to in-service

courses approved for salary credit and to other in-service education

activities ap

proved by the Board conducted during such school year:

$141,000 in 2021-22, $146,000 in 2022-23, and $151,000 in 2023-24.

The Board will not assume any cost for learning or text materials for

course enrollees.

2. In each year of the contract the Board will allocate an additional

$500 to the STI if funding from the New York State Teacher Resource

and Computer Training Center Grant is not increased by at

least $500

per year.

L. The course plan that a leader develops shall be considered his project

requirement for salary credit if the course is approved for credit.

M. For the purpose of planning the Institute program for the following school

year, the Institute Director shall be paid by the Board for fifteen (15) days of

summer work during each of the years of this Agreement. Payment shall be

prorated

upon a daily rate of 1/200th of the Director's full salary during the

preceding school year. These funds shall not be deducted from the amount for

Institute programming specified in paragraph K above.

Article 11-Teacher Salary Schedule

A. The teacher salary schedule for the period September 1, 2021, to August 31,

2022 (Exhibit A1) is 1.700% above the salary schedule for September 1, 2020.

The teacher salary schedule for September 1, 2022, to August 31, 2023 shall be

generated by increasing the salary schedule for September 1, 2021 by either

1.250%, 1.375%, 1.500%, 1.625%, or 1.750% as determined by the Salary Range

Adjustment Model found in Exhibit A2. The teacher salary schedule for September

1, 2023, to August 31, 2024 shall be generated by increasing the salary schedule

for September 1, 2022 by either 1.250%, 1.375%, 1.500%, 1.625%, or 1.750% as

determined by the Salary Range Adjustment Model found in Exhibit A2.

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B. Those teachers who were employed in the District in 2013-2014 who return to

the District in 2014-2015 shall receive an off schedule recurring salary payment

of $1750. This amount shall be prorated for part-time staff.

Article 12-Payroll Schedule

Salaries will be paid bimonthly between September and June of each year.

When payday falls on a day when school is not in session, salaries will be paid

on t

he nearest preceding school day except as set forth in paragraph B below.

Each teacher, nurse, occupational and physical therapist may select either pay

option herein contained, provided that the Assistant Superintendent for Business

& Facilities be informed in writing before June 30th of the preceding school

year. All payments shall be made by direct deposit.

A. Twenty (20) or more checks per school y

ear, commencing on or about

September 15th, each check consisting of a proportionate amount of the

teacher's annual salary.

B. Twenty-four (24) or more checks per school year, commencing on or about

September 15th, each check consisting of a proportionate amount of the

teacher's annual salary. The final five (5) payments, however, shall be paid on

the last payday in June.

Article 13-Part-time Teachers

A. Salaries for part-time teachers shall be prorated on the salary schedule for

full-time teachers.

B. Part-time teachers employed on a half-time or greater basis shall receive full

health and life insurance benefits. Part-time teachers employed less than half-

time shall not be eligible for health, life, or dental/vision insurance benefits.

Article 14-Athletic Coaching Pay

A. The schedules below repla

ce the previously used point and multiplier system.

With the start of the 2021 - 2022 school year, for coaches previously employed

by the Scarsdale Schools, they shall be placed on a Tier of the schedule such that

this tier represents a growth in their stipend from the previous structure with

exact placement determined through discussion between the Assistant

Superintendent for Human Resources and Leadership Development and the

STA President (or their designee). With the start of the 2021 - 2022 school year,

coaches previously employed by the Scarsdale schools whose previous stipend

exceeds the Tier F stipend of their sport, shall receive a one-time 3% increase

on that stipend. For coaches newly employed by the Scarsdale Schools starting

in the 2021 - 2022 school year, their initial placement on the schedule shall be

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determined through negotiation between the new employee and the Assistant

Superintendent for Human Resources and Leadership Development or their

designee.

If multiple coaches occupy the same role, the stipends listed below are per coach

appointed by the Board of Education to that role.

High School Sports

Position Tier A Tier B Tier C Tier D Tier E Tier F

Baseball - Var. Head $8,547 $8,918 $9,290 $9,661 $10,033 $10,776

Baseball - Asst. $5,983 $6,243 $6,503 $6,763 $7,023 $7,543

Baseball - JV Head $6,410 $6,689 $6,967 $7,246 $7,525 $8,082

Baseball - JV Asst $4,558 $4,756 $4,955 $5,153 $5,351 $5,747

Baseball - Frosh Head $5,128 $5,351 $5,574 $5,797 $6,020 $6,466

Basketball - Boys Var. Head $8,547 $8,918 $9,290 $9,661 $10,033 $10,776

Basketball - Boys Var Asst $5,983 $6,243 $6,503 $6,763 $7,023 $7,543

Basketball - Boys JV Head $6,410 $6,689 $6,967 $7,246 $7,525 $8,082

Basketball - Boys JV Asst $4,558 $4,756 $4,955 $5,153 $5,351 $5,747

Basketball - Boys Frosh Head $5,413 $5,648 $5,884 $6,119 $6,354 $6,825

Basketball - Girls Var. Head $8,547 $8,918 $9,290 $9,661 $10,033 $10,776

Basketball - Girls Var Asst $5,983 $6,243 $6,503 $6,763 $7,023 $7,543

Basketball - Girls JV Head $6,410 $6,689 $6,967 $7,246 $7,525 $8,082

Basketball - Girls JV Asst $4,558 $4,756 $4,955 $5,153 $5,351 $5,747

Basketball - Girls Frosh Head $5,413 $5,648 $5,884 $6,119 $6,354 $6,825

Bowling $5,698 $5,945 $6,193 $6,441 $6,689 $7,184

Cheerleading - Var Head (fall) $6,410 $6,689 $6,967 $7,246 $7,525 $8,082

Cheerleading - Var Asst (winter) $5,270 $5,500 $5,729 $5,958 $6,187 $6,645

Cheerleading - JV (fall) $5,270 $5,500 $5,729 $5,958 $6,187 $6,645

Cheerleading - JV Asst (fall) $4,273 $4,459 $4,645 $4,831 $5,016 $5,388

Cheerleading - Var Head (winter) $6,410 $6,689 $6,967 $7,246 $7,525 $8,082

Cheerleading - Var Asst (winter) $5,270 $5,500 $5,729 $5,958 $6,187 $6,645

Cheerleading - JV (winter) $5,270 $5,500 $5,729 $5,958 $6,187 $6,645

Cheerleading - JV Asst (fall) $4,273 $4,459 $4,645 $4,831 $5,016 $5,388

Crew - Head $5,698 $5,945 $6,193 $6,441 $6,689 $7,184

Crew - Asst $3,988 $4,162 $4,335 $4,509 $4,682 $5,029

Cross Country - Head $7,122 $7,432 $7,742 $8,051 $8,361 $8,980

Cross Country - Asst $4,986 $5,202 $5,419 $5,636 $5,853 $6,286

Field Hockey - Var Head $8,547 $8,918 $9,290 $9,661 $10,033 $10,776

Field Hockey - Var Asst $5,983 $6,243 $6,503 $6,763 $7,023 $7,543

Field Hockey - JV A Head $6,410 $6,689 $6,967 $7,246 $7,525 $8,082

Field Hockey - JV B Head $6,410 $6,689 $6,967 $7,246 $7,525 $8,082

Field Hockey - JV Asst $4,558 $4,756 $4,955 $5,153 $5,351 $5,747

Football - Var Head $9,971 $10,405 $10,838 $11,272 $11,705 $12,572

Football - Var Asst $6,980 $7,283 $7,587 $7,890 $8,194 $8,801

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Football - JV Head $7,122 $7,432 $7,742 $8,051 $8,361 $8,980

Football - JV Asst $4,986 $5,202 $5,419 $5,636 $5,853 $6,286

Football - Frosh Head $5,698 $5,945 6,193 $6,441 $6,689 $7,184

Golf - Boys $6,410 $6,689 $6,967 $7,246 $7,525 $8,082

Golf - Girls $6,410 $6,689 $6,967 $7,246 $7,525 $8,082

Gymnastics - Head $7,122 $7,432 $7,742 $8,051 $8,361 $8,980

Gymnastics - Asst $4,986 $5,202 $5,419 $5,636 $5,853 $6,286

Ice Hockey - Var Head $8,547 $8,918 $9,290 $9,661 $10,033 $10,776

Ice Hockey - Var Asst $5,983 $6,243 $6,503 $6,763 $7,023 $7,543

Ice Hockey - JV Head $6,410 $6,689 $6,967 $7,246 $7,525 $8,082

Ice Hockey - JV Asst $4,558 $4,756 $4,955 $5,153 $5,351 $5,747

Indoor Track - Head $9,971 $10,405 $10,838 $11,272 $11,705 $12,572

Indoor Track - Asst $6,980 $7,283 $7,587 $7,890 $8,194 $8,801

Lacrosse - Boys Var Head $8,547 $8,918 $9,290 $9,661 $10,033 $10,776

Lacrosse - Boys Var Asst $5,983 $6,243 $6,503 $6,763 $7,023 $7,543

Lacrosse - Boys JV Head $6,410 $6,689 $6,967 $7,246 $7,525 $8,082

Lacrosse - Boys JV Asst $4,558 $4,756 $4,955 $5,153 $5,351 $5,747

Lacrosse - Boys Frosh Head $4,807 $5,016 $5,226 $5,435 $5,644 $6,062

Lacrosse - Girls Var Head $8,547 $8,918 $9,290 $9,661 $10,033 $10,776

Lacrosse - Girls Var Asst $5,983 $6,243 $6,503 $6,763 $7,023 $7,543

Lacrosse - Girls JV Head $6,410 $6,689 $6,967 $7,246 $7,525 $8,082

Lacrosse - Girls JV Asst $4,558 $4,756 $4,955 $5,153 $5,351 $5,747

Lacrosse - Girls Frosh Head $4,807 $5,016 $5,226 $5,435 $5,644 $6,062

Outdoor Track - Head $8,547 $8,918 $9,290 $9,661 $10,033 $10,776

Outdoor Track - Asst $5,983 $6,243 $6,503 $6,763 $7,023 $7,543

Ski - Head $7,122 $7,432 $7,742 $8,051 $8,361 $8,980

Ski - Asst $4,986 $5,202 $5,419 $5,636 $5,853 $6,286

Soccer - Boys Var A Head $8,547 $8,918 $9,290 $9,661 $10,033 $10,776

Soccer - Boys Var A Asst $5,983 $6,243 $6,503 $6,763 $7,023 $7,543

Soccer - Boys Var B Head $5,983 $8,918 $9,290 $9,661 $10,033 $10,776

Soccer - Boys JV A Head $6,410 $6,689 $6,967 $7,246 $7,525 $8,082

Soccer - Boys JV B Head $6,410 $6,689 $6,967 $7,246 $7,525 $8,082

Soccer - Boys JV Asst $4,558 $4,756 $4,955 $5,153 $5,351 $5,747

Soccer - Girls Var A Head $8,547 $8,918 $9,290 $9,661 $10,033 $10,776

Soccer - Girls Var A Asst $5,983 $6,243 $6,503 $6,763 $7,023 $7,543

Soccer - Girls Var B Head $5,983 $8,918 $9,290 $9,661 $10,033 $10,776

Soccer - Girls JV A Head $6,410 $6,689 $6,967 $7,246 $7,525 $8,082

Soccer - Girls JV B Head $6,410 $6,689 $6,967 $7,246 $7,525 $8,082

Soccer - Girls JV Asst $4,558 $4,756 $4,955 $5,153 $5,351 $5,747

Softball - Var Head $8,547 $8,918 $9,290 $9,661 $10,033 $10,776

Softball - Var Asst $5,983 $6,243 $6,503 $6,763 $7,023 $7,543

Softball - JV Head $6,410 $6,689 $6,967 $7,246 $7,525 $8,082

Softball - JV Asst $4,558 $4,756 $4,955 $5,153 $5,351 $5,747

Softball - Frosh Head $5,128 $5,351 $5,574 $5,797 $6,020 $6,466

Swimming - Boys Head $7,122 $7,432 $7,742 $8,051 $8,361 $8,980

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STA&SBE_2021Contract_Final_Layout 1 11/20/21 2:33 PM Page 10

Swimming - Boys Asst $4,986 $5,202 $5,419 $5,636 $5,853 $6,286

Swimming - Girls Head $7,122 $7,432 $7,742 $8,051 $8,361 $8,980

Swimming - Girls Asst $4,986 $5,202 $5,419 $5,636 $5,853 $6,286

Tennis - Boys Var Head $7,122 $7,432 $7,742 $8,051 $8,361 $8,980

Tennis - Boys Var B Head $4,986 $5,202 $5,419 $5,636 $5,853 $6,286

Tennis - Boys JV Head $5,342 $5,574 $5,806 $6,038 $6,271 $6,735

Tennis - Girls Var Head $7,122 $7,432 $7,742 $8,051 $8,361 $8,980

Tennis - Girls Var B Head $4,986 $5,202 $5,419 $5,636 $5,853 $6,286

Tennis - Girls JV Head $5,342 $5,574 $5,806 $6,038 $6,271 $6,735

Volleyball - Boys Var Head $8,547 $8,918 $9,290 $9,661 $10,033 $10,776

Volleyball - Boys Var Asst $5,983 $6,243 $6,503 $6,763 $7,023 $7,543

Volleyball - Boys JV Head $6,410 $6,689 $6,967 $7,246 $7,525 $8,082

Volleyball - Boys JV Asst $4,558 $4,756 $4,955 $5,153 $5,351 $5,747

Volleyball - Girls Var A Head $8,547 $8,918 $9,290 $9,661 $10,033 $10,776

Volleyball - Girls Var A Asst $5,983 $6,243 $6,503 $6,763 $7,023 $7,543

Volleyball - Girls Var B Head $5,983 $6,243 $6,503 $6,763 $7,023 $7,543

Volleyball - Girls JV A Head $6,410 $6,689 $6,967 $7,246 $7,525 $8,082

Volleyball - Girls JV B Head $6,410 $6,689 $6,967 $7,246 $7,525 $8,082

Volleyball - Girls JV Asst $4,558 $4,756 $4,955 $5,153 $5,351 $5,747

Wrestling - Boys Var Head $8,547 $8,918 $9,290 $9,661 $10,033 $10,776

Wrestling - Boys Var Asst $5,983 $6,243 $6,503 $6,763 $7,023 $7,543

Wrestling - Boys JV Head $6,410 $6,689 $6,967 $7,246 $7,525 $8,082

Wrestling - Boys JV Asst $4,558 $4,756 $4,955 $5,153 $5,351 $5,747

Middle School Sports

Position Tier A Tier B Tier C Tier D Tier E Tier F

Cheerleading - Modiﬁed Head $4,558 $4,756 $4,955 $5,153 $5,351 $5,747

Cheerleading - Modiﬁed Asst $3,704 $3,865 $4,026 $4,187 $4,348 $4,670

Cross Country - Modiﬁed Head $4,558 $4,756 $4,955 $5,153 $5,351 $5,747

Cross Country - Modiﬁed Asst $3,704 $3,865 $4,026 $4,187 $4,348 $4,670

Field Hockey - Modiﬁed Head $4,558 $4,756 $4,955 $5,153 $5,351 $5,747

Field Hockey - Modiﬁed Asst $3,704 $3,865 $4,026 $4,187 $4,348 $4,670

Ice Hockey - Modiﬁed Head $4,558 $4,756 $4,955 $5,153 $5,351 $5,747

Ice Hockey - Modiﬁed Asst $3,704 $3,865 $4,026 $4,187 $4,348 $4,670

Lacrosse - Boys Modiﬁed Head $4,558 $4,756 $4,955 $5,153 $5,351 $5,747

Lacrosse - Boys Modiﬁed Asst $3,704 $3,865 $4,026 $4,187 $4,348 $4,670

Lacrosse - Girls Modiﬁed Head $4,558 $4,756 $4,955 $5,153 $5,351 $5,747

Lacrosse - Girls Modiﬁed Asst $3,704 $3,865 $4,026 $4,187 $4,348 $4,670

Outdoor Track - Modiﬁed Head $4,558 $4,756 $4,955 $5,153 $5,351 $5,747

Outdoor Track - Modiﬁed Asst $3,704 $3,865 $4,026 $4,187 $4,348 $4,670

Volleyball - Girls Modiﬁed Head $4,558 $4,756 $4,955 $5,153 $5,351 $5,747

Volleyball - Girls Modiﬁed Asst $3,704 $3,865 $4,026 $4,187 $4,348 $4,670

Wrestling - Boys Modiﬁed Head $4,558 $4,756 $4,955 $5,153 $5,351 $5,747

Wrestling - Boys Modiﬁed Asst $3,704 $3,865 $4,026 $4,187 $4,348 $4,670

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Miscellaneous - All stipends in this section are per season (3 seasons/year)

Position Tier A Tier B Tier C Tier D Tier E Tier F

Assistant Athletic Director $7,122 $7,432 $7,742 $8,051 $8,361 $8,980

HS Intramurals (per season) $4,273 $4,459 $4,645 $4,831 $5,016 $5,388

Modiﬁed Athletic Director $5,413 $5,648 $5,884 $6,119 $6,354 $6,825

MS Director of After School Life $4,273 $4,459 $4,645 $4,831 $5,016 $5,388

Strength & Conditioning Head (S&C) $7,122 $7,432 $7,742 $8,051 $8,361 $8,980

S&C Ass't Coach $5,698 $5,945 $6,193 $6,441 $6,689 $7,184

S&C Supervisory $4,273 $4,459 $4,645 $4,831 $5,016 $5,388

Compensation for Intramurals - $17.00 per hour

B. Openings in any of the above positions are to be posted and emailed to all district

staff. Scarsdale teacher applicants shall be interviewed. Only after such posting and

interviewing may an applicant other than a Scarsdale teacher be offered the position.

C. In each year of the contract, a coach that was previously employed by the Scarsdale

Schools in

that position will move to the next Tier. Effective with the 2022-23 school year,

for coaches that are at Tier F, in their next year and each year thereafter of employment in

that sport, they shall receive a 1.5% increase in their stipend as based on the Tier F

stipend.

D. The Board will reimburse coaches for reasonable and necessary expenses as

recommended by the Superintendent and approved by the Boa

rd. The Board will also

reimburse coaches for courses required for certification as coaches up to $200 per coach

per year.

E. The District shall provide opportunities through the STI for professional development

courses for coaches. For each Level of classes (consisting of three credits) a coach

completes, they shall receive a stipend in the amount of 1% of each season’s coaching

stipends earned. The

course guide and procedures can be found in the document named

“STI Courses for Coaches” (hyperlink available in online version on the District HR

webpage). Section E will sunset at the end of this Agreement on June 30, 2024, including

for purposes of Triborough.

F. Teachers who volunteer to do so may, at the sole discretion of the Superintendent, be

assigned a coaching workday, the hours of which sha

ll be scheduled as to permit time for

coaching as part of the teacher’s regular assignment. In such a case, no coaching stipend

shall be paid. In scheduling a coaching workday with the Superintendent, the teacher

shall be accompanied by a representative of the STA.

G. A joint committee consisting of the Assistant Superintendent for Human Resources

and Leadership Development, the Athletic Director, the

STA President (or a delegate of

the President), and the Lead Negotiator of the STA shall convene each year to review

Article 14.

H. There shall be a representative appointed by the STA President or designee on all

committees constituted for the hiring of athletic coaches in the District.

I. The parties understand and agree that the expenditure of funds provided for under this

Article as well as others

calling for the payment of extra pay for extra assignments,

require Board action.

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Article 15-Extra-Curricular Assignment Pay

A. Extra-curricular assignment pay shall be paid on the following rates:

Tier 1 = $119 per point

Tier 2 = $131 per point

Tier 3 = $144 per point

For teachers regularly employed by the Board who advise satisfactorily in the same

activity beyond one year, they will move to the next tier of pay.

Effective with the 2022-23 school year, for those advisors that have

achieved the Tier 3

pay rate, for every subsequent year in the role as approved by the Board of Education,

they shall receive a 1.5% increase in their stipend as based on the Tier 3 rate.

B. The list of positions as well as the point values of those positions shall be maintained

in a separate document entitled “Article 15 Extra-Curricular Assignments-Current”

(hyperlink available in online version on t

he District HR webpage). This list shall be

shared annually with the staff. This document shall also outline the mechanism of

supervision of these advisors as well as the mechanisms by which new positions will be

added to the list, removed from the list, or altered in value. This review process shall

occur annually through a Joint Committee consisting of the Assistant Superintendent for

Human

Resource

s and Leadership Development and his/her designee, the STA President (or a

delegate of the President), the Lead Negotiator of the STA, and the appropriate building

Principal (or their designee).

C. Openings in any of the positions are to be posted. Scarsdale teacher applicants shall be

interviewed. Only after such a posting and interviewing may an applicant other than a

Scarsdale teacher be offered the

position.

D. The parties understand and agree that the expenditure of funds provided for under this

Article, as well as others calling for the payment of extra pay for extra assignments,

require Board action and that the materials considered by the Board in reviewing such

action may reflect dollar values as opposed to point values.

Article 16- Salary Differentials and Work Year for Certain Assignmen

During each of the years of this Agreement the following assignments shall receive a

salary differential as listed. High School Deans will work on four (4) of the five (5)

weekdays in the week immediately preceding Labor Day. Middle School House

Counselors will work on two (2) of the five (5) weekdays in the week immediately

preceding Labor Day. All other staff members entitled to receive a dif

ferential under

this Article are required to work the additional days set forth below in order to fulfill his

or her responsibility. The schedule of these days will be determined by the individual

staff member with the approval of the building Principal. Generally, these days will be

scheduled during school recess periods, the months of July or August, and/or during the

period after graduation in Ju

ne, and/or the period prior to Labor Day in September.

Category 1: Extended Year and Additional Duty Assignments

The following positions include responsibilities that extend beyond the school year as a

regular part of the role, and/or reflect additional duties beyond the annual assignment.

Appointments for such differentials are annual.

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STA&SBE_2021Contract_Final_Layout 1 11/20/21 2:33 PM Page 13

High School Pre 1998 Post 1998-Pre 9/1/2002

Differential Days Year 1 Year 2 Year 3 Days

Deans 11.0% 10 8.0% 9.0% 10.0% 12

Psychologists (District) 5.0% 4 5.0% 5.0% 5.0% 5

Effective 9/1/2002

District Year 1 Year 2 Year 3 Days

Behaviorist $3,600 $4,600 $5,600 5

Psychologists $3,600 $4,600 $5,600 5

CSE Chairs $10,400 $11,400 $12,400 10

High School Year 1 Year 2 Year 3 Days

Deans $8,400 $9,400 $10,400 12

Head Computer Teacher $7,000 $8,000 $9,000 5

SAT Coordinator $3,600 $4,600 $5,600

Senior Options Coordinator $4,600 $5,600 $6,600

Mentor Coordinator $4,000 Course Release

College Data Analyst $3,000

Middle School Year 1 Year 2 Year 3 Days

Advisory Coordinator $2,600 $3,600 $4,600 3

Head Computer Teacher $6,000 $7,000 $8,000 5

House Counselor $8,400 $9,400 $10,400 10

State Testing Assistant $3,000

Lunch Supervisor* $8,400 $9,400 $10,400

Elementary School Year 1 Year 2 Year 3 Days

Lunch Supervisor* $8,400 $9,400 $10,400

*Incumbents and faculty previously serving in the role at 8% during the period September,

2016 and June 30, 2021, will receive their prior differential if it exceeds these amounts.

Middle School lunch supervisor stipends will be pro-rated as per past practice.

Category 2: Rotating Job-Alike Positions

With the exception of elementary grade level chairs, faculty serving in these positions will

be appoint

ed annually, and a second year of leadership will be granted upon request to the

Assistant Superintendent for HR and Leadership Development. An incumbent will be

succeeded after one or two years according to seniority status within the department, with

the understanding that a member may decline when their opportunity arises. The initial

filling of a vacancy will be determined from among those intere

sted after an interview

process with the Assistant Superintendent for HR and an STA designee. An initial rotation

for the Elementary Grade Level Chair positions will be established. When it is that

school’s turn to hold the grade level chair position, the teachers currently on that team will

determine by consensus the grade level chair for that year subject to the approval of the

building Principal. If

no one on that school’s team volunteers to serve as chair, or the team

cannot come to a consensus, the next school in the sequence will fill the position.

District (K-12) Year 1 Year 2 Year 3 Days

ENL Head $2,600 $3,600 $4,600 5

Professional Dev. Co-Chair $1,400

PPR/Option A Coordinator $1,950

Speech/Language Head $3,600 $4,600 $5,600 5

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Secondary Year 1 Year 2 Year 3 Days

6-12 Library Head $3,600 $4,600 $5,600 5

Elementary Year 1 Year 2 Year 3 Days

K-5 Art Head $3,600 $4,600 $5,600 5

K-5 Computer Teacher Head $6,000 $7,000 $8,000 5

K-5 FLES Head $3,600 $4,600 $5,600 5

K-5 Grade Level Chairs $1,500

K-5 Instrumental Music Head $4,600 $5,600 $6,600 5

K-5 Library Head $3,600 $4,600 $5,600 5

K-5 PE & Health Head $4,600 $5,600 $6,600 5

K-5 Vocal Music Head $4,600 $5,600 $6,600 5

Category 3: Leadership Assignments with Supervisory Responsibilities

The positions in this category are different from the others in that the faculty members

who hold these positions have some degree of responsibility for supervising other faculty

members. Supervision is a responsibility that is distinct from other positions in that it

requires skills and practices that fall outside of the domains of

practice required for the

positions our faculty members achieve tenure in. Further, it is helpful to recognize the

healthy tension between the need to acquire leadership expertise over time and the resistance

to a concept of “lifetime appointment”. Whereas some of the Article 16 positions can

rightly be rotated or assigned year-to-year, the positions below historically involve

extended time in the ro

le. As such, faculty members holding these leadership roles should

have 1) a clear understanding of the unique leadership and supervisory standards and

expectations that come along with the role, 2) support to meet these expectations, 3) a

regular cycle of feedback about the degree to which a faculty member is meeting or not

meeting the expectations, and 4) periodic determination of fitness to contin

ue in the role.

A. Standards and Expectations

1. The “New York State Teacher Leadership Framework

” (hyperlink available

in online version on the District HR webpage) will serve as a guide to the broad

standard we seek to meet with respect to these positions.

2. It is expected that the individuals who hold these positions will seek, at a

minimum, School Building Leader training and certification either in advance

of applying for, or while serving in, the leadership role.

3. In addition, building- a

nd role-based expectations will be developed and

communicated by the building leadership team.

B. Support Structures

1. Individuals new to the position will have the opportunity to enroll in an STI

course focused on teacher leadership, and to receive a mentor for the first year

in the role.

2. Regular meetings with the building leadership will take place.

3. Optionally, a study group can be convened thro

ugh the STI (i.e., like the MS

Chairs group) to engage in regular discussion of problems of practice.

4. The opportunity to take RBT’s Analyzing Teaching for Student Results

(ATSR) will be made available.

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C. Feedback Cycle

1. During the first three years serving in these roles, faculty members will have

an opportunity to get feedback annually from the building principal/administrative

team. This will include a meeting before the year to discuss goals for the year

ahead, a mid-year check in conversation, and an end of year summary

conversation inclusive of commendations and recommendations for growth.

If there are specific concerns, including concerns about continuation in the

role, these will also be discussed and put into writing.

3. Additionally, in the first two years, teachers assigned to one of these positions

will develop a process (reviewed/collaborating with building principal) to seek

feedback from the faculty members they supervise. In the third year, the building

principal will seek suc

h feedback from the individual’s supervisees.

D. Periodic Review

1. The feedback cycle described above will serve as the model for the first

three years of service in the role, and will serve as the basis for continuation in

the role to year 4.

2. After that, there will be a 3-year cycle that will include feedback from the

faculty in year 3 of each cycle.

District Coordinators Year 1 Year 2 Year 3 Days

Elem. Curriculum Coords. $3,600 $4,600 $5,600 5

Fine Arts $10,400 $11,400 $12,400 10

Music & Performing Arts $10,400 $11,400 $12,400 10

Special Ed Teacher in Charge $10,400 $11,400 $12,400 10

Director of Nurses $3,600 $4,600 $5,600 5

Director of Psychologists $10,400 $11,400 $12,400 10

HS Department Chairs Year 1 Year 2 Year 3 Days

English $10,400 $11,400 $12,400 10

World Language $10,400 $11,400 $12,400 10

Guidance $7,000 $8,000 $9,000 7

Mathematics $10,400 $11,400 $12,400 10

PE & Health $9,000 $10,000 $11,000 5

Science $10,400 $11,400 $12,400 10

Social Studies $10,400 $11,400 $12,400 10

Special Education $10,400 $11,400 $12,400 10

Alternative School $8,400 $9,400 $10,400 10

MS Department Chairs Year 1 Year 2 Year 3 Days

Art, Technology, & Design $10,500 $11,500 $12,500 8

CHOICE $6,000 $7,000 $8,000 7

English $11,500 $12,500 $13,500 10

Health, Phys Ed, & Wellness $10,500 $11,500 $12,500 8

Mathematics $11,500 $12,500 $13,500 10

Music $9,500 $10,500 $11,500 5

Science $11,500 $12,500 $13,500 10

Social Studies $11,500 $12,500 $13,500 10

Special Education $11,500 $12,500 $13,500 10

World Language $11,500 $12,500 $13,500 10

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Beginning in an individual’s fourth (4) year of service in a particular position, the amount

of the differential will increase each year at 1.5% of the third (3) year’s amount.

Article 17-Summer School Salary

When and if the District conducts a summer school, all teachers employed in such school

during July and August will be paid at a daily rate prorated upon 80% of their full salary

during the follow

ing school year.

Article 18-Improvement of Instruction Program

All staff members engaged in Improvement of Instruction projects from September 1st,

through the end of the school year in June will be paid at a daily rate prorated upon 80% of

their full salary during the then current school year. All staff members engaged in such projects

from the end of the school year in June to September 1st of the f

ollowing school year will be

paid at a daily rate prorated upon 80% of their full salary during the preceding school year.

Article 19-Termination Allowance

A. Any tenured teacher who is notified that he or she will not be employed during the

following year solely because of the elimination of his or her position shall be entitled to

payment for unused sick leave accumulated in the district up to a max

imum of 180 days,

calculated at the daily rate of 1/200th of the teacher's salary during the last full year of

employment in the district, less unemployment insurance or salary from a new position

received by the teacher.

B. The amount due the teacher in accordance with Paragraph A shall be calculated,

divided into tenths and paid monthly thereafter for ten (10) months in accordance with

the next sent

ence. At the end of each of the ten (10) months following the teacher's

termination, the teacher shall inform the Superintendent in writing as to the amount of

any such unemployment insurance payment or salary received by the teacher during that

month. This amount, if any, shall be deducted from the next payment due the teacher

and a check for the balance shall be forwarded to the teacher.

C. Any te

acher eligible for the benefits set forth in Paragraph A above may choose to

forgo the benefits set forth in Paragraph A and, instead, choose to receive up to 18 months

of health insurance through the School District Plan at no cost to such eligible teachers

who choose this option. Should the eligible teacher choose this option instead of the

benefit set forth in Paragraph A above, it shall continue

for up to 18 months so long as the

teacher does not obtain employment elsewhere that affords the teacher health insurance

coverage. Should a teacher obtain employment elsewhere, he/she shall immediately

notify the Superintendent in writing of said employment and whether the teacher is

eligible for health insurance as a result of being so employed. An eligible teacher who

chooses this option must i

ndicate such choice to the District in writing no later than May

15 prior to the layoff or two weeks after receiving the layoff notice, whichever is later.

Article 20-Health and Life Insurance

A. Terms of Active Employee’s Health Insurance

1. The Board shall continue the current benefits under the Scarsdale Self-Insured

Health Insurance Plan for individual teachers, nurses, occupational therapists,

and

physical therapists and their dependents and for teachers, nurses,

occupational therapists, and physical therapists of the School District who

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have retired or who will retire and who were covered by the District’s health

insurance plan and their dependents. Members of the bargaining unit eligible

for health insurance under this Article shall, if they choose coverage, contribute

9.5% of the applicable COBRA premium (individual or family as appropriate)

through payroll deduction during the 2021 - 2022 and 2022 - 2023 school

years. For the 2023

- 2024 school year, the member contribution will be at least

9.5% and at most 10.5% with any adjustment needed to be determined by the

District Health Advisory Committee based on the accepted metrics to calculate

cost share as agreed upon by the parties and codified in the document entitled

“SUFSD Benefit Change Calculator”. The Health Advisory Committee shall

meet no later than February, 2023, to beg

in discussion of this work and shall

publish its work no later than May 1, 2023 with any agreed upon changes to

be implemented effective July 1, 2023. The District shall provide, to the extent

permitted by law, a qualified IRS Section 125 Plan permitting for health

insurance payments of this nature to be contributed pre-tax. The health

insurance plan shall be incorporated into and made a part of thi

s agreement and

may be altered only pursuant to collective negotiations between the parties.

2. Effective with employees commencing employment on or after July 1, 2007,

a teacher’s spouse (domestic partner) who is eligible for health insurance

coverage at his/her place of employment where the employer pays 80% or more

of the cost of health insurance will not be eligible for full coverage under the

Sca

rsdale Plan. The Plan will continue coordination of benefits for any such

spouse (domestic partner). Such spouse (domestic partner) may participate in

the Plan by paying an amount equal to the premium equivalent at the individual

rate. If the teacher has dependents on the District plan, then they must also be

enrolled in the spouse’s plan for the purpose of coordination of benefits. Each

teacher wi

th family coverage affected by this provision will be required to

complete an enrollment form specifying the spouse’s (domestic partner’s)

employer and coverage availability. Such certification shall require that the

teacher must notify the District if the spouse (domestic partner) changes

employers or employment status including access to health insurance and/or the

employer’s contribution rate) a

nd must provide a new certification.

B. During each of the years of this Agreement the Board shall provide a life insurance

policy in an amount equivalent to twice the teacher's or nurse's annual salary with a

minimum of $40,000 and a maximum of $250,000 for all teachers or nurses employed

on a one-half time or greater basis.

C. The Board will pay for medical examinations required by the Board accor

ding to the

following schedule:

1. Medical examinations performed by a school physician will be paid in full.

2. The cost of medical examinations, including chest X-rays performed by the

teacher's personal physician, will be reimbursed up to a maximum of $50.

Medical reports received by the District will be maintained as confidential

information in the teacher's personnel folder.

D. A Health Insurance R

eview Committee consisting of the Assistant Superintendent for

Business, the Assistant Superintendent for Human Resources and Leadership Development,

the President of the Association, and two (2) teachers designated by the President of the

STA shall meet from time to time to review coverage, rates, and other matters pertinent to

the District's health insurance program and to report to the Board and th

e STA.

E. Eligibility for Health Insurance in retirement

1. To be eligible for health insurance at District cost into retirement with the

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State Retirement System, a member of the bargaining unit must have served at

least ten (10) years with the district. Teachers who commence employment on

or after July 1, 2007 shall be eligible for health insurance in retirement after

twelve (12) years in Scarsdale.

2. Eligible unit members retiring on or after July 1, 2018 who choose health

insurance through the District health insurance plan in

retirement shall be

obligated to make the following contributions toward the applicable COBRA

premium in retirement (family or individual as appropriate):

Years of active service in the District Contribution Level

30 years or more of service in the District 3%

at least 20 years of service but less than

30 years of service in the District 5%

at least 12 years of service but less than full employee contribution rate in

20 years of service in the District effect at time of retirement

Article 21-Benefit Fund

A. During the 2021-22, 2022-23, and 2023-24 school years, the Board will contribute to

the Scarsdale Teachers Association, Inc. Benefit Trust Fund the sum of $1,976 for each

teacher, nurse, occupational therapist, and physical therapist employed by the Board on

a half-time or greater basis to be used to provide insurance benefits to such teachers

provided, that the Plan is adm

inistered and the contributions to the fund are made under

and pursuant to the trust documents heretofore executed by the Board and the Association

and as be amended from time to time. Such payments shall be made to the Fund in each

year in two equal payments, one payment by October 1st and the second by January 1st.

In addition to the above, the District shall contribute $10,000 to the Benefit Tru

st Fund

in each school year of this Agreement that the Association certifies to the District by

January 15th of that year that the Trust will provide catastrophic health insurance

coverage to all employees covered by the Benefit Trust.

B. By October 1st of each of the years of this Agreement, the Board shall provide the

sum of five hundred ($500) to be used as an insurance fund for personal pro

perty loss or

damage suffered by teachers. This fund shall be administered under and pursuant to the

agreement and declaration of trust and the collateral agreement described in paragraph A

of this Article.

Article 22-Personal Property Loss or Damage

Provided a teacher has secured prior written approval from the building Principal to make

instructional use of personal property for carrying out teache

r responsibilities and such

property is lost or damaged, not as the result of carelessness or negligence on the part of the

teacher, the Board shall assume the responsibility for its repair or replacement, provided,

however, such responsibility shall not exceed the sum of $2,000 per each occurrence.

Article 23-Sick Leave Bank

The Board and the Administration will maintain a jointly administered sick l

eave bank

consisting of days contributed pursuant to the following procedure. Upon receiving

tenure all members of the bargaining unit shall make an initial contribution of two (2)

days from his/her accrued sick leave.

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When the accumulated days in the bank drops below 200 in number on September 1st of

the given year, all tenured members of the bargaining unit who have at least thirty-one

(31) or more accrued sick days as of that September 1st will be required to contribute one

(1) day to the sick bank. Tenured teachers who have used all their accumulated sick leave

and who are a victim of a prolonged illness and/or

disability may apply for the use of sick

leave bank according to the following definitions and procedures:

1. The sick leave bank shall be administered by a governing committee

of two (2) administrators appointed by the Superintendent and two (2)

professional staff members appointed by the President of the Association. The

function of the governing committee shall be to approve or disapprove sick

ave bank applications. The governing committee shall establish its operational

procedures including selecting a chairperson, meeting times, listing of necessary

specialists, application forms, etc.

2. For the purpose of this article, "prolonged" is defined as twenty (20)

consecutive school days or more. Holidays and vacations are not "school days."

3. Application for withdrawal of time from the sick

leave bank shall be made

to the Superintendent or his or her designee by the employee or, in the event

of incapacity, by a) a legally qualified relative, or b) a legal guardian.

4. Application for withdrawal of time from the sick leave bank shall be

supported by a statement-of-need from a physician.

5. The governing committee shall have the right to request an examination of

the employee by a Board

physician designated by the governing committee.

Such examination shall be paid by the Board.

6. In the event of a disagreement between the employee's physician and

the Board's physician as to the applicant's disability, a third and mutually

acceptable professional consultation, examination, and opinion on disability

shall be binding on all parties. The cost of the third consultation, examination,

and/or opinion shall be shared equally by the employee and the Board of

Education. If the third physician has certified a disability and the committee

is divided two to two on whether or not the applicant may use the bank, the

application shall be granted.

7. For any one illness and/or disability an individual may withdraw up to a

maximum number of school days equal to one full school year.

8. In

the event that an employee may require additional time from the sick

leave bank, he or she shall have the right to submit a request for such time up

to an additional school year according to steps three (3) through six (6).

Approval for such additional time for any one illness and/or disability may only

be granted by a vote of at least three (3) members of the governing committee.

In no event may a

teacher receive more days than equal to double the number

of days in the full school year from the Bank for any one illness or disability.

Article 24-Just Cause

A. No teacher shall be subject to disciplinary action for infraction of Board Rules and

Regulations or other serious dereliction of duty without just cause.

B. For the purpose of this Article the following definitions shall apply and govern

the

foregoing provision:

1. "Disciplinary Action" shall mean and include only written reprimand,

suspension from duty, fines, disciplinary demotions, or the withholding of an

economic benefit to which one would normally be entitled.

2. "Just Cause" shall mean a reasonable basis for the disciplinary action.

C. Nothing contained in this Article is intended in any way to apply or pertain to formal

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observation and evaluation of a teacher relating to the teacher's classroom competency

(except if such formal observation and evaluation is used as the basis for a disciplinary

action), termination, or discharge of teachers.

Article 25-Posting and Notification of Openings

A. All professional staff openings of one semester or more in duration are to be posted in

each building and emailed to District sta

ff. This posting shall generally take place two

(2) weeks prior to the commencement of interviews unless the circumstances surrounding

the opening require that interviews be conducted expeditiously in which case such

circumstances will be communicated to the STA President and the posting period will

be reduced accordingly. All Scarsdale teacher applicants shall be entitled to a written

response.

. Scarsdale teachers shall be notified by email of any openings which may occur during

the summer vacation period, including any and all teaching, administrative, extra-curricular,

or athletic coaching openings.

C. Every reasonable effort will be made to comply with paragraph B above. However,

failure to comply shall not in any way prevent the vacancy from being filled.

Article 26-Personnel Files

Tea

chers shall have the right to inspect the contents of their District personnel file in the

Superintendent's office within the usual business hours as hereinafter provided. Items

permitted to be inspected in the file shall be all entries dated September 1, 1969, and

thereafter, except items pertaining to recruitment or hiring. The file shall be maintained

in a manner to protect items pertaining to re

cruitment and hiring. The right of inspection

means that a teacher, upon reasonable notice, may inspect such permitted items in his

or her file in the presence of the Assistant Superintendent for Human Resources and

Leadership Development or his or her designee. The teacher may not remove any items

from the file but the Board shall provide upon reasonable notice a copy of any permitted

item upon the

request of the employee, and at the employee's expense. Letters or

memoranda which relate to his or her professional performance shall not be placed in a

teacher's file until the teacher has been offered in writing an opportunity to review the

material. All such letters or memoranda must be signed by the author and initialed by

the administrator requesting the material to be placed in the file.

The teacher shall, within

five (5) school days after such an offer, review the material and acknowledge that he or

she has read such material by affixing his or her signature on the actual document to be

filed. After this five (5) day period, the material will be filed whether or not it has been

signed by the teacher. The signature will not indicate agreement with the contents.

The employee may, af

ter reviewing the material, prepare his or her clarification,

interpretation, or comment of any permitted item included in his or her file and it will be

attached thereto. Effective September 1969, all items open to inspection by the employee

shall be sequentially numbered.

A teacher will be entitled to have a representative of the Association accompany him or

her during such an inspection.

If a tea

cher brings a grievance proceeding which has advanced to Stage Four (4), he or

she will be entitled to inspect any permitted item in his or her file not less than 48 hours

before it is introduced in the arbitration proceeding; and further he or she will be entitled

to inspect any item in his or her file pertaining to his or her recruitment or hiring provided

the same is introduced in the arbitration p

roceeding as evidence against him or her which

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inspection shall be allowed not less than 48 hours before such item is so introduced in

evidence. No permitted item in such a teacher's file will be introduced in an arbitration

proceeding if such item is dated more than five (5) years prior to the commencement of

such proceeding.

Article 27-Absences and Leaves - Absence for Personal Illness

No salary deduction will be made for absences due to perso

nal illness for the number

of sick days accumulated by a teacher, nurse, occupational or physical therapist in

accordance with the following provisions of the sick leave policy:

1. Pursuant to this agreement, teachers and nurses shall be entitled to:

a. All sick leave accumulated as of the end of this agreement.

b. Twenty (20) days at any time after the first day of the first year of employment.

Eighteen (18) days for teachers and nurses whose employment commences on

or after October 1st.

d.Two (2) days per month for each full or partial month of service during the first

year of employment for teachers and nurses whose employment commences on or

after November 1st.

e. Up to fifteen (15) additional days per year until accumulated sick leave reaches

a total the number of school days in one ful

l school year for the second and

succeeding years of employment.

f. Up to fifteen (15) additional days per year thereafter not to exceed a total of the

number of school days in one full year.

g. An additional fifteen (15) days toward maximum accumulation of sick leave

will be given to those teachers in the year following their tenure appointment.

2. Should a non-tenured teacher exhaust accumulated si

ck leave, he or she may make an

application for an extension to the Assistant Superintendent for Human Resources and

Leadership Development. Upon receipt of the application, the Superintendent will meet

with the teacher to discuss the merits of the request. In the event the Assistant

Superintendent for Human Resources and Leadership Development does not recommend

such leave, or the Board overrules th

e Superintendent's recommendation in favor of the

leave, the teacher may petition the Board for further redress under this Agreement;

neither the Superintendent nor the Board shall be required to grant additional sick leave.

When a teacher is physically unable to make such petition, a personal representative may

be appointed.

3. The sick leave to which a teacher is entitled is the total number of accu

mulated days

minus those days used by the teacher during his or her employment by the Board.

4. Proof of illness shall be certified as follows:

a. For illnesses of one (1) through five (5) consecutive school days, the teacher

shall certify his or her own illness in writing to the building Principal upon the

teacher's return to school. However, where the building Principal has reason to

believe that a t

eacher has shown an apparent pattern of abusing the benefits of

this Article, the Principal shall inform the teacher that he or she believes that a

pattern exists, and that a statement from a physician may be required as proof

of illness following the teacher's next absence which falls within the pattern.

b. For illnesses of six (6) through twenty (20) consecutive school days, the

teacher shall, upon h

is or her return to school, furnish the building Principal

with a certificate from a physician.

c. For any succeeding period of twenty (20) consecutive school days of further

illness, the teacher shall furnish the building Principal with a further physician's

certificate.

5. Commencing September 1, 2020, disability leaves for pregnancy, like all disability

leaves, will only be taken during the period of

time when the unit member is actually

disabled from working.

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Article 28-Absences and Leaves of Absence for Personal Purposes

Personal absence may be authorized by the Assistant Superintendent for Human

Resources and Leadership Development normally with pay not to exceed ten (10) days in

any school year for the following purposes:

Immediate Family Situations*

● Death in the immediate family

● Illness in the immediate family

● Birth in the immediate family

● Wedding in the immediate family

● Moving household

● Graduation of a spouse or child

● Medical appointment that cannot be scheduled at another time

● Special Event or Emergency

*"Immediate Family" for the purposes of this Article shall include spouse, domestic

partner, children, mother, father, mother-in-law,

father-in-law, sister, brother, sister-in-

law, brother-in-law and grandparents.

Death of Persons Not in the Immediate Family

Two (2) of the ten (10) days may be authorized in the event of death of other relatives or

friends.

Legal Matters

● Court appearance

● House transaction

● Directed meeting with IRS or any other government taxing authority

● Final settlement of an estate

● Adoption of a child

● Other legal matter

Religious Holiday

Other Compelling Personal Emergency

A. In certain instances, as determined by the Assistant Superintendent for Human

Resources and Leadership Development, personal absence may be approved for such

purposes without a deduction in salary.

B. Personal absence shall not be granted for the instructional day immediately preceding

or following any holiday or vacation day listed in the school year calendar, except for

reasons of illness, birth

, death, compelling legal matter, religious holiday, or emergency

in the immediate family of the teacher. Additional provision for such absence is made in

the Board's Rules and Regulations.

C. The staff member shall submit to his or her building Principal or other appropriate

administrator written application for the Superintendent's approval of personal absence

days not less than five (5) days in a

dvance of the requested occurrence, except for emergency

circumstances, which necessitate a lesser prior period of application.

D. Two (2) of the days of personal absence may be without statement of reason at the

discretion of the staff member.

E. At the end of each school year, a teacher having unused personal days may have up to

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four (4) such days placed in an individual family leave bank. For tenured teachers, two

unused personal leave days shall result in one banked day; for probationary teachers,

four unused personal leave days shall result in one banked day. Days placed in such a

bank may not exceed fifteen (15) in number at any time. Days may be banked only in

increments of at least one-half day.

A teacher may make a

n application to draw time from the bank by directing such

application in writing to the sick bank governing committee as described in Article 23.

The application must reflect the circumstances which generate the need to use days in

his/her bank relating to a case involving the birth or adoption of a child within 12 weeks

of the taking of the banked days, the serious illness of a parent, or the dying

or death of

a parent, spouse, child, grandparent, grandchild, or other immediate family member.

Any teacher making an application to use days so banked may be required to provide

documentation to substantiate his/her need. Any days so granted will run concurrently

to FMLA leave, to the extent that the situation qualifies.

Article 29-Leaves of Absence - Without Pay

A. A tenured teacher or nurse, phys

ical therapist or occupational therapist with permanent

status according to Civil Service Rules & Regulations who has completed three (3)

consecutive years of service in Scarsdale immediately preceding a requested leave of

absence may apply to the Superintendent of Schools for a leave of absence without pay

for a period not to exceed two (2) years. Staff members on such leave shall not be eligible

o return to the District until the September next following the expiration of such leave,

or until such earlier date, including midyear, as may be authorized by the Superintendent

and approved by the Board within its sole discretion. Except when, in the judgment of the

Superintendent, which judgment shall be final and binding, unusual circumstances bring

about the need and request for a leave at a l

ater date, application shall be made in writing

no later than one-hundred and twenty (120) days preceding the commencement of such

leave of absence and action on applications shall be taken by the Board with the

recommendation of the Superintendent. Staff members must declare their intentions in

writing regarding returning to active service in the District following their leave of absence

no later th

an ninety (90) days prior to the expiration of such leave. The positions of

staff members failing to declare their intentions in writing ninety (90) days prior to the

expiration of such leave shall be deemed abandoned. Staff members on leave of absence

without pay will not accrue any salary increment or sick leave days and the Board will not

pay any premium for health insurance or life insurance co

verage. This provision may be

varied if required by the Family and Medical Leave Act (FMLA), provided, however, that

any greater benefits provided by the terms of this Agreement shall in no way be diminished.

B. Leaves for purposes of this Article shall be of eleven (11) consecutive school days or

more in duration. Any requests for absences without pay for periods of ten (10) school

days or less sha

ll be made pursuant to the Rules and Regulations of the Board.

Article 30-Jury Duty

Staff Members serving jury duty shall be excused without salary deduction and without

charge to allowable leave under any other section of this Agreement. Salary received for

jury duty must be repaid to the school district.

Article 31-Child-Care Leave

A. Tenured teachers, or nurse, or occupational therapist with permane

nt status according

to Civil Service Rules & Regulations may apply to the Superintendent or his designee for

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a child-care leave of absence without pay for a period not to exceed two (2) years, except

that tenured teachers, nurses, or occupational therapists who become pregnant during an

authorized child-care leave may apply for an extension of that leave for an additional

period not to exceed two (2) years. Staff members on child-care leave shall not be

eligible to return to the District until the Septemb

er next following the expiration of

such leave, or until such earlier date, including midyear, as may be authorized by the

Superintendent or his designee and approved by the Board within its sole discretion.

Except where unusual circumstances, in the judgment of the Superintendent or his

designee, which judgment shall be final and binding, bring about the need and request for

leave at a later date

, application shall be made in writing no later than ninety (90) days

prior to the requested commencement of such leave. Staff members on child-care leave

will not accrue any salary increment or personal absence days and the Board of Education

will not pay any premiums for health insurance or life insurance coverage.

B. A staff member planning to adopt a child shall notify the Superintendent or his

designee at least one month prior to the anticipated adoption except where the immediacy

of the situation demands a shorter period of notification. That person may request a leave

with pay not to exceed ten (10) days. If procedures associated with the adoption take

longer, the period may be extended with pay at the discretion of the Superintendent.

C. This provision may be varied if required by the

Family and Medical Leave Act

(FMLA), provided, however, that any greater benefits provided by the terms of this

Agreement shall in no way be diminished.

D. Non tenured teachers shall not be eligible for child care leaves except as provided

pursuant to the Family and Medical Leave Act (FMLA).

Article 32-Calendar

A. During the months of November and December of each year of this Agreement, the

Administra

tion and the Association shall meet to determine the school calendar for the

following year.

B. Effective with the 1998-99 school-year, three (3) days in addition to the regular school

calendar will be designated for all members of the bargaining unit for staff development

purposes. A joint committee of teachers appointed by the STA and administrators

appointed by the Superintendent shall meet to de

velop mutually the schedule and plan of

these days. A Conference Day for teachers will be included if mutually agreeable. Once

adopted by the Board, the calendar shall be disseminated to teachers.

C. Effective with the 2003-04 school year one additional instructional day will be added

within the regular school calendar.

D. Effective with the 2017-18 school year, one Superintendent’s Conference day pr

eceding

student attendance in the beginning of the year shall be removed from the calendar and

the conference day marked as an asterisk day on the calendar shall consist of two (2)

technology hours.

Article 33-Grievance Procedure

A. Purpose

- The purpose of this procedure is to secure, at the lowest possible adminis-

trative level and at the earliest possible stage, an orderly and equitable settlement of dif-

ferences which may, from time to time arise affecting the matters specified in paragraph

"B" below. The grievance procedures outlined herein are not to be used for changing the

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provisions of this Agreement nor the rules and regulations of the Board nor for establishing

new ones.

B. Definition of Grievance

1. A "grievance" is a claimed violation, misinterpretation, or inequitable a

pplication of (a) any express provision of the Agreement or of (b) any Board

Rule, Regulation or Policy pertaining to terms and conditions of employment.

2. An "aggrieved person" is the person or persons making the claim.

C. Basic Principles

1. A teacher shall have the right to present grievances in accordance with

these procedures, free from coercion, interference, restraint, discrimination, or

reprisal.

2. Nothing herein contained shall be construed as limiting the right of an

individual teacher having a grievance to resolve the matter informally with

his or her immediate supervisor.

3. If he or she chooses, an aggrieved person may b

e represented at Stages One

(1) and Two (2) by from one to three professional staff members of his or her

choosing. At Stages Three (3) and Four (4) he or she may be represented by

any person or persons of his or her choosing. At Stage One (1) the Association

may participate only if requested to do so by the aggrieved party. However, at

Stages Two (2) through Four (4) the Association shall have the

right to be

present and to state its views through any of its officers and/or counsel whether

or not the aggrieved person requests such participation.

4. In disputes arising outside the jurisdiction of a building Principal an

aggrieved person may initiate a grievance proceeding directly at Stage Two (2).

5. If a grievance affects a group or class of teachers, and if the Association is

authorized in

writing to bring the grievance on behalf of teachers from at least

two different school buildings, the Association may submit such a grievance in

writing to the Superintendent directly and the processing of such grievance

will be commenced at Stage Two (2). In such a group or class grievance, the

Association shall have the same status as an aggrieved person. The written

grievance shall state the fac

ts on which it is based, the provisions of this

Agreement and/or the Board's Rules, Regulations, and Policies involved and

the relief sought and shall be signed by the President of the Association or his

designee.

6. Each aggrieved person shall have access at reasonable times to all written

material, relevant documents, and records concerning the alleged grievance that

would be subject to judicial sub

poena at the instance of the party requesting

same.

7. All meetings at Stage One (1) shall be confidential. At Stages Two (2), Three

(3), and Four (4) all proceedings shall be confidential unless the Board, the

Association, and the aggrieved party agree that the proceedings shall be public.

8. The aggrieved person shall have the right to withdraw his or her grievance

and personal involvement at any po

int. The Association, however, may take up

and pursue such grievance as an Association grievance once the aggrieved

person has filed the grievance at Stage Two (2) or beyond.

D. Procedure - Time Limits

1. Since it is important that grievances be processed as rapidly as possible, the

number of days indicated at each stage should be considered as a maximum and

every effort should be made to expedite the process. The time limits specified

may, however, be extended by mutual agreement.

2. In the event a grievance is filed at such time that it cannot be processed

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through all the steps in this grievance procedure by the end of the school year,

the parties will make every effort to reduce the time limits set forth herein so

that the grievance procedure may be exhausted prior to the end of the school

year or as soon as practicable after the opening of the next school year.

3. A grievance will be deemed to have been waived unless presented within

sixty (60) school

days after the event or events on which the grievance is based

are known or should reasonably have been known by the aggrieved person,

except that the end of a school year shall toll such period of limitations until

the opening day of the next school year, and that the procedure created by this

contract, notwithstanding the expiration of the contract, shall remain in effect

with respect to any griev

ance arising during the term of this contract. Failure

at any step of this procedure to appeal the grievance to the next step within the

specified time limits shall be deemed to be acceptance of the decision rendered

at that step.

E. Procedure - Stages

1. Stage One (1)

a) A person who feels aggrieved may file a written grievance with his or

her Principal with a copy to the President of the Association on the

Notification of Grievance form which is available in all schools. (A

copy of this form is included as Exhibit D to this Agreement.) The written

grievance shall state the facts on which it is based, the provisions of this

Agreement and/or the B

oard Rules, Regulations, and Policies involved

and the relief sought and shall be signed and dated by the aggrieved party.

b) Within five (5) days after the presentation of the written grievance, the

Principal will meet with the aggrieved person in an effort to resolve the

grievance. The aggrieved person shall be present and may be represented

by from one to three professional staff members of his or

her choosing.

A decision shall be rendered on the grievance within five (5) school days

after such meeting.

2. Stage Two (2)

a) If the aggrieved person is not satisfied with the disposition of his or her

grievance at Stage One, or if a decision has not been rendered within five

(5) school days after the meeting at Stage One, he or she may file the

grievance in writing with the Superintendent, with a c

opy to the President

of the Association, within five (5) school days after the decision at Stage

One (1), or twenty (20) school days after the written grievance was

presented, whichever is sooner.

b) Within five (5) school days after receipt of the written grievance by the

Superintendent, he or she or their designee will meet with the aggrieved

person in an effort to resolve it. The Superintendent,

or his designee, will

render a decision on the grievance within ten (10) school days after he first

meets on the grievance.

3. Stage Three (3)

a) If the aggrieved person is not satisfied with the disposition of his or

her grievance at Stage Two, or if no decision has been rendered within ten

(10) school days after he or she has first met with the Superintendent, or

their designee, he or she may file

the grievance in writing with the

President of the Board with copies to the Superintendent and the President

of the Association within five (5) school days after a decision by the

Superintendent, or his designee, or twenty (20) school days after he or she

has first met with the Superintendent, or his designee, whichever is sooner.

b) Within ten (10) school days after receiving the written grievance,

least a legal quorum of the Board shall meet with the aggrieved person for

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the purpose of resolving it. The Board shall render its decision in writing

on the grievance within ten (10) school days after its first meeting with the

grievant.

4. Stage Four (4)

a) If the aggrieved person is not satisfied with the disposition of his or her

grievance at Stage Three (3), or if no decision has been rendered within

ten (10) school days after he or she has first met with the Board, he or

she

may, within five (5) school days after a decision by the Board or twenty

(20) school days after he or she has first met with the Board, whichever is

sooner, file the grievance in writing with the President of the Association

with a copy to the Superintendent requesting the Association to submit his

or her grievance to arbitration. If the Association determines that the

grievance is meritorious and

that submitting it to arbitration is in the best

interests of the school system, it may submit the grievance to arbitration

within ten (10) school days after receipt of a request by the aggrieved

person by notifying the Board and the Superintendent in writing to that

effect. The notice shall include a statement of the issues to be decided by

the arbitrator, the provisions of the Agreement and/or Boa

rd Rules,

Regulations, and Policies involved and the relief sought.

b) Within ten (10) school days after such written notice of submission to

arbitration the Board and the Association (or the aggrieved person if he

or she initiates the arbitration) shall request the American Arbitration

Association to designate a panel of arbitrators experienced in public

employment relations with reference to scho

ols from which in accordance

with the rules then obtaining of the American Arbitration Association an

arbitrator will be selected or designated.

c) The arbitrator so selected will hold closed hearings promptly in the

Village of Scarsdale and will issue a written award not later than thirty

(30) days from the date of the close of the hearings or, if oral hearings

have been waived, then from the date th

e final statements and proofs are

submitted. The decision shall be in writing and shall set forth the

arbitrator's opinion and conclusions on the issues submitted. The

arbitrator shall limit his or her decision strictly to the interpretation or

application of the express provisions of this Agreement and/or the Rules,

Regulations, and the Policies of the Board submitted to him or her and

shall apply

such provisions to the specific facts of the grievance and he

or she shall be without power or authority to make any decisions:

1) contrary to, or inconsistent with or modifying or varying in any

way, the terms of this Agreement, or the Rules, Regulations, and

Policies of the Board, or any applicable law or Rules, Regulations,

or Policies having the force and effect of law;

2) involving Board discre

tion or Board Policy or Superintendent's

discretion, except that he or she may decide in a particular case

submitted to him or her under the provisions of this agreement that

the Board or the Superintendent, as the case may be, exercised its

or his or her discretion under a provision of this Agreement in so

discriminatory, arbitrary, or capricious a manner as to constitute an

abuse of discretion.

As to grievance pertaining to any express provision of this Agreement,

the decision of the arbitrator, if made in accordance with his or her

jurisdiction and authority under this Agreement, will be accepted as final

by the parties to the dispute and they will abide by it and judgment may

be entered thereon in a court of competent jurisdiction. As to grievances

pertaining to any Board Rules, Regulat

ions, and Policies pertaining to

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terms and conditions of employment, the decision of the arbitrator will be

advisory to the parties.

e) The costs for the services of the arbitrator, including expenses, if any,

will be borne equally by the Board and the Association (except as other-

wise provided in paragraph E.4 (a) above).

f) If both the Board and the Association agree, a Stage Four (4) grievance

may be arbitrated under the Expedite

d Arbitration Procedure of the

American Arbitration Association.

Article 34-Chaperoning

A. Teachers shall be reimbursed at regular District rates for mileage traveled in their own

car to and from their home on chaperoning assignments after regular school hours.

B. No teacher shall be required to chaperone more than one event per year.

C. Out of district chaperoning shall be voluntary.

D. Each year, eac

h secondary education teacher shall be assigned a chaperoning duty.

Depending on the nature of that duty, the duty may or may not be paid. Each year, the

building administrators in consultation with the Assistant Superintendent for Human

Resources and Leadership Development and the STA President (or their designee), shall

agree upon the list of assignments that will be compensated and those that wil

l not be

compensated. Teachers will be given the opportunity to request specific chaperoning

duties although there will be no guarantee of fulfilling such a request. The District will

make reasonable efforts to inform teachers early in the school year of any required

chaperoning assignment by October 1st.

E. Every third year, each elementary school teacher shall be assigned a chaperoning duty.

These

duties shall be paid. Teachers will be given the opportunity to request specific

chaperoning duties although there will be no guarantee of fulfilling such a request. The

District will make reasonable efforts to inform teachers early in the school year of any

required chaperoning assignment by October 1st.

F. The Assistant Superintendent for Human Resources and Leadership Development upon

recommendati

on from the building Principal may authorize a payment of no less than

$100 or equal to the established chaperoning rate (as determined by the Establishment

of Rates at the beginning of that school year) for chaperoning school related events which

are undertaken in addition to a teacher’s normal assignment. The Assistant Superintendent

for Human Resources and Leadership Development in consultation wi

th the building

Principals and the STA President (or their designee) may elect to designate certain

chaperoning assignments as worth multiple instances of chaperoning.

G. Nurses may volunteer for paid chaperoning.

Article 35-Professional Performance Review

A. Introduction

- The performance of all professional personnel shall be reviewed

annually. A full review of each tenured teacher shall normally be prepared at least once

every three years. This review may take one of two forms, self-directed or supervision-

directed. A more limited review shall be completed each year in which a

full review is not prepared.

B. Criteria and Forms

- No later than September 15th each year all tenured teachers

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shall receive a statement of the criteria and copies of any forms to be used in the

professional performance review.

C. Professional Growth Options

(Self-directed) -The full review may be selected from

but not limited to those options listed below. These options shall be exercised when both

the teacher and the teacher’s Principal agree to do so.

Prior to October 1st of the year in which the Full Review is to be conducted, the teacher

shall submit a plan for his/her professional growth during that year to the Principal or

other supervisor designate

d by the Principal. The plan shall include a statement of goals

and objectives, a list of activities, a tentative timetable, and a method of assessment.

Professional Growth Options may be selected from the range of professional opportunities

available within the district (i.e.) Critical Friends, Action Research, Teacher Portfolios,

and Teacher-Supervisor Collaboration.

The supervisor may suggest ch

anges in the plan; once the plan is acceptable to both the

teacher and the supervisor, both shall sign it. During the year the teacher and the supervisor

shall meet when appropriate to discuss progress on the plan. On or before June 1st the

teacher shall submit to the supervisor a written report of what he or she did and what he

or she learned. The report should include a summary that can be publish

ed in a journal

for dissemination when permission is given by both the teacher and supervisor.

D. Performance Review

(Supervisor-directed)

1. The teacher will receive a formal evaluation based in part on at least two

formal observations, conducted in accordance with paragraphs 3 and 4 of

Performance Review Program. Such observations must have been conducted

subsequent to the prior formal evaluation of the teacher. (This latter requirement,

however, shall not apply to the first formal evaluation of a teacher prepar

ed in

accordance with this Article.)

2. A tenured teacher shall be given 24 hours’ notice of a formal observation.

This observation should last at least 20 minutes to the extent permitted by law.

3. Within five (5) school days after the observation, the observer and the

teacher shall meet to discuss the observation and the observation report. The

teacher will sign the observation report to indicate only

that he or she has read

it. The report shall then be placed in the teacher’s file. The teacher may prepare

written comments on the report, which comments shall also be placed in the

teacher’s file.

4. The final evaluation report shall be given to the teacher and within ten (10)

school days thereafter the evaluator and the teacher shall meet to discuss it.

The teacher will sign the report to indicate o

nly that he or she has read it. The

report shall then be placed in the teacher’s file. The teacher may prepare written

comments on the report, which comments shall also be placed in the teacher’s

file.

E. Limited Review

1. The limited review may be conducted by the teacher’s Principal, department

head, and/or other appropriate supervisor(s). Teachers shall be informed no

later than October 1st of each year which supervisor(s) shall participate in the

review.

2. During the year the supervisor may visit the teacher’s class(es) and consult

with the teacher as the supervisor deems appropriate. In the event that the

supe

rvisor writes an observation report to be filed, the teacher will sign the

report to indicate only that he or she has read it. The report shall then be placed

in the teacher’s file. The teacher may prepare written comments on the report,

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which comments shall also be placed in the teacher’s file. The teacher may

request a conference with the supervisor to discuss the report, in which case

the supervisor and the teacher shall conduct such a conference within the five

school days following the teacher’s request.

3. During the year the supervisor or the teacher may request a conference to

discuss the teacher’s professional performance t

o date. The supervisor shall

record the date and time of the conference, but no report need be written or

filed. The teacher may prepare written comments on the report, which

comments shall also be placed in the teacher’s file.

4. Prior to June 1st of each year the supervisor shall prepare and give to the

teacher a “Professional Performance Tenured Teacher/Limited Review” report

form. The teacher sh

all sign the report to indicate only that he or she has read

it. The report shall then be placed in the teacher’s file. The supervisor and the

teacher shall discuss the contents of the report and shall also discuss the

teacher’s professional performance goals for the following school year.

5. If the supervisor checks “Needs Improvement” in any category, the supervisor

shall explain in writing the nat

ure of the improvement needed and shall, within

ten school days, meet with the teacher to discuss the report. The teacher may

prepare written comments on the report, which comments shall also be placed

in the teacher’s file.

F. Informal Classroom Visits and Conferences

-Nothing in this Article shall be deemed

to prohibit conferences with the teacher or informal classroom visits which may be made

apart from formal observations. Any material to be placed in a teacher’s file as a result of

such conferences or informal visits shall be placed there in accordance with Article 26 of

this Agreement.

G. The parties understand and agree that the APPR required pursuant to Edu

cation Law

Section 3012(d) shall be completed and submitted with all appropriate signatures prior

to July 1, 2016, in a form acceptable to the State Education Department. Should any

provisions of Article 35 not correspond to the terms of the newly agreed upon APPR, it

is understood that the APPR shall take precedence over the Contract language.

H. Prior to the start of the 2020-21 school year, mem

bers of the STA and Administration

shall establish an ongoing committee to define and guide the process for annual goal

setting done by teachers. This process will emphasize the alignment of individual goals

with department, school, and District goals, and encourage individuals to share goals

with colleagues. As part of the goal-setting process, members will identify professional

learning and collabo

rative planning activities designed to aid in the achievement of the

annual goal(s). Such activities shall consist of at least five hours devoted to goal work

outside of the school day drawn from a range of self-selected activities, including options

scheduled on the third or fourth Monday of the month. During the full review year, this

goal-setting process may be satisfied by the completion of the se

lf-directed option outlined

in section C of this article. Activities for which a stipend is paid or salary credit is

received shall not count toward the five-hour requirement.

Article 36-Professional Standards

The Professional Performance Review Program (Article 35) is the standard method of

professional review, however, when a teacher needs additional support the following

program shall be followed:

A. Results of an Unsatisfactory Evaluation

1. If, as a result of conducting the annual or tri-annual review, a tenured teacher

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receives an unsatisfactory evaluation, the Principal/Department Chairperson

will provide the teacher concerned with a written assessment clearly stating

the reasons for judging the performance to be below expected standards; will

continue administrative visitation and assessment (all provisions of Article 35,

Supervisor Directed Performance Review, shall continue); may recommend to

the Professional Pe

rformance Committee that a peer reviewer/mentor be

appointed to work with the teacher for a maximum of one year, and periodically

report results to the Principal/department chairperson.

2. At the end of the prescribed time period, the Principal in consultation with

the peer reviewer/mentor will judge that the staff member concerned has

responded and is performing at expected levels and that the proce

ss has been

successful.

B. Results of Continued Unsatisfactory Evaluation

1. For any tenured teacher whose teaching remains “unsatisfactory” during the

course of a second year, that teacher’s supervisor will work with the individual

during that year to continue to define and address the specific concerns. If a

teacher has continued “unsatisfactory” performance in a second or subsequent

year, the Principal may direct the teacher concerned to proceed with one or

more of the f

ollowing options:

● Continuation of the peer review/mentor program;

● Accept a different assignment (invoke the involuntary transfer policy);

● Enroll in appropriate university or STI courses that address his/her

particular professional needs (Article 10J-Salary Study Credits will

not apply.)

● Supervisory Referral to the Employee Assistance Program.

2.a) After completion of a second year where t

he tenured teacher’s performance

continues to be “unsatisfactory” the District may freeze the teacher’s salary at

the same annual rate that applied during the second year of unsatisfactory

performance. The teacher’s salary will thereafter remain frozen until such time

as the teacher receives a “satisfactory” rating on the overall evaluation at the

end of a future year or is terminated.

b) Should a tea

cher receive an overall satisfactory evaluation, the teacher’s

salary will be placed on the salary step that the teacher would have occupied

if his or her progress had not been frozen. Further, the teacher will receive the

difference between the frozen salary received during the year(s) of the freeze.

This amount will be paid to the teacher no later than November 1st of the

school year following the

overall year-end satisfactory evaluation.

c) No more than five (5) teachers may have their salaries frozen as a result of

“unsatisfactory” performance in any school year.

d) The terms of Article 36 apply to all members of the bargaining unit.

C. This program does not eliminate any evaluator’s authority to review the performance

of a teacher at any time. Further, this program in no way limits the Distri

ct’s right and

authority to commence disciplinary procedures against any teacher at any time.

D. The end of year evaluation form for tenured teachers must be signed by the building

Principal, and the department chair, except that at the elementary level, the second

signature shall be of the Assistant Superintendent for Human Resources and Leadership

Development.

E. This review process may only be impl

emented beginning with the annual review for

the 2001-02 school year.

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F. National Board Certification - A one-time stipend of $3,500 will be awarded to a

teacher who, while employed by the district, becomes certified by the National Board.

Article 37-Voluntary Reassignment and Involuntary Transfer

A. Teachers who desire a change in grade and/or subject assignment, or who desire to

transfer to another building, may inquire at any time of the Superintendent or such person

as he may designate to ascertain

the possibility of such a vacancy in the following year,

and may file a written statement of such desire with the Superintendent or such designee,

ordinarily no later than February 1st. Such a statement shall include the grade and/or

subject to which the teacher desires to be assigned and the school or schools to which he

or she desires to be transferred, in order of preference. Whenever the Superi

ntendent or

his designee knows of a vacancy, he will notify the teacher who has filed a statement of

interest in that position as promptly as possible. In the event that an opening occurs

during a school holiday or recess, the Superintendent shall make the vacancy immediately

known to all staff by means of district-wide e-mail. The teacher desiring a position

change shall receive an interview for an

y such position if he or she so requests.

B. Involuntary transfers shall be made in accordance with Board Rules and Regulations

#9260 (as adopted November, 1994). In addition the following shall apply: Involuntary

transfers for tenured teachers from building to building shall not occur more than once

every two years.

C. Teachers moving from one building to another shall receive $500 so that these teac

hers

can attend summer workshops, graduate or STI courses, and/or work independently

developing curriculum for their new assignments.

Article 38-Parent-Teacher Conferences

A. Each elementary and middle school special education teacher shall have up to two (2)

days of release time for the purpose of preparing and conducting IEP conferences during

the school year.

B. During each of the years of this Agre

ement, released time shall be provided to teachers

for the purpose of parent-teacher conferences according to the following schedule:

Fall K-5 Teachers 3 half days

Spring K-2 Teachers 3 half days

Article 39-Notification of Assignment

The Board agrees to provide tentative school and grade assignments to elementary teachers

by May 15th of each year for the following school year. The Board agrees to provi

tentative school, grade, and course assignments to secondary teachers by June 1st of each

year for the following school year.

Article 40-Lunch Period and Lunch Period Supervision

A. Elementary Schools

1. The lunch period for elementary school teachers shall be sixty (60) minutes

in good weather and fifty-five (55) minutes in bad weather. The determination

as to "good" or "bad" weather will be made b

y each building Principal for his

or her school.

2. There shall be a volunteer teacher-in-charge of the lunch program in each

elementary school who shall be paid a salary differential as set forth in Article 16

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of this Agreement. Under the leadership of the Principal, the teacher-in-charge

shall plan an appropriate program of activities, supervise the lunch aides, help to

enforce discipline and be present throughout the lunch period to assist in

supervising children. The teacher-in-charge shall have a duty-free lunch period of

at least thirty (30) minutes immediately preceding or following the lunch hour.

3. The Board shall assign aides to supervise children during each lunch period.

B. Middle School

1. The Board agrees to assign one cafeteria aide per Middle School House per

day throughout the lunch period in order to relieve one teacher per House per

day of lunch supervision.

2. There shall be a volunteer teacher-in-charge of the lunch program in each

House who shall be paid a salary differential as

set forth in Article 16. Under

the leadership of the Principal the teacher-in-charge of the lunch program shall

plan an appropriate program of activities, supervise the lunch aides, help to

enforce discipline and be present throughout the lunch period to assist in

supervising children.

3. In the event that no teacher volunteers for the full teacher-in-charge

assignment in a given House two teacher

s-in-charge may be appointed; the

two shall share equally in the duties of the assignment and shall share equally

in the salary differential.

Article 41-Elementary School Preparation Periods

All teachers in grades kindergarten through five shall be guaranteed a thirty (30) minute

preparation period per day. All lunchtime meetings shall be voluntary.

Article 42-Mentor Teacher Program

A. Teachers who serv

e as first year mentors and are eligible for salary credit up to the

MA+75 class shall receive three in-service credits for such service.

B. Teachers who serve as mentors and are at MA+75 or above shall receive a stipend of

$1,750 instead of in-service credits. Nurses who serve as first year mentors shall receive

a stipend of $1,250.

Article 43-School Nurses

The following terms and conditions of empl

oyment shall apply only to school nurses

employed by the District.

A. Life Insurance

The Board shall provide a life insurance policy in an amount equivalent to twice the

nurse’s annual salary with a minimum amount of $40,000 and a maximum of $250,000

per school nurse for all school nurses employed on a one-half time or greater basis.

B. Retirement Plan

1. School nurses employed prior to July 1, 1976 s

hall participate in the Scars-

dale Retirement Plan under the New York State Employees Retirement System,

which plan consists of the following options:

a. Section 75i 25 Year Career Plan

b. Section 41j Unused Sick Leave

c. Section 60b Death Benefits

2. School nurses employed after that date shall participate in the Co-ESC plan.

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C. Part-time School Nurses

1. Salaries for part-time school nurses shall be prorated under the salary schedule

for full-time school nurses.

2. Part-time school nurses employed .5 or more a week shall receive health and

life insurance benefits.

D. Summer Nurse Service

1. Nurses shall receive two (2) workdays prior to the opening of school for the

purpose of completing State mandated record keeping. T

hese days shall be

paid at the daily rate of the contract year in which the nurse is working.

2. When and if the District requests that a nurse work more than two (2) days

during July and August, or before the official start of school, the nurse will be

paid at a daily rate of the contract year in which she is working.

E. Calendar/Work Year for School Nurse

The work year and calendar for school nurses

shall be the same as that for teachers.

F. Professional Development Program

The Board shall provide a total of up to twenty-seven (27) days for the unit for the pur-

poses of professional development for members of the unit. The utilization of any of

these days is at the sole discretion of the Superintendent or his designee and requires

prior written approval. The purposes for which professional dev

elopment time may be

used may not include work related to the Association or any of its affiliates.

The Board may approve up to two (2) courses of continuing education per year for pay-

ment of a stipend in the amount of $300 per course to participating nurses. Also, the

Board may approve up to an additional two (2) courses of continuing education per year

(not to exceed four (4) in total) with such a

dditional two (2) courses to be from a list to be

compiled by the District and the Association. Such a list shall be made up of offerings

that are directed at the needs of the District.

G. Duties

The Association shall be consulted regarding the organization and/or implementation of

all new State-mandated health services. The Association will by September 15th of each

school year inform the Superintenden

t or his designee of the name and building location

of the Association representative to be contacted regarding the aforesaid consultation.

H. Salary Schedule and Longevity

1. The nurses’ salary schedule for the period September 1, 2021 through

August 31, 2022 shall be generated by increasing all steps on the nurses’ salary

schedule for September 1, 2020 by 1.700%. The nurses’ salary schedule for th

period September 1, 2022 through August 31, 2023 shall be generated by in-

creasing all steps on the nurses’ salary schedule for September 1, 2021 by the

same percentage as that applied to the teachers’ salary schedule for the 2022-23

school year. The nurses’ salary schedule for the period September 1, 2023

through August 31, 2024 shall be generated by increasing all steps on the

nurses’ salary schedu

le for September 1, 2022 by the same percentage as that

applied to the teachers’ salary schedule for the 2023-24 school year. A new Step

11 shall be added effective September 1, 2022 that is 1.500% higher than Step

10, and a new Step 12 shall be added effective September 1, 2023 that is

1.500% higher than the new Step 11. The District will publish a copy of the

salary schedule for the 2022 - 2023 and 2

023 - 2024 school years no later than

April 1st of 2022 and 2023, respectively.

2. School nurses who were employed in the District in 2013-14 who returned to

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the District in 2014-15 and continue to be employed in the District shall receive

an off-schedule recurring salary payment of $1,750 effective with the 2016-17

school year. This amount shall be pro-rated for part-time staff.

Salary Schedule for 2021 - 2022

Step Registered Nurse with B.S.Nurse Registered Nurse without B.S.

9/1/21-8/31/22 9/1/21-8/31/22

1 $63,061 $61,782

2 $65,722 $64,444

3 $68,491 $67,101

4 $71,997 $69,858

5 $73,690 $72,407

6 $76,337 $75,063

7 $78,935 $77,652

8 $81,920 $80,317

9 $83,559 $81,923

10 $85,230 $83,561

The following Career Increment schedule shall apply to nurses on the top step of the

salary schedule who have completed the appropriate number of years of service in the

Scarsdale School District as of June 30, 2013.

the Completion of Year Stipend

11 $800

16 $1,600

21 $2,400

26 $3,200

Commencing September 1, 2014 the following longevity shall apply to Registered Nurses

who were on Steps 1 through 8 of the salary schedule as of June 30, 2014: $800 (prorated

for part-time nurses)

Director of Nurses – A Director of Nurses shall be appointed annually by the Board with

a differential as per Article 16. No nurse shall hold the position for more than four yea

rs.

I. Master’s Degree Stipend

Effective September 1, 2014 an annual stipend of $1500 shall be paid to those nurses who

are members of the bargaining unit and who have obtained a Master’s Degree.

J. Lunch Period

Each nurse shall be provided a lunch period of 30 minutes during which he or she shall

be on call. Such a lunch period shall be a paid lunch period. The amount paid for the

lunch period will be

separate and apart from the salaries listed above and will be reflected

on each nurse’s Salary & Benefit sheet.

K. Articles That Do Not Apply

The following articles in this Agreement do not apply to the school nurses: 9, 11, 13, 17,

19, 35, 37, 39, and 40.

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Article 44-Occupational and Physical Therapists

The following terms and conditions of employment shall apply only to occupational and

physical therapists employed by the District.

A. Life Insurance

The Board shall provide a life insurance policy in the minimum amount of $40,000 and a

maximum of $250,000 per occupational and physical therapist for all occupational and

physical therapists employed twenty

-one hours a week or more.

B. Retirement Plan

Occupational and physical therapists shall participate in the CO-ESC plan.

C. Part-time Occupational and Physical Therapists

1. Salaries for part-time occupational therapists shall be prorated.

2. Part-time occupational therapists employed .5 or more a week shall receive

health and life insurance benefits.

D. Summer Occupational and Physical Therapist Serv

ice

When and if the District requests an occupational therapist to work during July and

August, or before the official start of school, the occupational therapist will be paid at a

daily rate of the contract year in which he/she is working. The occupational therapist and

physical therapist may decline to work during the aforesaid times.

E. Calendar/Work Year for Occupational and Physical Therapist

The

work year and calendar for occupational and physical therapists shall be the same as

that for teachers.

F. Salary

1. The base salary of the Occupational Therapist shall be increased by 1.700%

effective September 1, 2021. The base salary of the Occupational Therapist

shall be increased effective September 1 of 2022 and 2023, respectively, by

the same percentage as that applied to the teachers’ salary s

chedule in each

corresponding year of the Agreement.

2. Occupational therapists who were employed in the District in 2013-14 who

returned to the District in 2014-15 and continue to be employed in the District

shall receive an off-schedule recurring salary payment of $1,750 effective with

the 2016-17 school year. This amount shall be pro-rated for part-time staff.

G. Lunch Period

Occupational and physica

l therapists shall be provided with a duty-free period of thirty

minutes.

H. Professional Development

The Board may approve up to two (2) courses of continuing education per year for pay-

ment of a stipend in the amount of $300 per course to participating occupational and

physical therapists. Also, the Board may approve up to an additional two (2) courses of

continuing education per year (not to exceed

four (4) in total) with such additional two

(2) courses to be from a list to be compiled by the District and the Association. Such list

shall be made up of offerings that are directed at the needs of the District.

I. Articles That Do Not Apply

The following articles in this Agreement do not apply to occupational therapists: 8, 10,

11, 12, 14, 15, 16, 17, 18, 19, 25, 34, 35, 37, 39, 40, 41 and 43.

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Article 45-Notification of Retirement

Teachers who submit notice of their planned retirement to the Assistant Superintendent

for Human Resources and Leadership Development before January 15th of the school

year in which they intend to retire shall receive a one-time payment of $10,000.

Article 46-Headings

The headings contained herein are for descriptive purposes only. They do not affect the

meaning

of this Agreement and are not to be considered in construing it.

Article 47-Contract Implementation

Should any provision of this contract be held to be contrary to law, or result in any con-

flict in interpretation, such holding or event shall have no effect upon the remainder of

this contract.

Article 48-STATUTORY PROVISION

IT IS AGREED BY AND BETWEEN THE PARTIES THAT ANY PROVISION OF

THIS AGREEMENT R

EQUIRING LEGISLATIVE ACTION TO PERMIT ITS

IMPLEMENTATION BY AMENDMENT OR LAW OR BY PROVIDING THE

ADDITIONAL FUNDS THEREFORE SHALL NOT BECOME EFFECTIVE UNTIL

THE APPROPRIATE LEGISLATIVE BODY HAS GIVEN APPROVAL.

Article 49-Duration of Agreement

The provisions of this agreement shall become effective July 1, 2021, unless otherwise

stated herein and shall remain in full force through June 30, 2024.

Signat

ures of Contract Executors

IN WITNESS WHEREOF, the parties have duly executed this instrument this 18th day of

October, 2021.

BOARD OF EDUCATION OF SCARSDALE

UNION FREE SCHOOL DISTRICT SCARSDALE TEACHERS ASSOCIATION

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EXHIBIT A1

Scarsdale Teachers’ Salary Schedule- 2021-22 (1.7% increase)

Step BA MA MA+15 MA+30 MA+60 MA+75 PHD

1 $63,748 $71,306 $75,085 $78,864 $86,423 $90,202 $93,981

2 $68,156 $75,715 $79,494 $83,273 $90,831 $94,610 $98,390

3 $70,361 $77,919 $81,699 $85,478 $93,036 $96,815 $100,594

4 $72,566 $80,124 $83,903 $87,682 $95,240 $99,019 $102,798

5 $77,604 $85,163 $88,942 $92,721 $100,279 $104,058 $107,838

6 $82,643 $90,202 $93,981 $97,760 $105,317 $109,097 $112,876

7 $87,682 $95,240 $99,019 $102,798 $110,357 $114,136 $117,915

8 $89,887 $97,444 $101,223 $105,002 $112,562 $116,340 $120,120

9 $92,091 $99,650 $103,428 $107,207 $114,765 $118,545 $122,324

10 $96,500 $104,058 $107,838 $111,617 $119,174 $122,953 $126,732

11 $100,909 $108,467 $112,246 $116,025 $123,584 $127,363 $131,142

12 $104,688 $112,876 $116,655 $120,434 $127,993 $131,772 $135,551

13 $108,467 $117,286 $121,064 $124,843 $132,401 $136,180 $139,960

14 $110,357 $119,489 $123,269 $127,048 $134,606 $138,384 $142,164

15 $112,246 $121,694 $125,473 $129,253 $136,810 $140,589 $144,368

16 $116,025 $126,103 $129,882 $133,661 $141,220 $144,999 $148,778

17 $130,512 $134,291 $138,070 $145,628 $149,407 $153,187

18 $132,716 $136,496 $140,275 $147,832 $151,612 $155,390

19 $134,921 $138,699 $142,479 $150,037 $153,816 $157,595

EXHIBIT A2

Salary Range Adjustment Model

The Agreement for salary adjustment for the 2022 - 2023 and 2023 - 2024 school year is

based upon a model that combines two economic drivers, the annual unadjusted All Items

Consumer Price Index for All Urban Consumers (CPI-U), used to calculate the annual tax

cap levy limit, and the change in the contribution rate to the Teacher’s Retirement System

(TRS) that is

determined annually by NYSTRS. The following model determines the ad-

justment factor, if any, to a 1.500% increase in a teacher’s salary in those years of the

contract. The adjustment factor is calculated using the tables below. First, the value of the

CPI-U is applied to determine a number of credits towards change (Step 1). Next, the

change in the TRS percentage, calculated by subtracting the subs

equent year’s TRS Em-

ployer Contribution Rate (ECR) from the current year’s ECR, is considered to determine

an additional number of credits (Step 2). These two credit factors are then added together

(Step 3). Depending on the total sum of credits, the adjustment factor can be found on the

table under Step 4, which is then added to, or subtracted from the middle 1.500% set

point. This salary adjustment

is then applied to the prior year’s Salary schedule.

The District will publish a copy of the salary schedule for the 2022 - 2023 and 2023 -

2024 school years no later than April 1st of 2022 and 2023, respectively.

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STA Salary Range Adjustment Model for 2022-23 and 2023-24

Step 1: Determine the CPI Range Credit Step 2: Determine the TRS Range Credit

CPI Credits % TRS Change Credits

2 and above 4 1.0 and up -4

1.75-1.999 3 0.75-0.999 -3

1.5-1.749 2 0.5-0.749 -2

1.25-1.499 1 0.25-0.499 -1

1.0-1.249 0 0-0.249 0

0.75-0.999 -1 (-0.001)-(-0.249) 1

0.5-0.749 -2 (-0.25)-(-0.499) 2

0.25-0.0499 -3 (-0.5)-(-0.749) 3

0-0.249 -4 -0.75 and below 4

Step 3: Add calculated CPI credits + TRS credits

Step 4: Determine the % salary adjustment from center

Total Credits % Salary Adj.

>=2 0.25

1 0.125

-1 -0.125

<=-2 -0.25

Step 5: Apply % increase to prior year salary schedule

EXHIBIT B

Placement of Teachers and Allowance for Salary Credit

Placement of Teachers & Allowance for Salary Credit-Placement of New Teachers

on This Schedule

Teachers first employed may be

granted, at the discretion of the Superintendent, up to

full credit for all claimed and validated prior experience and training. Such teachers

shall receive the salary indicated at the step commensurate with their granted training and

teaching experience.

Allowance for Salary Credit

A. Salary credit payment in each of the years of this Agreement is established for

approved graduate study credit up to twenty-nine (29) points after the B.A. or M.A.

degree at the rate of 1/30th of the difference between the Step 1 salaries at Class I and

Class II of the teacher salary schedule for the year of this Agreement. Salary credit

payments shall apply only to graduate credits earned afte

r the B.A. or the M.A. degree

was awarded and only upon certification of the credits by the official university transcript

from a regionally accredited institution of higher education or from Board of Education

approved local in-service credit courses and upon the recommendation of the

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Superintendent. Salary credit payments may also be awarded for other in-service

education experiences upon the recommendation of the Superintendent and the approval

of the Board, provided, however, a denial of payment for such experience is not subject

to the grievance procedure. Salary credits will also be awarded to teachers fulfilling

course requirements for certification by means of proficiency

examinations sponsored by

the University of the State of New York and/or the State Education Department, and for

graduate credits completed at a foreign institution of higher education which has been

favorably evaluated by the Credentials Evaluation Service in Los Angeles or by a

comparable evaluation service.

B. Salary adjustments for certified graduate study credit are made by September 1st

for s

tudy completed during the previous twelve months by application and approval

procedures through the Assistant Superintendent for Human Resources and Leadership

Development. Teachers who apply for admission to a new salary class (Classes II, III, IV,

V, VI, VII) on or before November 15th and whose application is approved will receive

salary credit for the new class retroactively to September 1st and

teachers who apply

for admission to a new salary class on or before April 15th and whose application is

approved will receive salary credit for the new class retroactively to February 1st. Salary

class adjustments will be made within three pay periods of receipt and subsequent

approval of the application and all necessary supporting documents.

C. No graduate study will be awarded salary credit in

Class I (B.A.) after the 29th point.

Effective September 1, 2015 payment for study credits will be awarded on Class II upon

the completion of fifteen (15) credits.

D. No graduate study salary credits will be awarded between Class IV (M.A.+30) and

Class V (M.A.+60) or between Class V (M.A.+60) and Class VI (M.A.+75) or between

Class VI (M.A.+75) and Class VII (Ph.D. or Ed.D.).

E. The maximum salary lis

ted for any preparation class may not be exceeded except that

salary credits for approved graduate study may be added to the maximum salary listed

for Classes I and II up to a maximum of 29 credits at the established rate.

F. For purposes of determining salary credit payment, the LL.B. or J.D. shall be held

equivalent to the M.A.+60 (Class V).

G. In unusual circumstances, teachers may apply for sala

ry credit for undergraduate

courses. Teachers shall apply in writing to the Superintendent or his or her designee prior

to registering for the course. The Superintendent may authorize credit for such courses

within his or her sole discretion.

Placement in Class V (M.A.+60)

Teachers completing sixty (60) approved graduate study credits after completion of the

M.A. Degree will be assigned to Class V up

on filing an official university transcript of

graduate study credits with the Assistant Superintendent for Human Resources and

Leadership Development and upon the approval of the Board based upon the

recommendation of the Superintendent, provided that such graduate study is directly

related to the field in which the teacher is to give instruction or is of substantial and

pertinent value to the tea

cher in his work in the district.

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EXHIBIT C

Teachers’ Career Increment

Career Increment

The following career increment schedule shall apply to teachers who have completed the

appropriate number of years of service in the Scarsdale School District as of June 30th of

the previous year:

Completed Years of Service Stipend

in Scarsdale

16 $1,000

22 $2,500

25 $4,000

30 $5,000

For teachers who began active service in the District prior to July 1, 2016, this career in-

crement shall commence upon completi

on of the 16th year of service in Scarsdale regard-

less of step. For teachers who began active service in the District after July 1, 2016, the

career increment will begin upon completion of one year on top step of the salary sched-

ule and completion of at least 16 years of service to the District.

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EXHIBIT D

Grievant’s Copy

SCARSDALE PUBLIC SCHOOLS

Scarsdale, New York

Notification of Grievance

Stage One

Name of Grievant______________________________________________

School Address________________________________________________

Building Principal______________________________________________

Statement of Grievance:

Facts on Which Based:

Provisions of Agreement and/or Board of Education Rules, Regulation

s, or Policies:

Involved:

Relief Sought:

___________________________

Signature of Grievant

__________________________

Date

(Use additional sheets if necessary)

Exhibit E

Stipend for Continuing Study through Graduate Course Credit

A teacher who is at MA+75 shall receive a stipend of $300 for each graduate credit from

an accredited institution earned p

ast the MA+75 upon meeting the application and

approval procedures referenced in Exhibit B.

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