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ARTICLE VIII Terms and Conditions of Employment ......0..... cc i i i i i i i i i ii ereninerereres 19

8:1 School Year - School Calendar... cece cece eee ee eeeeceeaeeeeeeeeecteseeeeeeeeesnneaeees 19
8:2 STo! a[ol0) i B)- | Aopen 20
8:3 Planning Periods 0.0.0... cc ccc ccc e cece ee ee se eeeeee ease ease seseeeseseeaeaseaasasasaseaaaeaeaeaeaaseaeaeaeaanea 21
8:4 Teaching Load - Class SIZ@ ooo... rr nr nn nn EE I I I IOI I i i ii itenererenes 22
8:5 Student Health... eee ce cee cece cece ences asec ee eeeecaeaeeeeeeeeeceeaeeeeeeeescdtsueeeeseeeeenteaeees 23
8:6 Scholarship and Standards 0.0.0.0... cccccccceeeeeeeeteeeteteteeeeeten tte eeesaeeeeeaeaeaeaeaeaaaeaeaenes 23
8:7 lo) om BY -\-10]1]0)(0]) ee 24
8:8 Parent-Teacher Conferences 00.0. c ccc ce ence cece cece ce ceaeeeeeeesececceaeeeeeeeeessteaeeeeeees 24
ARTICLE IX Transfers, Vacancies and Promotions .0000.......0.0cccccccccccccceecececeeceeeeeeeeseeeeeenaaeneeeeeeeeananens 24
9:1 DePFINITIONS. 2.0. cece cece cece cece ce eee te ae cece ee ee ce caaeceeeeesececaaeaeeeeeseseceneeeeeeeeeeessneeeeeeess 24
9:2 POSTINGS... 0. cece cece ce cece ee case cece sesesesesesesasesesesasesasasasesesaeasasasasasasaseaaeaaeaeaaaaaeaeaaaaaenea 24
9:3 Transfer REQUESTS 0.0... nnn nn nnn nn nN HI IH III I HEI I III III ILI I I I i i ii tetenereneree 24
9:4 Transfer Notification 2.0.0... ce cece cece cece cee nese ee eeee cases eeeeeeeecetaeeeeeeeeeeeteneteeeeeseeeea 24
9:5 Intrabuilding REASSIGNMENS ...... cc cca cece cece seca ease ease ease se eaeeeeaeaeaeaeaaaeaeaeaeaenea 24
9:6 Voluntary Transfers 0.0... rin nn nnn nn nH Hn I III IOI I I III EOI I I i i iit enenerereres 25
9:7 Involuntary Transfers ..0... 00 cc cca cece sess ee eeeeee ease ease se seeasesesasaeasasaaeseaeaeaeaeaeaaaeaaaaaea 25
9:8 Filling of Permanent VaCcancieS 0.0.0.0... cecccececec tte ce sees ee ee ee eeeeseeeeeeeeeeeeeaeaeaeseaeaeaeaeaea 26
9:9 Change Of Employment Status ...0.000.00 cece ceecceeeeetetetenettttte esas ee aeaeaeaeaeaeae ae aaaea 26
9:10 Closing Of School BUildiNg.............. cece eeeete tenet ett ee ee ee esas ae ae ae ae ae ae aeaeae ae aaaea 26
9:11 Order Of Implementation... ccc tete tenet tte esas ae eeaeaeaeaeaeaeaeaeaeaaaeweaanea 26
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9:13 Probation For NuUrS@S ooo... ..ccecceecccc cece cece cece cece cae eeeeeeseeecaaeeeeeeecesecgnseeeeeeeeeestteeeeeeees 27
ARTICLE X Educational Council/Supplemental Budget .....0.0.. ccc etn tnt eases ee ae ee eeaes 27
ARTICLE XI Union Representatives 0.0.0.0 cce cesses sees ee eeseseseseseeeeesesasaseeaeeseeeaeaeaeaeaeaaaeaenanea 27
ARTICLE XIl Union Privileges and Responsibilities ...0.0.000 0c ccc ete eee sees sees ee eeeeeeaeeeaeaeaeaaaes 28
12:1 Fair Practices 0... cece cect cece ce eeee cae eeeeee eee ceaeeeeeeesececaeeeeeeesesecgnseeeeeeeesessneeeeeeeees 28
12:2 Recognition of Local Organization Representative .........0 cc ceceeeeeeeteeeeetetetenetees 28
12:3 Distribution of Material - Mail Boxes «20.0.0... cece cece cece cnet eeee cece ceeeeeeeeeeeectnaeeeeeees 28
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12:5 No Local Organization Activity on School TiMe............ ccc cece ett e esas nena nena nena 28
12:6 Protection of Individual and Group RIghts............ 0. ccccccccececeeaceeeeeeeeeeeeeeseeeeeeeseeeeeaeaess 28
12:7 IFOPM ATION elec cee cece te cece cette eee ee teen eee ee ae sees eee caaeaeeeeeeeeecdicaeeeeeeeeecgtsieetesene ea 28
12:8 Faculty Bulletin Board Use o.oo... ccccccccecacececaeeeaeeeeeeeeeesaeaeaeeeeeeeaeeeeeeeaeeeaseeeeaeeeaeanas 28
12:9 Leave For Union BUSINESS .........0 0c cece cece ee ce ee eee ce ee eeeeee tees ceaeeeeeeeeecntteeteseeenea 29
12:10 Dues Deductions .......... cece cece eect eee ee cee ce acne cess eee caeaeeeeeeeeeceaeeeeeeeeecntsieeresenened 29
12:11 Released Time ........ cece cece cece cece ee cnee eect ee ceee ca eeaeeeeeeeeecesaeeeeeeeeecdiaeeeeeeeeeceteieeseseeened 30
ARTICLE XIII Rules, Regulations and Management Rights ..............0.0. ccc cece cece teen ee ttt te ett teteteteteeeeeee ee 30
13:1 Adherence To Rules, Regulations, Policies and Provisions... cccccccccceeeeeeee 30
13:2 Rules, Regulations and Policies ........ 0.0 cccccccccceceeeeaeeeeeeeaeeeaeaeaeeeeeaeaesesteeeeaseeseeeaeanas 30
13:3 Management RIgNts ........ 0. ccecacacacaceseeeeeeacaceeeeaeeeeeeeeeaeaeaeaeaeaeaeeeaeseateeasaeeestaeatanss 30
ARTICLE XIV Resolution of Differences by Peaceful Means...............ccccccccccccccceeeeeeeeeeeeeeeeueeeeeeeeeaeaeas 31
ARTICLE XV Miscellaneous Provisions ...........0.. ccc cece cece ce ceeeee ce ee teen ceeeeeeeeeeeeceaeeeeeeeescgteeeeeeeeened 31
15:1 Distributing AQree@Me nt... ccc cccccccaceeeceeeeeeacaceeaeaeeeaceeeeaeaeaeaeaeaeaeaeaeueaeeeaeaseeaeeeueaeas 31
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15:3 Amendment Of Agreement... tn ttninertenee 31
ARTICLE XVI Conformity to Law and Saving Clause 00.0.0... ce cece cece entice tint n ttt etittetteeeee eee 31

ARTICLE XVII Duration of Agreement... i i i i i i i i i i i ili i i ili ill illite 31

City of Nashua

Purchasing Department

Administrative Services Division (603) 589-3330
229 Main Street - Nashua, NH 03060 Fax (603) 594-3233
April 27, 2022
Memo #22-269
TO: Mayor Donchess
Finance Committee
SUBJECT: Engineering Consulting in the amount not to exceed $150,000 funded from 53107

Architect & Engineering Services/Mine Falls Trust

Please see attached communications from Daniel Hudson, City Engineer, dated April 28, 2022 for project
specific details related to this purchase. Below please find a summary of the purchase approval request:

Item:

Value:
Vendor:
Department:
Source Fund:

Ordinance:

Engineering Consulting to determine capital cost needs for bridge
repairs/replacement in Mine Falls Park. This is to include anticipated replacement
of Mine Falls Park South High School & Whipple Street bridges

not to exceed $150,000

Hoyle Tanner & Associates

177 Parks & Recreation

53107 Architect & Engineering Services/ Mine Falls Trust

Pursuant to NRO § 5-83 Professional Services (A) In the purchase of accounting,
architectural, auditing, engineering, legal, medical and ambulance services and
purchases of independent professional consultant services for personnel, data
processing, actuarial, planning, management and other comparable purchases
competitive bidding shall not be required.

The Board of Public Works (4/28/2022 BPW meeting), Division of Public Works: Parks & Recreation, and
the Purchasing Department respectfully request your approval of this contract.

Regards,

Kelly Parkinson

Purchasing Manager

Ce: D Hudson
C O'Connor

APPENDIX A-1
APPENDIX A-2
APPENDIX A-3
APPENDIX A-4
APPENDIX B
APPENDIX C
APPENDIX D
APPENDIX E
APPENDIX F
APPENDIX F-1
APPENDIX G
APPENDIX H
APPENDIX |
APPENDIX J
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Teachers’ Salary Schedule 2017-2018 ooo... i i i i i i i i i i eenenerenee 33
Teachers’ Salary Schedule 2018-2019 ooo. i i i i i i i i i i i erin irene 34
Teachers’ Salary Schedule 2019-2020 ooo... i i i i i i i i i i ii inenenereres 35
Teachers’ Salalry Schedule 2020-2021 0000... i i i i i i i i i ener enerenee 36
Differential for Special Education Teachers ...00.. 00. ccc cececececet cette eee ee esse ease ee eeaeeeaes 37
Differential for-Head Teachers and Department Chairpersons ........... eee 37
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COACNES 20... cece cece cect eee cece ence ae cece cece te ceaeeeeeee cee ceaeaeeeeeseeecieaeeeeeeeescnesieeeeseeesentseees 39
Payroll Deduction Authorization ....00.00 0c cecccececte eee ee sees ease ease eeeeseeeseeeaeaeaeaeaeaeaeaeaea 42
Agency Fee Authorization o.oo... I i nnnteteerE 43
Insurance Deduction Authorization «0.0.0.0... cece cece ceeceeeeee tees ceaeeeeeeeeeenteeeeesenened 44
BY =<} (0 ]aT= 10-0 A =k - 45
MOU/Negotiation LANQUagE ......... occ ccccccecccececeeeeeeeeeeeceeeeaeaeeeeeeeeeeeeeeeseateeeeeeeeseaeaeanas 46
Delta Dental Premier Network ............ cece cece cece cece cee ee eeeeeeeectteaeeeeeeeescetseeeeseeenea 47
Ratification/Approvall o.oo... ccccccccccccccecececasaceceeacaeacaeeeeeacaeaeeeaeaeaeaeaeaeaeaeaeaeseateeeeaeeeaeeeataeas 48
Continuation of Labor/Management Committee... ccc ceceeeeeeeeeeeteeeteteeeteeeeeee es 49

Sixth Grade Considered Secondary .......... cc ceeccccecceeeeee teen tenets este tetetetttettteteteteneeeeeeee 49

AGREEMENT

AGREEMENT made between the NASHUA BOARD OF EDUCATION (hereinafter called the "BOARD") and the
NASHUA TEACHERS' UNION, LOCAL 1044, AMERICAN FEDERATION OF TEACHERS, AFL-CIO (hereinafter
called the "UNION").

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ARTICLE |

Recognition

The BOARD recognizes the Nashua Teachers’ Union as the exclusive representative for the purpose of
collective bargaining concerning wages, hours and other terms and conditions of employment of all
teachers, including teachers who are under Annual, Partial-year, Title | teachers, Part-time teachers (as
defined by the number of hours teachers are required to work commencing with the arrival of students and
ending at the end of the student day but excluding the teacher lunch period), and Continuing Substitute
teachers, employed by the BOARD as included herein:

TEACHERS

SPEECH LANGUAGE PATHOLOGISTS
SCHOOL COUNSELORS

READING CONSULTANTS

DEPARTMENT CHAIRPERSONS

SPECIALISTS

LIBRARIANS

PEER COACHES

HEAD TEACHERS

SCHOOL -NURSES

SCHOOL PSYCHOLOGISTS

SOCIAL WORKERS

TEACHER TEAM FACILITATORS

IN-HOUSE SUSPENSION TEACHERS

and excluding all other employees.
The UNION agrees to represent equally all teachers without regard to membership in the UNION.
Commencing with the date of their appointment as a continuing substitute all Continuing Substitute

teachers shall be covered by all provisions of this Agreement, in accordance with the limitations stated
therein, with the exception of the following contract provisions:

Article 6:2 Sick Leave Bank
6:10 Extended Leaves
6:11 Sabbatical Leave
7:1 Notification of Re-Employment
7:2 Notification of Assignment
77 Seniority
7:8 Reduction in Staff
7:9 Recall
10 Transfers, Vacancies and Promotions

All Title | teachers included in the bargaining unit who have a work day or work year less than the work day
or work year of a contract teacher, shall be covered by all provisions of this Agreement, in accordance with
the limitations stated therein, with the exception of the following contract provisions:

Article 4:8 Longevity
*5:1 Workers' Compensation and Pension (Pension portion only)
5:3 Health Insurance
5:6 Continuation of Insurance
8:1A.1,.2,.3. School Year/School Calendar
8:2 School Day
8:3 Planning Periods
8:4 Teaching Load/Class Size
IX** Transfers, Vacancies and Promotions

Nothing in this Agreement shall be construed to affect the right of the above Title | teachers to become a
member of the New Hampshire Retirement System. The District shall have no obligation to make a-contribution
to the New Hampshire Retirement System on behalf of any of the above Title | teachers unless the enrollment of
those teachers in the System is mandated by the System or by other provisions of State law.

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With the exception of those portions of subsections 9:1 through 9:6 applicable to the transfer rights of Title |
teachers to Title | positions within their designated area.

All Part-Time teachers included in the bargaining unit shall be covered by all provisions of this Agreement,
in accordance with the limitations stated therein with the exception of the following contract provisions.

Article 4:8 Longevity
*5:1 Workers' Compensation and Pension (Pension portion only)
6:2 Sick Leave Bank
8:2 School Day
8:3 Planning Periods

*Nothing in this Agreement shall be construed to affect the right of any Part-Time teacher to become a member of
the New Hampshire Retirement System. The District shall have no obligation to make a contribution to the New
Hampshire Retirement System on behalf of any Part-Time teacher unless the enrollment of that teacher in the
System is mandated by the System or by other provisions of State law.

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ARTICLE Il
Definitions

The term "School", as used in this Agreement, means any work location or functional division maintained by
the BOARD where instruction is offered to the children of Nashua.

The term "Principal", as used in this Agreement, means the responsible administrative heads of their
respective schools.

The term "Teacher", as used in this Agreement, means a person employed by the BOARD who is part of
the Unit as described in ARTICLE |.

The term "Department Chairperson", as used in this Agreement, means a teacher with single building
responsibility and supervision.

The term "Teachers' Union Representative", as used in this Agreement, means a Teacher Union Building
Representative or the alternate UNION designee who shall be part of the Unit as defined in ARTICLE I.

The term “allied fields" shall mean a closely related subject to that in which the teacher's previous
experience occurred.

Whenever the singular is used in this Agreement, it is to include the plural where the context clearly so
indicates.

The term "service", as used in this Agreement, shall mean time when the teacher is actually engaged in
teaching, together with any authorized paid leave granted pursuant to this Agreement.

A regular "School Nurse" is a Registered Nurse licensed by the State of New Hampshire employed in said
capacity to fill an approved budgeted School Nurse position which is not temporary or as provided in Article
9:9B.

A "Continuing Substitute School Nurse" is a Registered Nurse licensed by the State of New Hampshire
employed in said capacity to fill a School Nurse position temporarily vacant due to an approved extended
leave of absence, or to fill a permanently vacant position as provided in Article 9:9B.

A"Temporary School Nurse" is a Registered Nurse licensed by the State of New Hampshire employed to fill
a Temporary School Nurse position that is expected to be of limited duration.

A designated area is composed of all teachers currently teaching in a subject area. These teachers must
teach in that subject for the greater portion of their regular work day as referenced in Appendix H.

The term “Master Plan’, as used in this agreement, refers to the professional development master plan
required by the New Hampshire Department of Education and approved by the Nashua Board of Education.

ARTICLE III

Grievance Procedure

Grievance and Arbitration Procedures

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The purpose of this Article is to establish a procedure for the settlement of grievances which involve:
A. An alleged violation of a term or provision of the existing contract.

B. A grievance otherwise arising out of the employer-employee relationship involving wages, hours or
other terms or conditions of employment.

All such grievances will be handled as provided in this Article.
No grievance shall be considered under the grievance procedure unless it is presented as provided below.
A grievance must be referred to the next step as provided below or the grievance will be considered settled
on the basis of the last answer given. If a grievance is once settled in any of the following steps, it shall be
considered closed and shall not thereafter be subject to the grievance procedure or to arbitration.
All grievances over which a principal has no jurisdiction shall be submitted directly to the Superintendent
within thirty (30) school days after the aggrieved party knows, or should have known, of the act or condition

on which the grievance is based. Submission at any level within that thirty (30) school day period shall
establish the timeliness of the grievance.

Step 1.

Any teacher who has a grievance shall, with or without the Union Representative, discuss it first with the
Principal in an attempt to resolve the matter at that level.

Step 2.

If the grievance is not settled within ten (10) school days after presentation at Step 1!, the aggrieved party
shall, within ten (10) school days thereafter set forth the grievance in writing to the Principal specifying:

(a) The specific nature of the grievance and date it occurred.

(b) The provision(s) of this Agreement which is alleged to have been violated.
(c) The nature and extent of the injury, loss or inconvenience.

(d) The results of previous discussions.

(e) The basis for dissatisfaction with the decisions previously rendered.

(f) The remedy which is desired.

The grievance shall be signed by the aggrieved teacher and Union Representative before being presented
to the Principal in Step 2.

If the grievance is not received in writing by the Principal in Step 2 within thirty (30) school days after the
aggrieved party knows, or should have known, of the act or condition on which the grievance is based, the
grievance will be considered as waived. An alleged waiver will be subject to arbitration pursuant to the
provisions of this Article.

The Principal shall act upon the grievance within five (5) school days after receipt at Step 2 and shall
communicate a decision in writing to the UNION.

Step 3.

If the issue is not resolved after Step 2, the grievance shall, within five (5) school days after receipt of the
Principal's decision be submitted to the Superintendent of Schools. The Superintendent shall act upon
the grievance within a period not to exceed ten (10) school days and shall communicate a decision in
writing.

Step 4.

The UNION, no later than ten (I0) school days after receipt of the Superintendent's decision, may appeal
the Superintendent's decision to the School BOARD. The appeal to the BOARD must be made in writing

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reciting the matter submitted to the Superintendent and the basis for dissatisfaction with the decision
rendered by the Superintendent. The BOARD shall act upon the Appeal within a period not to exceed
fifteen (115) school days. The BOARD shall communicate its decision in writing to the UNION.

Failure at any step of this procedure by the Administration to communicate a decision on a grievance
within the specified time limits shall permit an appeal of the grievance to the next step. Failure at
any step of this procedure to appeal a grievance to the next step within the specified time limits
shall be deemedto be acceptance of the decision rendered at that step.

It is understood that teachers shall, during and notwithstanding, the pendency of any grievance, continue to
observe all assignments and applicable rules and regulations of the BOARD until such grievance and any
effect thereof shall have been fully determined.

Rights of Teachers to Representation

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Aggrieved persons may be represented at all stages of the grievance procedure by themselves and by a
representative selected or approved by the Nashua Teachers’ Union.

When a grievant in Step is not represented by the Nashua Teachers' Union in the processing of a
grievance, the Nashua Teachers’ Union shall at the time of submission of the grievance at Step 2 have the
right to be present and present its position in writing at all meetings with the grievant held concerning the
grievance and shall receive a copy of decisions rendered.

Arbitration

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If a grievance involving the interpretation or application of a specific provision of this Agreement has not
been settled after being fully processed through the grievance procedure above, then the UNION may
submit such grievance to arbitration by giving written notice thereof to the BOARD no later than two (2)
weeks after the completion of Step 4. The grievance shall be considered as having been settled in Step 4
unless it is so submitted to arbitration within such time limit.

The choice of the Arbitrator shall be by agreement of the parties. However, if such agreement has not been
reached within one (1) week after the receipt of such written notice submitting the grievance to arbitration,
the grievance may be referred by the UNION to the American Arbitration Association for the selection of an
arbitrator in accordance with the rules then obtaining, of said Association applicable to labor arbitrations.
Any arbitration hereunder shall be conducted in accordance with such rules, subject to the provisions of this
Agreement.

Each grievance shall be separately processed in any arbitration proceeding under this Article.
There shall be no right to arbitration to obtain, and no arbitrator shall have any power to award or
determine, any change in, modification or alteration of, addition to, or subtraction from, any of the terms of

this Agreement.

The Arbitrator selected will confer with representatives of the BOARD and the UNION. The arbitrator will
set forth findings in writing, and submit them to the BOARD and the UNION.

The operation of this grievance and arbitration agreement shall be subject to the provisions of Chapter 542
of the New Hampshire Revised Statutes Annotated.

If Chapter 542 should be held by the Supreme Court of New Hampshire to be inapplicable to employees in
this bargaining unit, this article of the contract shall be renegotiated.

School Board Grievances

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The School Board and its representatives (including the Superintendent, but excluding any other
administrator) shall be entitled to file grievances against the UNION and its representatives involving the
interpretation or application of a specific provision of this Agreement. Said grievance shall be submitted in
writing to the UNION.

If said grievances cannot be resolved between the BOARD and the UNION, the BOARD shall be entitled to
submit them to arbitration. It shall give the UNION written notice thereof not later than two (2) weeks
following the date when it has been determined that the grievance cannot be settled or resolved. If said
notice is not given within the required time, the grievance will be considered as waived.

If the grievance is not received by the UNION within thirty (30) days after the BOARD knows, or should have
known, of the act or condition on which the grievance is based, the grievance will be considered as waived.
An alleged waiver will be subject to arbitration pursuant to the provisions of this Article.

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Released Time
Any teacher who has filed a grievance in accordance with the provisions of this contract will be granted
released time as needed without loss of pay or loss of personal days for attendance at required grievance

and/or arbitration hearings. The same privilege shall be granted to one UNION representative who attends
said hearing with the teacher.

ARTICLE IV

Salary and Rates of Pay

Basic Salary Schedule

The salaries and differentials of the members of the Unit defined in Article | are set forth in Appendix A
which is attached to and made part of this Agreement. The agreed upon salary schedules shall be
implemented, including payment of all incremental increases, as follows:

- Effective September 1, 29442021, employees will be placed on the 20442021-2048-2022
Salary Schedule according to their credited years of experience (see Appendix A-1).

- On September 1, 29482022, the 20482022-2049-2023 Salary Schedule will be implemented.
All eligible employees will advance one step (see Appendix A-2).

- On September 1, 29492023, the 20492023-2020-2024 Salary Schedule will be implemented.
All eligible employees will advance one step on the schedule that reflects their credited years
of experience (see Appendix A-3).

- On September 1, 29292024, the 20202024-2024-2025 Salary Schedule will be implemented.
All eligible employees will advance one step on the schedule that reflects their credited years
of experience (see Appendix A-4).

No employee hired after the ratification of this agreement shall be placed on the salary scale above any
employee with equivalent experience who was hired after September 1, 2013.

Placement on the Salary Schedule

A. Subject to the Superintendent's salary and hiring recommendation and BOARD approval.

Teachers, other than school nurses and school psychologists, shall be granted full credit for all
prior teaching experience after the receipt of their Bachelor's Degree provided that such
experience is current and in the same or an allied field.

children ceis-currentNo-credit will be-given fo

i i -For purposes of placing new hires on
the salary schedule, the District will grant incoming school nurses full credit for satisfactorily
demonstrated prior nursing experience related to children of public-school age and up to four (4)

years’ credit for satisfactorily demonstrated prior nursing experience in a hospital/medical practice.

Further, effective September 1, 2022, the District will grant school nurses who are currently
employed by the District up to four (4) years’ additional credit on the salary schedule for
satisfactorily demonstrated prior nursing experience related to children of public school age and/or
prior nursing experience in a hospital/medical practice. In order to be eligible for this benefit,
school nurses who are currently employed by the District must submit a written request, including
an explanation and, if necessary, written proof of their relevant prior nursing experience to the
District's Human Resources Director within 30 days of this agreement being signed into effect.
The District's Human Resources Director will issue a decision on each request within 30 days of
receiving a request, and such decision may be grieved in the ordinary course. Failure to submita
written request for this benefit within 30 days of this agreement being signed into effect will be
deemed a full and final waiver of the benefit.

School psychologists shall be granted full credit for all prior teaching and/or psychologist
experience provided that such experience is current and in the same or an allied field.

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This clause shall not be applied retroactively in that present service, as determined, shall be
deemed as final.

B. Service as a teacher of at least ninety (90) school days within a previous school year is required
for the period to count toward a step on the salary schedule.

C. Teachers shall be notified during the first full week of school of their Step on the Salary Schedule
and their salary for the current school year.

Step Advancement

For purposes of salary payment, members of the defined Unit who have ninety days service under 4:2B
will advance a Step on the salary schedule as provided by the terms of this Agreement on the date as
determined in Section 4.1 for each year of this Agreement upon the recommendation of the
Superintendent of Schools.

Increments for Advanced Credit

A. Requests by individual teachers, excluding school nurses, for advanced credit placement shall be
granted by the Superintendent upon submission of satisfactory evidence of the completion of all
requirements for such credit. Teachers must make requests in writing accompanied by a
transcript by September 1 of each school year in order to obtain advanced credit placement
commencing with the first workday of that work year and by February 1 of each school year in
order to obtain advanced credit placement commencing with the 92nd workday of the current 184
day work year. If an official transcript is unavailable for presentation to the Superintendent by
September 1, or in the case of credits to be paid after February 1, by February 1-documentation
from the college indicating a request was made for a transcript will be considered as evidence of
completion until a transcript is received, however, if the transcript is not received within 60 days
after advanced credit placement is granted, all increased payments shall stop and the right to
increased pay for the credits granted shall be deferred until the next adjustment date after the
transcript is received. The BOARD shall have the right to take all steps allowed by law, including
recoupment or set-off of previously paid amounts, to recover overpayments made. Credit shall be
given only for courses at an accredited college or university which are allied to the teacher's
profession or which are required in connection with an advanced degree program allied to the
teacher's profession.

B. Requests by individual nurses for advanced credit placement shall be granted by the
Superintendent upon submission of satisfactory evidence of the completion of all requirements for
such credit. Nurses must make requests in writing accompanied by a transcript by September 1 of
each school year in order to obtain advanced credit placement commencing with the first workday
of that work year and by February 1 of each school year in order to obtain advanced credit
placement commencing with the 92nd workday of the current 184-day work year. If an official
transcript is unavailable for presentation to the Superintendent by September 1, or in the case of
credits to be paid after February 1, by February 1 documentation from the college indicating a
request was made for a transcript will be considered as evidence of completion until a transcript is
received, however, if the transcript is not received within 60 days after advanced credit placement
is granted, all increased payments shall stop and the right to increased pay for the credits granted
shall be deferred until the next adjustment date after the transcript is received. The BOARD shall
have the right to take all steps allowed by law, including recoupment or set-off of previously paid
amounts, to recover overpayments made. For purposes of this horizontal movement for nurses,
only advanced credit/degrees obtained in the fields of nursing (or a similar field of medical study)
will be considered.

Method and Time of Salary Payment

Regular teachers shall have the following options for receiving their paychecks:

Option A: Twenty-six (26) equal biweekly installments, starting no later than the second week of
the school year.

Option B: Twenty-six (26) equal biweekly installments, starting no later then the second week of
the school year, with a final lump sum payment in June of all installments remaining
unpaid at the close of the school year.

Option C: Twenty-two (22) equal biweekly installments, starting no later than the second week of
the school year.

Each teacher shall be required to choose one of the above options for each succeeding year on June 15, or
on the date of hire. The choice made shall be irrevocable for the year of choice. Payroll deduction

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arrangements to cover summer leave obligations shall be standardized by the District for each group of
optionees.

The BOARD shall have the right to fix the day of the week paychecks shall be distributed to coincide with
the requirements of the city's payroll processing system. Paychecks shall be distributed to personnel in
individual envelopes. The District may institute delivery of direct deposit slips by electronic means, subject
to requirements of state law.

If a teacher leaves or dies during the school year, the teacher or the teacher's estate shall be entitled to a
prorated share of the teacher's contract salary based on the period of service in days in relation to the
number of days schools are in session during the school year, minus the compensation already paid.

Method And Time Of Payment For Advisors

A. Members of the Bargaining Unit who are advisors/coaches for co-curricular and extra-curricular
activities which are for less than a full year shall be paid for that activity within at least two teacher
pay periods after the activity has been satisfactorily completed.

B. Members of the Bargaining Unit who are advisors/coaches for co-curricular and extra-curricular
activities which are for a full year shall be paid one half their annual compensation for that activity
on the first payroll following the conclusion of each semester.

Members of the Bargaining Unit who are advisors/coaches for extra-curricular activities may, upon
written request, have the option of receiving their pay for each activity in equal installments over
twelve (12) teacher payroll periods commencing with the first teacher payroll period of each new
school year next following the commencement of each activity, provided that if the twelve (12)
teacher payroll periods would end beyond June 30 of each school year, then this option shall not
be available. The written request must be received by the Human Resources Office at least two
weeks prior to the commencement of each activity for this option to be exercised.

Advisors are listed in D

Supplemental Injury Benefits

A. A member of the bargaining Unit absent from work as a result of an injury occurring during
employment, and who receives weekly worker's compensation benefits shall be paid by the
BOARD the difference between the teacher's normal weekly salary (including all benefits) and the
amount the teacher receives as weekly worker's compensation benefits.

B. It is intended that no teacher shall receive for each week of absence more than the amount of the
teacher's regular weekly salary. Any excess amounts received shall be forthwith returned to the
School Board.

C. Absences under this provision shall be charged to the teacher's current and accumulated sick
leave on the basis of the amount of time that is needed to obtain one’s daily pay for each day of
absence.

D. This supplemental benefit shall cease upon the exhaustion of the teacher's sick leave entitlements

as described above.

E. The provisions of this section shall not prevent a teacher from electing to waive the supplemental
benefit from the District in which instance no sick leave days shall be deducted from the teacher's
accumulated sick leave.

Longevity Payments

Longevity payments shall be made annually in January of each school year for teachers and nurses in the
service of the District as of the first day of that school year, and employed by the District prior to September
1, 2014. Longevity payments shall be computed as of the first day of the school year preceding the
payment date according to the following schedule:

o At the beginning of fifteen (15) but less than twenty (20) years of service with the District as of
September 1, $281

o At the beginning of twenty (20) but less than twenty-five (25) years of service with the District as of
September 1, $1,294

o At the beginning of twenty-five (25) or more years of service with the District as of September 1,
$1,688