Representative Town Meeting Special Meeting Agenda (PDF)

FIFTEEN ROPE FERRY ROAD &
PHONE: 860-442-0553
WATERFORD, CT 06385-2886 &
www.waterfordct.org
GENDA
REPRESENTATIVE TOWN MEETING
SPECIAL MEETING
Monday, February 22, 2021
7:00pm — Waterford Town Hall =
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A. Pledge of Allegiance to the Flag
B. Roll Call
C. Correspondence
D. Transaction of Business on the Call:
1. To consider and act upon a motion to discuss strategy and/or negotiations
with respect to collective bargaining units in executive session, said action
to be taken without prejudice to the Representative Town Meeting’s right
to discuss said matters in a private meeting pursuant to Connecticut
Statute § 1-200.
2. To consider and act upon an Agreement between the Waterford Board of
Education and the Waterford Federation of Classroom Teachers for July
1, 2021 through June 30, 2024 and to request the funding thereof,
pursuant to Connecticut General Statute §10-153d pending finalization of
contract.
3. BOE Financial Update.
E. Adjournment.

EXECUTIVE SESSION: NO BACKUP

Town of Waterford
LABOR CONTRACT REPORT FORM
Employee Organization: Waterford Federation of Classroom Teachers oney veil cg PM 3159
Number of Employees in
In Bargaining Unit: 235.25 FTE
Contract Duration: Begin: July 1, 2021 End: June 30, 2024
Contract Execution Date: 30 days after filing of contract with Town Clerk (filed on February 1, 2021)
COSTS 2021-22 2022-23 2023-24
Base Salary (FY22 = $ 22,687,584)
Statewide Teacher Settlement Trend
Total Wage Increase (GWI + Step) 2.50 % 2.50 % 2.50 %
Dollar Increase $ 554,309 $ 567,620 $ 582,189
General Wage Increase (GWI) to 0.0 % 0.0% 0.0%
Steps 1-10
GWI on Step 11 1.0 % 1.0% 1.0%
GWI on Additional Base Salary 0.80 % 0.66 % 0.63 %
(Old Top Step) — Applies only to
those hired before 7/1/18
GWI $ Impact $ 383,016 $ 358,999 $ 358,609
Step Percent 0.70 % 0.84 % 0.87 %
Step Impact $ 171,293 $ 208,621 $ 223,580
e This settlement concluded a period of contract negotiations that began in August. This agreement was
reached "outside" the formal mediation process as a mediated settlement, just prior to entering into the
arbitration phase.
e A three-year agreement: July 1, 2021 — June 30, 2024
e In keeping with the town’s goals in controlling long-term costs, it is important to review the bifurcated salary
schedules negotiated three years ago. During the last contract negotiations, the WFCT and the Waterford
Board of Education agreed on a new salary schedule for all employees hired after July 1, 2018. This new
contract is a continuation on controlling those costs.
e July 1, 2018 structural changes to the salary grid:
o The seven salary lanes of the contract were reduced to three.
o The number of steps of the contract was reduced from twelve to eleven.
o All new employees after 7/1/18 only have access to the three remaining salary lanes and cannot
exceed step 11.

© July 1, 2021 Contract Compensation Overview:
o There is a zero percent GWI applied to steps 1-10 in all of the three years.
o oOo Oo O89 8
contract.
Health Insurance
Premium Cost Shares
Year
2020-21 (current)
2021-2022
* 9022-2093
2023-2024.
Employee Deductible Amounts
Year
2020-21 (current)
2021-2022
2022-2023
- 2023-2024
Step impact is 2.4196 over the three years of the contract.
Board Premium Contribution
ae -
"8996
“80%
All the steps in the contract 1-10 remain the same dollar amount over the three-year contract.
Each teacher, if eligible, will advance a step on the appropriate salary schedule.
Step 11 increased by 196 each year of the contract totaling 3% for three years of the contract.
"Employee Premium Contribution
| Employce Deductible Amounts
$2,000 (Single /+1)
* $4,000 (Family)
$2,950
; $4,500
$2,500
; $5,000
$5,000
GWI impact on Additional Base Salary (Old Top Step) totals 2.09% over the three years of the
i
The board provides deductible funding of $1, 125/$2,250 ‘that increases in years two and three of the contract to
$1,250/$2,500.

Tn-Network and Out-of-Network Caps
The Out-ofNetwork services are subject to deductible and coinsurance.
' Year | Employee "-Tn-Network Cap i Employee Out-of-Network Cap
9020-21 (current) + $3,000 | $5,000
+ 2021-2099 , $3,950 "$5,500
- $6,500 11,000
| $7,000 | $12,000
9023-0024 $8,500 / $6,000
| $7,000
12,000
Personal Leave - There is a reduction of personal days Irom 6 to 5 per year. There were clarifications on when you
can take a personal day. Up to three (8) unused personal days will convert to the teacher’s sick leave accumulation
if not used.
Other Provisions
The wellness provisions are for the employee and spouse (if applicable). Preventive wellness visits shall be
required every other calendar year. The means by which the employee can show compliance has been
broadened and clarified on page 18, The Board does not provide any deductible contributions for non-
compliant employees.
Graduate Study Reimbursement funds go from $75,000 to $90,000.
o For teachers that access these funds there is a provision in the contract that they must continue to
work in the district. This provision has increased from two years to three full years of service
following the year in which the graduate program or course is completed or must reimburse the
district those funds.
Sick Leave - Seven (7) days of the annual allotment of paid sick leave may also be used to care for a well
newborn child of the teacher or the teacher’s spouse.
Sick Leave Bank - Clarifications on how the Sick Leave Bank is administered and the Sick Leave Bank
usage limit goes from $45,000 to $75,000,
Clarification of the work year to be 186 days.
Janus Court Decision Language on union and dues and [ees is now included.
Deleted policy language was added to the contract on how staff assignments are created to be equitable.
Contractual language changes have been revised throughout the contract to enhance clarity,

December 8, 2020
9306009V3
AGREEMENT
BETWEEN
THE WATERFORD BOARD OF EDUCATION
AND
THE WATERFORD FEDERATION
OF CLASSROOM TEACHERS
July 1, 2021 through June 30, 2024
arr)

Article
Tl.
Til.
IV.
VI.
9306009v3
Page
Preamble... sssecssnesccneesssseersesesesensavesnencacenstossesssesessuesvesveresseceessestesseassetssneaueesensenessnes 1
Negotiations wosccsessescsessessssesssssessuestascussecauesesasescaesveessssseesecesscuseensenssesseserssnsesnestecanes ]
2. Recognition ...sccsssssrnerssevsesserees wl
3. Scope of Agreement wl
4, Teacher Contract... wl
5 Job Descriptions ..cesicscsssssesssscetecessnsessssessscasencssssusevsanssssssseeresscsssareasssecssane 2
Rights and Responsibilities of the Board
6. Conflicts with this Agreement woe 2
7. Board Rights, Responsibilities and Prerogatives seveevtanensenecicaasesssenssetseesstens 2
Salaries
8. Placement on Salary Schedule 3
9. Salaries 3
10. | Movement on the Salary Lanes . 4
11. Salary Payment Schedule ..... 6
12. Adjustments in Pay .... w7
13. Salary Deductions... 7
i4. Federation Due.... a7
15, Supplemental Pay... a7
16. Supplemental Pay-Hourly.. 8
17. Supplemental Pay-Positions
Fringe Benefits .o.cccsceccscssssssscccssssesessecsseanesssvessecasssensstsaccneeraessssesuceesananeasasaseceneneetiasseses
18. Insurance
19. Insurance While On Leave.
20. Excise Tax... on
21. Wellness Incentive Program ..
23. Health Care Cost Containment Committee
Professional Benefits.........cseseeeees
24. Personal Leave...
25, Federation Leave.
26. Professional Days...
27. Graduate Study Reimbur semen...
28. Leave of Absence
29. Sick Leave.......
30. Assault...
31. Sick Leave Bank .....
32. Sabbatical Leave.........
33, Retirement Incentive
TABLE OF CONTENTS

34, — Retirement Insurance
35. Additional Retirement Incentive
VIL = Working Conditions
36. Teacher’s Responsibilities - General ...
37. Preparation and Planning Petiods - Teaching Load ...
38. Staff Assignments ......sescssssssnecsessestesuecsessarenseanes
39. Meetings and Extra Work Scheduled by Administration...
40. Special Faculty Meetings...
4\. Duty-Free Lunch....... 28
42.. Class Size... 28
43. Classroom Collections... sheasenceseatssetansscacsancnessensensnagees 29
44, Teaching Assistant Principal... eesestccaetantanenssesssseneansassaseaesease 29
45. Assignment and Transfer.
46. Vacancy Posting Process .
47, Personnel Files
48, Grievance Procedure cic cusssesssescessssessenesserevesscassseessssseeetestessegsessneetrsvenes 31
VI. Other Provisions
49, Termination Notice...
50. Calendar...
51. Severability........
52. Part Time Teachers ...
53, Instructional Day...
54. Types of Assignments
TX. Reduction in Force and Recall wvccscsssssssessssscsssssassnescnsesssssesseesessssessessesesmasesseesnsreaeees 34
55, Layoff...
56. Recall
Signature Page ...cssessscsscsesssseesesentosevesssssscssessnesessesnsensssseeesesassveseesssessecsesaenessnessesssettansenenneeaneenees 37
Appendix A — Supplemental Salary ......cscscsssssssesesessssnenssassanssaisessesssssnersssssessaecneensseseretestsansane 38
Appendix B- HDHP Plan Design
Appendix C - Preventative Services Schedules for Benefits Based on Wellness Incentives........... 49
Appendix D - Additional Base Payments
9306009v3

I
PREAMBLE
1 This Agreement shall be effective from July 1, 2021 through, June 30, 2024.
Wt
NEGOTIATIONS
2. Recognition. The Waterford Board of Education (hereinafter referred to as the "Board")
recognizes the Waterford Federation of Classroom Teachers (hereinafter referred to as the
"Federation") for the purpose of negotiations as the exclusive representative for all certified
professional employees who are employed by the Board in positions requiring a teaching
certificate and individuals holding a Durational Shortage Area Permit (DSAP) and who
are not included in the Waterford Administrators and Supervisors Association unit or
excluded from the purview of teacher negotiations pursuant to Connecticut General Statutes,
§§ 10-15-153b through 10-153d. ;
Employees working in a teaching position solely on the basis of a DSAP shall be covered
by all terms and conditions of the collective bargaining agreement, except as follows:
a. DSAP holders shall not accrue seniority or length of service for any purpose of
this Agreement. Notwithstanding the foregoing, if a DSAP holder becomes
certified as a teacher and is retained continuously by the Board as an employee
after receiving such certification, with no break in service, then the individual
shall be credited with seniority and length of service for:all purposes under this
Agreement, retroactive to the first date of employment by the Board.
b. The Board shall have the right, in its sole discretion, not to renew and/or to
terminate the employment of a DSAP holder, and the DSAP holder shall have no
right to file and/or pursue a grievance under this Agreement with respect to such
action.
c. DSAP holders shall have no bumping or recall rights under this Agreement.
d. DSAP holders are excluded from tuition reimbursement provided for by Article
VI, paragraph 27.
3. Scope of Agreement. This Agreement contains the full and complete agreement between
the Board and the Federation on all negotiable issues, and neither party shall be required
during the term hereof to "negotiate" (within the meaning of Connecticut General Statutes,
§10-153d) upon any issue.
4, Teacher Contract. Teachers shall have an initial contract upon hire and an annual salary
notice thereafter. Initial contracts shall terminate on June 30" of the school year in which
9306009v3

9306009y3
they are executed. Within seven (7) business days of a teacher’s initial date of hire,
contract signature pages shall be time and date stamped and a copy of the original will be
returned to all new hires, Annual salary notifications shall be given for the subsequent
fiscal year periods.
Job Descriptions, The Board shall make available electronic copies of the job
descriptions applicable to the members of the bargaining unit on the District Intranet.
Any changes, revisions, or updates to existing job descriptions will be shared with the
officers of the WFCT prior to implementation.
I
RIGHTS AND RESPONSIBILITIES OF THE BOARD
Conflicts with This Agreement. When Board policy and/or administration regulations and
conditions of this Agreement conflict, the conditions of this Agreement shall prevail.
Board Rights, Responsibilities and Prerogatives. It is recognized by both the Board and the
Federation that the Board has and will continue to retain, whether exercised or not, the sole
right, responsibility and prerogative to direct the operation of the public schools in the Town
in all its aspects, including, but not limited to the following: to maintain good public
elementary and secondary schools and provide such other educational activities as in its
judgment will best serve the interests of the Town to give the children of the Town as nearly
equal advantages as may be practicable; to decide the need for school facilities; to determine
the care, maintenance and operation of buildings, lands, apparatus and other property used
for school purposes, to determine the number, age and qualifications of the pupils to be
admitted into each school; to employ, assign and transfer employees; to suspend or dismiss
the employees of the schools in the manner provided by statute; to designate the schools
which shall be attended by the vatious children within the Town; to make such provisions as
will enable each child of school age residing in the Town to attend school for the period
required by law and provide for the transportation of children wherever it is reasonable and
desirable; to prescribe rules for the management, studies, classification and discipline for the
public schools; to decide the textbooks to be used; to make rules for the arrangement, use
and safekeeping of the school libraries and to approve the books selected therefore; to
approve plans for school buildings, to prepare and submit budgets and in its sole discretion,
expend monies appropriated by the Town for the maintenance of the schools and to make
such transfers of funds within the appropriated budget as it shall deem desirable. These
rights, responsibilities and prerogatives are not subject to delegation in whole or in part,
except that the same shall not be exercised in a manner inconsistent with or in violation of
any of the specific terms and provisions of this Agreement. No action taken by the Board
with respect to such rights, responsibilities and prerogatives, other than as there are specific
provisions herein elsewhere contained, shall be subject to the grievance and arbitration
provisions of this Agreement.
Subject to the provisions of this Agreement, the Board and the Superintendent of Schools
reserve and retain full rights, authority and discretion, in the proper discharge of their duties

and responsibilities, to control, supervise and manage the Waterford Public Schools and its
professional staff under governing law, ordinances, rules and regulations - municipal, state
and federal. aa
IV
SALARIES
Placement on Salary Schedule. Teachers shall be placed on the appropriate step of the
salary schedule based on the following criteria:
a.
Full credit for previous teaching experience in private schools accredited by the
State of Connecticut and public schools provided that such experience for any
one-year shall have been continuous service for at least one-half of the school
year. School year should be defined as the minimum number of days required for’
a school year under Connecticut State law. Credit for part-time teaching shall be
granted provided the teaching assignment is equal to or more than one-half of a
full teaching assignment established by the institution. In addition, the
administration may grant credit for previous teaching experience in military
dependency schools and accredited colleges.
New employees with full-time work experience other than teaching experience
relevant to their assignment may be granted step placement credit up to one year
for each two years of such relevant work experience. One year’s credit for part-
time work. experience may be granted provided the work time is equal to or more
than one-half of a full-time schedule. Work experience shall not be credited if
eight or more years have elapsed since the ending date of such work experience
and the date of hire in Waterford.
The parties agree that previous teaching experience and previous work experience
may be counted towards initial step placement on the salary schedule upon hire
but in either case the initial step placement on the existing salary schedule shall
not exceed step 10.
Salaries. Teacher salaries shall be determined in accordance with the foregoing paragraphs
based on the following teacher salary schedule:
9306009v3
: 2021-22 Salary Schedule
Ste
p BA BA30/MA MA30/6TH.
1 47,390 52,837 53,313
2 49,424 56,770 57,457
3 51,511 60,702 61,601
4 53,605 64,634 65,745
5 55,695 68,563 69,889
3

6 57,786 72,495 73,999
7 59,879 16,426 78,213
8 61,969 80,366 82,321
9 64,059 84,289 86,467
10 66,156 | 88,228 90,617
i 69,230 92,932 95,506
_ 2022-23 Salary Schedwle
StePp BA BA30/MA_ | MA30/6TH
1 47,390 52,837 53,313
2 49,424 56,770 57,457
3 51,511 60,702 61,601
4 53,605 64,634 65,745
5 55,695 68,563 69,889
6 57,786 72,495 73,999
T 59,879 16,426 78,213
8 61,969 80,366 82,321
9 64,059 84,289 86,467
10 66,156 88,228 90,617
11 69,922 93,861 96,461
2023-24 Salary Schedule
. BA BA30/MA | MA30/6TH
1 47,390 52,837 53,313
2 49,424 56,770 57,457
3 51,511 60,702 61,601
4 53,605 .| 64,634 65,745
5 55,695 68,563 69,889
6 57,786 72,495 73,999
7 59,879 16,426 78,213
8 61,969 80,366 82,321
9 64,059 84,289 86,467
10 66,156 88,228 90,617
WW 70,621 94,800 97,426
10. Movement on the Salary Lanes:
a, For placement on the BA+30/MA salary schedule, 30 semester hours must be earned
in a planned program approved by the Superintendent or the Assistant Superintendent and
9306009v3

9306009v3
taken at an accredited institution and must fulfill Connecticut State Department of Education
educational requirements for the professional educator's certificate.
b. All credits for placement on other salary lanes must be earned in courses approved
by the Superintendent or Assistant Superintendent and taken at an accredited institution.
Such approval must he sought at least 15 days prior to the start of any course.
G Any course work taken for credit must have prior approval from the
Superintendent, which will be based on the following guidelines:
1)
2)
3)
4)
5)
6)
Approved courses and degree programs must be from an accredited college
or university or those approved in advance by the Superintendent.
Courses and degree programs submitted for approval for salary
reclassification must be in a planned program consisting of a series of
connected courses approved by an advisor in the field of education and/or
related to the teacher’s assignment,
Approved programs must consist of courses credited from a single university
either as course credit earned at that university or courses accepted on a
transfer basis for credit by the university awarding the degree.
Courses must be substantive and the content and quality appropriate for
graduate level courses.
Classes for approved courses or programs must be regionally accredited and
meet on a periodic basis in an announced location for lecture, discussion, or
seminar to allow for interaction and intellectual exchanges with course
instructor(s) and colleagues. Exception to the aforementioned may be given
by the Superintendent for on-line courses provided that the Superintendent
determines that the substance, content and quality of the requested online
course meet appropriate standards for academic rigor.
Courses or programs approved for reclassification must have a planned
procedure for periodic evaluation of the student’s work through written
assignments, written or oral examinations and/or project representative of the
course content.
d. Salary placement due to a change in degree status shall be effected once, with the 1*
payroll of the new school year. In order to be eligible for such change in degree status, a
teacher must notify the Superintendent in writing, no later than December 1", of the
previous school year, that he/she expects a degree change or has earned a degree change.
e. The social worker shall be placed on the MA + 30/6" Year schedule. A Masters
Degree earned with a minimum of 60 credits in Speech and Language Pathology from a

program leading to a State of Connecticut Department of Public Health licensure and a
Certificate of Clinical Competence from the American Speech Language Hearing
Association shall be recognized as “MA + 30/6" Year” on the salary schedule. Any teacher
holding a BCBA certification (Board Certified Behavior Analyst) shall be placed on the
MA + 30/6" Year salary lane. School psychologists holding a Masters Degree earned with
a minimum of 60 credits in a psychology program leading to State Departnient df Education
certification as a School Psychologist shall be recognized as MA + 30/6” Year on the salary
schedule. School counselors holding a Masters Degree earned with a minimum of 60
credits in a school counseling program leading to State Department of Education
certification as a School Counselor shall be recognized as MA + 30/6" Year on the salary
schedule.
Work Year
f Salaries are based upon a one hundred and eighty-six (186) day work year. In those
positions requiring more or less time than the one hundred eighty-six (186) day base, the
salary shall be prorated. on a per diem basis,
g. LONGEVITY. For teachers commencing employment as a teacher prior to
August 31, 2012, commencing with the fifteenth (15th) year of teaching in the Waterford
School System, a teacher will receive Four Hundred Dollars ($400) in June of that year and
in each subsequent year of teaching in the Waterford School System until his/her twentieth
(20th) year whereupon he/she shall receive Fourteen Hundred Dollars ($1,400) per each
subsequent year of teaching in the Waterford School System, such sum payable in June of
each year. Teachers commencing employment as a teacher on or after August 31, 2012
shall not be eligible for the longevity benefit described in this paragraph.
M1. Salary Payment Schedule
a, Each professional employee covered by this Agreement shall be paid his or her
annual salary in twenty-six (26) equal installments; or in twenty-one (21)
installments, each equal to 1/26 of the applicable annual salary, and the
twenty-second (22nd) installment equal to 5/26 of the applicable annual salary, or in
twenty-two (22) equal installments.
b. Election of method of payment must be made by the last school day of the prior
school year except in the case of newly hired teachers, who shall elect their method
of payment within the first full week of employment.
c. If no election is made, the prior method of payment will continue in effect, or, if no
election has ever been made, payment will be made in twenty-six (26) equal
installments.
d. Teachers are required to utilize an electronic direct deposit account for the receipt
of their salary payments.
9306009v3

12.
13.
14.
15.
9306009¥3
e.
Salary payments shall be made biweekly, in accordance with an established
schedule published by the Board in advance. The first payday shall be the first
Friday on the established biweekly pay schedule following the opening of school.
Adjustments in Pay. Adjustments in pay due to absence without pay will be computed on
the basis of teacher work days worked. The daily rate of pay for each teacher work day wiil
be computed by dividing the annual salary by the number of teacher work days.
Salary Deductions. Teacher authorized payroll deductions shall be made for the following:
a,
mo Oo
g.
Tax-sheltered annuities through a bonded annuity distribution agent selected by the
Board;
Coreplus Federal Credit Union; Charter Oak Credit Union; other banks, credit
unions, or financial institutions of the teacher’s choosing;
Medical and dental insurance premium cost sharing;
Increased retirement;
United Way;
Disability insurance;
Section 125 and any other flexible spending accounts offered by the Board.
Changes in payroll deductions for the above shall not be made for units of less than five
($5.00) Dollars except for insurance premium cost sharing. Teacher-authorized payroll
deductions shall be made for W.F.C.T. and W.E.A. dues in twenty-two equal installments,
September through June, per school year. The W.F.C.T. shall have the option of having
dues directly deposited to an account, if possible.
Federation Dues.
The Federation shall establish and annually notify the Board in writing of the
amount of Federation dues. ;
The Board agrees to deduct Federation dues from the salaries of all nea-Federation
members. Payments for newly enrolling members who voluntarily join the
Federation shall be implemented with the payroll cycle immediately following
written ‘notification to the Board that the member has joined the Federation.
The Federation shall hold the Board and the Town of Waterford harmless against all
claims, demands, liabilities, lawsuits, counsel fees or other costs which may arise
out of, or be by reason of, action taken against the Board as a result of compliance
with the provisions of this paragraph 14.
The Board shall permit the Federation to provide information to new teachers as part
of the annual new teacher orientation process,
Supplemental Pay

16.
9306009v3
Teachers shall receive additional compensation above the salary scale for extra
assignments listed in the approved supplemental salaries (Appendix A) that take
place beyond working hours, When teachers are assigned to carry out the
responsibilities they will be paid the salaries which are listed. All Appendix A
positions for extra pay will be voluntary. : .
When openings occur in Appendix A positions, the Superintendent ef
Scheels
will notify the staff by way of internal posting for five (5) days, where possible,
prior to an external posting.
Consideration will be given to prospective candidates in the following order (if
applicable):
1) Qualified members of the teaching staff in the building where the activity
or coaching takes place.
2) Qualified members of the teaching staff throughout the Waterford School
District.
3) Qualified persons not on the teaching staff.
The Superintendent of Schools will make any final decisions on supplemental pay
positions,
The list of position rates and/or criteria for pay appear in Appendix A. The Board
may choose to create and/or eliminate such positions at its discretion, with
notification to the Federation. The Board is under no obligation to fund any listed
position. The Superintendent or designee will consult with the WFCT President
prior to determining the stipend or salary placement of any new position.
Supplemental Pay - Hourly. The following supplementary positions shall be paid at the rate
of $40 per hour in 2021-22, $41 per hour in 2022-23, and $42 per hour in 2023-24,
* Curriculum planning
« Summer workshop attendance
The following supplemental positions shall be paid at the rate of $44 per hour in 2021-
22, $45 per hour in 2022-23, and $46 per hour in 2023-24,
* Summer school teachers*
* Homebound and special education tutoring as approved by the Superintendent*
(*hourly rate for summer school instruction and tutoring reflects working hours
and/or of instruction, preparation time is not separately compensated)

17.
18.
930600903
The parties acknowledge that the Board may compensate non-bargaining unit
personnel for the work described in this section at rates that vary from the
contractual rates herein.
+ Professional development presenters** (Professional Development Hours must
be approved in writing-in advance by the Superintendent-or his/her designee}
(**hourly rate reflects preparation/presentation time worked outside of regular
working hours, with a one to one correspondence between the hours of the
presentation and the preparation time (i.e. two hour presentation = two hours
preparation time if such time occurs outside of working hours) [f-a teacher is
making a presentation during working hours or receives release time for the
preparation for the presentation, such time is not compensated in addition to the
.teacher’s usual salary.)
School counselors at the middle and high school levels shall receive a minimum
of six (6) and a maximum of eight (8) days of per diem pay for work performed
during the summer recess on a schedule proposed by the school counselors and
approved by the administration.
The Director of School Counseling shall receive between twelve (12) and fifteen -
(15) days of per diem pay for work performed during the summer recess on a
schedule proposed by the Director of School Counseling and approved by the
administration.
Supplementary Pay - Positions. Supplementary pay positions shall be created upon the
recommendation of the Superintendent. The Board shall place the new supplementary pay
position in the appropriate category (see Appendix A). Faculty members may propose new
supplementary pay positions for consideration by the Superintendent, including such
information as may be required by the building principal.
Vv.
FRINGE BENEFITS
Insurance.
Plans Offered. Each eligible bargaining unit member and eligible dependents may
enroll in the following health and dental insurance plans described below:, with
the Board payment of a-percentage of the fully insured premium; or if under a
self-insured plan, the Board payment of a percentage of the cost of benefits
defined as administrative fees, network access fee, managed care fee if applicable,
stop loss premium(s), applicable state and federal taxes (e.g. ACA Transitional
Reinsurance Fee) and incurred and trended claims as determined by the

carrier/third party administrator, For a self-insured plan, purchase and level of
stop loss will be determined by the Board.
b. Change of Carriers/Plans/Administrators. The Board shall have the right to self-
insure for any of the insurance benefits described in this Article and/or to change
“administrators/cartiers/plans for any of the insurance benefits, provided that the
overall level of benefits remains substantially equivalent to the overall level of
benefits in effect immediately preceding any such change.
c Notice of Change. The Federation President shall be notified in writing within
thirty (30) calendar days of any intention to change administrators/carriers/plans
and shall have a reasonable opportunity to review the proposed changes, but shall
have no more than sixty (60) calendar days from the date the new plan is
presented to the Federation. If the Federation does not approve of the proposed
changes, it shall submit a written statement detailing the reasons for such
disapproval, specifically listing the aspects of the proposed change to which it
objects. The Federation must submit this written statement within sixty (60)
calendar days of the notification noted above. Failure to submit such statement
within the sixty (60) calendar day time period shall be deemed approval of the
proposed plan and a waiver of any right to arbitrate the issue.
d. Arbitration of Change of Cartier Disputes. The Federation may resolve any
dispute by submitting the issue to arbitration within thirty (30) calendar days of
receipt of notice from the Superintendent that the Board intends to implement the
new plan/carrier/administrator. The arbitrator shall have experience in insurance
matters. The Board must receive a written decision therein prior to implementing
any change. The sole substantive issue for arbitration shall be as follows: Is the
proposed insurance plan(s) substantially equivalent to the overall level of benefits
in effect immediately preceding any such change?
e. The HDHP Plan: A high deductible health care plan offered with a health savings
account feature (the “HDHP Plan”) will be offered to compliant participating
employees. The HDHP Pian is described in more detail in Appendix B.
1) Deductible Funding:
The Board will contribute to the annual deductible for employees’ HDHP in the
amounts set forth below:
2021-2022 for wellness compliant employees:
© $1,125/year for the individual plan
¢ $2,250/year for the 2-person or family plan
2022-2024 for wellness compliant employees:
® $1,250/year for the individual plan
« $2,500/year for the 2-person or family plan
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The Board does not provide any deductible contributions for non-compliant
employees.
For any compliant teacher not eligible for an HSA account as a matter of federal
law, who.is envolled in the HDHP, the Board shall reduce the compliant teacher’s
premium contribution in a manner equivalent to the monetary value of the Board
contribution to the applicable deductible amount for the teacher’s coverage level.
2) Premium Cost-Sharing for HDHP Plan:
The Board and employee contributions to health insurance premium for specific
years of this Agreement are listed below. The premium contributions are listed for a
fully insured premium, or if the Board offers a self-insured plan, the payment of a
percentage of the cost of benefits is defined as administrative fees, network access
fee, managed care fee if applicable, stop loss premium(s), applicable state and
federal taxes (e.g. ACA Transitional Reinsurance Fee) and incurred and trended
claims as determined by the carrier/third party administrator.
Year Board Premium Employee Premium
Contribution Contribution
2021-2022 82% 18%
2022-2023 81% 19%
2023-2024 80% 20%
3) Plan Documents Available:
Master Group policies are available in the business office for more specifics. The
master certificates and/or policies are the governing documents when it comes to the
Board’s insurance plans; the information contained herein and in the contract
appendices is intended as a summary.
Life Insurance. One Hundred Thousand ($100,000.00) Dollars employee life
insurance, through a Board selected vendor. The Board shall provide annual
notification to employees regarding a change in life cartier, shall post information
pertaining to the life insurance carrier on the District Intranet, and shall provide
information to an employee’s beneficiary in the event of the death of the employee.
Dental Insurance. The Board shall pay for dental insurance at a premium cost-
sharing percentage equal to that it pays for the HDHP Plan, and the employee shall
pay the remaining percentage of the cost of individual or family full-service dental
plan as selected by the Board. Such dental plan shall include riders for basic
benefits, additional basic benefits, periodontics, and orthodontics. .
Continuation of Insurance on Termination of Employment. Any teacher who
terminates service at the end of a complete school year, may, if the teacher elects,
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_ 19,
20.
21.
22.
continue to receive the benefits in this paragraph until August 31* of that same
calendar year.
SECTION 125 PLAN
~ ‘No later than the effective date of this Agreement, the Board shall implement and maintain
a Section 125 Salary Reduction Agreement which will be designed to permit exclusion from
taxable income the employee's share of health insurance premiums. The Board makes no
tepresentations or guarantees as to the initial or continued viability of such a salary
reduction agreement, and shall incur no obligation to engage in any form of impact
bargaining in the event that a change in law reduces or eliminates the tax-exempt status of
employee insurance premium contributions. So long as the Board makes a good faith effort
to comply with this paragraph, neither the Federation nor any teacher covered. by this
Agreement shall make any claim or demand, nor maintain any action against the Board or
any of its members or agents for taxes, penalties, interest or other cost of loss arising from a
flaw or defect in the salary reduction agreement, or from a change in law which may reduce
or eliminate the employee tax benefits to be derived therefrom.
Insurance While on Leave. Election to have group health and life insurance continued. in
force for the duration of such leave on the then current basis, shall be allowed provided
arrangements for the payment of the premium therefore are made by the teacher concerned
in advance of the date of leave, and provided that the foregoing is acceptable to the
insurance company involved.
Excise Tax. If the total cost of a group health plan or plans offered under this contract
triggers an excise tax under Internal Revenue Code Section 4980], or any other local,
state or federal statute or regulation, the parties agree to commence negotiations in
accordance with the Teacher Negotiations Act, to determine insurance provisions for
the contract year in which the excise tax goes into effect, During such negotiations,
the parties will reopen this Article (including the related appendices of the contract) for
the purpose of addressing the impact of the excise tax and negotiating insurance
benefits. No other provision of the contract shall be reopened during such negotiations.
Wellness Program. The Board will implement wellness incentive programs for teachers
enrolling in the health plan.
Preventive wellness visits shall be required every other calendar year (a “measurement
year”), Ifa teacher and the teacher’s enrolled spouse each comply with the preventive
wellness incentive program requirements during the applicable measurement year, the
teacher shall be designated “compliant” for the two contract years immediately following
the applicable measurement year. Ifa teacher and/or the téacher’s enrolled’ spouse fail to
meet the wellness incentive program requirements in the applicable measurement year,
the teacher and the teacher’s enrolled spouse may satisfy the program requirements
during the subsequent calendar year, in order for the teacher to be designated a
“compliant” employee for the second contract year of the applicable 2 year measurement
cycle.
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9306009v3
For the 2021-2024 contract period, for the 2021-2022 contract year, all teachers shall be
designated “compliant.” The 2021 calendar year shall serve as the first applicable
measurement year during the 2021-2024 contract. Ifa teacher and the teacher’s enrolled
spouse each comply with the preventive wellness incentive program requirements during
the 2021 calendar year, the teacher will be designated “compliunt” for the 2022-2023
contract year as well as the 2023-2024 contract year. If a teacher and the teacher’s
enrolled spouse fail to comply with the preventive care requirements in calendar year
2021, the teacher shall be designated “non-compliant” for the 2022-2023 contract year.
Ifa teacher and the teacher’s enrolled spouse fail to comply with the preventive care
requirements in calendar year and also do not comply in calendar year 2022, the teacher
shall be designated “non-compliant” for the 2023-2024 contract year.
Automatic Enrollment. Teachers enrolled in the health plan will be automatically
enrolled in the Board's wellness incentive program as described herein. If during the
applicable measurement year, the teacher and the teacher’s enrolled spouse (as
applicable) participated in all applicable components of the Board's wellness incentive
program, the teacher shall be deemed a "compliant participating employee". If during the
applicable measurement year, the teacher or the teacher’s enrolled spouse (as applicable)
failed to participate in one or'all applicable components of the Board's wellness incentive
program, the teacher shall be deemed a "non-compliant employee". Teachers in their first
year of employment with the Board will be designated “compliant employees.”
Benefits Based Program. The Board's wellness incentive program consists of a
"benefits based" wellness incentive program. The Board shall make a designation of a
teacher's status as a compliant participating or non-compliant employee on an annual
basis, based on the teacher's and the teacher’s enrolled spouse’s participation in wellness
incentive program requirements during the applicable measurement year. The Board shall
give notice of an employee's status at least two (2) times pet year on or before January
31st and on or before August 15th. Teachers and their spouses will be enrolled in the
benefits based program, which will require participants to obtain recommended
preventive care services. Preventive services shall include those services outlined in
Appendix C. Compliance with the benefits based program will be measured as described
above,
When the Board elects to track compliance directly, proof of compliance for each teacher
and the teacher’s enrolled spouse shall be made by the teacher submitting to the Board
any of the following forms of documentation:
Completed Wellness verification form
Doctor’s note certifying preventive care visit
Summary of preventive care visit completed by doctor
Email from third-party administrator confirming appointment
Email from Doctor confirming appointment
EOB with information on preventive care visit
ee ee
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In the event that the Board elects to track compliance through a third party administrator,
the Board shall consult with the Federation on the selection of a third party administrator.
If a third party administrator is retained, proof of compliance for each teacher and the
teacher’s enrolled spouse shall be made in accordance with the requirements of the
administrator, 9"
Non-Compliant Employees. If during the applicable measurement year, the teacher or the
teacher's enrolled spouse (as applicable) failed to participate in the applicable
components of the Board's wellness incentive programs, the teacher shall be designated a
"non-compliant employee” for the two subsequent contract years. If a teacher and/or the
teacher’s enrolled spouse fail to meet the wellness incentive program requirements in the
applicable measurement year, the teacher and the teacher’s spouse may satisfy the
program requirements during the subsequent calendar year, in order for the teacher to be
designated a “compliant employee” for the second contract year of the applicable cycle.
Tf during the applicable measurement year, the teacher and the teacher's enrolled spouse
fully participate in all applicable components of the Board's wellness incentive programs,
the teacher shall be designated a "compliant participating employee" for the two
subsequent contract years.
Health Care Cost Containment Committee. There shall be established a "Health Care
Cost Containment Committee" with three (3) members appointed by the Board and three
(3) members appointed by the WFCT, The committee shall review aggregate data
regarding the Board's wellness incentive programs as described herein and make
recommendations regarding the design and implementation of these programs. This
committee shall also be charged with creating additional voluntary wellness initiatives
such as fitness challenges or other healthy lifestyle programs. Any such additional
programs that involve the expenditure of funds must be approved by the Board.
VI
PROFESSIONAL BENEFITS
Personal Leave.
a. Up to five (5) days each year of personal absence with pay may be granted:
Personal days may be used only to attend to important and necessary personal
business that cannot be transacted other than during working hours. Personal
leave is such leave, which is typically unavoidable and non-recurring for:
© Legal reasons (e.g. house closing, court appearance);
© Religious reasons (¢.g. religious holiday);
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¢ Family reasons (e.g. birth, death, marriage, illness, or graduation,
attendance at a child’s school related function or event; or a child’s
non-school related performance or sporting competition),
@ Personal Emergency (e.g. military deployment of a family*
member, family emergency other than illness).
* Family is defined as spouse, parents, grandparents, children (natural, foster, or
adopted), grandchildren, siblings, in-laws, nieces, nephews, first cousins, aunts,
uncles, and permanent residents of the teacher’s household.
Up to one day per year may be used for personal reasons for which no reason
need be given.
Personal leave may be approved only when it is not reasonable for the required
activity to have been scheduled outside of working hours.
Personal leave may be taken in one hour increments.
Leave under this paragraph shall not be used to extend holidays or vacation periods, unless
approved by the Superintendent. In considering requests for personal leave that extend a
holiday or vacation period, the Superintendent may consider the operational needs of the district
in determining whether to grant the extension. The type of reasons for personal absences shall
be disclosed on the Request for Personal Leave form. The administration may request more
information about the teacher’s proposed use of leave, except in the case of the one day for
which no reason needs to be given.
Use of personal leave shall require forty-eight (48) hour notice and prior approval of the
immediate supervisor. Forty-eight (48) hours notice is not required in emergency situations.
b. The Superintendent may extend additional personal leave, with or without pay, or
waive the documentation requirements in this article, if in his or her judgment, there
are extenuating circumstances which justify such action.
c. Tn the event that a teacher has unused personal days remaining at the end of the
school year, the Board will convert up to three (3) of such unused personal days to
the teacher’s sick leave accumulation.
25. Federation Leave. Officers of the Federation may be granted five (5) days' absence with pay
for Federation business. For extenuating circumstances, an additional five (5) days may be
granted.
26. Professional Days. (Conventions, conferences and observations), Subject to prior approval
by the immediate supervisor, a teacher may attend conventions, conferences or the
observation of an activity in another school building or school system. Approved
attendance shall be without loss of pay. Reimbursement for reasonable costs incurred in
connection with professional days must have prior approval by the immediate supervisor.
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The principal may require a written or oral report which shall be submitted within two (2)
weeks of the termination of the convention, conference or observation.
Graduate Study Reimbursement, When in the judgment of the Superintendent the course
and/or dual certification non-degree program for which reimbursement is requested will
make a meaningful contribution to a more effective performance of the duties to which
the professional staff member is assigned, then such reimbursement may be granted.
Courses and/or non-degree programs must be completed with a grade of B or higher. If a
lesser mark is received and the teacher desires, extenuating circumstances may be
explained to the Superintendent for his/her consideration. All non-tenured teachers shall
discuss graduate study courses and/or dual certification non-degree programs with their
building principal prior to submission to the Superintendent. Courses and institutions,
and/or dual certification non-degree programs, must have prior approval of the
Superintendent at least fifteen (15) days prior to the start of the course. The Board of
Education will provide an annual account of Ninety Thousand Dollars ($90,000) and
prorate the amount per semester hour in the event that more courses and/or dual
certification non-degree program are approved and completed than are budgeted.
Graduate study reimbursement and/or dual certification non-degree program reimbursement
is payable in one lump sum in the second December check of the school year following the
school year in which the academic study was completed. Teachers must submit an official
grade report or an official transcript of the approved course(s) and a copy of the bill for
tuition and fees within forty-five (45) days of course completion in order to receive
reimbursement. The atnount of the reimbursement shall be equal to the cost of tuition and
fees (excluding books) incurred for the course and/or dual certification non-degree program,
unless pro-rated as set forth above.
A teacher granted tuition reimbursement is obligated to remain in the Waterford school
system for two (2) full years of service following the year in which the graduate program or
course is completed. If the teacher does not remain, he/she shall be obligated to repay to the
Board the amount of money s/he has received in tuition reimbursement during the preceding
two (2) school years; unless an extenuating circumstance (¢.g, family illness, spouse
relocation, etc.) necessitated a break in service.
For programs approved by the Superintendent on or after July 1, 2021, a teacher granted
tuition reimbursement is obligated to remain in the Waterford school system for three (3)
full years of service following the year in which the graduate program or course is
completed. If the teacher does not remain, he/she shall be obligated to repay to the Board
the amount of money s/he has received in tuition reimbursement during the preceding three
(3) school years; unless the Superintendent determines that an extenuating circumstance
(c.g, family illness, spouse relocation, etc.) necessitated a break in service.
A teacher who leaves the district prior to the pay cycle during which reimbursement is made
shall not be eligible for any tuition reimbursement made pursuant to this article.
Completion of a dual certification non-degree program shall not render a teacher eligible for
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28.
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movement on the salary schedule under Paragraph 10.
Leave of Absence. This section shall apply to tenured teachers in the Waterford school
system. A‘leave of absence without pay may be granted for illness, graduate study or other
reasons such as childrearing leave. The leave of absence may extend on