Representative Town Meeting Special Meeting Agenda (PDF)

FIFTEEN ROPE FERRY ROAD
PHONE: 860-442-0553
WATERFORD, CT 06385-2886
www.waterfordct.org
AGENDA (*Amended)
REPRESENTATIVE TOWN MEETING
SPECIAL MEETING
Monday, November 29, 2021
7:00pm — Waterford Town Hall
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OO Zid 81 AON 1202
. Pledge of Allegiance to the Flag
- Roll Call
. Correspondence
. Public Comment
Transaction of Business on the Call:
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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.
To consider and act upon a contract between the Waterford Board of
Education and the Waterford Administrators’ and Supervisors’ Association
for July 1, 2022 through June 30, 2025 and to request the funding thereof,
pursuant to Connecticut General Statute §10-153d.
F. Adjournment
*Added in Call Item 1 to allow for Executive Session.

Town of Waterford
LABOR CONTRACT REPORT FORM
Employee Organization: Waterford Administrators’ and Supervisors’ Association
Number of Employees in Bargaining Unit: 10.00 FTE
Contract Duration: Begin: July 1, 2022 End: June 30, 2025
Contract Execution Date: 30 days after filing of contract with Town Clerk (filed on 11/3/2021)
COSTS 2022 - 2023 2023 - 2024 2024 — 2025
Base Salary (FY22 = $1,525,104) $ 1,555,607 $ 1,586,719 $ 1,618,454
General Wage Increase (GWI) 2.00% 2.00% 2.00%
GWI Impact $ 30,502 $31,112 $31,734
Step Percent (no step impact) 0.00% 0.00% 0.00%
Step Impact $0 $0 $0
Total Wage Increase (GWI + Step) 2.00% 2.00% 2.00%
Dollar Increase $ 30,502 $31,112 $ 31,734
Statewide Administrator Settlement Trend Data (as of 10/21/2021)
- 2022-2023 — 2.71% Total Wage Increase
- 2023-2024 — 2.57% Total Wage Increase
- 2024-2025 — 2.53% Total Wage Increase
Summary of Key Provisions
« This settlement was reached in negotiations on September 13, 2021.
¢ Three-year agreement: July 1, 2022 — June 30, 2025
e This negotiated settlement is under the Statewide Administrator Settlement Trend.
o The three-year total wage settlement with WASA is 6.00%.
o The statewide three-year total wage trend for administrators, as of 10/21/21, is 7.81%.
« Employee Health Insurance Premium Cost Share increases .5% each year of the three-year agreement.
e The deductible the employee must pay as part of the high deductible health plan increases during the
term of this contract:
Current Year
(2021-2022) 2022-2025
Single Plan $2,250 $2,500
Two or More Plan $4,500 $5,000

AGREEMENT BETWEEN
THE WATERFORD BOARD OF EDUCATION
AND
THE WATERFORD ADMINISTRATORS'
AND SUPERVISORS' ASSOCIATION
July 1, 2022- June 30, 2025
October 7, 2021
waterford boe administrators contract 2022-25
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VI.
TABLE OF CONTENTS
PREAMBLE
1. Contract Term
2. Successor Agreement
NEGOTIATIONS
1. Proposals Not Covered by This Agreement
2. Recognition
3. Scope of Agreement
4. Severability
RECOGNITION OF RESPONSIBILITIES OF THE BOARD
Board Rights, Responsibilities and Prerogatives
COMPENSATION
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Administrators’ Salary Schedule
Salaries
Salary Payment Schedule
Adjustment in Pay
Salary Deductions
Tax Sheltered Annuity
Salary Adjustment
Supplemental Pay
Salary/Change in Working Condition
Longevity
FRINGE BENEFITS
1.
7.
8.
9.
1 0.
Insurance
Change of Carrier
Long-Term Disability Insurance
Excise Tax
Travel Reimbursement
ADMINISTRATORS’ WELFARE PROVISIONS
COM NAAR WN
Personal Leave
Graduate Study Reimbursement
Long-Term Personal Leave
Sick Leave
Sick Leave Bank
Maternity, Military, Peace Corps and Vista Leaves of Absence
Professional Development
Evaluations
Personnel Files
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VIL WORKING CONDITIONS
1. Administrators’ Responsibilities — General
2. Supervision
3. Assignment and Transfer
4 Work Year
VIL GRIEVANCES
1. Grievance Procedure
IX. OTHER PROVISIONS
Termination Notice
WASA Nonstrike Clause
Administrator Nonstrike Clause
Reduction in Staff
Insurance
Part-time Administrators
AuUswye
Conditions of Continued Employment
Xx. AGENCY FEE
12. Forwarding of Monies
SIGNATURE BLOCK
Signatures
waterford boe administrators contract 2022-25
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I
PREAMBLE
1. This Agreement shall be effective from July 1, 2022 through, June 30, 2025.
2. Successor Agreement: Negotiations for the successor agreement shall begin in
conformity with the timetables provided in §10-153d of the Connecticut General Statutes.
i
NEGOTIATIONS
1. Proposals Not Covered by This Agreement: Proposals not covered by this Agreement
may be submitted to the Superintendent in writing, and the Superintendent shall forward
such proposals with his/her recommendations to the Board within fifteen (15) days. The
Board shall meet with representatives of WASA to discuss such proposals. Any
agreement reached by the Board and WASA shall be reduced to writing and shall be
signed by the Board and WASA, and shall be appended to the existing Agreement.
Discussions held pursuant to this section shall not constitute “negotiations” within the
meaning of Connecticut General Statutes §§10-153d and 10-153n.
2. Recognition: The Board recognizes WASA as the exclusive representative of all certified
professional employees who are employed in positions requiring an intermediate
administrator or supervisor certificate and whose administrative or supervisor duties shall
equal at least fifty percent of the assigned time of such employee and who are not
otherwise excluded from the purview of Sections 10-153a to 10-153n, inclusive.
3. Scope of Agreement: This Agreement contains the full and complete agreement between
the Board and WASA on all negotiable issues, and neither party shall be required during
the term thereof to "negotiate" (within the meaning of Connecticut General Statutes
§§10-153d and 10-153n) upon any issue, except as required by law or by mutual written
agreement during the term of this Agreement.
4. Severability: This Agreement is deemed to be in compliance with all state and federal
laws (including the Constitution of the United States and the Constitution of the State of
Connecticut) and the Board and WASA shall comply with all applicable state and federal
laws. If a provision or provisions of this Agreement are unlawful, then that provision or
those provisions shall be automatically stricken from this Agreement, and the balance of
this Agreement shall continue in full force and effect.
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RECOGNITION OF RESPONSIBILITIES OF THE BOARD
Board Rights, Responsibilities and Prerogatives: 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 Department of Education and its professional staff under governing law, ordinances,
rules, and regulations--municipal, state and federal.
IV
COMPENSATION
1. Administrators! Salary Schedule: Administrators new to the bargaining unit shall be
placed on a step equivalent to years of experience as a public school administrator in’
the position, or a substantially equivalent position, for which the administrator is
hired. Full credit for previous experience in the position or substantially equivalent
position for which the administrator was hired will be granted, provided that such
experience for any one (1) year shall have been continuous service of at least one-half
(1/2) of that school year, and provided further that the Board shall have the right to
place a new administrator (one who has been employed less than sixty (60) days) at a
higher step on the appropriate salary schedule.
2. Salary:
2022-2023
Degree Step 1 | Step2 | Step3 | Step4 | Step5
Director of Athletics and Student 1
Activities (209 days) 124,956 | 124,956 | 124,956 | 124,956 | 124,956
Masters 127,873 | 131,826 | 135,906 | 140,106 | 145,883
Assistant Principals (215 d: 2 > 2
ssistant Principals (215 days) MA+30/6th_| 133,199 | 137,321 | 141,567 | 145,946 | 151,964
Elementary Principals (210 days) | Masters 130,616 | 134,655 | 138,820 | 143,115 | 149,016
ny ena y MA+30/6th | 137,493 | 141,744 | 146,128 | 150,648 | 156,858
Middle School Principal & Director | Masters 138,734 | 143,025 | 147,448 | 152,010 | 158,277
of Special Services (219 days) MA+30/6th | 144,512 | 148,985 | 153,592 | 158,343 | 164,874
Masters 145,253 | 149,746 | 154,377 | 159,152 | 165,714
High School Principal 219 days) — [Vr ¢30/6th | 150,900 | 157,630 | 162,503 | 167,528 | 174,438
2023-2024
Degree Step 1 | Step2 | Step3 | Step4 | Step5
Director of Athletics and Student
petivitice (209 days) 127,455 | 127,455 | 127,455 | 127,455 | 127,455
Assistant Principals (215 days) Masters 130,430 | 134,463 | 138,624 | 142,908 | 148,801
meena vs MA+30/6th | 135,863 | 140,067 | 144,398 | 148,865 | 155,003
Elementary Principals (210 days) | M#@Ste#8 133,228 | 137,348 | 141,596 | 145,977 | 151,996
ry Anmep ¥ MA+30/6th | 140,243 | 144,579 | 149,051 | 153,661 | 159,995
of Special Services (219 days) MA+30/6th | 147,402 | 151,965 | 156,664 | 161,510 | 168,171
Masters 148,158 | 152,741 | 157,465 | 162,335 | 169,028
igh School Principal (219 4 2 2 2 2 2
High School Principal 219 days) [ra+30/6th | 155,958 | 160,783 | 165.753 | 170,879 | 177,927

2024-2025
Degree Step 1 | Step2 | Step3 | Step4 | Step 5
Director of Athletics and Student
Activities (209 days) 130,004 | 130,004 | 130,004 | 130,004 | 130,004
Masters 133,039 | 137,152 | 141,396 | 145,766 | 151,777
Assistant Principals (215 days) MA+30/6th | 138,580 | 142,868 | 147,286 | 151,842 | 158,103
Elementary Principals (210 days) LMastess 135,893 | 140,095 | 144,428 | 148,897 | 155,036
unt
TY Rrnepals ene CYS MA+30/6th | 143,048 | 147,471 | 152,032 | 156,734 | 163,195
of Special Services (219 days) MA+30/6th | 150,350 | 155,004 | 159,797 | 164,740 | 171,534
Masters 151,121 | 155,796 | 160,614 | 165,582 | 172,409
High School Principal (219 d : . 2 2 :
gh Schoo} Principal (219 days) y74+30/6th | 159,077 | 163,999 | 169,068 | 174,297 | 181,486
3. Salary Payment Schedule: Each professional employee covered by this Agreement shall
be paid the administrator’s annual salary in twenty-six (26) installments by direct deposit
to a United States bank or credit union selected by the employee.
4. Adjustments in Pay: Absences other than those covered by this Agreement shall require
a deduction in pay of 1/number of days in the administrator’s work year.
5. Salary Deductions: Administrator-authorized payroll deductions shall be made for the
following:
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Charter Oak Credit Union;
United Way;
CAS dues;
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WASA dues;
NAESP dues;
NASSP dues.
Washington National Insurance;
Tax-sheltered annuities approved by the Board;
Savings Bonds;
Norwich-Pequot Federal Credit Union;
Insurance premium cost sharing;
Increased retirement;
Changes in payroll deductions for the above shall not be made for units of less than five ($5.00)
dollars. Administrator-authorized payroll deductions shall be made for professional dues in
twenty-two (22) equal installments, September through June, per school year.
6. Tax Sheltered Annuity: Each administrator shall receive an additional amount of Two
Thousand Five Hundred Dollars (2,500) to be paid to the administrator in substantially
equal installments during the fiscal year as to which amount the administrator will
arrange to have an elective deferral deducted from the administrator’s salary on a pre-tax
basis as permitted under Section 403(b)(12)(A)(ii) of the Internal Revenue Code, as
amended, including the applicable catch-up limit of Section 414(v) of the Internal
Revenue Code, and then contributed toward the purchase of a 403(b) annuity with a tax

sheltered annuity company the administrator chooses from the Board’s list of approved
403(b) vendors pursuant to the Board’s 403(b) plan available to Board employees
generally in accordance with Section 403(b) of the Internal Revenue Code, as amended.
For purposes of reporting the administrator's salary to the Connecticut State Teachers
Retirement System, and for calculating the amount of the administrator’s mandatory
employee contributions to be deducted from the administrator’s_salary and paid to the
Connecticut State Teachers Retirement System, the Board shall include the full amount
of the total base salary specified in paragraphs 2 and 6 of this section.
Salary Adjustment: Administrators, upon retirement in accordance with the State
Teacher Retirement Act, or death, after ten (10) years of service in Waterford, the last
five (5) of which must be consecutive, shall receive payment as follows:
a. Administrators who have achieved ten (10) years of service (the last five
(5) of which must be consecutive) on or before July 1, 2014 shall, upon
retirement in accordance with the State Teacher Retirement Act, receive
payment for fifty (50) days or fifty percent (50%) of the unused sick leave,
whichever is less, in either case based on a per diem rate of the last annual
salary earned. Written application for such payment must be made to the
Superintendent's office seven (7) months prior to retirement for the
payment for unused sick leave to be made in the year subsequent to
retirement. When timely notice is given, the Board payment shall be
made no later than December {st of the fiscal year after retirement.
Failure to give notice by December 1st shall result in Board payment for
unused sick leave in the first fiscal year subsequent to the fiscal year after
retirement.
b. Administrators hired on or before July 1, 2014 who are not eligible for
benefits under paragraph a. above, who achieve ten (10) years of service
(the last five (5) of which must be consecutive), upon retirement in
accordance with the State Teacher Retirement Act, shall receive payment
for twenty-five (25) days or twenty-five percent (25%) of the unused sick
leave, whichever is less, in either case based on a per diem rate of the last
annual salary earned. Written application for such payment must be made
to the Superintendent's office seven (7) months prior to retirement for the
payment for unused sick leave to be made in the year subsequent to
retirement. When timely notice is given, the Board payment shall be
made no later than December Ist of the fiscal year after retirement.
Failure to give notice by December Ist shall result in Board payment for
unused sick leave in the first fiscal year subsequent to the fiscal year after
retirement.
Administrators hired on or after July 1, 2014 shall not be eligible to
receive any payment for unused sick leave.
c. After ten (10) years in the Waterford system (the last five (5) of which
must be consecutive) and upon retirement in accordance with the State
Teacher Retirement Act, administrators shall receive a terminal stipend of

10.
$1,500 subject to the following conditions: Written application for such
stipend must be made to the Superintendent's office seven months prior to
retirement for the stipend to be paid. The stipend shall be paid no later
than October 15 of the fiscal year after retirement. Failure to give notice
by December Ist shall result in forfeiture of the benefit.
d. Payment of post-retirement benefits may be made in up to six (6) annual
installments at the option of the retiree.
Supplemental Pay: The following supplementary pay position shall be paid as listed
below:
Position Pay
Director of PK-12 Summer School $7,250
Non-bargaining unit employees may continue to hold any supplemental pay position they
are currently holding. Members of WASA who are certified and qualified shall be given
first preference for supplemental pay positions in the bargaining unit.
Salary/Change in Working Condition: If an administrator is designated by the
Superintendent to work in an administrative position in a higher salary group than the
administrator’s regular group and said administrator works in the designated
administrative position for more than thirty (30) consecutive work days, then the
administrator shall receive the pay of the higher salary group in which the administrator
is working commencing after the thirtieth (30th) consecutive work day.
Longevity: Commencing with ten (10) years of service in the administrators’ bargaining
unit, an administrator shall receive $1500 in addition to the administrator’s salary in each
year of service thereafter. Commencing with twelve (12) years of service in the
administrators’ bargaining unit, an administrator shall receive $2000 in addition to the
administrator’s salary in each year of service thereafter.
Administrators hired on or after July 1, 2014 shall not be eligible to receive this benefit.
v
FRINGE BENEFITS
The Board will provide payment for the following plan, for eligible requesting members,
on the terms and conditions described herein:
a. HDHP Plan. The Board shall also offer eligible administrator employees
insurance coverage through a High Deductible Health Insurance Plan (the “HDHP
Plan”) as described herein in summary form in Appendix A.

1) Deductible Funding:
The Board will contribute to the annual deductible to the employee’s HDHP in the
amounts set forth below:
¢ 50% of the applicable deductible/year to employees taking the individual
plan
* 50% of the applicable deductible/year to employees taking the 2-person or
family plan ‘
For any administrator not eligible for an HSA account as a matter of federal law,
who is enrolled in the HDHP, the Board shall reduce the administrator’s
premium contribution in a manner equivalent to the monetary value of the Board
contribution to the applicable deductible amount for the administrator’s
coverage level.
2) Premium Cost-Sharing for HDHP Plan:
In the 2021-2022 contract year, the Board shall pay a designated 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, with the employee the remainder
of the premiums by payroll deduction.
Year Board Premium Employee Premium
Contribution. Contribution
2022-2023 79.5% 20.5%
2023-2024 79% 21%
2024-2025 78.5% 21.5%
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: Employee life insurance in the amount of double the employee's annual
salary. For tax purposes, to the extent practicable, the Board shall allocate the taxes
associated with the life insurance benefit to at least two (2) pay periods or more,
Dental Insurance. Employees selecting dental benefits shall pay for a portion of the cost
of individual or family full-service dental plan (substantially equivalent to Blue Cross
full-service dental plan) as selected by the Board.

Employees selecting dental riders shall pay for a portion of the cost of dental riders for
additional basic benefits, periodontics and orthodontics equivalent to Blue Cross A, C,
and D riders.
The premium cost-sharing formula for dental benefits shall be the same as in effect for
the health insurance plan selected by the administrator.
Continuation of Insurance on Termination of Employment. Any administrator who
terminates service at the end of a complete school year may, if the administrator elects,
continue to receive the benefits in this paragraph until August 31 of that same calendar
year.
Section 125 Plan. The Board shall maintain a Section 125 Salary Reduction Agreement
(RA) which will be designed to permit exclusion from taxable income the employee's
share of health insurance premiums. Within said Salary Reduction Agreement, the Board
shall also adopt and maintain a flexible spending account for the purpose of enabling
eligible administrators to divert a portion of their gross salaries, prior to reduction for
federal income taxes by a minimum of $500 to a maximum of $5,000 per plan year for
dependent care, or such lower maximum amount as may be required by law, into an
account from which, during the course of the plan year, they can be reimbursed for. The
following provisions will apply.
@ Under no circumstances will the Board be required to contribute any
monies to the RA Plan or to any account established pursuant thereto.
Gi) Each administrator desiring to participate in the RA Plan must apply for
participation and enroll by submitting completed forms provided by the
Board thirty (30) days prior to July 1 of each plan year in which he or she
desires to participate.
Gii) Each administrator accepted as a participant in the RA Plan must, thirty
(30) days prior to July 1, inform the Board in writing of the amount the
administrator wishes to contribute to the account during the plan year a
minimum of $500 to a maximum of $5,000 per plan year for dependent
care or such lower maximum amount as may be required by law), which
shall be divided by the number of payroll periods scheduled for the plan
year to determine the amount to be deducted from each paycheck during
that plan year.
(iv) Asa condition precedent to the establishment of an account under the RA
Plan, the administrator must submit to the RA Plan Administrator, on
forms approved by the Board, written authorization for the Board to
deduct from the administrator’s salary, the amounts to be diverted to the
administrator’s RA Plan Account, which shall be the same amount from
each paycheck issued during the plan year. As a further condition, the
administrator shall pay, by authorized automatic payroll deduction, the
monthly charge for participation in said plan attributable to the
administrator.

(v) Ifthe employment of an administrator terminates for any reason while the
administrator is a participant in the RA Plan, then in accordance with IRS
requirements and if permitted by the terms of the Board's Section 125 plan
document, the administrator will be permitted to submit for reimbursement
for covered expenses incurred through the balance of the plan year, in
order to utilize the unencumbered balance from the administrator’s RA
Plan Account. Any balance remaining in the account at the end of the
plan year is forfeited back to the Board, in accordance with IRS
requirements and the terms of the Board's Section 125 plan document.
The terminated administrator would be responsible for continuing
contributions to the RA through COBRA (including 2% administrative
fee) for the balance of the plan year.
(vi) | Unexpended balances in each RA Account at the end of each plan year
will be forfeited in accordance with legal requirements. The RA Plan will
be governed by the terms of the RA Plan description. It is intended that
the RA plan shall be interpreted, whenever possible, to comply with such
terms of the Internal Revenue Code. In the event the RA Plan
Administrator determines, before or during any plan year, that the RA
Plan may fail to satisfy any non-discrimination requirement if imposed by
the Code or limitation on benefits to certain participants, the RA Plan
Administrator shall take such action as the RA Plan Administrator deems
appropriate under rules uniformly applicable to similarly situated
participants.
(vii) The Board makes no representations 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 Association or any
administrator 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.
Change of Carrier:
The Board may provide the type of insurance listed in this article through
carriers/plans/administrators other than those named above provided said insurance is
substantially equivalent in coverage and benefits.

10.
Long-term disability insurance:
For administrators that elect long-term disability coverage as may be offered by the
Board, the Board shall select a vendor for such coverage, and shall pay fifty percent
(50%) of the premium costs of such coverage.
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 4980I, 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.
Travel Reimbursement:
a. Administrators shall be reimbursed for travel outside of the Town of Waterford
while performing the business of the Waterford Public Schools and for any school
activity to which an administrator has been assigned or is in attendance as part of
the administrator’s administrative duties. Reimbursement shall be at the mileage
rate established by the Board for all employees.
b. The Board encourages administrators to participate in professional development
activities. To that end it will, within budgetary constraints, continue to provide
funds for WASA members for local and regional professional development
activities including major national conventions or conferences each contract year.
VI
ADMINISTRATORS’ WELFARE PROVISIONS
Personal Leave
a. Each employee shall be allowed a maximum of six (6) days’ leave per year,
noncumulative, with no pay deduction. For the following reasons:
i. Family reasons (e.g. birth, death, marriage, illness, or graduation,
attendance at a child’s school related function or event
ii. Religious holidays
iil. Legal matters
iv. Legitimate personal business
Family is defined as spouse, parents, grandparents, children (natural, foster, or
adopted), grandchildren, siblings, in-laws, nieces, nephews, aunts, uncles, and

permanent residents of the employee’s household. Personal is defined as such
matters that are private and sensitive.
Personal leave may be approved only when it is not reasonable for the required
activity to have been scheduled outside of working hours.
b. The Superintendent of Schools is authorized to grant additional days’ leave, paid
or unpaid, upon request.
c. Application for leave as provided above shall be made in writing to the
Superintendent of Schools at least seventy-two (72) hours before leave is to be
granted, except in cases of illness or emergencies. Where the request for personal
leave is made pursuant to Section 1 (d) above, the reason for the absence shall be
discussed with the Superintendent of Schools and such reason shall not be
required to be written.
d. Use of personal days shall not directly precede or follow a school vacation or
holiday, except if such leave is taken for death in the immediate family, religious
holidays, legal business that cannot be transacted outside of working hours,
marriage or graduation of a member of the immediate family, or military
deployment of an immediate family member.
Graduate Study Reimbursement: When in the judgment of the Superintendent, the course
for which reimbursement is requested will make a meaningful contribution to a more
effective performance of the duties to which the administrator is assigned, then such
reimbursement shall be granted. Grade reports and proof of payment must be submitted
to the Benefits Coordinator in the Business Office immediately upon completion of the
course.
Courses must be completed with a grade B of higher. Ifa lesser mark is received and the
administrator desires, extenuating circumstances may be explained to the Superintendent
for the Superintendent’s consideration. Courses and institutions must have prior approval
of the Superintendent at least fifteen (15) days prior to the start of the course, if possible.
Graduate study reimbursement is payable in one Jump sum on either the second payday in
September or the second payday in March, whichever most closely follows the
completion of the course. Administrators 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.
The amount of the reimbursement shall be equal to the cost of tuition and fees (excluding
books) incurred for the course. It is mandatory that an administrator be on the staff at the
time of payment in order to receive any of the above reimbursements.
An administrator 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 administrator does not remain voluntarily, the
administrator shall be obligated to repay to the Board the amount of money the
administrator has received in tuition reimbursement during the preceding three (3) school
years on the schedule set forth below; unless the Superintendent determines that an
10

extenuating circumstance (e.g. family illness, spouse relocation, etc.) necessitated a break in
service.
For the purposes of reimbursement, there shall be a three year look back period. If the
administrator leaves in the first year after course work reimbursed by the Board under this
paragraph is completed, the adrninistrator shall be responsible for reimbursement of the full
amount of tuition reimbursement. If the administrator leaves in the second year after course
work reimbursed by the Board under this paragraph is completed, the administrator shall be
responsible for reimbursement of 2/3 of the amount of tuition reimbursement. If the
administrator leaves in the third year after course work reimbursed by the Board under this
paragraph is completed, the administrator shall be responsible for reimbursement of 1/3 of
the amount of tuition reimbursement.
Long-Term Personal Leave: A personal leave of absence may be granted by the Board
for illness or other personal reasons. The leave shall extend only for one (1) school year
or less. The administrator shall return to the school district upon expiration of the
personal leave. The administrator shall be given the administrator’s previously held
administrative position or another administrative position which is mutually agreed upon
by the administrator and the Board.
If the administrator and the Board are unable to agree upon another administrative
position as aforesaid, then the administrator shall be given the administrator’s previously
held administrative position or an administrative position for which the administrator is
certified and qualified substantially equivalent in status and pay to the administrator’s
previously held administrative position. An administrator on a long-term leave of
absence must notify the Superintendent in writing prior to April 1 if the administrator
intends to return to the Waterford School System the following year. Failure to give
notice of intent to return shall constitute a resignation from employment. Personal leave
of absence shall be taken without pay or payment for benefits or credit for salary
increments and will terminate at the end of the approved period of time. An
administrator on personal leave shall retain the sick leave accumulated prior the
commencement of leave.
Sick Leave: Administrators shall be granted seventeen (17) days of sick leave with full
pay, except while on leave. Sick leave shall be used ‘for personal illness or injury, or
quarantine in accordance with health regulations. For employees hired after September 1,
2009, sick leave shall accumulate from year to year until a maximum of two hundred
(200) days is reached. For all other administrators, the accumulation of sick leave shall
be unlimited. Each administrator shail be notified in September of the amount of the
administrator’s accumulated sick leave.
Sick Leave Bank:
Purpose — to provide members with additional paid sick leave when such members have
exhausted sick leave due to their personal catastrophic illness or injury or combination
thereof, and have provided competent medical certification of said catastrophic illness or
injury thereof.
ll

Process for requesting the sick leave bank assistance - A member fitting the
criteria set forth above may request that the sick leave bank board activate the sick
leave bank.
Upon receipt of a request from a member to activate the sick leave bank, the sick
leave bank four (4) member board, as described below, shall use the following
criteria to determine the eligibility of a member to receive donations and to
determine the number of days to be donated:
L A member must have a catastrophic illness or injury or
combination thereof and must provide timely and competent
medical certification of the catastrophic or injury or combination
thereof.
ii. A member must have completed two (2) years of service in
Waterford.
iii. A member must have exhausted all accumulated sick leave.
iv. A member shall not be entitled to any other Board sponsored paid
leave, remuneration from Board sponsored disability payments,
workers’ compensation, and/or other such Board sponsored
benefits. .
Membership in the administrators’ sick leave bank is voluntary on the part of the
administrators after two (2) years of service in the Waterford School System.
The Board of Education will cooperate in the establishment of a sick leave bank
on a voluntary basis.
Members who are eligible to participate and choose to participate in the bank may
enroll by annually donating one (1) day of the administrator’s annual sick leave to
the bank.
A person withdrawing from membership in the bank will not be able to withdraw
the contributed days.
Persons withdrawing sick leave days from the bank will not have to replace these
days except as regular contributing member to the bank.
The sick leave bank shall be administered by a four (4) member board, two (2)
members chosen by the Board of Education, two (2) members chosen by the
Association. Each request for aid, as certified by a doctor's certificate, for the sick
leave bank shall be decided by the board on the merits of the individual request.
Action of the board shall be by the majority vote. The sick leave bank four (4)
member board may reserve days in the bank, and prorate the allocation of such
days in the event that more requests are approved than days available in the bank.
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i. Not more than thirty thousand dollars (30,000) shall be expended from this fund
during any one (1) school year. No more than fifteen thousand dollars ($15,000)
shall be expended upon any one (1) employee during any one (1) year.
(Exceptions to these limitations may be made only upon specific administrative
request and the Board of Education approvals.)
j. Those employees not contributing to the sick leave bank may not participate in it.
k. The decision of the sick leave bank board shall not be subject to the grievance
procedure.
Maternity, Military, Peace Corps and Vista Leaves of Absence: Maternity, military,
Peace Corps, and Vista leaves may be granted by the Board under terms and conditions
as approved by the Board, in accordance with law.
Professional Development: The Board agrees that professional development activities
such as conferences, workshops, institutes, etc., are in the best interests of the Waterford
School system. The Board encourages such activities and shall fund such activities within
its budgetary constraints.
Evaluations: A copy of any written evaluation shall be placed in the administrator’s file
and a copy forwarded to said administrator. Materials placed in an administrator’s file
after appointment shall be reasonably available for inspection by the administrator.
Personnel Files: No material derogatory to an administrator’s conduct, service, character,
or personality shall be placed in an administrator’s personnel file unless it has first been
shown to and discussed with the administrator by the immediate supervisor. The
administrator shall initial and date the actual copy to be filed. The initials shall signify
merely that the administrator has examined the material.
The administrator may submit a written notation regarding any material placed in the
administrator’s personnel file, and the same shall be attached to the file copy of the
material in question. There shall be only one official personnel file per administrator to
be kept in the central office.
VII
WORKING CONDITIONS
Administrators’ Responsibilities —- General: The Board and WASA recognize the
importance of responsible participation of the entire administrative staff in the
educational process.
Supervision: Each administrator shall supervise the performance and professional
development of the staff for which the administrator is responsible. Such supervision
shall be in accordance with the district system of staff evaluation and staff development.
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Assignment and Transfer: Under State statutes (as exercised through its policies), the
Board of Education has the sole right to employ, assign, and transfer administrators and
employees in carrying out those responsibilities.
The Board may transfer administrators when it determines that such transfers are in the
best interests of the school district. Administrators shall not lose salary as a consequence
of involuntary transfers; they shal! be paid their prior salary until pay for the new position
_. exceeds it, at which time they will be paid the rate for the new position.
For reasons of professional growth, two or more administrators may request transfers
agreeable to those involved. If such requests are granted, administrators shall be paid at
the rate for the new positions.
Administrative staff vacancies shall be published in each school as soon as possible.
Administrators who apply for and are transferred to new assignments shall be placed on
Step 1 of the new classification or the first step that exceeds the administrator’s salary
had the administrator remained in the administrator’s previous classification.
Work Year:
a. The work year for the Elementary School Principal shall be 210 days; the
work year for the Assistant Principals and Dean of Students positions shall
be 215 days; and the work year for Secondary Principals and the Director
of Special Services shall be 219 days. The work year for the Director of
Athletics and Student Activities shall be 209 days. Based on the nature of
the Director of Athletics and Student Activities position, it expected that
the Director of Athletics and Student Activities will work such nights and
weekends as necessary to carry out the duties of his/her position.
b. Administrators shall be required to work at least ten (10) days prior to the
commencement of the school year for teachers and at least five (5) days
subsequent to the end of the school year for students, if possible based on
the student calendar. Each administrator shall submit to the
Superintendent of Schools for the Superintendent’s approval a proposed
work year schedule detailing the dates on which the administrator
proposes to work outside of the published school calendar. The Director
of Special Services and the Director of Athletics and Student Activities
may submit a proposed schedule that includes proposed non-work days
when students are in session. The Superintendent may approve the
proposed schedule or direct the administrator to amend the schedule.
c. In the event that inclement weather causes a school closure, administrators
may work from home for up to two (2) such school closure days.
d. To the extent that the Superintendent requires any administrator to work
beyond the administrator’s scheduled work year, the administrator shall be
paid as follows:
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1). On a per diem basis, except if administrators are required to work
less than four (4) hours in a given day such work time shall be
calculated as one-half day. If they are required to work four (4) or
more hours such time shall be calculated as a full day for purposes
of computing payment for work beyond the work year.
Vit
GRIEVANCES
Grievance Procedure: To secure, at the lowest possible level of the employer-employee
relationship, solutions to problems which may arise concerning the interpretation of any
provisions of this Agreement, all disputes between either an administrator and the Board or
between WASA and the Board concerning the interpretation of any provision of this Agreement
shall be dealt with as follows:
a. Definitions:
1) A grievance shall mean a violation, misinterpretation or misapplication of
a specific term or ferms of this contract to the detriment of an
administrator or group of administrators. A claim by an administrator that
the Board has failed to follow the established procedures of the
administrator evaluation and support program shall also be subject to the
grievance procedure.
2) “Administrator” shall mean any member of the bargaining unit.
3) A “Grievant” shall mean the person or persons making the claim or
WASA.
b. Procedure:
Step 1: If an administrator has a grievance the administrator shall first
notify the Superintendent in writing within fifteen (15) calendar
days of the incident or event giving rise to the grievance. Failure
to do so will be deemed a waiver of the grievance. Ifa solution is
not reached in five (5) calendar days, then the administrator may
proceed to the next step of this procedure.
Step 2: The grievant may file the grievance with the Board, or committee
thereof, within ten (10) calendar days after the procedure at Step
One has been exhausted. The Board, or committee thereof, shall
make a written statement of the action taken within ten (10)
calendar days.
Step 3: If the grievant and WASA are not satisfied with the disposition of
the grievance at Step Two, WASA may, within ten (10) calendar
days after the decision of the Board, or Committee thereof, or
15

within ten (10) calendar days after the meeting with the Board, or
committee, submit the grievance to arbitration by notifying the
Superintendent of its intent to do so. If WASA and the
Superintendent cannot mutually agree upon a single arbitrator to
hear the grievance within ten (10) calendar days of the notice of
intent to submit to arbitration, then WASA may submit the
grievance to arbitration by filing a demand for arbitration under the
Voluntary Labor Arbitration Rule of the American Arbitration
Association. The American Arbitration Association shall then act
as the administrator of the procedures.
The arbitrator selected shall confer promptly with the
representatives of the Board and WASA, shall review the record of
prior hearings, and shall hold such further hearings as the arbitrator
shall deem requisite.
The arbitrator shall be bound by the Voluntary Labor Arbitration
Rules. The arbitrator shall hear only one grievance at atime. The
arbitrator shall have no power to add to, delete from or modify the
agreement. The decision of the arbitrator shall be submitted to the
Board and to the Association, and subject to law, shall be final and
binding.
The costs of the services of the arbitrator shall be borne equally by
the Board and the Association.
General Provisions:
1)
2)
3)
4)
5)
No reprisals of any kind shall be taken by the Board or by any
member of the administration against anyone by reason of
participation in the grievance procedure or support of any
participant thereto.
The grievant may be represented by Counsel, WASA, or any
representative of the grievant’s own choosing at Steps 1 and 2 of
the grievance procedures so long as WASA has the opportunity to
be present at any meetings or hearings on the grievance and has the
opportunity to present its views. At Step 3, WASA shall represent
the grievant for the purposes of arbitration.
All documents, communications, and records generated by the
filing of the grievance sliall be filed separately from the permanent
file of the grievant.
“Days” shall mean calendar days.
The statement of grievance shall contain the provisions of the
contract alleged to have been violated as well as a statement of the
16

remedy requested. The statement of any grievance alleging a
procedural violation of the established evaluation and support plan
shall contain the provisions of the evaluation and support plan
alleged to have been violated as well as a statement of the remedy
requested. The sole and exclusive remedy for an administrator who
wishes to challenge a termination pursuant to the reduction in staff
provision shall be Connecticut General Statute section 10-151. No
administrator shall receive a written reprimand or be suspended
without pay except with just cause.
6) Failure of the grievant to pursue the grievance to the next step
within the specified timelines shall be deemed to be agreement
with the decision of the administration or the Board as the case
may be. Failure of the board or administrator to meet with the
grievant or render a decision with the specified time limits shall
permit the grievant to proceed to the next step. The parties may
agree to waive the time limits in writing.
13.4
OTHER PROVISIONS
Termination Notice: Whenever practicable, an administrator or supervisor shall give sixty
(60) days’ notice to intent to terminate service with the Board. The earliest possible
termination notice is desirable.
WASA Nonstrike Clause: WASA shail not call, authorize, instigate, sanction or condone
any strike, slowdown, work stoppage, refusal to render services or any action against the
Board which would impede the proper functioning of the school system at any time.
Administrator Nonstrike Clause: No administrator shall, in an effort to effect a settlement
of any disagreement with the Board, engage in any strike or refusal to render services.
Reduction in Staff:
a.
It is recognized that, under §§10-220 and 10-4a of the Connecticut
General Statutes, the Board of Education has the responsibility to maintain
good public elementary and secondary schools and to implement the
educational interest of the state. However, recognizing also that it may
become necessary to eliminate certified staff positions in certain
circumstances, this procedure is adopted to provide a fair and orderly
process should such eliminations become necessary.
In order to promote an orderly reduction in the administrative personnel,
the following procedure will be used:
As between tenured administrators or non-tenured administrators, the
Board, within its sole discretion, shall decide which administrators shall be
17

retained based upon the criteria outlined below. The needs of the
Waterford School System with regard to the number and nature of
administrative positions shall be determined by the Board.
Once having done, so the following criteria shall apply in selecting the
administrators to be terminated or non-renewed:
3)
2)
1) Skill and ability;
2) Areas of certification;
3) Areas of administrative experiences; and
4) Past performance.
When the above criteria are equal, seniority will prevail. Seniority
is defined as the length of service in the Waterford School System
in an administrative position.
Any administrator whose contract of employment has been
terminated due to the elimination of an administrative position
shall be placed on a reappointment list for a period of twenty-four
(24) months. Administrators shall remain on the reappointment list
for twenty-four (24) months, or until offered a certified position in
the Waterford School System.
Any administrator recalled under this section will be returned to
work in order of seniority if certified and qualified for the position.
The following criteria shall be applied to determine qualifications
for the purpose of recall:
* Certification Status;
* Degree status;
* Skills and ability;
+ Administrative experience.
When the above criteria are equal, seniority will prevail. Seniority
is defined as the length of service in the Waterford School System
in a certified position.
For purposes of this Article, and for all relevant provisions in this
Agreement, seniority shall be defined as the length of continuous
service as an administrator in the Waterford School System,
beginning on the first day of actual service and ending on the date
for which such determination is made. Continuous service shall be
deemed to be unbroken during periods on the recall list and during
authorized leave. In the event of a tie, continuous non-
administrative certified employment with the Waterford Board of
Education, immediately preceding service as an administrator,
shall be considered.
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5.
Notwithstanding the foregoing, an administrator serving as Director of Athletics
and Student Activities position shall not be eligible to displace any other
administrator in the event of a reduction in force. If required by law, the Director
of Athletics and Student Activities shall be assigned a teaching position for which
the Director of Athletics and Student Activities is certified and qualified. Any
administrator serving as Director