Representative Town Meeting

FIFTEEN ROPE FERRY ROAD
WATERFORD, CT 06385-2886
PHONE: 860-442-0553
www.waterfordct.org
AGENDA
REPRESENTATIVE TOWN MEETING
SPECIAL MEETING
Monday, January 8, 2024
7:00pm — Waterford Town Hall
Pledge of Allegiance to the Flag
Roll Call
Correspondence
Public Comment
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 outside a meeting pursuant to Connecticut Statute
§1-200.
2. To consider and act upon a contract between the Waterford Board of
Education and the Waterford Federation of Classroom Teachers for July
1, 2024 through June 30, 2027 and to request the funding thereof,
pursuant to Connecticut General Statute §10-153d.
F. Adjournment
moom>

Town of Waterford
LABOR CONTRACT REPORT FORM
Employee Organization: Waterford Federation of Classroom Teachers
Number of Employees in
In Bargaining Unit: 239.45 FTE
Contract Duration: Begin: July 1, 2024 End: June 30, 2027
Contract Execution Date: 30 days after filing of contract with Town Clerk (filed on December 20, 2023)
COSTS 2024-25 2025-26 2026-27
Base Salary
(FY24 = $ 23,107,746)
General Wage Increase (GWI) 2.57 % 2.95 % 2.95 %
Statewide Teacher Settlement
Averages at time of Settlement
( |
for Total Wage Increase 4.69 % 3.92 % 4.06 %
(10/31/23)
Total Wage Increase Ok
(GWI + Step) 3.99 % 3,86 % 3.66 %
Dollar Increase $ 924,941 $ 997,303 $ 914,675
This settlement is 1.16% below the state average.
This settlement concluded a period of contract negotiations that began in August, This agreement was reached in
mediation on October 81, 2023.
Health Insurance
Premium Cost Shares
Year
2024-2025
2025-2026
2026-2027
Employee Premium Contribution
20.0 %
20.5 %
21.0 %
Other Provisions
¢ Jury Service - Language was added to allow for documented jury service to be paid. Teachers will receive
their current rate of pay minus any jury fee received without any deduction from accrued personal or sick
time.
* Accumulated Sick Leave - The parties agreed to place a limit on the accumulation of sick leave, equal to the
maximum of the teacher work year, applicable only to teachers hired on or after July 1, 2024,
* Contractual language changes lave been revised throughout the contract to enhance clarity,

November 10, 2023
AGREEMENT
BETWEEN
THE WATERFORD BOARD OF EDUCATION
AND
THE WATERFORD FEDERATION
OF CLASSROOM TEACHERS
July 1, 2024 through June 30, 2027

Article
L
IL.
TI.
Vi
Page
Preamble ....ssesescsesssecesvessseesnessseescsccsnseessecsseeesuesssuresssssesssssersnesnsessnesaseeasesneeeserssnsensersseessenssssets 1
Negotiations oes sesssssessessvecesensessessssesssssessnesssennessssscssecsucenasesessvesutsecsusseceavssessareasssseesvesse 1
2. ReCORDIION oes sescsesssessesssessseestesseesennecsseeseeseeess — wl
3. Scope of Agreement. wl
4, Teacher Contract ..,, al
5. Job Descriptions .......cccscccsssssssscssesesssessssssssoresnecacssscsrssvsavessessneeseeseesssesseess 2
Rights and Responsibilities of the Board .......ceccsssessssesssesssnessssecsnecsssesssessserssssuessescesssses 2
6. Conflicts with this Agreement .0.....ccsseccsscsnessessessnecsrerecsecsrerensssessesseeanees 2
7. Board Rights, Responsibilities and Prerogatives.....cccsscsscssssseessecsesssssecsees 2
Salaries aassassssecsssecsseecsecsssesessecsusessuscsnsesssecnvecssecseucsavessotosvcssecsaensuseesssvcsenessetstesssersesss 3
8, Placement on Salary Schedule... 3
9. Salaries 0... cscs a3
10. Movement on the Salary Lanes. 5
11. Salary Payment Schedule... cece nesseenesnessneeseenesneeneesaeennssneesnees 6
12, —-_ Adjustments in Pay ...ccscsssessecsssecsesrerssssesssessessecsneseresceseesssserssersecseeeseees 7
13. Salary Deductions .. 7
14. Federation Dues...... 27
15. | Supplemental Pay... 8
16. Supplemental Pay-Hourly..... 8
17. —- Supplemental Pay-Positions.......ccesssssssssceeesesessecneesesesssnsssessssneseescsaneesees 9
Fringe Benefits
18.
19. Insurance While On Leave.
20. Excise Tax ccceccsssccsecnsseseserseees
21. Wellness Incentive Program ....cccceseseeeee
23. Health Care Cost Containment Committee
Professional Benefits.......ccsccseesssssssssssessessesssecsssssssssessecsnsssvsasecusasessvenecsecissaeersssesssssnvssseeseees 14
24, Personal Leave... 14
25. Federation Leave 16
26. Professional Days... 16
27. Graduate Study Reimbursement... 16
28. Leave of Absence... LT
29. Sick Leave... 17
30, Assault. 1d
31, Sick Leave Bank 19
32. — Sabbatical Leave vc ccccssssscssecescenessessessssssnesssaseesevesnssceressseeseesnsecneasenss 22
TABLE OF CONTENTS

33. Retirement Incentive ..cccccsesescecsessesessesnscnesvssssssrssussccsesessvsssatsvsessvsssseseese 24
34, —-_ Retirement Insurance wo iesecectssseseeecnsssessessesssssenseesrentssesscseesesessneares 24
35. Additional Retirement Incentive..i....ccesssesssecssecsesssecresstersessseessesseesseeees 27
VIL Working Conditions ....ccccccccccsesessesessssnssessssveretsessssessesstscccusavassavearsanseesucatavsesarsassecngsscneses 27
36. Teacher’s Responsibilities - General 27
37, Preparation and Planning Periods - Teaching Load........... 27
38, Staff Assignments 0... csccssccessecrsesseesesssnesssessesnessesess 27
39. Meetings and Extra Work Scheduled by Administration......cucccsceeeeee 28
40, Special Faculty Meetings...
41, Duty-Free Lunch............
42. — Class Size wn.
43, — Classroom Collections ....ccssscnsenees
44. — Assignment and Transfer...
45. Vacancy Posting Process ...
46, Personnel Files .0.......0
47. Grievance Procedure
VIO. Other Provisions
48. Termination Notice ...ceccssecsecssssteaseesessusssecseeseens 34
49, Callendat.. i csceceseceseseceaerecnnsssssssesueapessersesesnes 34
50. Severability... 34
51, Part Time Teachers 
...cccssssessecessesssssesssersssssessssseesscsstsasssssnvessssssestessesavsees 34
52. Instructional Day ....tccssssssssssesessessssesscssesscssssecsconcseesecsesesnssesassessesesacasevee 35
53. Types of Assignment ....cccescesssssesssesssessssesssessesssssesessssesensquessessviesrsantesnensy 35
IX, Reduction in Force and Recall ..c.ccccccsssssessessesssesssssssnessesssssssssecsessvessesstsseessssecsesercersseesseeees 35
54. Layoff
SS, Recall cccscsssscseccsesessessesssesntessecssccssecssvssssesssssassvssssessessecssvsssessrssnvenseess
Signature Page ....ecccssccssecssscssecsseccsceneessessssessessesssssssssstessuscsussssetssssssscsssssssessessassssssassevenerasssueeeeees 38
Appendix A - Supplemental Salary .....cccccesssssesssssesessssscsssessssssvescsssssecssssscsssassssssesessvssssseseessetensans 39
Appendix B - HDHP Plan Design ...ccsssscssssesssssssecssssssessesssssssvscsasessessescnvecatesseesseseeetess
Appendix C - Preventative Services Schedules for Benefits Based on Wellness Incentives.
Appendix D - Additional Base Payments

I
PREAMBLE
This Agreement shall be effective from July 1, 2024 through, June 30, 2027.
I
NEGOTIATIONS
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
ptofessional employees who are employed by the Board in positions requiring a teaching
certificate and individuals holding a Durational Shortage Area Permit (DSAP) and who ate
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 10-1534.
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, ifa 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.
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.
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

they are executed. Within seven (7) business days ofa 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
WECT prior to implementation.
mt
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
schoo! 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 various 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 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.
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:
2024-25 Salary Schedule
Step BA BA30/MA | MA30/6TH
48,608 54,195 54,683
50,694 58,229 58,934

3 $2,835 62,262 63,184
4 54,983 66,295 67,435
5 57,126 70,325 71,685
6 59,271 74,358 75,901
7 61,418 78,390 80,223
8 63,562 82,431 84,437
9 65,705 86,455 88,689
10 67,856 90,495 92,946
li 72,436 * 97,236 99,930
2025-26 Salary Schedule
Step BA BA30/MA MA30/6TH
1 50,042 55,794 56,296
2 52,189 59,947 60,673
3 54,394 64,099 65,048
4 56,605 68,251 69,424
5 58,811 72,400 73,800
6 61,019 76,552 78,140
7 63,230 80,703 82,590
8 65,437 84,863 86,928
9 67,643 89,005 91,305
10 69,858 93,165 95,688
li 74,573 100,104 102,878
2026-27 Salary Schedule
Step BA BA30/MA MA30/6TH
1 51,518 $7,440 57,987
2 53,729 61,715 62,463
3 55,999 65,990 66,967
4 58,275 70,264 71,472
5 60,546 74,536 75,977
6 62,819 78,810 80,445
7 65,095 83,084 85,026
8 67,367 87,366 89,492
9 69,638 91,631 93,998
10 71,919 95,913 98,511

10.
[ul
76,773 103,057 105,913
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
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 be sought at least 15 days prior to the start of any course,
om 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.

1.
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 the teacher 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 Department of 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 the teacher’s twentieth
(20th) year whereupon the teacher 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.
Salary Payment Schedule
a Each professional employee covered by this Agreement shall be paid the applicable
annual salary in twenty-six (26) or twenty-seven (27) 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.

12.
13.
14.
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) or twenty-seven
(27) equal installments.
Teachers are required to utilize an electronic direct deposit account for the receipt
of their salary payments.
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 will 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.
eho & 9
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 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.

15,
16.
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
a.
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 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):
3) 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 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 $42 per hour.
+ Curriculum planning
* Summer workshop attendance

The following supplemental positions shall be paid at the rate of $46 per hour.
+ 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)
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 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) If 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 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 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.
Bargaining unit members required to prepare for and attend PPTs during the summer
recess shall receive their per diem rate for such work, rounded to the nearest fifteen
minute interval. Preparation and attendance hours must be approved in writing in
advance by the Director of Special Services or designee.
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.

18.
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.
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/carriers/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.
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,
Arbitration of Change of Carrier 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?
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 Plan is described in more detail in Appendix B,
10

1) Deductible Funding:
The Board will contribute to the annual deductible for employees’ HDHP in the
amounts set forth below:
2024-2027 for wellness compliant employees:
« $1,250/year for the individual plan
¢ $2,500/year for the 2-person or family plan
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 enrolled 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
2024-2025 80% 20%
2025-2026 79.5% 20.5%
2026-2027 719% 21%
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 carrier, shall post information
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19.
20.
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.
g. Dental Insurance, The Board shall pay for dental insurance at a premium cost-sharing
percentages equal to that it pays for the HDHP Plan, and the employee shall pay the
remaining percentages of the cost of individual or dependent full-service dental plan
as selected by the Board. Such dental plan shall include riders for basic benefits,
additional basic benefits, periodontics, and orthodontics.
h. 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,
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
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 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 49801, 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.
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21,
22.
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. 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 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,
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 shalf 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 per 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
e EOB with information on preventive care visit
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23.
24,
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.
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. If 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 (e.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 the Superintendent’s
judgment, there are extenuating circumstances which justify such action.
In 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.
A teacher who is called to jury duty during the school year shall promptly notify
Human Resources. When the teacher is released from jury duty, the teacher shall
promptly notify Human Resources and return to work if released during working
hours, When the teacher is performing jury service, the teacher shall be granted leave
with pay. This leave shall not be deducted from sick leave or from personal leave.
The teacher shall receive a rate of pay equal to the difference between the
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25,
26.
27,
professional salary and the jury fee received. The teacher shall promptly provide
documentation to Human Resources of the time served and fee received for jury duty,
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,
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, 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 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 amount 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, the teacher shall be obligated to repay to the Board
the amount of money the teacher has received in tuition reimbursement during the preceding
two (2) school years; unless an extenuating circumstance (e.g. family illness, spouse
relocation, etc.) necessitated a break in service.
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28,
29.
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, the teacher shall be obligated to repay to the Board the amount
of money the teacher has received in tuition reimbursement during the preceding three (3)
school years; unless the Superintendent determines that an extenuating circumstance (e.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
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 only for eighteen (18)
months or less and the date of return must be the first day of a student marking period or at a
time mutually agreed upon by the Superintendent and the teacher. A teacher on leave of
absence must notify the Superintendent, in writing, prior to January 15" of the teachet’s
intention to return or not to return for the following school year. Failure to provide such
written notification by January 15" shall be considered a resignation of employment. In
the event the teacher wishes to return to the system, the teacher will be returned to the
teacher’s former position or a similar position, if such a vacancy exists, for which the teacher
is certified and qualified, subject to the Reduction in Force Article IX. For the purposes of
this paragraph, qualified shall mean having the proper certification and having taught in a
similar assignment in Waterford, If no vacancy exists, the Board shall assign the teacher to
any position for which the teacher is certified and qualified in accordance with the Reduction
in Force procedure described in Article IX. Teachers taking leave of absence are not eligible
for salary or for step credit unless they have taught for more than one half (1/2) of a school
year. Teachers shall be allowed to buy health insurance as provided in paragraph 18.
Sick Leave,
(a) Annual allotment of sick leave. | Teachers shall be granted annually fifteen (15)
days of sick leave with full pay. For teachers who commence working in a bargaining unit
position on or before June 30, 2024, the accumulation of sick leave from year to year of
continuous service shall be unlimited. For teachers who commence working in a bargaining
unit position on or after July 1, 2024, the accumulation of sick leave from year to year of
continuous service shall be capped at a maximum of the teacher work year.
(ob) Family illness. | Teachers may use up to a maximum of seven (7) days of paid sick
leave per year to care for a sick child, a spouse or a parent. A maximum of seven (7) days
paid sick leave per year may also be used to care for a newborn child of the teacher or the
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teacher’s spouse. Family illness days do not accumulate from year to year. Days used as
family illness days will be deducted from a teacher’s available sick leave.
(c) Adoption leave. Paid leave, to be deducted from accumulated sick leave, shall
be available to employees in connection with an adoption, under the conditions described
below.
In order to be eligible for such paid adoption leave, an employee must satisfy all of the
following conditions:
1. The individual must have been continuously employed by the Board for at least one year
at the time such leave is to commence.
2. The individual must be the parent of the child.
3. The leave must commence within three (3) months of the adoption of the child.
An employee who is eligible f